| dc.description.abstract | Change management practices make use of appropriate change management models.
In change management therefore, organizations adopt various practices in order to
ensure that the desired change is achieved. Discerning the need for change on time,
planning and properly implementing the change is usually seen as a differentiating
core competence for organizations and the only way out for organizations to survive
the challenges of a fast changing environment. Seeing the need for change and having
the resources to implement it is one thing but the process of implementing the change,
which is change management, is what determines the final outcome of the whole
change process. Therefore, good change management practices must be adopted. The
aim of this study was to establish change management practices adopted at IEBC. The
study had two objectives to achieve the first objective sought to determine change
management practices adopted by IEBC and the second objective sought to establish
the challenges faced by IEBC in the implementation of changes. The study adopted a
case study research design. It involved collecting data through in-depth personal
interviews with some members of the commission such as commissioners, directors
and managers. The data collected in this study was qualitative data and hence content
analysis was used. The major finding of the study was that change management
practices adopted involved the use of various change management models,
technology, staff communication and training. The study concludes that the electoral
body practice change in an efficient way which involved the adaptation of technology
and proper staffing in the implementation of change. To deal with the issues of
change the use of communication by top management to staff and retention and
recruitment of staff were effective. Organisations need to see the need for change as a
challenge that is valuable to the society as well as to them. Change should motivate
organisations to respond appropriately and not act as a demotivator. Once this is
realized the gains will be seen in an organisation in terms of achievement of
objectives | en_US |
