Browsing by Author "Ms. Gladys Mabonga"

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    DETERMINANTS OF ORGANIZATIONAL PRODUCTIVITY IN PUBLIC INSTITUTIONS IN KENYA: A CASE STUDY OF KIRINYAGA COUNTY GOVERNMENT
    (management university of africa, 2024-11) Evalyne Wanjiru Mwangi; Ms. Gladys Mabonga
    This study examined the determinants of organizational productivity in public institutions in Kenya, focusing on the Kirinyaga County Government. The specific objectives were to assess how working conditions and staff development impact productivity within the County government of Kirinyaga. Anchored by Equity Theory, the study provided a foundational framework for examining organizational dynamics and their impact on productivity within public institutions like the Kirinyaga County Government. A descriptive research design targeted the 2300 employees of Kirinyaga County, using a stratified sampling technique to ensure representative sampling. Data was collected via questionnaires containing both open and closed questions. Analysis was conducted using SPSS, presenting data through descriptive statistics, including frequencies and percentages, to provide context and insights into the findings. The findings showed that working conditions significantly influence productivity, with a mean score of 4.03 and an ANOVA F-value of 14.236 (p = 0.000), and a regression coefficient of 0.534. Staff development also showed a significant impact, with a mean of 4.02, an F-value of 12.367 (p = 0.000), and a regression coefficient of 0.482. The study concluded that working conditions and staff development are all significant determinants of productivity within the Kirinyaga County Government. These factors collectively foster a productive work environment and align with the Equity Theory, suggesting that when employees perceive fairness and support in their work environment, they are more productive. It is recommended that the Kirinyaga County Government focus on improving workplace conditions by providing necessary resources and creating a supportive environment. Enhanced training and mentorship programs are also suggested to advance staff development. Competitive remuneration policies should be implemented to maintain motivation, while organizational structures should be streamlined to empower employees and promote collaboration. These improvements are likely to increase productivity, contributing to the effectiveness of the County Government.
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    LEADERSHIP COMMITMENT AND INCLUSIVITY CULTURE IN STATE CORPORATIONS IN KENYA: A CASE STUDY OF KENYA REVENUE AUTHORITY HEADQUARTERS
    (management university of africa, 2024-11) Caroline N. Munialo; Ms. Gladys Mabonga
    The primary objective of this study was to examine the relationship between leadership commitment and the creation of an inclusivity culture within the Kenya Revenue Authority (KRA). Specifically, the study evaluated the effects of leadership vision, and leadership policies on the development of an inclusivity culture at KRA. The research explored the intersection of leadership commitment and inclusivity integrating key theories such as Transformational Leadership Theory, and Social Identity Theory. Transformational Leadership Theory served as the anchor theory, emphasizing how leaders inspire and motivate employees toward higher performance levels and organizational change. The study targeted all 1,320 employees working at Times Tower, employing stratified random sampling to select 132 respondents for participation. Primary data were collected using a structured questionnaire that contained both open and closed-ended questions, while secondary data were gathered from journals, books, and reports. Data analysis was performed using descriptive statistics, including regression analysis and standard deviations, alongside thematic analysis to identify and interpret patterns related to leadership commitment and inclusivity culture. The findings revealed that KRA leadership exhibited significant commitment to inclusivity, positively correlating with employee perceptions of the inclusivity culture. Specifically, leadership vision emerged as the most influential factor in fostering inclusivity. Overall, this research contributes to the understanding of the vital role leadership commitment plays in shaping an inclusive organizational culture and provides actionable recommendations for enhancing inclusivity practices within KRA.