Management Turnover and Performance of Mombasa Water Supply and Sanitation Company Limited Kenya

Thumbnail Image
Njenga, Wairimu Grace
Journal Title
Journal ISSN
Volume Title
Kenyatta University
This research focused on assessing management turnover and the performance of Mombasa Water Supply and Sanitation Company Limited. Organizational performance denotes the output of an organization, measured against the expected output and objectives. Over the past decade, the company has experienced a growing decline in performance, as evidenced by majority of its several key performance indicators. As at June 2020, the operations and maintenance annual reports revealed that the company is performing remarkably lower than expected by the regulator. There was need to examine the specific consequences of management turnover on organizational performance at Mombasa Water Supply and Sanitation Company Limited. This study aimed at interrogating the root cause of this under-performance, which has greatly compromised service delivery to the residents of Mombasa County. The study was driven by four objectives; examined the effect of involuntary management turnover on the performance; assessed how voluntary turnover of managers affects performance; determined the effect of dysfunctional management turnover and evaluated the effect of functional management turnover on the performance of the company. The research was founded on three theories: the Firm Specific Human Capital Theory, the Viscous Cycle theory and the Job Matching Theory of human resource management. Descriptive research design was embraced in this study. The target population for the study covered a total of 161 managers and supervisors. Stratified sampling technique was employed because the target population had three sub-populations (technical operations, commercial operations and finance and administration). Primary data was collected through a structured questionnaire, analysed using Statistical Package for Social Sciences computer software and presented through tables. Before actual data collection, the questionnaires were pretested during a pilot study. This was done by randomly administering the questionnaire to four respondents per strata. The study revealed that retirement, outcomes of performance appraisals, inadequate combination of skills and expertise of supervisors and managers and inadequate skills for technological advancement are causes of involuntary turnover. Lack of equality in workload balancing among managers and supervisors, political interference and organizational culture are important determinants of management voluntary turnover. In addition, hiring external candidates against internal talent considerations and lack of a merit-based system for internal promotions of managers contributes to increased dysfunctional management turnover while failure by the company on reasonable adequate investment in training and development of the management team contributes to functional management turnover. The study recommends that the company’s management should balance workload equally among managers and supervisors; it should minimize political interference and encourage a positive organizational culture. Staff should be empowered through training, delegated authority and skills development, while internal promotion of managers and supervisors should be done on merit as well as in adherence to professionalism and work ethics. Study findings could be beneficial to parties directly concerned about the performance of the company: these include the company’s Chief Executive Officer, the Board of Directors and the County Government of Mombasa. Secondly, other water service providers and utility firms experiencing declining performance may use this study to assist them in assessing its relationship with turnover of managers where present. Further, academicians, public and private institutions may gather insights from the findings of this study when seeking to explore the consequences of frequent turnover of managers and supervisors on performance.
A Research Project Submitted to the School of Business in Partial Fulfillment of the Requirements for the Award of Masters of Business Administration Degree (Human Resource Management Option) of Kenyatta University, October, 2021
Management Turnover, Performance, Mombasa, Water Supply, Sanitation, Company Limited, Kenya