Abstract:
The role of leadership is important for determining organizational direction and in
influencing followers towards accomplishment of organizational goals. One of the greatest
attributes of leadership is the ability to lead organizations successfully through change.
However, certain forces within organizations also resist change and seek maintenance of
status quo. Change is a continuing phenomenon in organizations the world over and
external triggers of change include government laws and regulations. In Kenya, the revised
Employment Act of 2007, redefined the fundamental rights of employees in the work
environment. It increased protection for employees and the obligations of employers in the
employment relationship and is largely seen as an employee-friendly statute. This study
sought to examine the role of leadership in the implementation of change arising from the
revised Employment Act of Kenya, 2007 in manufacturing companies in Kiambu County.
The study adopted a descriptive cross-sectional survey research design taking a
representative sample of 9 manufacturing companies representing 20% of the 45 listed
members of Kenya Association of Manufacturers identified through systematic random
sampling and purposive sampling designs. Data collection instruments consisted of
structured and semi-structured questionnaires distributed to Chief Executive Officers,
Human Resource Managers, Middle Level Managers and ordinary employees. Data
analysis was done using IBM SPSS data editor, descriptive and inferential statistics.
Regression analysis was utilized to determine the relationships between the variables. The
study established that leadership alignment of behavior towards the change through
modelling of the desired behavior has the greatest influence in successfully driving
organizational change and in reducing resistance to change. Others factors are the exercise
of leadership competencies, and effective leadership communication. The research makes
a valuable contribution to understanding of the role of leaders in effectively using these
elements and having a follower-focus in order to successfully implement organizational
change. As drivers of change, leaders need to align their behavior to the desired change,
effectively communicate and exercise leadership competencies in support of the change.