Challenges In The Strategy Implementation Of Mandera County Government

38 Pages·2016·0.93 MB·English

by  Ahmed Adan Yussuf

CHALLENGES IN THE STRATEGY IMPLEMENTATION OF MANDERA
COUNTY GOVERNMENT

AHMED ADAN YUSSUF
D61/71227/2014

A RESEARCH PROJECT SUBMITTED IN PARTIAL FULFILLMENT OF
THE REQUIREMENTS FOR THE AWARD OF DEGREE IN MASTER OF
BUSINESS ADMINISTRATION, SCHOOL OF BUSINESS, UNIVERSITY
OF NAIROBI

NOVEMBER, 2016

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DECLARATION
This Project is my original work and has not been presented for any degree in any other
University.

Signature ………………………. Date…………………
AHMED ADAN YUSSF
D61/71227/2014

This project thesis has been submitted for examination with my approval as university
supervisor.

Signature ………....……...… Date……………..…
MR. NDAMBUKI VICTOR MUYA
DEPARTMENT OF BUSINESS ADMINISTRATION
SCHOOL OF BUSINESS
UNIVERSITY OF NAIROBI

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DEDICATION

This project is dedicated to God for giving me the strength, good health and favour throughout
my MBA programme. This project is also dedicated to my parents Mr Adan Yusuf Deis & Mrs
Suban Omar Dore for giving me the gift of education and for having shaped my life.

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ACKNOWLEDGEMENTS

Though I will not be able to list all those who were of help to me during the process of my
studies and research, I would like to acknowledge with appreciation, the following people who
made this research possible. I thank the Almighty God for his favour and blessings throughout
my studies, and in my entire life. Thank you Lord.
Dr Ndambuki Victor Muya , Senior Lecturer at University of Nairobi, School of Business and
my research supervisor who provided great insight and professional guidance throughout the
research process. University of Nairobi management that took the time to respond to my
interview questions. This research would not have been successful without their valuable input
and feedback. Mohamed Diyad for his endless support, advice, and encouragement throughout
my studies and for the useful guidance towards improving my research paper. I acknowledge all
the lecturers of the school of business for enabling me to come this far. Thanks to all my MBA
colleagues and workmates for their encouragement during my time of study. I thank my friends
for the valuable advice and constant encouragement throughout my studies and my research.
Above all, I am grateful to my family for their continuous support, unconditional love,
encouragement and prayers throughout my studies.

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TABLE OF CONTENTS
DECLARATION……………………………………………………………… ii
DEDICATION………………………………………………………………… iii
ACKNOWLEDGEMENTS…………………………………………………… iv
ABSTRUCT…………………………………………………………………… viii
DEFINITION OF OPERATIONAL TERMS……………………………….....… v

CHAPTER ONE: INTRODUCTION
1.1 Background of the Study ……….....………………………………...…… 1
1.1.1 Strategy Implementation ………………………………................……….. 1
1.1.2 Mandera County Government.........…………………….……………….. 2
1.2 Research Problem …………………………………………………………. 3
1.3 Objective of the Study……………………………………..…..........………. 3
1.4 Value of the Study ………………………………........…….……………….. 3

CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction ...…………………………………………………………........ 5
2.2 Theoretical Review ……………………………………….…………………. 5
2.3 Challenges of Strategy Implementation…………..…………………..……..... 6
2.3.1 Organizational Culture………………..........................…………………..... 6
2.3.2 Organizational Structure.........................….……………………………..... 6
2.3.3 Budgetary Allocation …………………….......................……………..... 7
2.3.4 Human Resource Capacity……………………...................……………..... 7
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CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY
3.1 Research Design ….…………………………………………………..……………….... 9
3.2 Data Collection ………………………………………………….…....……………….. 9
3.3 Data Analysis …………………........................................………...........…................... 9

CHAPTER FOUR: DATA ANALYSIS ,INTERPRETATION AND
PRESENTATION
4.1 Introduction Error! Bookmark not 10
defined.….…………………………………………………..……..……………….... 10
4.2 Presentation of Findings….…………………………………………………..………… 10
4.2.1 The Research Question and Hypothesis ............................................................................ 1 2
4.3 Content Categories Developed from the Study….……………………………………… 12
4.3.1 General Information ............................................................................................................ 1 3
4.3.2 Organization Structure & Culture…………………………………………….…… 15

4.3.3 Resources and Capacity…………………........................................………...........
17
4.3.4 Employees Involvement……………………………………………………………
19
4.4.5 Challenges in the Implementation…………………………………………………

CHAPTER FIVE: SUMMERY OF FINDINGS,CONCLUSION AND
RECOMMENDATIONS 21
5.1 Introduction ............................................................................................................................. 332 1
5.2 Summary of Process Analysis ................................................................................................ 352 1
5.3 Conclusions ............................................................................................................................. 362 1
5.3.1 Organizational Structure ..................................................................................................... 2 2
5.3.2 Resources and Capacity ...................................................................................................... 2 2
5.3.3 Employees Involvement...................................................................................................... 2 3
5.3.4 Challenges in the Implementation ................................................................................. 382 3
5.4 Recommendations .................................................................................................................. 2 4
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5.5 Suggestions for Further Studies ............................................................................................

REFERENCES …………………………………………………………..…............................ 2 5
APPENDIX I – Interview Guide............................................................................................. 28

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ABSTRACT
The study was aimed at determining the challenges in the implementation of county government
strategies with reference to Mandera County. The researcher adapted a descriptive design as
there are variables that cannot be quantified. The respondents were senior officers in the county
government consisting of the Deputy Governor, Chief of Staff, five Senior Administrators and
the Chief Finance Officer.. Data was collected through interviews. Quantitative and qualitative
techniques of data analysis methods were used to analyze the collected data .The study found out
that organizational structure, organizational culture, capacity of the county government and
employee involvement affect strategy implementation. The study recommended that there is
need for good structure to support the implementation of the country strategies and the county
has developed a culture of implementation of county strategy to ensure that all the strategies
adapted by the county is properly implemented at all levels of county government. There is also
need for increased cooperation and reduction continued wrangles among the senior officers field
by deep traditional difference of two major communities affect the implementation of the county
strategies and this is one of the challenges in the implementation of the county strategies. The
study further recommends that the county government needs to increase technical capacity for
the implementation of the county strategies and it should train the employees to boost the human
resource capacity in the county in the implementation of the county strategies. There is also need
for proper allocation responsibilities in the implementation of the county strategies and therefore
the employees are not clear on what responsibilities they have in the implementation of the
county government strategies

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DEFINITION OPERATIONAL TERMS
Strategic Plan: It is a systematic formal document for deciding on the key decisions of the
organization. It is also the blueprint that details how an organization intends to attain specified
and pre-designed objectives.

Strategy Implementation: Strategy Implementation is the process through which a conceived
corporate strategy is systematically transformed into expected outputs.

Organizational Culture: Organizational Culture can be defined as the specific collection of
values, norms, beliefs and attitudes that are shared by people and groups in an organization and
that control the way they interact with each other and with stakeholders outside the organization.

Organizational Structure: Organizational Structure can be referred to as the hierarchical
arrangement of organizational roles that defines how authority and responsibilities are shared for
achievement of commonly held purpose.

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CHAPTER ONE: INTRODUCTION TO THE STUDY
1.1 Background of the Study
A useful organization’s strategy makes it necessary for organizations to continuously
carry out reviews on the selected plans. As a continuous and repetitive process,
organization’s selected plan needs to be continuously reviewed. The process of
developing strategies encompasses the periodic reviewing of strategy on the basis of the
changes within and outside the organization and then adopting changes from the lessons
learnt. This element of implementing strategy makes it possible for the strategy of the
organization to continue being flexible and that it ensures the organization compete
favourably in the current market environment (Ghuman, 2010).
Most global firms fail to attain appropriate and achievable strategies due to unrealistic
and dishonest evaluation of the company during planning phase of the strategy. Guth and
MacMillan (2006) argues that poor strategies can be as a result of ambitious, weak
management or partners who approve a strategy for a misguided purpose in relation to the
company’s or market current competition. With unrealistic strategy, organizations find it
difficult to successfully implement plans selected.
In conducting strategic planning, Huber (2006) advices that firm leaders and partners
involved in the process in the US communication industry develop a strong
understanding of the business imperative behind the chosen strategy and the need for
change in order to achieve partner goals. However, Pearce and Robinson (2007) feared
that partners who are not part of the strategic planning could find difficulty identifying
themselves with the aims set forth by the organization’s executive. With partners who are
not part of the process, it could prove difficult to accept change within the organization.
1.1.1 Strategy Implementation
Appropriate support of the strategy is crucial for its implementation in any organization
be it private or public. Musyoka (2011) while carrying out an investigation of strategies
that are applied by insurance companies in Kenya, alluded to the possibility that as time
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