Perceived Influence of Organizational Culture on the Implementation of Succession Planning in the Public Service Commission of Kenya

Abstract

Public organizations of today should came up methods to make sure long term leadership capability of the agency, address dynamical employee beliefs and wavering men values Kim (2003) prepare high performers for promotion and advancement, and guarantee leadership continuity in areas of the organization Hardy (2005). This study was carried out to establish the perceived influence of organizational culture on the implementation of succession planning in the Public Service Commission of Kenya. In adopting the methodologies, and considered descriptive research design. In carrying out research the staffs of the commission were involved. A census method was used thus the total target population of 220 staffs in the commission were included. During the data collection among the staff, self-administered questionnaires were used. Data capturing was done by summarizing it in Microsoft excel. Data was cleaned, coded, and entered in the statistical Package for Social Sciences (SPSS). To facilitate analysis of the perceived influence of the variable simple regression analysis was used. The data analysis constitutes of quantitative techniques that are shown by use of charts, graphs and table. The study revealed that power distance affects implementation of succession planning that it should be minimized in executive positions integrating junior staff in goals and visions makes it easier for management to learn challenges that could be there in any undertaking. The key findings also revealed that uncertainty avoidance should be there through giving employees instructions on what is expected of them, integration of both men and women to have equal chances in professional career is very important, public Service Commission believes in long-term orientation. It was also revealed that system factors are very critical. It also revealed that management, system and personnel factors affects implementation of succession planning.