Employee perception of strategic change management at tourism fund, Kenya

Abstract

The objective of the study was to establish the employee's perception of strategic change management at Tourism Fund.Kotters eight step change model was used in determining the employee's perception of strategic change management at Tourism Fund. A survey research design was used in this study because the study was interested in establishing the opinions of more than one employee. The study populations are all employees of Tourism Fund, Kenya. The respondents were 100 employees. Quantitative data was analyzed using descriptive statistics which involved frequencies, standard deviation and means. The study sought to establish the challenges faced by Tourism Fund during the change process. Results indicated that employees had not established a sense of urgency for the need of change and they observed that there was no creation of a guiding coalition and the lack of a clear vision and strategy as some of the challenges the employees were facing in the organization. Further results revealed that there was no good communication strategies, employees not empowered enough to deal with the changes and the involvement of the employees in the generation of short term wins were not adhered to. Also in the process of consolidating gains and producing more changes, employees felt the organization had not put up strategies while no new approaches were anchored into the organizational culture so as to make them part of the organization. The study also established that there was no consesus on the processes of change management as shown by the standard deviation.Following the study findings it is possible to conclude that the employees were not made part of the strategic change management and this was reached to as majority of the statements attracted a mean score of between 2.5 and 3.5 which means they moderately agreed. It was also possible to conclude that the strategies that the organization selected and put aside to impose change management were not favored by the employees.The study recommends that it may be important to consider investing in the area of change management with a hope of building and enjoying further competitive advantages. This investment would take the form of more human and financial resources allocated to strategic change management.