Effect of Coaching Strategies on Performance of State Corporations in Kisumu County in Kenya: A Case of Lake Victoria South Water Services Board

Abstract

Thedegree on which an organizations' performance is increased, is seen to be based on a numberof performance management systems and styles adopted by the organization. One of such systems currently being adopted by many organizations in Kenya is the use of coaching. Previous studies on this area have concentrated on the I contributions of feedback assessments from only closely related individuals at the workplace, on future employeeneeds and on training provided to only proactive employees. They have left out contributions of feedback assessments from non related individuals at the workplace, present employee needs and contributions of training provided to non productive employees. Therefore information in these is lacking. The objective of this study therefore was to determine the effect of coaching strategies on the performance of state corporationsin Kisumu County in Kenya, a case of Lake Victoria South Water Services Board. The specific objectives included; to establish effect of employee development on organizationperformance at Lake Victoria South Water Services Board, examine effect of employeegoals on organization performance at Lake Victoria South Water Services Board and establish effect of feedback and evaluation on organization performance at Lake Victoria South Water Services Board. The study adapted a conceptual framework on the relationship between coaching strategies and organizational performance of state corporations in Kenya, with coaching strategies as the independent variable while organizational performance as the dependent variable. A correlational case study design was used. The target population was 92 employees of Lake Victoria South Water Services Board.A group of 6 individuals were selected for a reliability test which was analysed using Cronbach's Alpha Coefficient and the observed alpha coefficient of the study was 0.967.A total of 86 employees were obtained from the population using census sampling. Primary data was then collected using questionnaires while secondary data obtained from records in relevant offices. Data collected was analysed using frequencies and percentages as well as correlation and regression analysis. The study fmdings revealed that the use of coaching strategies in Lake Victoria South Water Services Board resulted in 83.5% of the variance in organizational performance with R2 of 0.835 while other factors contributed to 16.5% of the variance. The effect of employee development on performance was found to be insignificant and negative (~l= -0.078, P=0.334). This meant that 7.8% of the fall in performance can be explained by employee development. The effect of employee goals on performance was found to be significant and positive (fu=O.280,P=O.014).This meant that 28% of the rise in performance can be explained by employee goals. The effect of feedback and evaluation on performance was found to be significant and negative (~3= -0.725, P=O.OO).This meant that 72.5% of the fall in performance can be explained by feedback and evaluation. The use of coaching strategies was observed to have decreased the performance of the organization and therefore reduced the service rendering capacity of the institution. The study found that the findings of this research would provide reference material useful in policy formulation on issues related to performance management in state organizations. The study recommends that the organization withdraw the existing employee development practises the in the corporations. The study also recommends that the organization increase the use of setting goals for employees in state corporations and finally, the study recommends that the organization withdraw the practise of feedback and evaluation in state corporations. The research will help other state corporations to consider investing in the development and deploying of a suitable coaching strategies basing on the advantage gain when it becomes implemented. Further it adds up knowledge to the already existing body of knowledge based on coaching.