Factors affecting Change Management in National Police Service: a case study of Nakuru County

Abstract

The main purpose of this study was to examine factors affecting change management in the National Police Service in Nakuru County. The study was guided by the following objectives; to determine effect of stakeholder involvement, communication on change, top management support and organization culture on change management in National Police Service in Nakuru County. The study was guided by Kurt Lewin‟s Change Management Model, stakeholder‟s theory, Uncertainty Reduction Theory (URT), Stewardship and Durkheim‟s Theory of Culture. The study employed descriptive survey design and correlational research design. The target population was 65 respondents comprising of 1 County commander and 9 Divisional commanders under The Kenya Police category, 1 County commander, 11 District commanders, 33 Divisional commanders under The administration police category, 1 county criminal investigation officer and 9 DCIO under Criminal Investigation Department/Directorate of Criminal Investigation Category. Census survey was adopted while primary data was used which was collected using questionnaires. The validity and reliability of the data collection instruments was ascertained through pretesting. Qualitative methods was used to analyze the respondents‟ open-ended questions; which involved categorizing, tabulating and combining responses to address the research questions in theme form. Descriptive statistics like frequencies and percentages was used to summarize data quantitative. Inferential statistics such as correlation coefficients was used to test the non-causal relationship between variables while regression analysis was used to test the research hypotheses at 5% significance level with the aid of SPSS. The results were presented using tables and discussion. The research findings indicate that there exist a statistically significant positive relationship between stakeholder involvement, communication, top management support, organisational culture and change management in the National Police Service in Nakuru County. There is no very clear stakeholder identification criterion, open and clear stakeholder communication channels. The employees are given enough time to ask questions, explain their concerns and opinions about change. Conclusions can be made that it was not clear whether the management is able to resolve any issues that arise, reach agreement and decrease resistance. It was recommended that the National Police service through the Inspector general of Police and IPOA should ensure that there is very clear stakeholder identification criterion with open and clear stakeholder communication channels. It was recommended that to ensure successful change implementation in the National Police Service, employees should be enough time to share their ideas about change and there should be effective communication on vision, the mission, and the objectives of the change.