The main purpose of the study was to investigate the factors affecting strategy implementation among commercial banks in Kenya. The study sought to answer the three research questions namely: How do employee factors affect strategy implementation in commercial banks? How do organization factors affect strategy implementation in commercial banks? How do the societal factors affect strategy implementation in commercial banks?
The study adopted a survey research design using both quantitative and qualitative approaches. The research targeted senior managers in all the 43 commercial banks who were identified using stratified sampling. Data was collected using a structured questionnaire that contained both open and closed ended questions. The questionnaire was pilot tested on ten respondents that exhibited similar characteristics with the target population. This was necessary to evaluate the completeness, precision, accuracy and clarity of the tool in collecting necessary data for purposes of answering the research questions. Data collected was cleaned, coded and formatted before being analysed using SPSS to obtain both descriptive and inferential statistics. Descriptive statistics were in terms of mean, standard deviation, frequency tables and charts, while inferential statistics included correlation, regression and ANOVA.
The study revealed that strategy implementation fails on the vagueness of the employee job assignment or responsibilities. Employee skills represent a valuable intangible asset in strategy implementation. Employee remuneration plays an important role in implementation of the strategy. Training is essential in the implementation of strategy. The findings also determined that organizational culture shapes and controls behaviour within the organization. Organizational culture influences how people respond to a situation within the work environment. Successful strategy implementation needs good policies. Organizational rewards have always been the core of implementing organizational strategies. Similarly, the revealed that culture affects the organization ability to contribute towards the achievement of the organization strategy. The political climate can affect the implementation of organization strategy. The optimal use of ICT helps organization to create products and deliver services efficiently and effectively thereby helps in improving organizational competitiveness, increasing productivity, and enhancing firm performance through the implementation of appropriate strategies.
The study concludes that strategy implementation fails on the vagueness of the employee job assignment or responsibilities. Clear job assignment leads to positive employee attitude. Employee skills represent a valuable intangible asset in strategy implementation. Organizational rewards should be the core of implementing organizational strategies. Employee culture affects their ability to contribute towards the achievement of the organization strategy. The political climate can affect the implementation of organization strategy. Political risks may affect employment terms that directly affect employee contribution in strategic management.
Based on the findings, the study recommends that aligning the responsibilities of the employee facilitates the achievement of the organization goals. Organizational culture should shape and control behaviour of the employees within the organization to achieve strategy implementation. Organization should satisfying employee desires and needs of the organization in implementing strategies in response to the changing business environment. Employee skills should be an important factor in strategy implementation. The political climate should positively influence the implementation of the organization strategy. There should be consistent legislation and effective polices to positively influence the implementation of appropriate strategies.