Management of Change at Hawinga Girls High School Kenya

Abstract

Environmental turbulence is constant phenomenon in, political-legal, economic, social-cultural, technological and demographic. In the last two decades, a lot has taken place largely due to the onset of globalization. An organization must learn to adapt to these changes or otherwise it will extinct. As more challenges continue to unfold in the ever dynamic market, understanding how an organization cope and remain competitive becomes a motivation to carry out research. This study investigates the techniques of survival to the surroundings by Hawinga Girls High School in the last five years. Management is the process of transitioning individuals, teams and an organization to the most desired level. This research study sought to ascertain if management of change practices were observed at Hawinga Girls High School, Kenya and its challenges. Having experienced several changes in last five years, since 2012, it was my interest to seek the extent of management of change in the institution. This was based on a case study that was conducted to find out how HGHS practiced management of change in the last five years and the challenges that it faced during the change period. I carried out personal interview to HGHS head of departments as the respondents. These departments were, Administration, Co-curricular, Academics and Guidance and counseling. They represented the structure of the school operations and their role was very significant for the inquiry of my study. The findings of the study established that HGHS practiced management of change to a larger extent. These practices involved communication, training and development, stakeholder’s involvement, leadership of change and coercion. The study came up with recommendations that were analyzed from the findings. First, school managers and change agents should acquire the necessary skills of changes so as to effectively and successfully manage change in the dynamic environment. Secondly organization should communicate change and clearly identify the sources of resistance to change. Lastly, an organization is made up of sub-set and each one is very important to change implementation. Management of change must therefore incorporate all the interested parties to ensure effective change is realized. This support the open system theory that sees institutions as made up of the sub-unit which relate to one another in one way or the other, and a change in any can affect the all system.