Change Management Practices in the Judiciary Transformation Framework in Kenya
Abstract
The main purpose for this research is to investigate on change management practices
in the judiciary transformation framework in Kenya. Change represents an intentional
attempt to improve in some important way, the operational effectiveness of the
organization. The research reviewed literature on information inline with the research
objectives. The research gives an overview of the theoretical foundation of the study,
analysis of the models of change management, change management practices, factors
influencing change management and lastly it presents an empirical review and
summary of the literature review. The research design used was a case study and
longitudinal research design was applied in this research. Longitudinal case research can
be particularly valuable because one of the most difficult, but most important, things we
try to identify in research is the relation between cause and effect. The study used
primary data and interview guide to collect data. Content analysis was used to analyze
the responses; the data was transcript and organized by systematically analyzing the
transcripts. The study findings indicate that the Judiciary is one of the three co-equal
arms of government. Its chief mission is to resolve disputes in a just manner with a
view to protecting the rights and liberties of all, thereby facilitating the attainment of
the rule of law. Change management can be approached from a number of angles and
applied to numerous organizational processes. To be effective, change management
should be multi-disciplinary, touching all aspects of the organization. The study
concludes that management of change depends on the magnitude of the challenge
faced in trying to effect change. The type of change required, the wider context in
which is to occur, the specific blockages to change that exist and forces that exist to
facilitate the change process. The study recommends that a powerful guiding coalition
is to be established which should consist of a group of people with enough power to
lead the change effort and to encourage the group to work together as a team.
Publisher
University of Nairobi