Employee Perception on Strategic Change Management Practices and Performance at National Police Service in Kenya

Abstract

Organization change is a vital process in the health and effectiveness of an organization. Despite the various studies done on strategic change management in organization including state corporations, there has been less focus on security agencies. This study sought to investigate the employee perception on strategic change management practices and performance at National police service in Kenya. The study used cross sectional survey design involving a stratified sample of 1200 employees. Questionnaire containing both qualitative and quantitative questions were administered to the respondent. The questionnaire contained both open ended and closed type of questions. From the research the researcher got information on employee perception on strategic change management practices and performance at National police service. The study found that the change management practices at National police service were necessitated by legislation following changes in new constitution which demanded higher levels of accountability and professionalism. The study results found that the major change practices adopted were vetting of staff, the development of a service charter and establishment of community policing initiative. According to the study, the change management process mostly affected the organizations service delivery and the processes. The employees felt that the impact of the change process could be noted positively on response time and reduction in serious crime. They also noted that employee welfare and customer satisfaction were not taken keenly in the change process. The study also concluded that change process was top-bottom approach and the employees felt that only selected few were actively participating. Major internal processes at National Police Service were affected averagely by the change process. Most of these affected police service delivery. For the organization to fulfill its objectives of service delivery it was recommended that it should improve its ratings. In terms of customer satisfaction and employee welfare, it was recommended that more need to be done if the organization is to achieve its objectives from the change process.