Effects Of Organizational Development Interventions On Employee Performance, A Case Of Eldoret Water And Sanitation Company, Kenya

Abstract

The application of organization development in a public sector organization is full of difficulties. Public sector organizations demonstrate bureaucratic norms and behaviour patterns that are at odds with the principles of organization development that affects employee’s performance and morale. The study therefore sought to establish the effect of organizational development interventions on employee performance at Eldoret Water and Sanitation Company. The objectives of this study were; to examine the effect of interpersonal interventions on employee performance; to examine the effect of Social interventions on employee performance and to examine the effect of technical interventions on employee performance. The study was guided by systems theory by Kataz and Khan (1966). The study adopted a case study research design. The target population consisted of 215 employees working at the Eldoret Water and Sanitation Company. The research tools employed included questionnaire and interview schedule for the heads of departments. Data was collected from both primary and secondary sources. The data from the research instruments were coded and analyzed using the Statistical Package for Social Sciences. Descriptive statistics, frequency tables and bar graphs were used to present the data. Chi-square test was used to establish the relationship between organizational development interventions and employee performance. The study established that interpersonal, technical and social interventions were used to improve employee performance. The study revealed that this reduces errors, promotes good communication and public relations at workplace therefore improving employee performance. However, the study established that majority of employees had been affected negatively working closely and under the guidance of a supervisor. The study established that recognition awards, holiday trips, visits to other performing organizations, games and sports, regular departmental meetings and common health breaks improved employee performance. Further, the study established that technical interventions had positive effect on the performance of employees. In particular, ISO certification of the company, provision of ICT facilities, existence of clear job descriptions, payment of overtime and delegation improves employees’ performance. The study recommends that employee commitment should be implanted in both the new and current employees. There is need to create a change management team which will be responsible for devising proposals for change and managing teams. There is also need for executive coaching from an expert in OD practice and to increase the funds allocated to various organizational development interventions for acquisition of resources.