| dc.description.abstract | Since leadership is important in any organization and has been identified as crucial in the
implementation of culture change in long-term, this project focuses on the leadership
factors that facilitate implementation of culture change. Changing a culture is a largescale
undertaking and all of the organizational tools for changing minds will need to be
put in play. To change or to manage corporate culture one has to be able to define and
therefore pinpoint exactly what it is one is trying to change. The evidence in this study
suggests that leadership is associated with organizational culture, primarily through the
processes of articulating a vision and to a lesser extent through the setting of
expectations. The study is a result of research project on the role of leadership in
implementation of organizational culture change in Kenya Power Company limited. The
objectives of the research project were to determine the role of leadership in culture
change implementation at KP and establish the various elements of leadership and how
they have influenced the implementation of culture change at KP. The study employed a
case and targeted 10 respondents who were departmental heads. The data was collected
from interviews and secondary sources. The findings indicated various leadership factors
for organizational culture change. Implementation used external consultants with
appropriate expertise and experience. The Organizational culture change process was
supported by top management and championed by a team of Change Agents or
Ambassadors drawn from formal and informal structures of the organization. There were
various elements of leadership which were used by top management to aid in the process
of organizational culture change implementation. Training strategy was used to foster
awareness and to build capacities, which were critical for behavioral change. In addition
to that, Communication strategy was used to provide continuous information to
stakeholders. Both the training and communication strategies assisted in managing and
reducing resistance on the part of the staff. Regular performance review provided
important feedbacks, an essential input used to review communication, training and
maintenance processes. There was a limitation of sufficient time to critique all factors,
processes and activities that aid in organizational culture change and to examine its
impact to all stakeholders. The research provides critical processes for implementing a
successful organizational culture change, which includes formulation of mission, training,
communication and use of change agents. There is need for further research on impact of
training and performance of individual change agents, in implementation of
organizational culture change and to a more extend on whether leadership can be
acquired at later stages in life or it’s an inborn thing | en_US |
