Strategic Change Management and Performance of Turkana County Government, Kenya

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dc.contributor.authorLomoro, Ekeru Emmanuelah
dc.date.accessioned2021-03-08T07:45:55Z
dc.date.available2021-03-08T07:45:55Z
dc.date.issued2020-09
dc.descriptionA Research Project Submitted to the School of Business in Partial fulfilmentof the Requirements for the Award of the Degree of Master in Business Administration (Strategic Management), Kenyatta University. September, 2020en_US
dc.description.abstractOrganizational change influences the manner in which firms operate and that for them to prosper; they must be dynamic to the changing environments they operate. The management of strategic change is always incomplete without a thorough understanding of strategy. Negative firm’s performance can be attributed as organization’s failure or organizations from embracing fully built-in strategic change management efforts as a key driver to strategic change to attain positive organizational performance. It is thus evident that lack of appropriate management methods of strategic change can inversely impact organisations. This research study was about strategic change management and its effect on the organizational performance of Turkana County Government, Kenya. The general objective of this research proposal was to examine the effect of strategic change management on the performance of Turkana County Government, Kenya. Specifically the study aimed at examining the effect of employee training, organizational culture, organizational structure and technology on the performance of organization. The research would be beneficial to the County’s top managers, national government and providing a base for further studies to other researchers. The study design was descriptive. 215 employees including 10 County Executive Committee Members, 13 County Chief officers, 40 County Directors, 52 County Administrators and 100 County Officers formed the accessible population. The sampling size was 60% of the target population. This brought the target population to 129 respondents. A questionnaire was used in this research. There were two sections in the questionnaire. The first part was intended to identify key problems including the respondents’ population features, while the second part consisted of questions focusing on the four factors. The research delivered questionnaires to all participants separately. Analysis of data was descriptively was carried out using measures of mean and standard deviation and also inferential statistics. In order to ensure study data collection tool is complete and consistent, data cleaning was done before processing the answers. Then the information was coded so that the answers could be split into different classifications. Using conceptual content analysis, open-ended issues was evaluated. Analysis followed development and explanation of the number of frequencies and tables describing and summarizing the information. Analysis of regression was used to evaluate the performance connection with the independent factors. The study confirmed that employee training, organisational culture, organisational structure and technology positively and significantly affected Turkana County Government's performance. The study concludes on employee training that training improves workers’ abilities in performing a particular job. On organizational culture, the study concludes that an organization's ideals and expectations are influenced by a strong culture. The mission, vision and values were developed and sponsored. On organizational structure, the study concludes that getting the right organizational structure for the situation is all about better organizational structure. technology makes work faster when it comes to technology. In the present time, engineering has been a key player in developing innovation. The study recommends that the county should create a workforce plan to ensure that recruitment is done in time to improve jobs. A high-performance corporate culture should be fostered by managers of human resources and other members of the human resources team. The county should simply select the new structure on organizational structure that will allow for the most efficiency and productivity. The County should use software programs explicitly designed to improve the office's productivity or effectiveness.en_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/21824
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectStrategic Change Managementen_US
dc.subjectPerformanceen_US
dc.subjectTurkana County Governmenten_US
dc.subjectKenyaen_US
dc.titleStrategic Change Management and Performance of Turkana County Government, Kenyaen_US
dc.typeThesisen_US
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