Factors That Lead to Successful Change Management at Steel Structures Kenya Limited

Abstract

Change management is a crucial part of life and is usually a constant in most firms (Szamosi and Duxbury, 2002). For an organization to have a competitive advantage over its competitors, there is need to have effective change management procedures in place. According to Beckhard and Pritchard (1992), the processes entail aspects of organizational structure and culture. This study sought to determine factors that lead to successful change management at Steel Structures Kenya Limited. The variables of the study included organizational structure, organizational culture and organizational strategies. To achieve this objective, the researcher used interview guides. The target respondents included divisional directors, senior coordinator, departmental heads and departmental supervisors all of whom were employees of Steel Structures Kenya Limited. The study followed a descriptive research design. The study collected qualitative data and analyzed it through content analysis. The main importance of the findings was to determine the factors that lead to successful change management at Steel Structures Kenya Limited. The study found out that the change management strategies when well stipulated will greatly influence success in the change process. The strategies have resulted to the competitiveness of the organization. The research revealed that the organization used technology, low cost, company reputation and continuous learning as its competitive strategies while its change management strategy include systematic analysis of human factor, communication, mentoring and coaching and ownership. It was evident that the company operates a mechanistic organizational structure. The structure has facilitated efficiency in the organization as well as reduced operational cost but resulted to a restrictive decision making process. The research showed that the mixed culture deployed in the organization; clan, hierarchical and market, have enhanced the organization’s relationships, flexibility, coordination, organization and monitoring. There was need to increase focus communication and enhancing training on the technological platforms of communication. There was also need of urgent training on the staff on the company’s culture that would make the employees aware and undertake all changes within the culture.