Managing strategic change at geothermal development company in Kenya
Strategic change management is the process, tools and techniques to manage both micro and macro environment in an organization to achieve effective results in the long run. Strategy change is one of the components of strategic management and refers to a set of decisions and actions that result in the formulation and implementation of long term plans designed to achieve organizational objectives. The study sought to investigate management strategic change at Geothermal Development Company. The study was conducted through a case study research design. Primary data was collected using an interview guide based on Organization Structure, top management commitment and approach to change organizational strategies and communicating change strategies. The research was administered to senior management team; Legal affairs, Commercial Services, technical Services and Business Development divisions in GDC. Data was analyzed using content analysis technique. From the findings, organizational Structure is supportive of strategy implementation in GDC as evidenced both upwards and downward dissemination of information. From the findings, the divisional heads have positive and receptive approach to change; understand strategy change management processes; though there is little involvement of support staff. On top management commitment to change, the findings indicated that the training and preparedness prior was well done, provision of financial support; supporting policies on strategy change were in place; and communicating changes to all the staffs as well as appointment of competent staffs enhanced management of strategic change in GDC was well structured. From the findings, strategy change management is communicated mainly through electronic mails; in house publications (magazines, daily briefs, bulletins, memos, newsletters, weekly staff meetings; and training/workshops. The study recommends a devised and clear change management plan with continuous monitoring and evaluation; enhancing awareness and provision of adequate human resource support; as well as comprehensible communication of vision and strategies and staff involvement from the onset. This study recommends review of GDC policies to be conclusive in nature in order to support the strategic cage management through clear communication channels and full staff involvement. Further research add value to both policy formulation at GDC as well as expound on the companies response to Porters Five Industry Forces.