Change management is a style of management that aiming to at encourage individuals and organizations to deal effectively with their work place changes. For change management to be successful and positively impact, organizational supervisors or managers should enroll employee participation and understand what motivates their team. Organizations undergoing transformations must have teams that champion the change process. This demands that all employees within the institutions desiring change especially the top management must commit to the change process. The study aimed to determine the impact of change management and the performance of Kenya ferry services. The specific objectives of this study were: to determine the impact of information technology on the performance of Kenya ferry services; to analyse the impact of organizational culture on the performance of Kenya ferry services; to examine the impact of organization structure on the performance of Kenya ferry services and finally to investigate the impact of communication on the performance of Kenya ferry services. The study used Stake holders’ theory, Lewins three step change theory and Kotters 8- step change management theory. The used cross sectional survey research design administered through questionnaires. The target population was made up of all 62 responded in the four departments. Census was used for the purpose of this study and all the 62 respondents were used for the study because the number is manageable within the constraints of the study. The main data collection method for the study was questionnaires. The questionnaires were used because responses were gathered in a standardized way. Reliability was ensured through a piloted questionnaire. The pilot data was included in the actual study. The piloted questionnaire was subjected to a sample of 6 (10% of 62) staff members who were not included in the study. The 6 staff members were selected from KPA. Once the questionnaires were collected, they were edited to detect errors and omissions for consistency and completeness. The data analysis processes for quantitative items was done using SPSS version 24. Analysis of the answered questionnaires data was done using descriptive statistics such as standard deviation, t-tests and mean which described the characteristics of the collected data. Karl Pearson’s Zero Order coefficient of correlation, ANOVA, and T-test was used to test variable relationships. The study concludes that for successful organizational change management to be achieved, it is mandatory to review the existing culture. This will put the various aspects under scrutiny to evaluate their importance and contribution to planning and implementing the change and the necessary adjustments required. Flow of information from one level to the next is delayed if the levels are many thus a reduction of the levels will contribute to effective communication. The study recommends that for successful change implementation, workers should be properly trained on change programmes and should be educated on the reasons for change. To avoid resistance to change, appropriate change strategies should be put in place by change managers the participative strategy is recommended for change managers.
