International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online) Vol. 7, Issue 2, pp: (265-272), Month: October 2019 - March 2020, Available at: www.researchpublish.com
Effect of Organizational Structure Change Management Strategies on Employee Performance in Kakamega County Government 1
Isanda George, 2Dr. Egessa K. Robert, 3Wanjere Dishon 1
Masinde Muliro University, Kakamega, Kenya.
2
Masinde Muliro University, P.O. Box 190 – 50100, Kakamega, Kenya
3
Masinde Muliro University, P.O. Box 190 – 50100, Kakamega, Kenya
Abstract: Change is what brings forth new ideas, solutions and growth. It’s about breaking free from our circle of comfort in order to start seeing alternative routes offered to our organizations to progress in the right direction. It’s about embracing business transformation, making an organization more agile, ready to adapt, and taking advantage of the latest innovations to boost competitiveness. County governments in Kenya have become a point interest especially in service delivery at the grassroots. To achieve this mandate, county managers introduce changes that range from technological, organizational, cultural or even leadership changes engaging different change management practices. Kakamega County like all other organizations vouching for success has embraced change of some sort over the years. The changes have had effect on both the employees and organization at large based on the assorted change management strategies used. It is with this onslaught that this study moves to bring out the effect of organizational structure change management strategies on employee performance in Kakamega County Government. The study targeted 160 employees of which 154 respondents were drawn from senior managers in the 11 ministries of the County (Governors executive order). Descriptive research design was used for the research with data obtained through questionnaires and analyzed using statistical software SPSS and the results presented in form of tables, graphs and charts. Results indicated 50.3% of changes in employee performance could be attributed to organization structure (R 2=0.503). The results revealed that there was a positive significant relationship between organizational structure changes and employee performance. The study then recommended full adoption of the organizational structure changes so as to enhance service delivery, improved employee performance and enhanced operation Keywords: Organizational Structure, Employee Performance.
1. INTRODUCTION The purpose of this paper is to determine the effect of Organization structure change practices on employee performance. Organizational structures changes are increasingly being adopted by many organizations because of its perceived positive implications of performance. Ajagbe, (2007) affirms that an organization can design its structure when it decides how it want its members to act, what attitude it wants to promote, and what it desires its members to attain and support the development of cultural values and norms to get these desired behaviors, attitudes and goals. Csaszer, (2011) agrees that organizational structure shapes performance in an organization. He further states that in a poorly designed structure, good performers will acquire the shape of the structure.
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