The effect of strategy on organizational change: a case study of Kenya Ports Authority
Date
2010-11
Authors
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Publisher
Kampala International University, College of Economics and Management
Abstract
This study was an attempt to find out the effect of strategy on organizational change at Kenya Ports Authority, which is found in Mombasa district in Kenya. The study was carried out in the entire Kenya ports Authority eight departments that is Security, Terminal Engineering, Terminal Operations, Inland Container Depot Services, Convectional Cargo, Marines, Employee Relations and Medical services. It was aimed at deterring specifically the effect of market (economic) forces, technological forces, social and political forces, behavioral forces and process forces on organizational change in Kenya Ports Authority. The data were collected by the use of a questionnaire and the results obtained were statistically analyzed by the use of tables, pie charts and graphs.
The research findings were that in order to achieve its goals, Kenya Ports Authority had to apply for the for the ISO certification so that to help in marketing strategies. It acquired some technological equipment like a heavy lift gang, Remote controlled 128 tyre trailer, 24/7 working schedule, the po1t Community Based System which would make the port an E-Port and. In remembrance of the Mtongwe Ferry Victims of 2005, it always contributes necessities to orphanage children homes and compensations to the victims as their social responsibility. The government focuses on expansion to build the Lamu Port which will increase its efficiency in operation being able to serve the countries of Ethiopia and Southern Sudan. Kenya Ports
Authority has a college, the Bandari College that is focused on training of its employees to equip them with current changes in the market environment, staff receive long service awards to keep them motivated for maximum performance .In addition the management supports Welfare clubs of its employees, holds sport events annually for the employees like football and golf tournaments to build strong employee loyalty to the organization. For the purpose of process change the Bandari College instills their employees with the proper knowledge of what they are expected to do at work and also there is proper communication through the employee relations department on matters pertaining employees and their work and Kilindini Water Front Operating System (KW ATOS) for port communication system (process change).
The emphasis of the recommendation centered mainly on the consideration of the nature of the organization, and its employees (individuals and groups) before formulation and implementation of strategy.
Description
A Research Report Submitted to the School of Business and Management in Partial Fulfillment for the Award of Bachelor's Degree in International Business Administration at Kampala International University
Keywords
Organizational change, Kenya Ports Authority