MASTERS IN LEADERSHIP AND MANAGEMENT MML

Permanent URI for this collectionhttp://197.211.31.166:4000/handle/123456789/741

Browse

Now showing 1 - 20 of 21

ANTECEDENTS OF ETHICAL ISSUES IN POLICE RECRUITMENT IN KENYA: A CASE OF THE EMBAKASI POLICE TRAINING INSTITUTE
(management university of africa, 2024-09) JULIET O. NYANGÁI
The ethical issues surrounding police hiring in Kenya have raised concerns, primarily in regard to openness, equity, and following of the set hiring protocols. The integrity of the recruiting process has been weakened by a number of complaints directed against the Kenya Police Service, including claims of partiality, corruption, and a lack of accountability. These moral dilemmas impact public confidence in law enforcement agencies in addition to making it more difficult to choose competent applicants in a fair and reasonable manner. Although recruiting and selection procedures, procedural guidelines, and a legislative framework aimed at maintaining ethical standards are in place, it is still unclear how successful these systems are. Using the Embakasi Training Institute as a case study, this paper examines the causes of ethical problems in police recruitment. The specific objectives of the study were to evaluate the effects of the indirect procedural guidelines on ethical issues in police recruitment in Kenya, to determine the effect of recruitment and selection policies on ethical issues in police recruitment in Kenya, to investigate the effect of recruitment strategies on ethical issues in police recruitment in Kenya and to examine the effect of the legal framework on ethical issues in recruitment at the Kenya police service. The study was based on three theories, which are the Attribution Theory Institutional theory and Implicit Personality theory. This study was anchored on Institutional theory as the key theory because of its emphasis on the deeper and more resilient aspects of social structure. The researcher used descriptive research design. The study's target population was 200 police officers and staff involved in the recruitment process at Embakasi Police Training institute. The sample size was 100 staff of Embakasi Police Training. Data was collected using structured questionnaires which were distributed to the sampled respondents at Embakasi Police Training institute. The questionnaires were collected within one month. The collected data was analyzed using descriptive and inferential statistics with help of SPSS. The findings were then presented using tables and charts. From the analysis of the filled questionnaires, it was found that there is adherence to recruitment policy and code of ethics during recruitment at the Kenya Police Service as such indirect procedural guidelines influence ethical police recruitment at the Kenya Police force in Embakasi. The study also found that recruitment strategies put in place by the Kenya Police force affect the ethical police recruitment in Kenya. The study then concluded that indirect procedural guidelines, recruitment and selection policies, recruitment strategies and legal framework all significantly affect ethical recruitment at the Embakasi Police Training Institute. From the study it is recommended that recruiting agencies should put in place procedural guidelines, recruitment and selection policies and strategies to enhance ethics in recruitment. The findings of this study will be beneficial to policy makers, academicians and researchers. The findings will also be of benefit to the recruitment practice in public and private organizations. The findings will inform policymakers on the need for policy changes and implementation of ethical recruitment practices in the police service.
BOARD OF DIRECTOR ORIENTATION AND PERFORMANCE OF STATE CORPORATIONS IN KENYA : A SURVEY OF SELECTED STATE CORPORATIONS IN THE ENERGY SECTOR.
(management university of africa, 2024-11) BENSON EMUGET
This study focused on the Board of director orientation on performance of state corporations in Kenya : A Survey of Selected State Corporations in the Energy sector. The objective of the study was to find out how board composition, board independence, board training and leadership style affect performance of board of directors in Kenya’s state corporation. The scope of the study for the research project was selected state corporations in Kenya and they included: Kenya Power and Lighting Company, Kenya Pipeline Company, Kenya Electricity Generating Company, National Oil Corporation of Kenya and Kenya Civil Aviation Authority. The study was anchored on the Agency theory supported by Transactional Cost theory and Upper Echelon theory. The study adopted a descriptive research design. The unit of analysis was selected state corporations while the unit of observation was board of directors in the mentioned state corporations. The target population for the study was 62 board of directors drawn from state corporations in Kenya and censors’ method was adopted. The key research instrument to be used; a 5-point-likert scale questionnaire which was used to collect primary data. The questionnaire was administered through drop and pick method. The process of data analysis involved data clean up and explanation. Responses in the questionnaires were tabulated, coded and processed by use of a computer Statistical Package for Social Science (SPSS) version 25 programmed to analyze quantifiable data using descriptive and inferential statistics which include Frequency, Mean, Correlation analysis and Regression analysis. This study applied a descriptive research design since it analyzed both quantitative and qualitative data at the same time. The target population was directors of selected Kenya’s energy sector parastatals that consisted of: Kenya Pipeline Company Ltd, Kenya Power and Lighting Company Ltd, KenGen Company Ltd, KETRACO, Geothermal Development Company Ltd and National Oil Corporation, where a simple random sampling was adopted to pick the respondents to engage in the study and a sample size of 62 directors were selected. The study utilized the help of self-administered questionnaires to compile primary data where the questionnaires had both open and closed –ended questions and statements. The research findings and results indicated that the questionnaires were both valid and reliable and could be utilized. Ideally, having all other independent variables constant, a unit increase in level of board leadership style would result to an increase in performance of the board of directors in Kenya’s energy sector parastatals significantly. Several avenues for additional research can be identified. For starters, our research was limited to the effects of determinants of the effectiveness of board of directors in the Kenya’s energy sector parastatal. Future studies should however look at the effectiveness of the board of directors from other sectors as well as from both public and private sectors. More research is needed to investigate on other determinants of effectiveness of the board other than board composition, board size, board independence, board training and development and board leadership style. Hence this study recommends further study to include other attributes that might influence the effectiveness of board of directors in the parastatal sectors.
CORPORATE GOVERNANCE PRACTICES AND EMPLOYEE PERFORMANCE IN STATE CORPORATIONS: A CASE STUDY OF KENYA BUREAU OF STANDARDS (KEBS)
(Management University of Africa, 2021-10) BEATRICE CHEPKIRUI LUGADIRU
The main objective was to examine the corporate governance practices and employee performance in state corporations, a case study of Kenya Bureau of Standards with specific objectives being; to examine the influence of leadership structure, corporate reporting, board composition and ethical code of conduct on employee performance at Kenya Bureau of Standards. The study findings will be used as a reference by other researchers in the field of leadership and employee performance and will provide a critical examination on corporate governance practices and employee performance in Kenya. The study is guided and anchored on the following theoretical foundations; stakeholder theory, agency theory, and stewardship theory. The study's main anchor theory was stakeholder theory. Descriptive research design was adopted for conducting the study that targets a population of 1000, and a sample size of 100 that was selected using stratified random sampling. Data was collected using questionnaires. The pilot study was conducted using 10 employees who were randomly selected from the target population and the quantitative data was analyzed using simple statistics and SPSS. The data was presented using tables and figures. Inferential statistics was used for showing how variables are related (regression and correlations). The study used the Pearson correlation matrix. The study established that leadership structure and employee performance are primarily related, and leadership structures are an important factor that determines employee performance and there is a strong correlation. The study concludes that leadership structure statistically and significantly affects employee performance. The study analyzed the connection between employee performance and independent variables (leadership structure, corporate reporting, board composition, and ethical code of conduct) the findings show that the variation in employee performance is explained by leadership structure, corporate reporting, board composition, and ethical code of conduct. The researcher recommends that the ministry of industrialization should work hand in hand with KEBS management should create a chain of command that designates who each employee directly reports to. This cautions and prevents departments from competing and transferring employees anyhow. Titles and positions in all departments should be in line with KEBS organizational structure and Staff Establishment to prevent confusion. The Board of Directors and Management of KEBS should know that corporate reporting is an integral part of organizational success and therefore the study recommends that management of any organization such as KEBS should develop an organizational culture that is honest and reports income and expenditure without fear or favor, annual reports should be readily available for all employees and members of the public. Based on the findings of this study, the conclusion, and subsequent recommendation, there is a need for a further study on corporate governance and employee performance in state corporations in Kenya whereby the study should seek to provide more insights on the current study findings and validate these findings.
CORPORATEGOVERNANCEANDFINANCIALPERFORMANCEOF COMMERCIALBANKS INMACHAKOSCOUNTY,KENYA
(Management University of Africa, 2023-10) SHADRACK MBITHI NDETO
The banking industry in Kenya and the world by extension is characterized by ever changing and turbulent competitive business environment in terms of products and services offered to their customers all geared towards the commercial bank's performance. To overcome the above strains and remain profitable commercial banks need to adopt corporate governance practices that would aid them enhance their performance. This will make identification and pursuit of the right corporate governance practices as a source of superior performance to become a predominant priority in all organizations nevertheless the application of the right corporate governance practices is still a concern in most of the commercial banks. Hence, the purpose of the research was to examine how the services provided by commercial banks in the country affects the customers' satisfaction, regulatory framework compliance, employee motivation and retention, and overall transparency and accountability. Between January 2023 and August 2023, researchers in Machakos County gathered data. The anchor theory of the research was stakeholder theory and agency theory, and stewardship theory were supporting theories. Data was gathered using surveys utilizing a descriptive research methodology. Commercial banks in Machakos County were the focus of this research. Because of its central location within the metro area and its excellent infrastructure, Machakos County was chosen due to the region's tremendous economic potential. Machakos county has a total of 26 commercial banks spread across its 9 sub counties and were all involved in the study. The data collection tool was piloted in Makueni County. Collected data was coded and entered into the SPSS version 22 program; the tool that aided in data analysis. Descriptive statistics was used to summaries the data including percentages and frequencies. Tables and other graphical presentations deemed appropriate were used to present the data collected for ease of understanding and analysis. Pearson correlation was used to test the relationship between the dependent and independent variables. Both the correlation and regression results were used to establish whether any form of influence between transparency and accountability, employee motivation and retention, regulatory framework compliance, customer satisfaction and performance of commercial banks in Kenya. The study found out that there exists a positive relationship between the specific aspects of corporate governance under study and the financial performance of commercial banks. these findings have also been related to the findings of another previous research. From the findings of the study, the research recommends that to ensure there is sufficient Compliance to Regulatory Framework the management of the commercial banks, the legislature and the central bank which is the supervising authority needs to put in place policies to ensure the bank is compliant to the provisions. This research recommends that further research be carried out in other locations as well as the supervisory authority to establish its commitment in ensuring that the corporate governance is fully complied with. Further the research recommends that, further research be carried out in other financial institutions such as insurance companies, micro finance institutions and savings and credit cooperative societies.
DIGITAL TRANSFORMATION AND ORGANISATIONAL PERFORMANCE OF GENERAL INSURANCE COMPANIES IN KENYA: A CASE STUDY OF CIC GENERAL INSURANCE COMPANY LIMITED
(Management University of Africa, 2022-10) BENJAMIN MAINA GITAU
The main purpose of the study was to establish the role of digital transformation in the organizational performance of the general insurance industry in Kenya with focus to CIC General Insurance. The researcher investigated Big Data Analytics, Internet of Things, Process Automation, and Artificial Intelligence on the performance of CIC general insurance company in Kenya. This study provides more information towards the status of digital transformation and performance in the insurance industry in Kenya and also helps policy makers in the insurance firms on areas to consider towards effectively improving the various aspects of digital transformation on their performance. The study validates previous research done in other markets or sectors and its similarities or differences in relation to the local insurance industry. The study was anchored on Resource-Based Theory, which explains the effect of utilization of available resources and their impact on the performance of an organization. Diffusion of Innovations theory as well as Dynamic Capability Theory supported the Study. The study used a descriptive research design. The study targeted 315 employees of CIC General Insurance Company. A stratified random sampling method was used where 65 respondents, representing 20% of the entire target population, formed the sample size of the study. The researcher used structured questionnaires to collect data from respondents. Statistical package for social sciences was used for data analysis to aid generation descriptive statistics and inferential statistics to help obtain results of multiple linear regression and ANOVA results. The study established that here was a linear and significant relationship between the four variables and the performance of the general insurance companies in Kenya. The four variables 57.3% of Digital Transformation. Digital Transformation was found to have a big impact on the overall performance of general insurance companies in Kenya. The study established that big data analytics contribute 21.8% of the Digital Transformation, 26.1% is as a result of the internet of things. Process automation influenced around 34.3% of the and artificial intelligence around 29.7% of the digital transformation. The study established that a company gathers and stores data from various sources, both internal and external. The study also found that big data analytics contributes to the minimization of fraud cases in claims. The study also found that IoT led to better risk assessment and that internet of things has enhanced better service quality. Likewise, the study established that process automation has reduced manual tasks in service delivery. Finally, the study found that artificial intelligence has enhanced better decision making and that artificial intelligence can lead to reduced claims cost management. The study also concluded that there was a linear relationship between big data analytics, the internet of things, process automation, artificial intelligence, and the performance of general insurance in Kenya. The study recommends that insurance firms should embrace big data analytics in their operational activities. To get insurance firms on the path to greater success in the area of big data management initiatives, there should be more emphasis on understanding where a company really is, where it needs to be, and how to start in order to improve its business value. The study recommends that insurance firms consider IoT as a tool for gaining competitive advantage in the insurance sector. On process automation, the study recommended that establishing business process automation requires one system that should be dependable and one that will increase productivity, performance, and reduce cost. It makes it possible for insurers to use machine learning, data modeling, and predictive analysis across the entire insurance value chain. This has led to a better bottom line and happier customers .
EFFECT OF WORK DIVERSITY ON PERFORMANCE OF SELECTED STATE CORPORATIONS IN KENYA
(Management University of Africa, 2025-10) NYAMAI MAUREEN MWENDE
FINANCIAL LEVERAGE AND PERFORMANCE OF COMMERCIAL BANKS IN KENYA: A CASE STUDY OF THE NATIONAL COMMERCIAL BANK OFAFRICA, NAIROBI
(2025-10) MOHAMED KASSIM MWAKAMPYA
Commercial banks' performance is largely determined by their financial leverage. This study investigated the effect of financial leverage on the performance of Kenya's NCBA Bank. It focused on credit risk management practices, the cost of debt, capital structure decisions, and interest rate volatility, all of which influenced the bank’s profitability, liquidity, and overall stability. The purpose of the study was to examine how credit risk management, cost of debt, capital structure, and interest rates affect financial performance. The research was anchored on three key financial theories: the Trade-Off Theory, the Pecking Order Theory, and the Agency Theory. A descriptive research design was adopted, and data were collected through a structured questionnaire administered to a sample of 148 employees, of which 136 responses were properly completed and analysed. Descriptive statistics showed that respondents generally agreed that credit risk management, cost of debt, and interest rate were key drivers of financial performance. Regression analysis revealed that credit risk management (β = 0.355, p = 0.001) and interest rate (β = 0.688, p = 0.028) had a significant positive influence on financial performance, while cost of debt (β = -0.479, p = 0.039) had a significant negative effect. Capital structure, however, had no statistically significant effect (β = 0.018, p = 0.959). The overall model was statistically significant (F = 5.675, p = 0.000) with an R-squared value of 0.148, indicating that the four independent variables explained 14.8% of the variation in financial performance at NCBA Bank. The study recommended that NCBA Bank strengthen its credit risk management frameworks, optimize the cost of borrowing through strategic debt sourcing, and enhance interest rate risk management to improve profitability. Although capital structure was not a significant predictor in this context, it was suggested that it be regularly reviewed to ensure financial stability. Future research was recommended to expand the study to include multiple banks for generalizability, consider additional financial and operational variables, adopt longitudinal designs, and possibly use mixed methods to uncover deeper insights into leverageperformance dynamics. These efforts would help build a broader and more nuanced understanding of financial performance in Kenya’s banking sector.
HUMAN RESOURCE PLANNING AND BUDGETING PROCESS IN GOVERNMENT HEALTH INSTITUTIONS IN KENYA: A CASE STUDY OF MAGUTINI LEVEL FOUR HOSPITAL
(management university of africa, 2024-07) NANCY KATHURE MBAKA
Human resource planning is a crucial component of HRM that many businesses use to make sure the best employees are hired for the proper positions with the correct skills and knowledge. In terms of efficiency, service delivery, and product quality, this is particularly true. Budget discrepancies persistently persist during the implementation. Planning for human resources typically reflects the effectiveness of a certain institution's performance, which depends on it. To determine the human resource planning and budgeting processes in government health institutions in Kenya, Magutini Level Four Hospital was study focus. The study examined recruitment, employee retention, staff training, and employee benefits in the budgeting process at Magutini Level Four Hospital. The study's major anchor theory was goal-setting theory, which is backed by institutional and human capital theory. The study's foundation was a positivist research paradigm that used a study design that was descriptive. The researcher intended to reach 750 respondents; however, secondary data was employed in the literature study, and 260 respondents were chosen as the sample size by the use of stratified random sampling and administered questionnaires. Findings were examined using descriptive statistics (standard deviation, percentages, and frequencies), and the data were shown using tables. To show how the study variables related to one another, inferential statistics were used. The Pearson correlation can assist in determining the direction and strength of the relationship between the variables. A 2-tailed test was used for the correlation analysis with a 5% significance level. The results demonstrated a strong connection between the budgeting process and human resource planning. The budgeting process and employee benefits had a moderate association according to the results of the regression analysis, indicating a significant relationship. Regression analysis revealed a strong association between the characteristics identified by the research and recruiting additional staff in the budgeting process. Regression analysis showed a substantial correlation and a link between training, development, and performance. Employee retention and the budgeting process were significantly correlated and linked. According to the study's conclusion, factors such as staff recruitment, employee retention, training and development, and employee benefits affect the budgeting process. When all variables are considered, including the budgeting process, these factors can account for more than 61% of the variation in the budgeting process. The research study makes the following suggestions for enhancements to the management and board of directors of the Magutini Level 4 Hospital: The administration of Magutini Level 4 Hospital has to invest in its people. Training and development expenditures are crucial for building human capital, and top management must support this by providing the required funds. HRM initiatives are important in this, but they won't be able to flourish if top management of the company doesn't actively support them. The study's conclusions suggest that the company's executives should provide adequate funding for HRD and the budgeting procedure. Periodic cost estimates are required for every job in the plan in order to make sure that funds are used as efficiently as feasible. The research suggests that management look for further support for technical methods in executing strategies by providing chances for advancement to their staff and having clearly defined career routes for them to preserve the cohesion of efforts to assist strategy execution. Further investigation of the planning and budgeting procedures for human resources in Kenyan state enterprises is warranted in light of the study's results, recommendations, and conclusion. This additional research should aim to confirm the results of the current investigation and provide new data to support the current conclusions.
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
The primary objective of this study was to examine the relationship between leadership commitment and an inclusivity culture within the Kenya Revenue Authority (KRA). Specifically, the study evaluated the effects of leadership vision, leadership policies, resource allocation, and leadership accountability on the development of an inclusivity culture at KRA. The research explored the intersection of leadership and organizational performance, integrating key theories such as Transformational Leadership Theory, Resource-Based View (RBV) Theory, Accountability 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 questionnaires 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 study found that leadership vision had a significant positive impact on inclusivity culture at KRA (β = 0.315, p = 0.000), with a mean score of 3.85 for leadership commitment to inclusivity, though the empowerment of underrepresented groups was lower at 3.65. Leadership policies also contributed positively (β = 0.245, p = 0.001), with a mean score of 3.85 for anti discrimination measures, although diversity training programs scored lower at 3.60. Resource allocation showed the smallest impact (β = 0.185, p = 0.020), with mean scores of 3.40 for funding adequacy and 3.45 for the hiring of diversity officers, indicating resource constraints. Leadership accountability was positively linked to inclusivity (β = 0.208, p = 0.004), with mean scores of 3.80 for inclusivity targets, 3.50 for performance evaluations incorporating inclusivity, and 3.70 for transparency in inclusivity. It can be concluded that leadership vision is a key driver of inclusivity but requires continuous effort to translate into actionable outcomes. It can also be concluded that diversity policies at KRA foster equality but need consistent enforcement to address challenges effectively. Additionally, it can be concluded that insufficient resource allocation limits the impact of diversity and empowerment initiatives. Furthermore, accountability mechanisms ensure leaders prioritize diversity efforts but require measurable and regular reporting for sustained impact. Finally, it can be concluded that progress in inclusivity culture at KRA depends on sustained engagement, equal opportunities, and collaboration. The study recommends that leaders actively promote inclusivity as a core value and set specific diversity goals to inspire broader participation. The study also recommends that KRA update inclusivity policies regularly, mandate employee training, and establish a task force to oversee compliance. Moreover, the study recommends that KRA increase funding for diversity programs, hire dedicated diversity officers, and invest in mentorship initiatives. Lastly, the study recommends embedding inclusivity metrics into leader evaluations and publishing regular progress reports to foster transparency and align accountability with organizational goals.
LEADERSHIP STYLES AND ADOPTION OF DIGITAL TRANSFORMATION IN THE PUBLIC SECTOR IN KENYA: A CASE STUDY COMMUNICATIONS AUTHORITY OF KENYA
(management university of africa, 2024-09) ALBERT KOCHEI
LEADERSHIP STYLES AND MANAGEMENT OF CHURCH YOUTH DEVELOPMENT IN KENYA; A SURVEY OF SELECTED PENTECOSTAL CHURCHES IN NYERI TOWN SUB COUNTY
(Management University of Africa, 2020-09) GATHUMA JANE MUTHONI
This study was undertaken on leadership styles and management of church youth development in Kenya, a survey of selected Pentecostal churches in Nyeri Town Subcounty. The objectives of the study were to assess the influence of transformational leadership style, democratic leadership style, strategic leadership style and the servant leadership style and management of church youth development in selected Pentecostal churches in Kenya. The study used strategic leadership theory, transformational leadership theory and servant leadership theory. The study was anchored on transformative leadership theory as church leaders are able to inspire followers to change expectations, perceptions, and motivations in order to work towards common goals. The study used a descriptive survey research design, where the target population was purposively selected. The study used census method where data was collected using self-administered questionnaires from 57 youth officials, with 48 of them responding sufficiently from the seven selected Pentecostal churches in Nyeri Town Sub-County. The study findings were that transformational leadership style was the most significant variable, followed by strategic leadership style, then servant leadership style and finally democratic leadership style. The study concluded that once youth are taught on the leadership skills and roles in the church system, they can assume the leadership position with confidence and certainty; strategic leadership style triggers the youth to be future oriented thereby allowing their development on the church affairs which leads to increased management of church youth while youth officials have the requisite skills for management of church systems, but their capacity is not embraced in church activities by the selected Pentecostal churches in Nyeri Town Sub County. The study recommended that youth need engagement in teaching, training and supervising them while undertaking the church activities; for democratic leadership style study advocated for avenues of skills impartation, capacity building programmed and inclusion of the youth in church decision making; strategic leadership style called for church youth leadership to organize meetings, gather relevant data on leadership, and participate in designing, implementing and reviewing of church policies; and for servant leadership style the study recommended that there is need for environment diversity of youth opinions coupled by church youth participation, cultivating a culture of inclusivity and trust of the youth in the affairs of the church, and managing the church youth development through the persuasion and creating incentives for the youth that triggers their leadership in selected Pentecostal churches in Nyeri Town Sub County. The study recommends that for comparative analysis the same study can be replicated to other regions in Kenya and in other churches.
MANAGEMENT DECISION MAKING AND ORGANIZATIONAL PERFORMANCE OF NAIROBI CITY COUNTY, KENYA
(management university of africa, 2024-11) CAROLYN MARIE KEGEHI NGAYWA
This study investigated the influence of management decision-making on organizational performance of Nairobi City County. The specific objectives of the study are to examine how decision-making styles, availability of information, organizational structure and organizational culture affect organizational performance at Nairobi City County. The findings will be beneficial not only to the CEOs of Nairobi City County but also to CEOs in other counties. Additionally, the study will provide managers with insights into improving their management decision-making processes and styles. This study is based on three theories: Schein's theory, Open Systems Theory, and Transformational Leadership Theory. Schein's theory serves as the anchor theory. A descriptive research design was employed, as it is effective for describing variables without researcher influence. 180 employees from different organizational departments made up the target population. The population was divided into strata using a stratified random sample design, which increased the accuracy of the sampling procedure. Thirty percent of the target population, or 54 responders, made up the sample. The main instrument for gathering data were questionnaires. Both quantitative and qualitative methodologies was used to analyze the data in light of the study topics. Tables and charts were used to present the data, making it easier to understand the findings. The findings of this study underscore the importance of effective decision-making styles, availability of information, organizational structure, and culture in enhancing organizational performance. The predominance of the democratic decision-making style suggests that involving employees in decision-making fosters a sense of ownership and commitment, leading to improved performance outcomes. The regression theory shows that all four independent variables are significant predictors of organizational performance, with p-values less than 0.05. This indicates that decision-making styles, availability of information, organizational structure, and organizational culture all have a positive impact on organizational performance. The coefficients suggest that organizational culture has the most substantial effect (β = 0.345), followed closely by decision-making styles (β = 0.320). This finding emphasizes the critical role of a supportive culture and effective leadership in driving performance outcomes. In conclusion, the study highlights the positive impact of democratic and coaching decision-making styles on organizational performance in Nairobi City County. These styles promote employee involvement, innovation, and skill development, which are essential for improving efficiency and achieving organizational goals. The findings corroborate the literature, which consistently emphasizes the value of participative leadership in enhancing both employee satisfaction and performance. The study recommended that Nairobi City County should focus on strengthening its organizational culture by fostering shared values and promoting open communication. Leadership at all levels should be trained to theory the organization’s values and vision, ensuring that employees feel connected to the organization’s goals.
MANAGERIAL ROLES AND TECHNOLOGICAL CHANGE IN PUBLIC TRAINING INSTITUTIONS IN KENYA: CASE STUDY OF THE KENYA SCHOOL OF GOVERNMENT, BARINGO CAMPUS
(Management University of Africa, 2020-11) EDDAH CHEPKURUI CHERUIYOT
The limited ease of managerial support, ineffective communication, inadequate training, stalled stakeholder input or involvement has been zeroed in as areas of concern in change management in particular with Government institutions. This study aimed to evidence contextually by assessing the role of managers in implementing technological change in an organization at the Kenya School of Government. The study was motivated by the concern of slow and abnormal resistance witnessed with emerging technological changes aimed at transforming the performance of organization. Institutions of learning are knowledge management centered and therefore, utilization of recent technologies to stem up performance such as efficiency, employee performance, corporate relationships and internal knowledge management mechanisms is integral. The limited ease of managerial support, ineffective communication, inadequate training, stalled stakeholder input or involvement have been zeroed in as areas of concern in change management in particular with Government institutions. Therefore, this study was poised to examine the effect of environment, , managerial behavior, and the extent to which training contributes influenced technological change at the Kenya School of Government. Resource based Theory, Lewin’s Three-step Change Theory, The Dynamic Capability Theory, Knowledge-Based Theory, and Managerial Hegemony Theory guided this study. The study adopted descriptive research design in undertaking this study. The study was conducted at the Kenya School of Government covering 178 employees who are staffers at the institution. Through, simple random sampling technique, the study sampled 50% of the target population to inform and respond to the questionnaire which is the main research instrument for data collection. The study utilized descriptive statistic design to analyze on data collected from the field. Presentation of results was in form of graphs, charts and tabulated tables with respective interpretations and discussions provided. The study found out that there is an effect of environment, communication, managerial behavior, and training on the implementation of technological changes of institutions. The study is important to the departments, Agencies, County and National Governments in Kenya, the Council and management of the Kenya School of Government, staffers and technological service providers, academicians and researchers with interest in change management, leadership and general management of public.
MOBILE MONEY SERVICES AND PERFORMANCE OF MICRO, SMALL AND MEDIUM ENTERPRISES IN KAJIADO COUNTY IN KENYA: A SURVEY OF KITENGELA SUB COUNTY
(management university of africa, 2021-10) MBITHI GEORGE MUTISO
Since introduction of mobile money services in Kenya in 2007, there are more than 110,000 M Pesa agents, 40 times the number of banks ATMS in Kenya. In the first quarter of 2020 (January to March), there was a total of KES 1,087 billion transacted through mobile payments. Among users of mobile money services in Kenya, there are micro, small, and medium enterprises (MSMEs). MSMEs play a crucial role in the Kenya economy through income generating activities and employment creation. Despite the apparent significance associated with MSMEs and the numerous policy initiatives introduced by respective governments in the developing economies during the past decade to accelerate the growth and survival of MSMEs, the performance of MSMEs has been disappointing. The current study sought to bridge this gap by assessing the relationship between mobile money services and performance of small and medium enterprises in Kitengela, Kajiado County, Kenya. The specific objectives of the study were: establish the relationship between mobile payments, mobile transfer, mobile financial services and mobile commerce and performance of small and medium enterprises in Kitengela, Kajiado County. The study benefited MSMEs’ business owners, scholars, and academicians. The study was anchored on Diffusion of innovation theory. The study employed descriptive research design. The target population was 817 formally registered MSMEs in Kitengela Town dealing in trade, services, and manufacturing. The study employed Fisher Model to come up with sample size of 261 who were the business owners or managers/operators. The study utilized primary data which was collected using questionnaires. Quantitative data was presented in frequency tables and figures while quantitative data was presented in prose form. Multiple regression was used to test the relationship between the independent variables and dependent variable. The study established that disbursement and repayment of loans influence mobile money transfer performance. It was also found out that withdraw of money from mobile phone have enhanced the overall performance of mobile financial services. Further, the study found out that checking account balance influenced the performance of mobile commerce among MSMEs. The study concluded that mobile commerce had a statistical significance relationship with the performance of MSMEs in Kitengela, Kajiado County. It was also concluded that salary processing and supplier’s payment influenced the performance of mobile money services among MSMEs in Kitengela, Kajiado County. The study therefore recommended that mobile services provider should seek to promote their services to encourage as many businesspeople as possible to make use of mobile money services. Further, the study recommended that the regulator of mobile phone providers should work towards reducing mobile money services charges between different networks.
ORGANIZATIONAL CAPABILITIES AND MARKET PERFORMANCE OF MOBILE OPERATORS IN KENYA: A CASE OF SAFARICOM PUBLIC LIMITED COMPANY
(Management University of Africa, 2021-11) DENIS RADONJI
Due to the intense competitive environment in the mobile communications industry, most organizations are compiled to review their strategies to align with use of technology, appropriate leadership style and business innovation in order to compete both locally and globally. The aim and justification of this study was to examine, investigate and determine the influence of technology adoption, leadership style, business innovation and the firm competitiveness on market performance of mobile operators in Kenya. The study was anchored on the Unified Theory of Acceptance and Use of Technology (UTAUT) theory, supported by Stakeholder theory and Michael Porter Five Forces Model. The study targeted a population of 402 respondents. Stratified random and simple random sampling techniques were adopted to arrive at a sample size of 197 respondents. The study adopted the descriptive research design; the primary data was collected using structured questionnaire as a tool from a sample size of 197 respondents. The data collected was then be verified, coded and analyzed by use of software SPSS version 26. From the reliability statistics the tool had a Cronbach's Alpha 0.886 which confirmed that the tool was reliable and valid from the pilot test done with 20 respondents who did not participate in the final data collection. From the study findings, technology adoption, leadership style, business innovation and firm competitiveness, all had positive correlation with the market performance. Both correlation and Regression analysis established that leadership style, business innovation and firm competitiveness had a strong positive significance to the market performance with (p=0.000). The regression analysis showed that there was a positive significant correlation to market performance. Technology adoption (p = 0.294) had a weak significance on market performance while leadership style (p = 0.004), business innovation (p = 0.002) and firm competitiveness (p = 0.000) had a strong positive significance on market performance since the p-values were less than 0.05. Due to financial and time constraints, the research could not be conducted with the other two mobile operators, Airtel Kenya and Telkom Kenya, to have a comparative study to determine whether the results of the study could be in line with the findings from the Safaricom PLC one. It was noted that the study faced some challenges during data collection due to the effect of Covid-19 pandemic which in many cases delayed consent for data collection and could not allow other methods of data collection to be adopted such as one-one interview and explanations about the research to the respondents. It is recommended that more study need to be done on the other factors that influence market performance other than the four variables. Likewise, the impact of technology adoption on the market performance needs to be investigated further as it had lower coefficient and was established not to be significant.
PRINCIPLES OF SERVANT LEADERSHIP STYLE AND PROJECT PERFORMANCE IN FAITH- BASED ORGANIZATIONS. A CASE OF AFRICA INLAND CHURCHES IN NAIROBI, KENYA
(management university of africa, 2024-11) ELIJAH MUSYOKA MUSAU
Despite the potential benefits of servant leadership, AIC churches in Nairobi struggle with project performance due to inadequate staff empowerment, poor communication, unclear goal setting, and inconsistent leader commitment. This study aimed at investigating the effect of servant leadership principles on project performance in these faith-based organizations. The specific objectives were to assess the effects of staff empowerment, leadership communication, goal setting, and resource provision on project performance in AIC churches in Nairobi. The research was anchored on the theory of servant leadership The theory was introduced by Robert K. Greenleaf in 1977 and it emphasizes the leader's role as a servant to others, prioritizing the needs of followers and enabling their growth and development. A cross-sectional survey design was employed .The target population was 945 members of the Local Church Councils across 135 AIC churches in Nairobi, Kenya. Stratified random sampling was employed. Yamane's (1967) formula was used to determine the sample size, ensuring a confidence level of 95% and a margin of error of 5%. This resulted in a sample size of 280 respondents. Quantitative data was analyzed using descriptive statistics such as means, standard deviations, frequencies, and percentages .Qualitative data obtained from open-ended questions underwent content analysis to identify recurring themes and patterns. The analysis indicated that staff empowerment significantly enhances project performance, with a mean score of 2.72 for autonomy in decision-making, suggesting a need for improved independence among employees. Skill development programs scored high at 4.76, indicating their effectiveness in enhancing project outcomes, while a mean score of 4.45 for commitment to responsibilities highlights the positive correlation between empowerment and dedication. Leadership communication is also critical, evidenced by a mean of 4.98 for clear communication of vision, which fosters alignment; however, feedback mechanisms received a low mean of 1.67, indicating a gap that needs addressing. Goal setting was found to positively correlate with performance, with a mean of 3.91 for goal clarity and 4.44 for effective tracking, reinforcing the necessity for clear and aligned objectives. Resource provision, however, scored poorly, with means of 1.42 for resource sufficiency and 1.40 for timeliness, underscoring dissatisfaction among staff and highlighting the need for improved allocation processes. The conclusion drawn from this analysis emphasize that staff empowerment, clear leadership communication, effective goal-setting practices, and adequate resource provision are crucial for optimizing project performance. Based on the findings, it was recommended that organizations should need to enhance staff empowerment programs and leadership communication strategies. Strengthening goal-setting practices by ensuring that goals are clear and consistently tracked will help maintain team focus. Finally, ensuring adequate and timely resource provision through improved planning and allocation processes is critical for project success. For further research, it is suggested to explore how technology, such as project management software or digital communication platforms, influences staff empowerment and overall project success. Additionally, future studies could investigate how different organizational cultures affect the relationship between leadership communication, goal-setting practices, and project performance, identifying specific cultural factors that may support or hinder effective communication and goal alignment in diverse work environments.
PSYCHOSOCIAL CHALLENGES FACING WOMEN PARTICIPATION IN POLITICAL LEADERSHIP IN KENYA: A SURVEY OF KAKAMEGA COUNTY
(Management University of Africa, 2020-08) AMBUNDO LYSTONE SACHIEL
The general objective of the study is to establish the psychosocial challenges women face in political leadership in Kakamega County Kenya. The specific objectives of the study were to establish the effect of marginalization on women participation in political leadership; to determine the effect of patriarchal biases on women participation in political leadership; to find out the influence of lack of family support on women participation; to investigate the effect of political barriers on women participation in political leadership. This study adopted correlation design where both quantitative and qualitative data was collected. The target population comprised of women political leaders who participated in political leadership in Kakamega County. The census of all the 48 women was sampled, with data collected using questionnaires. Data analysis was aided by Statistical Package for Social Sciences (SPSS) software version 23. Qualitative data was analyzed by narrative reporting, while quantitative data was analyzed using descriptive statistics. The response rate was at 91.67 % which was above average and sufficient to continue with the data analysis. Marginalization had a positive linearly significant influence on participation of women in political leadership. Women participating in elective positions are considered as unruly characters in society with society dissuading women from elective positions. Patriarchal biases had a positive linearly significant influence on participation of women in political leadership. Family support had a positive linearly significant influence on participation of women in political leadership. The findings established that women rarely get financial backing from the family members for elective positions with financing of women for political leadership viewed as waste of resources. The study established that political barriers had a positive linearly significant influence on participation of women in political leadership. Political barriers was the most important factor in influencing participation of women in political leadership followed by marginalization, family support and the least was patriarchal biases. The study concluded that political barriers were the most important factor in diminishing participation of women in political leadership. The study concluded that marginalization is a common feature in diminishing the prospects of women participation in elective positions. The study concluded that for women to succeed and fully participate in politics, fighting and overcoming patriarchal obstacles is a necessity in order to achieve the 30% quota desired by the constitution. The study concluded that support of women by family and society at large is an important component of empowering women aspiration and prospect for participation in politics. The study recommendation is that since marginalization is a common challenge, there is need for positive social change to educate public on elimination of discrimination to support equity for women to participate fully in the political process. The study recommended that to overcome patriarchal biases and ensure fairness in political participation of women, measures should be taken to compensate for historical and political psychosocial disadvantages that prevent women from participation in politics. The study recommended that to reinvigorate family support for women participation in politics, economic empowerment of women, education and access to information, may act as an effective tool. On areas for further studies and for comparative analysis, the study on psychosocial challenges women face in political leadership in Kakamega County Kenya may be cascaded to other regions in Kenya.
RELATIONSHIP BETWEEN CRISIS MANAGEMENT PRACTICES AND PERFOMANCE OF PHARMACEUTICAL MANUFACTURING COMPANIES IN KENYA; A SURVEY OF PHARMACEUTICAL MANUFACTURING COMPANIES IN NAIROBI.
(Management University of Africa, 2020-11) MOSES MUKURIA
The purpose of this study was to evaluate the relationship between Crisis-Management (CM) and the pharmaceutical manufacturing firms’ performance. As such, the research examines the connection between CM and the performance of firms in Kenya’s pharmaceutical manufacturing companies. The study seeks to identify prevention of crisis influences pharmaceutical manufacturing companies performance; to explore the influence of crisis containment on pharmaceutical manufacturing company’s performance; to evaluate business communication affect pharmaceutical manufacturing company’s performance. The research relies on the descriptive survey design, where the study’s target population included 1 Managing director and 1 Chief finance officer from the 22 registered pharmaceutical manufacturing companies in Nairobi County since they will provide response on different aspects of performance. This brought the total to 22 Managing directors and 22 chief finance officers. The total population was 44 respondents. Census was used for the study where 44 respondents. Firms were unit of analysis while the population was the unit of observation. A fact-based conclusion was made using primary research. Questionnaires were used to obtain primary data. Data analysis was done through SPSS Version 22.0 and the descriptive statistical methods which included the averages, mean and percentages. The data was presented through tables, bar graphs and pie charts. On whether activities are well planned during crisis, majority of respondents disagreed as evidenced by (M=2.0750; SD=0. 47434). On whether activities are well coordinated to handle crisis, majority of respondents disagreed as evidenced by (M= 1.9500; SD=0.95943). On whether activities are well coordinated to handle crisis, majority of respondents disagreed as evidenced by (M= 1.9500; SD=0.95943). The study recommended that to effectively detect crisis, pharmaceutical firms should have in place a team to analyze crisis before they happen. To effectively prevent crisis from happening, they should have clear plans on how to come out of crisis. The companies should have improved capacity and well-coordinated crisis management activities by regularly training and equipping staff with necessary equipment’s required to respond to crisis on time. The firms should ensure that the communication channels used to communicate crisis reaches many people. Suggestion for further study is recommended to identify other crisis management practices which can improve performance of pharmaceutical manufacturing companies. The study concluded that pharmaceutical company’s management did not take time to analyze the crisis in the organization. Pharmaceutical companies lack effective monitoring mechanisms. There was regular assessment by pharmaceutical companies to detect crisis. On whether crisis is well explained, companies tried to explain the crisis. There was no proper planning to prevent crisis from happening. There were no proper policies in place to enable pharmaceutical firms deal with crisis. There were no effective quality control measures in place to prevent crisis from occurring. Employees of pharmaceutical firms were not well equipped with skills that can enable them prevent crisis from happening. Pharmaceutical firms had put in place physical system has been put in place to handle crisis. There was regular audit on crisis management activities. Crisis containment activities were not well coordinated. There was no proper evaluation during crisis. Many pharmaceutical firms lacked capacity to handle crisis. There were no proper measures to prevent income loss in the company during crisis. Pharmaceutical firms have invested in proper monitoring activities which enable them monitor crisis. The communication channels used by pharmaceutical firms were not effective in communicating crisis. There was no effective communication between customers and pharmaceutical firms; this affected the ability to handle crisis on time. Further study was necessary to identify more crisis management practices.
REMOTE WORKING AND EMPLOYEE PRODUCTIVITY AMONG INTERNET SERVICE PROVIDERS IN KENYA. A SURVEY OF KINDE ENGINEERING WORKS
(MUA, 2025-10) KIRIRIU JOANALLY NDEGWA
The adoption of remote working has continued to accelerate globally, particularly in the aftermath of the COVID-19 pandemic, prompting organizations to re-evaluate traditional work models. While extensive research has examined this shift in Europe and North America, limited empirical evidence exists within the Kenyan context, especially among Kinde Engineering Works (ISPs). This study investigated the determinants of employee productivity in remote working environments, focusing on Kinde Engineering Works Ltd., a leading firm in Kenya’s ISP sector. Guided by the Job Demands-Resources (JD-R) theory and the Technology Acceptance Model (TAM), the study examined four key determinants: technological infrastructure, managerial support and supervision, work-life balance, and employee self-discipline in time management. A descriptive research design and cross sectional survey approach were adopted, utilizing structured questionnaires to collect quantitative data and semi-structured interviews for qualitative insights. Data were gathered from a stratified sample of 94 employees drawn from a population of 123 across Kinde Engineering Works’ branches. Quantitative data were analyzed using descriptive statistics, correlation, and regression analysis in SPSS version 28, while qualitative data were analyzed thematically. The results revealed that all four variables had a significant positive influence on employee productivity, with technological infrastructure (β = 0.659, p < 0.05) and employee self-discipline (β = 0.708, p < 0.05) emerging as the strongest predictors. Managerial support and supervision (β = 0.593, p < 0.05) and work-life balance (β = 0.467, p < 0.05) also exhibited significant but comparatively moderate effects. The study concluded that employee productivity in remote working environments depends on both organizational enablers and individual behavioral attributes. Reliable technological infrastructure and effective managerial support foster smooth operations, while selfdiscipline and balanced work-life integration enhance employee engagement and performance. The research further established that successful remote work implementationrequires continuous investment in digital systems, adaptive leadership, and policies that support employee well-being. Based on the findings, the study recommended that organizations strengthen their technological infrastructure through reliable connectivity, user-friendly platforms, and timely technical support. Managers should adopt participatory supervision models that emphasize trust, communication, and regular feedback. Additionally, organizations should promote flexible work policies that support work-life balance and provide training programs that enhance self-management and time discipline among employees. At the policy level, regulators should develop frameworks that institutionalize remote working standards and promote equitable digital access. The study contributes to both theory and practice by extending the JD-R and TAM frameworks within a developing country context. It provides actionable insights for corporate leaders, policymakers, and human resource practitioners seeking to optimize productivity in remote work models. Ultimately, the research underscores that sustained productivity in remote environments depends on a synergistic balance between technological preparedness, managerial support, and employee self-regulation.
SERVICESCAPE, STAFF MOTIVATION AND EMPLOYEE PERFORMANCE IN COMMERCIAL BANKS IN KENYA: A SURVEY OF MOMBASA COUNTY
(Management University of Africa, 2020-09) ARIF GULAMHUSSEIN
The purpose of the study was to establish the relationship between services cape and employee performance in commercial banks in Kenya by conducting a survey in Mombasa County. Specifically, the study endeavored to determine the relationship between ambient conditions and employee performance, to determine the relationship between spatial layout and employee performance; to determine the relationship between signage and employee performance and to establish whether services cape leads to motivation of employees leading to employee performance in commercial banks in Kenya. The study adopted a mixed correlational design. The population of the study comprised of all individuals in employment with commercial banks based in Mombasa County. The primary data was collected through a semi-structured questionnaire obtained from one hundred and fifty (150) participants. To help in the determination of the relationship between services cape and employee performance, a regression model was used. The study found out that commercial banks largely put in place measures to ensure ambient working conditions, spatial layout dimensions of services cape and adopted the use of signage to a large extent. Further, it was found out that employee motivation moderates the relationship between services cape and employee performance. The study also found out that spatial layout and employee performance had a low positive significant correlation while employee motivation and employee performance was found to have a moderate positive and significant correlation and the correlation. The study also found out that ambient conditions and employee performance have a low positive but non-significant correlation while at the same time, signage and employee performance have a low positive but insignificant correlation. The regression analysis found a significant relationship between services cape and employee performance. The study therefore concluded that there is a significant relationship between services cape and employee performance. The study also concluded that commercial banks have adopted services cape dimensions including spatial layout, ambient conditions and signage. Regarding employee motivation, the study concluded that the commercial banks realized improved employee motivation due to services cape by reducing stress levels, improving the self-esteem of employees, reduction of levels of absenteeism and reduction of staff turnover. The researcher recommends that managers of commercial banks should find mechanisms of improving the initiation and use of services cape dimensions. This is because banks are often the focus of the public and hence must provide a good services cape to attract them into banking, besides improving market share. The researcher also recommends that the commercial banks should create effective services cape elements such as ambient condition, space function, sign, symbols and artifacts.