| dc.description.abstract | It is argued that human beings do not resist change per se but rather are concerned with roles they play in the change process. The resistance to change is caused by the employees' feelings of loss and ambiguity. It is recognized that employees of an organization are its assets. Any changes being implemented in the organization will have a marked impact on the employees as individuals and collectively as groups.
Change management is about helping people through change. It comprises process, tools and techniques for proactively managing the people side of change in order to receive desired results (Hiatt and Creasy, 2003). The objectives of this study were to establish factors that influence the choice of human resource change management strategies and to establish the human resource change management strategies commonly used by head teachers in public secondary schools in Mombasa County.
The study adopted a descriptive approach and employed a census survey method with 25 questionnaires sent to head teachers in public secondary schools in this county. A total of 17 well completed usable questionnaires were returned which translated to a response rate of 63 %. A few follow up interviews were conducted for purposes of further understanding. The data was analysed by descriptive statistics such as means, standard deviations and percentages. Factor analysis was used to reduce the number of factors to those that are independent of each other.
The research findings it was revealed that factors such as environmental assessment, management of human resources, leading the change process, operationalizing change and ensuring coherence among the various change components during the change process played a very important role in the choice of human resource change management strategies among the head teachers and their deputies in choosing the human resource change management strategies. These factors account for about 78.88% of the total variance of the observations. Strategies such as communication, education, participation and collaboration were very popular among the respondents.
It is recommended that in change situations involving such unique institutions, it is desirable to consider factors such as age structure of change targets, education level of the target, amount and type of change expected and the time available for change. The strategies used seek to take into consideration the unique requirements of individuals as well as an organisational objective in as far as change is concerned. It was further suggested that a similar study be replicated but from the perspective of private secondary schools to project a comprehensive view of factors influencing choice of HR change management strategies in secondary schools. | en_US |
