Challenges Facing Unga Group In Implementation And Management Of Change Programs

Abstract

In organizations today the rate of change is very rapid and more constant. Whether the change is a small one like the implementing a new system or a much bigger one such as takeovers or mergers the way that change is managed makes all the difference to its success or failure. Good change management program is important for helping leaders and managers to effectively drive change throughout their organizations. Change management is the use of systematic methods to ensure that an organization change can be guided in the planned direction, conducted in a cost effective manner and completed within the targeted time frame and with the desired results. It is important for organizational leaders to identify and implement a model for change that will assist their organizations survive and progress in the next century and beyond. Change management has three key areas which include adapting, controlling and effecting change. This paper has been on research on the Challenges Facing Unga Group in implementing and Management of change programs. The design of the Study is a case study and used the Case of Unga Group. Both primary and secondary data was used. Primary data was collected using interview guide with unstructured open ended questions to elicit information from the interviewees. The data was analysed using content analysis because the study solicited data that is qualitative in nature. The study found that the key challenges of implementation and management of Change programs at Unga limited company include; low staffing levels, low morale as a result of poor remuneration, resistance from lower levels, reduced staff morale, staff resistance, and fear of job security and retrenchment, which led to loss of necessary skills especially in production and distribution functions. The company has also suffered from high staff turnovers for both management and subordinate staff and initial supporters leaving the service before full implementation, lack of rewards for achievers, cultural challenges and competing activities that distract attention. This study therefore recommends that in order to deal with the challenges faced by Unga Limited in the implementation and management of change programs, the management of Unga Group Limited should build an internal organization structure that promotes alignment organizational structures that are supportive to the aspects of change in the organization. The researcher suggests further research to be conducted incorporating companies that are operating in other industries. Identifying and documenting the challenges and implementation of change programs in the milling industry in Kenya is not enough. This would be a good evaluation tool of the value of the manager’s decisions and other managers even in other industries.