Masters of Business Administration MBA

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AUTHENTIC LEADERSHIP AND ORGANIZATIONAL PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: A CASE OF THE NATIONAL TREASURY
(management university of africa, 2024-10) ANDREW MURIUNGI RINGERA
The ability to delegate effectively, articulate a vision that inspires positive change, and cultivate employee confidence are critical characteristics of an effective leader. This study aimed to investigate authentic leadership and organizational performance within Kenya's public sector, focusing on the National Treasury as a case study. The operations of the National Treasury are becoming increasingly intricate, leading to a growing ambiguity in distinguishing acceptable practices from unacceptable ones. Tools such as the authentic leadership inventory and the authentic leadership questionnaire can be employed to evaluate authentic leadership, enabling followers to assess their leaders' perspectives and authenticity. The theoretical framework for this research included goal-setting theory, adaptive leadership theory, and authentic leadership theory as the anchor theory. A descriptive research design was adopted for this research work, targeting a population of 300 employees, from which a random sample of 171 was selected. Questionnaires were adopted as the primary tool for data collection. A pilot study was conducted with ten randomly chosen employees from the target population, who were not included in the final analysis. Quantitative data were analyzed using SPSS Version 27. Before drawing broad conclusions, the uncoded raw data collected from the field were examined, and results were presented in tabular form. The relationships between variables were illustrated using inferential statistics. The study found that relational transparency significantly influences organizational performance, concluding that it is a key predictor of performance. Additionally, the results indicated that internalized morals significantly affect organizational performance, with a notable influence on the performance of the National Treasury at a rate of 0.645. Furthermore, the research findings indicate that self-awareness is crucial in enhancing organizational performance, with a notable correlation of 0.588. Additionally, the study highlights that balanced processing significantly influences organizational performance, demonstrating a positive effect on the National Treasury's performance at a rate of 0.609 for each unit change in balanced processing. Various organizational factors, such as relational transparency, internalized morals, self-awareness, and balanced processing, were found to impact the performance of the National Treasury significantly. The analysis reveals that internalized morals emerged as the most influential predictor of performance, followed by balanced processing, self-awareness, and relational transparency, which had the least impact on authentic leadership. The research study offers several recommendations for enhancing the performance of the National Treasury and similar organizations. To leverage the benefits of relational transparency, managers at the National Treasury need to maintain consistency in their objectives, motivations, and values, while also being open in their communications with staff. This approach will foster trust and intimacy through self-disclosure, ultimately enhancing teamwork and collaboration, which will lead to improved performance. Furthermore, the National Treasury should prioritize self-awareness as a key element of effective leadership. Management should actively encourage self-awareness to cultivate strong, positive relationships between leaders and employees. To facilitate the development of self-awareness behaviors, the National Treasury's executives must create a supportive organizational environment. Additionally, the organization should promote balanced processing behaviors and take into account all relevant components, including personal information, subjective experiences, and externally sourced data. Given the study's findings, recommendations for improvement, and five-year follow-up, the National Treasury must conduct a study on authentic leadership and organizational performance. The goal of the study should be to validate the existing study's findings and offer further insights into them.
FUNCTIONAL INTEGRATION AND PERFORMANCE OF PROCUREMENT IN PUBLIC INSTITUTIONS IN KENYA; CASE OF EMBU COUNTY GOVERNMENT
(management university of africa, 2024-11) MWANIKI DICKSON KARANI
Using the Embu County Government as a case study, this research establishes the effects of functional integration on the performance of public procurement in Kenyan government agencies. Slow progress has been made despite government attempts to set the technical infrastructure for electronic procurement. An integral part of electronic procurement, the Integrated Financial Management Information System (IFMIS) has only been adopted by a small percentage of counties by 2014. The Specific Objectives were to assess the effect of budgetary allocation on performance of public procurement in County Government of Embu, to evaluate the effect of top management support on performance of public procurement in County Government of Embu, to evaluate how staff competence affects performance of public procurement in County Government of Embu and to assess the effect of Information technology infrastructure on performance of public procurement in County Government of Embu with a broad focus on Kenyan public institutions and the County Government of Embu as an example, this study aimed to determine the effects of technology integration on procurement performance. More specifically, it sought to determine the effect of funding, managerial backing, employee skills, and IT infrastructure on procurement performance in the County Government of Embu. The Resource-Based View Theory, the Information Systems Success Theory, and the Innovation Diffusion Theory are three theories serve as the foundation for this study. This study made use of a descriptive research design. Three hundred workers were the intended subjects of the research. Collectively, these ideas provide a robust basis for understanding and assessing the event under investigation. A mix of qualitative interviews and quantitative surveys were used to gather data from suppliers, government officials, procurement officers, and other pertinent stakeholders. The County Government of Embu used a purposive sampling technique to choose its target population. While inferential analysis looked for connections between technology adoption and the highlighted parts of the purchasing process, descriptive analysis summed up and explained the findings. Surveys that participants filled out on their own time were used to gather information. Various quantitative and qualitative techniques were employed. Using SPSS software, descriptive and inferential statistics were evaluated. The study found that the proficiency of the personnel had a significant impact on the success of the procurement process. Staff members with the necessary skills are more likely to handle supplier relationships efficiently, negotiate favorable contracts, and follow all applicable procurement requirements. In order to keep procurement departments' skill levels high, the results demonstrate the importance of ongoing training and professional development. Even the most competent employees may fall behind in the rapidly developing field of procurement if they have not received sufficient training. The Embu County Government should address this by providing procurement professionals with ongoing training and development opportunities. Procurement officers require specialized training in areas including strategic supplier management, procurement legislation, and new technology. On top of that, keeping procurement professionals abreast of industry best practices is another benefit of fostering a culture of lifelong learning. Although this study has shed light on the elements impacting the County Government of Embu's procurement performance, there are still a number of topics that require more investigation. First, future studies could explore the impact of external factors such as political influence, economic instability, and legislative changes on procurement performance. Political instability and frequent regulatory changes can disrupt procurement processes, leading to inefficiencies that were not fully explored in this study.
INFLUENCE OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE IN THE PUBLIC SECTOR IN KENYA: A CASE STUDY OF NATIONAL REGISTRATION BUREAU, NAIROBI
(management university of africa, 2024-11) HASSAN FATUMA KHALIF
The main objective of this study was to evaluate the influence of reward policy, organization communication, job security and training on employee performance in the public sector in Kenya with a consideration of the National Registration Bureau, Nairobi. Specifically, this study established effects of reward policy, organizational communication, job security and training on performance of civil servants at NRB. The study used equity theory, attribution theory, Maslow’s Hierarchy of Human Needs Theory model and Social Cognitive theory. A descriptive research design was used for the investigation. The investigation targeted the 1,918 employees who work at NRB in Nairobi County. The researcher used Krejcie and Morgan formula to determine sample size for study. A questionnaire served as the instrument for acquiring data in this investigation. Pilot examination was conducted in to determine the validity and reliability of the instrument. The statistics were modified, encoded, and imported into SPSS version 26.0 for analysis. Multiple regression model was used to ascertain how parameters relate to one another. The study revealed that a change in reward policy, organization communication, job security, and training significantly impacted employee performance. A 24.5% change in reward policy results in a 0.245unit change, while a 34.5% change in communication results in a 0.345-unit change. Job security affects performance by 42.3%, and training by 34.5%. These findings suggested that adjusting these factors can significantly impact employee performance, highlighting the importance of effective communication and training in enhancing employee performance. The study concluded that a well-structured reward policy, organization communication, job security, and training are important for improving employee performance in Kenya's public sector. The study recommended the following; Public-sector organizations should emphasize the creation and execution of a clear and equitable incentive strategy that is consistent with employee contributions and industry benchmarks. The study recommended that a bottom-up method to communication be implemented in Kenya's public sector; this can improve communication between managers and their subordinates, ultimately improving employee performance. Organizations should establish clear and open personnel policies that promote job stability and effectively convey them to all employees. The study also suggested that the business emphasize ongoing investment in employee training and development programs, ensuring that they are targeted to the individual requirements and functions of the employees. The report suggests doing the investigation again in different parastatals to facilitate generalization of the research findings.
MARKET DYNAMICS AND PENETRATION OF MICROINSURANCE IN KENYA. A CASE OF SELECTED INSURANCE COMPANIES.
(management university of africa, 2024-10) SHADRACK NDIRITU WAWERU
This study mainly evaluated the effect of market dynamics that include product diversification, pricing, information technology adoption, and government intervention on the penetration of microinsurance. From the analyzed data, the study revealed that product diversification, with a mean score of 3.93 and a Beta of 0.328, significantly predicts microinsurance penetration by meeting diverse customer needs and expanding into underserved areas. Pricing strategies, crucial for competitiveness, show a mean score of 4.98 and a Beta of 0.210, indicating their role in balancing affordability and profitability for customer acquisition and retention. Information technology adoption, with mean scores of 4.21 and 4.60 for digital channels and communication respectively, improves accessibility and customer engagement, supported by a Beta of 0.067. Government interventions, evidenced by a Beta of 0.075, enhance affordability and trust through subsidies and regulatory frameworks. Main recommendations include further research on product diversification and dynamic pricing models, supportive policies for transparency and subsidies, practical training on product development and technology integration, and curriculum development for future professionals. The study concludes that strategic focus on these factors will enhance microinsurance penetration, financial inclusion, and sectoral growth.
ORGANISATIONAL STRUCTURE AND IMPLEMENTATION OF PROCUREMENT PROCEDURES IN PUBLIC HEALTH FACILITIES IN NAKURU COUNTY
(management university of africa, 2024-06) LERIARI LTAJIRIN AMBROSE
Implementing procurement procedures in public health facilities in Nakuru County ensure the quality of goods and services acquired, leading to better healthcare outcomes for patients and timely delivery of supplies. Regardless of the effort by the public health facilities in Nakuru County to improve performance of the procurement function, poor implementation and non-compliance to procurement regulations still pose as key challenges. The study therefore sought to determine the effect of organizational structure on the implementation of procurement procedures in public health facilities in Nakuru, Specifically the study sought to determine the effect of chain of command, work specialization, span of control and formalization on the implementation of procurement procedures in public health facilities in Nakuru County Kenya. The study was anchored on the implementation theory, contingency theory, agency theory, systems theory and bureaucratic theory. The study was anchored on the implementation theory and contingency theory. The research design for the study was a descriptive survey design. The study targeted 82 respondents involved in the procurement process in health facilities; they include medical officer in charge of the various targeted health facilities, procurement officers and department heads from user departments in health facilities in Nakuru County. The study adopted Slovins’ formula to get the sample size of 68 respondents from the total target population. The researcher further used simple random sampling to select the sample size for each of the category of the target group. A pilot-test was conducted at Kericho County Referral hospital where 7 questionnaires were issued out. Data was collected using the drop and pick later method which was best collected after two weeks. In this method, the consent statement was issued and then the questionnaire administered. Quantitative data was analyzed by use of Statistical Package for Social Sciences. Descriptive statistics involved the use of percentages, frequencies, measures of central tendencies (mean) and measures of dispersion (standard deviation). Inferential statistic involving the use of correlation analysis and multiple regression analyses. Correlation analysis was used to determine the nature of the relationship between variables. Multiple regression analysis was employed to analyze the relationship between a single dependent variable and several independent variables. The study concluded that there is a positive and statistically significant correlation between chain of command on implementation of procurement procedures in public health facilities in Nakuru County, Kenya. The study further concluded that there is a positive and statistically significant correlation between work specialization on implementation of procurement procedures in public health facilities in Nakuru County. The study also concluded that there is a strong positive correlation existed between span of control and implementation of procurement procedures. The study finally concluded that a strong positive correlation existed between formalization on the implementation of procurement procedures in public health facilities in Nakuru County Kenya. The study recommends that to optimize the chain of command for the implementation of procurement procedures, it is essential to foster a culture of division of labor and specialization within the procurement team. This can be achieved by clearly defining the roles and responsibilities of each team member based on their expertise.
ORGANIZATION CULTURE AND EMPLOYEE PERFORMANCE IN THE PUBLIC SERVICE IN KENYA: A CASE STUDY OF THE STATE DEPARTMENT FOR BASIC EDUCATION
(management university of africa, 2024-11) CHOCHU M. RACHEL
This study addressed the underexplored impact of organizational culture on employee performance within Kenya's State Department for Basic Education. Unlike the private sector, public service lacks empirical insights on how different cultural models—clan, adhocracy, market, and hierarchy—affect performance and satisfaction. The main aim of this investigation was to examine the effect of organizational culture on employee performance in the public service in Kenya, with a case study of the State Department for Basic Education. The specific objectives were to examine the effects of clan culture, adhocracy culture, market culture and hierarchy culture on employee performance. The study was based on Dynamic Capability Theory, Hofstede's Cultural Dimensions Theory as the anchor theory and Schein's Theory of Organizational Culture. The research design for the study was a case study. The target population for this study consisted of 709 employees who worked at the State Department for Basic Education in Nairobi. The study's sample size was determined using Yamane's formula. The study used a questionnaire to collect primary data. The investigation employed statistical data analysis, and the data was analyzed using Statistical Packages for Social Scientists (SPSS) version 28. The study revealed that organizational culture significantly impacted employee performance in Kenya's public service. Clan culture fostered cooperation, mentorship, and community, improving teamwork and performance. Adhocracy culture promoted creativity, flexibility, and problem-solving, while market culture emphasized competitiveness and customer satisfaction. Hierarchy culture promoted stability but required improvement in accountability. A good organizational culture balanced flexibility, structure, creativity, and collaboration, leading to increased productivity and commitment in public service like the State Department of Basic Education. The study recommended that the public service should focus on improving employee performance by expanding employee participation in decision-making and strengthening mentorship programs. The study recommended fostering group identity and collaboration in public service through shared norms and values, encouraging risk-taking, and funding innovative solutions for flexibility. Market culture should emphasize continuous training, performance recognition, and target-setting, while hierarchy culture needs strengthening for clear decision-making. Tough accountability, defined roles, and command structures were advised for underperforming areas. Insights showed the long-term benefits of corporate culture on job satisfaction and employee performance, urging policymakers to support mentoring, creativity, and cooperation. Practitioners were encouraged to improve culture by fostering collaboration, setting performance targets, and recognizing achievements. Further research should assess varied cultural impacts on performance.
PERFORMANCE MANAGEMENT AND EMPLOYEE PRODUCTIVITY IN THE HEALTHCARE SECTOR IN KENYA: A CASE STUDY OF KENYATTA NATIONAL HOSPITAL
(management university of africa, 2021-11) CHOGE JEROTICH EMMY
The purpose of this research study was to determine the influence of performance management on employee productivity, using Kenyatta National Hospital (KNH) as a case study. Organizations invest billions of shillings annually in managing employee performance The primary objective was to understand how performance management influences productivity among KNH employees. The study specifically sought to evaluate the effects of the performance management process, methods, feedback, and goal setting on employee productivity at the hospital. The study was grounded in Locke’s goal-setting theory and further supported by expectancy and equity theories. A descriptive research design was adopted, with a sample size of 372 participants drawn from the hospital’s 5,300 employees. Data was primarily collected through questionnaires. Additionally, a pilot study was conducted with 60 staff members from Mbagathi Hospital, selected due to its operational similarities with KNH, to refine the research instruments. The research study will be useful to different categories of people because it will assist in understanding effects of performance management on employee productivity at Kenyatta National Hospital. The study findings will guide the government in formulating and reviewing performance evaluation policies in the public service, the research study will provide the Kenyatta National Hospital's top management with insights on addressing performance appraisal feedback from line managers to the staff within their jurisdictions, the research will be important to other researchers and scholars who wish to conduct studies on similar research. The human resource department and administration at KNH will benefit tremendously from this study since they will gain a lot of insights on the current state of the hospital’s services, systems and facilities in order to find ways of ensuring the employees are satisfied and contented with their work. Data collection involved distributing questionnaires, with analysis performed using SPSS Version 25.0. Descriptive and inferential statistics were employed, and a regression analysis was conducted to evaluate the influence of performance management on productivity. The analysis revealed that performance management goals significantly impact employee productivity, with a coefficient of 0.535 and a p-value of 0.019 (p < 0.05), indicating a strong positive relationship. The findings led to the conclusion that effective performance management—through well-structured processes, methods, feedback mechanisms, and goal-setting—positively enhances employee productivity. Consequently, the study recommends that KNH's human resources department ensure a transparent, logical performance management process that accurately identifies staff training needs. It further advises the department to communicate the importance and objectives of performance evaluations clearly and to employ a range of performance management techniques in employee assessments.
PROCUREMENT PLANNING PROCESS AND ORGANIZATION PERFORMANCE IN THE ENERGY SECTOR IN KENYA: A CASE STUDY OF GEOTHERMAL DEVELOPMENT COMPANY
(management university of africa, 2024-10) SAHARA ISSACK ALI
The aim was to examine procurement planning processes on organization performance at Geothermal Development Company, and establish the influence of supplier selection, need identification, cost estimation, and quality specifications on organization performance at the Geothermal Development Company. Because it will highlight the importance of widely used organizational performance and promote awareness of it. In their efforts to design work schedules that will complement the organization's strategic aims, academics and government stakeholders may find the results to be a useful reference tool. The Geothermal Development Company and other government institutions will find the findings important in determining whether the institution's procurement planning process needs to be addressed. The study's fundamental anchor theory was goal-setting theory, which is backed by institutional theory and a resource-based view. Utilizing stratified random sampling, using a descriptive research methodology, 232 people were selected as the sample size out of 550. Questionnaires were used in the process of gathering data. Ten randomly chosen employees from the target population participated in the pilot project. SPSS version 27 and basic statistics were used to analyze the quantitative data. Tables were used in the data presentation. Inferential statistics, regression analysis and correlation, were utilized to show the relationships between the variables. Documentation of ethical guidelines, including all correspondence, study dates, and data collection locations, shall be done. The regression is based on the organization's performance and procurement planning process as predictors. The findings demonstrate a positive correlation with R = 0.702 and R2 = 0.492, meaning that changes in each of the predictor categories could account for 49.2% of the variance in the organization’s performance, the variances of the elements not included in this analysis account for the remaining 50.8%. The study’s findings demonstrated the significant impact of the predictor elements on the organization. The model indicated that the predictor variable with the biggest influence on the quality specification was supplier selection., followed by cost estimation, need identification, and quality specification, which had the least influence on the organization's performance. Study recommends that GDC management recognize that procurement planning practices are not static and that preparation of cost estimation and forecasting in order to enhance performance, needs should be determined, tendering procedures should be established, budgets should be estimated, and user departments should be involved. This will contribute to the upkeep of ethical procurement practices as well as the attainment of high standards of efficacy and efficiency. Additionally, as most projects have overruns, timeframes must be adhered to as intended in order to prevent delays in the supply and execution of services. In order to ensure that procurements are successful, GDC management should make sure that appropriate procedures are put in place during planning, with input from procurement staff and the user department, and that progress reports are escalated for required action. Further investigation into other variables is required to account for the remaining change in purchase planning procedures. based on the findings of this investigation, the conclusion, and the advice that came after. This additional research should aim to corroborate the findings of the current study and offer fresh data.
STRATEGIC MANAGEMENT PRACTICES AND SOCIAL SUSTAINABILITY OF MICROFINANCE INSTITUTIONS IN KITUI COUNTY, KENYA
(management university of africa, 2024-10) FAITH MWENDE
Social sustainability remains a significant challenge among microfinance institutions (MFIs) in Kenya, particularly in ensuring long-term social impacts that benefit low-income populations. Notably, these institutions struggle with integrating social goals, such as poverty alleviation and financial inclusion, alongside their financial objectives. For instance, despite a substantial growth in the sector, only 39% of the rural population in Kenya including Kitui County is served by MFIs, indicating a gap in reaching marginalized communities. This limited outreach, coupled with high-interest rates averaging 30%, raises concerns about the institutions' ability to contribute to the social well-being of vulnerable groups, thus hampering social sustainability. Therefore, this study’s general objective was to examine how strategic management practices influenced the social sustainability of microfinance institutions in Kitui County, Kenya. The study also investigated how Kitui County, Kenya's microfinance institutions' social sustainability was affected by strategic planning, strategy execution, and strategy evaluation. The study also looked at the ways in which organizational traits in Kitui County, Kenya, affected the relationship between social sustainability and strategic management techniques in microfinance organizations. The study was anchored on the Triple Bottom Line Theory, Delta Model, and the Resource-Based View Theory. A descriptive survey research design was used for this investigation. The target population were 5 Microfinance Institutions (MFIs) in Kitui county and 150 leaders. A census method was used to select all the leaders and MFIs to form the sample size. Questionnaires were used in the collection of primary data. Quantitative analysis was applied to the acquired data. The study used version 24 of the Statistical Package for Social Services to condense the quantitative data into frequencies and percentages. The data was described using percentages, means, and standard deviations, and displayed using tables, pie charts, and figures. To make inferences about the data, multiple regression analysis and correlation were employed. Inferential statistics were used to determine the relationship between the dependent variable (social sustainability of MFIs) and the independent variable (strategic management practices). From the findings, it was established that strategic management practices addressed 39.2% of the social sustainability of MFIs in Kitui County. Moreover, strategic planning (b=.617, p value=0.000<0.05), strategy implementation (b=.819, p value=.000<0.05) and strategy evaluation (b=.254, p value=0.013<0.05) had a positive and significant influence on the social sustainability of MFIs in Kitui County, Kenya. It was concluded that the indicators of strategic management practices had a statistically significant influence on the social sustainability of MFIs in Kitui County, Kenya. Numerous parties, including the government and financial regulatory agencies, donors and investors, MFI clients and beneficiaries, and academics, will find this study to be significant. This study recommends that the management of the MFIs in Kitui County should dedicate more time and resources in strategic planning and implementation. The management of the MFIs should ensure that their employees are conversant with the overall strategic vision/Mission, goals and Objectives of the MFI’s.
STRATEGIC PARTNERSHIPS AND PERFORMANCE OF NON- GOVERNMENTAL ORGANIZATIONS IN DAADAB REFUGEE CAMP, KENYA.
(management university of africa, 2024-11) ALI ABDI ABDULLAHI
In the dynamic landscape of humanitarian aid, strategic partnerships have emerged as a cornerstone for enhancing the performance of NGOs, particularly within the challenging environment of refugee camps. This study delved into the impact of strategic partnerships on the performance of NGOs in Dadaab Refugee Camp, Kenya. It investigated essential elements of strategic alliances, including mutual joint investment and commitment, communication and trust, shared vision, and the effectiveness of teamwork—and their correlation with NGO performance indicators such as resource optimization, program effectiveness, stakeholder satisfaction, and social impact. Drawing from the theoretical foundations laid out in the Resource Dependence Theory and Institutional Theory, the research employed a mixed methods approach to collect and analyze data. The research encompassed a sample of 81 NGOs operating in Dadaab, alongside their diverse stakeholders, to provide a multifaceted perspective on the partnerships’ efficacy. The study utilized stratified and purposive sampling techniques to ensure a comprehensive representation of the various sectors and key stakeholders. Data was gathered through structured questionnaires and interviews. Data analysis was done by the help of SPSS Version 28.0 and presented using frequency distribution tables, bar charts and pie charts complete with explanations. Both descriptive and inferential statistics were calculated in this study. In order to test for significance, ANOVA was also carried out. This study found that strategic partnerships play a crucial role in enhancing the performance of non-governmental organizations (NGOs) in Dadaab refugee camp, Kenya. The findings indicated that a shared vision among partners significantly improves strategic alignment and operational effectiveness, with an overall mean and SD of (M=4.028, SD=0.7614). Teamwork effectiveness was also found to contribute positively to NGO performance, with an overall mean and SD of (M=4.014, SD=0.7536). Moreover, open communication and trust were identified as foundational elements that enhance NGO performance through effective strategic partnerships, with an overall mean and SD of (M=4.00, SD=0.772). Joint commitment and investment in partnerships were also significant, showing a positive correlation with NGO performance, with an overall mean and SD of (M=4.012, SD=0.743). This study concluded that the performance of NGOs in Dadaab refugee camp is significantly influenced by the quality of their strategic partnerships. Key factors such as a shared vision, effective teamwork, open communication and trust, and joint commitment and investment collectively enhance NGO operational efficiency, strategic alignment, and overall effectiveness. This study recommends that NGOs in Dadaab prioritize developing and maintaining strategic partnerships. Establishing a shared vision, promoting teamwork through joint training and meetings, fostering open communication, and committing to joint investment and resource sharing are essential to enhance the sustainability and impact of their projects.