BACHELOR OF MANAGEMENT AND LEADERSHIP

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A RESEARCH PROJECT SUBMITTED TO THE SCHOOL OF MANAGEMENT AND LEADERSHIP IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF MANAGEMENT AND LEADERSHIP (PURCHASING AND SUPPLIES OPTION) OF THE MANAGEMENT UNIVERSITY OF AFRICA.
(MUA, 2021-07) JEFWA KALAMA MLEWA
When highlighting the challenges facing Kenyatta National Hospital, the 2012 auditor General's report indicates that the key challenges facing Kenyatta National Hospital operations range from stock-outs to long procurement procedures. This study focuses to establish the role of strategic procurement in healthcare delivery as the main objective. The specific objectives of the study aim to establish extend in which strategic sourcing, green procurement, inventory optimization and supplier relationship management affect the healthcare delivery at Kenyatta National Hospital. The research carries out on several categories of procurement personnel of Kenyatta National Hospital who will aid in providing the required information relevant to the study. The study adopts descriptive survey design and stratified random sampling method selection for sampling. This study adopted the use of questionnaires as a tool for data collection. The study targets population of 31 employees drawn from supply chain management divisions mainly; procurement and administrative services, procurement clinical officers, contract management and tender secretariat, logistics and warehousing and KPCC supply chain. Data processing, analysis and presentation were done through descriptive statistical method (SPPS version 24) and use of tables, pie charts, and bar graphs, respectively. Both primary and secondary data was collected and analysed. Primary data was gathered using questionnaires issued to respondents. Based on the data collected and the subsequent findings of the study, it is concluded that strategic procurement plays a significant role in improving, streamlining and optimizing healthcare delivery. Particularly, strategic sourcing, green procurement practices, inventory optimization and employment of supplier relationship management positively and significantly influence healthcare delivery. The study recommends public and private entities in the healthcare sector to familiarize themselves with procurement strategic practices and implement them in their operations in order to improve its efficiency and also to streamline the entire supply chain management. The research benefits various stakeholders in the procurement environments including the authority itself, future scholars in the field, the government, as well as the general business and procurement field from various departments and levels of management ranging from staff, middle level management and top management.
ASSESSMENT OF EMPLOYEE RELATION ON ORGANIZATION PRODUCTIVITY IN KENYA: CASE STUDY OF NAROK COUNTY REFERRAL HOSPITAL
(management university of africa, 2025-08) NELLY KARBOLO
DETERMINANTS OF THE PURCHASING FUNCTION IN THE MOTOR INDUSTRY: A CASE STUDY OF SIMBA CORPORATION LIMITED MOTOR DIVISION
(Management University of Africa, 2024-09) OMARIBA NICKY
The study aimed at finding out the determinants of the purchasing function in the motor industry with special reference to Simba Corporation Limited in Nairobi, Kenya. The study dealt with four objectives which determine the effects of purchasing regulations on the purchasing function in the motor industry, to investigate the effects of information technology on the purchasing function in the motor industry, to examine how the purchasing ethics affects the purchasing function in the motor industry and lastly to determine how supplier management affects the purchasing function in the motor industry. The study employed a descriptive research approach because its goal is to identify the variables linked to certain events, results, circumstances, or behavioral patterns. The top-level management, middle level management, and supportive staff constituted the study's target group. A stratified random sample strategy was employed by the researcher. Tables, charts, and graphs were used to display the data after it had been analyzed using both qualitative and quantitative methods. The research found out that 77% of the respondents in Simba Corporation Limited embraced purchasing regulations as a means to better management of purchasing activities in the motor industry. 87% of those surveyed said that technology for information had improved communication among employees and is a means of reaching the set goals of the firm in the purchasing function. 87% of the respondents were of the view that purchasing ethics has had a great impact on the improvement of performance in the purchasing function in the motor industry. 73% of the respondents greatly believed that supplier management improves good service delivery to customers since the company is able to purchase their goods from reliable suppliers. The study recommended that purchasing regulations are vital in any organization that wants to ensure an improved management of the purchasing function, the use of IT in carrying out of purchasing activities must be embraced. Employees in the purchasing function must be encouraged to follow the purchasing code of conduct when carrying out purchasing activities. Supplier relationships must be well maintained to ensure the motor industry ability to purchase their products with ease.
DIGITAL FINANCIAL INCLUSION AND GROWTH OF WOMEN-OWNED ENTERPRISES IN KENYA: A CASE STUDY OF KENYA WOMEN HOLDING
(MUA, 2026-04) NASRA WOCHE MUDE
EFFECT OF CORPORATE GOVERNANCE ON ORGANISATIONAL PERFORMANCE IN THE TELECOMMUNICATIONS SECTOR IN KENYA. A CASE OF SAFARICOM LIMITED
(MUA, 2026-01) ESTHER W. NG’ANG’A
The general purpose of this study was to investigate the influence of corporate governance on organizational performance in the telecommunications segment in Kenya. A case of Safaricom Limited. Specific objectives were: To examine the influence of board composition on the performance of Safaricom Limited, to examine the effect of stakeholder involvement on the performance of Safaricom Limited, to evaluate the effect of internal controls on the performance of Safaricom Limited, and to assess the effect of leadership structure on the performance of Safaricom Limited. The investigation was anchored by Agency theory, and it was supported by Stakeholder theory and Stewardship theory. A descriptive research design was employed for this investigation. The target population was 216 Safaricom management-level staff based at the head office in Westlands. The sample size was calculated using Fisher's method. The study's primary information was collected via the application of questionnaires provided electronically to respondents via email. A pilot test with 14 participants from a Safaricom branch was carried out for this study, mainly to determine any troublesome questions and to evaluate the viability and reliability. Data collected from questionnaires was cleaned to remove errors and then coded for organization before analysis in Microsoft Excel. Measurement descriptors like mean, standard deviation, and frequency tables summarized the data's characteristics, with results presented through tables and figures for clear interpretation. The findings highlight that Safaricom's board composition integrates diversity, appropriate size, competency, female representation, and operational independence, facilitating oversight and decision-making. The study concluded that stakeholder engagement is characterized by communication, feedback systems, and participatory practices, which enhance collaboration among various groups. The study also concluded that Safaricom maintains robust internal control mechanisms through risk management, audits, and compliance monitoring, supporting effective operational procedures. The leadership structure is marked by clear roles, collaborative styles, and accountability. The study’s recommendations include enhancing board diversity, improving stakeholder communication, strengthening internal controls, and maintaining a clear leadership structure. More investigation ought to concentrate on longitudinal studies of governance of corporations and performance, and comparative analyses across industries.
EFFECT OF HUMAN RESOURCE STRATEGIES ON EMPLOYEE PERFORMANCE IN PUBLIC HOSPITALS IN KENYA: A CASE STUDY OF KENYATTA NATIONAL HOSPITAL
(MUA, 2026-03) NYAMBURA MAGDALINE WAMBUI
The general objective of this study was to examine the effect of Human Resource Strategies on employee performance in Public Hospitals in Kenya: A Case Study of Kenyatta National Hospital. The specific objectives were: To examine the effect of training and development strategies on employee performance at Kenyatta National Hospital, to assess the influence of compensation strategies on employee performance at Kenyatta National Hospital, to evaluate the effect of performance appraisal systems on employee performance at Kenyatta National Hospital, and to determine the impact of recruitment strategies on employee performance at Kenyatta National Hospital. The study was based on Agency Theory, with additional support from Human Capital Theory and Goal Setting Theory. This study used a descriptive research approach. The target population for this study was 6000 employees of KNH from all divisions. This inquiry utilized stratified random sampling, with sample size determined by Yamane's formula. In the study, the researcher coded, input, and revised the quantitative data gathered from surveys, which were analyzed using Microsoft Excel. Descriptive statistics measured trends, proportions, and patterns through cross-tabulation, graphs, and charts. The research concluded that various training and development methods positively impacted employees, enhancing their performance and professional growth in the workplace. Continuous skill development, mentoring, and coaching were widely regarded as beneficial, with employees recognizing significant improvements in their workplace competence and career advancement. Additionally, remuneration plans were found to be fair and motivating, with workers expressing satisfaction with wages and benefits, which in turn fostered organizational commitment. Performance assessments were also deemed effective, providing clarity and fairness, and encouraging constructive development. Finally, recruiting methods were recognized as merit-driven and efficient, enhancing workforce quality and operational effectiveness. Recommendations for public hospitals include maintaining training and growth initiatives to improve staff abilities and job competency, linking training to responsibilities and career advancement. Equitable remuneration systems should be upheld to enhance staff engagement and performance, with regular assessments for satisfaction and effort. Clear performance rating methods and constructive feedback processes are advised to foster employee trust and a performance-driven culture. Transparent recruitment techniques focusing on credentials should be prioritized to attract qualified workers and promote fairness. Future research should examine the effects of HR initiatives on efficiency across public hospitals and explore the effects of culture and leadership on these metrics.
EFFECT OF IMPEDIMENTS IN SUPPLY CHAIN LINKAGES IN LOGISTICS COMPANIES IN KENYA: A CASE STUDY OF DALSEY, HILLBLOM AND LYNN (DHL) KENYA
(Management University of Africa, 2025-06) KISARA NICHOLAS ODIWUOR
The efficiency of logistics companies in Kenya is heavily dependent on the strength and reliability of supply chain linkages. However, impediments such as poor infrastructure, customs delays, regulatory bottlenecks, and limited technological integration continue to disrupt the iv seamless flow of goods and services. These challenges not only increase operational costs but also undermine service delivery, competitiveness, and customer satisfaction. Understanding the effects of these impediments is crucial for developing strategies that enhance supply chain resilience and improve overall logistics performance in the country. The purpose of this study was to assess the effect of impediments in supply chain linkages in logistics companies in Kenya, with reference to Dalsey, Hillblom and Lynn (DHL) Kenya. The study assessed the effect of political instability, global market dynamics, government policies and infrastructure quality on supply chain linkages at DHL Kenya. The Transaction Cost Theory, the Resource Based View Theory and Supply Chain Management Theory will be applied in this study. The study target population was 74 employees within the supply chain department. Descriptive research design was adopted. The use of census as a study sampling method was adopted to include the entire target population in the study data collection process. The use of questionnaires was used to collect data. The data was analyzed through quantitative method and presented through tables. The finding of this study established a connection between political instability, global market dynamics, government policies and infrastructure quality on supply chain linkages. The study concludes that, customs authorities in politically unstable countries often operate inefficiently due to corruption, lack of resources, or frequent policy changes. This results in prolonged clearance times, lost or damaged shipments, and additional fees, all of which negatively impact the reliability of cross-border supply chain linkages. Trade agreements influence logistics operations in that, when these agreements are altered or terminated, logistics firms must adjust to new tariffs, documentation requirements, and route restrictions. These abrupt shifts can disrupt partnerships with suppliers and clients, leading to uncertainty and reconfiguration of existing supply chain linkages. Proactive government policies reduce transit delays, increase transparency, and build trust among supply chain partners. Logistics companies operating under such conditions are better positioned to forge strong, long-term linkages with suppliers, customers, and international logistics networks. Well-paved roads, clear signage, and optimized routing technologies ensure timely delivery to end customers. In contrast, congested or poorly planned city layouts reduce delivery efficiency, increase costs, and lead to customer dissatisfaction, thereby weakening downstream supply chain effectiveness. It is recommended that, logistics companies should develop alternative supply chain routes and modes of transportation to ensure continuity during political unrest. By using a mix of road, rail, air, and sea transport, firms can maintain operations even if one channel is disrupted. Logistics firms should adopt trade analytics platforms to monitor international market trends, trade flows, and customer preferences. These insights help anticipate changes in global demand, supply chain bottlenecks, and emerging risks or opportunities. Embracing digital platforms for customs declarations, licensing, and cargo tracking can reduce bureaucratic inefficiencies. This will help these companies to minimize human error, speed up clearance times, and improve transparency in the supply chain. The use of innovative solutions like electric bikes, drones, and route optimization software, particularly in congested or underdeveloped urban areas should be adopted to help these companies bypass infrastructure gaps to reduce delivery time.
EFFECT OF IMPEDIMENTS IN SUPPLY CHAIN LINKAGES IN LOGISTICS COMPANIES IN KENYA: A CASE STUDY OF DALSEY, HILLBLOM AND LYNN (DHL) KENYA
(2025-06) Kisara Nicholas Odiwuor
EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE IN FIVE-STAR HOTELS: A CASE STUDY OF SAROVA HOTELS
(MUA, 2026-06) JEDDY WAIRIMU GICHOHI
This research focuses on how the organizational culture can affect the performance of employees at the Sarova Hotels in Nairobi, Kenya. The performance of employees was also expected to continue to be central in the identification of service quality, operational effectiveness, and customer satisfaction in the hospitality sector. Nevertheless, the productivity and service delivery of employees remained a burden on many organizations, which in many cases was not due to the differences in the internal organizational culture. The primary aim of the research was to establish the effect of adaptive culture, role culture, ethical culture, and team culture on employee performance. Role Theory, the Organizational Culture Theory of Denison, Social Learning Theory, and the Social Identity Theory were used to guide the study and clarify that the role, shared values, learned behaviors, and group identification have an impact on employee performance. The sample population was 103 employees who were sampled by seven departments of the Sarova Hotels located in Nairobi. A census approach was used because the population is manageable, whereas stratified random sampling was utilized to guarantee representation of all the departments during quantitative analysis. The structured questionnaires with closed-ended questions based on a five-point Likert scale were used as primary data. To determine reliability and validity, a pilot study was carried out at the Hilton Hotel, taking a sample of 10 percent of the target population. Analysis of data was carried out using SPSS 26. Descriptive and inferential statistics were implemented to establish the associations between organizational culture and employee performance. The results of descriptive statistics indicated that adaptive culture, role culture, ethical culture, and team culture are highly practiced, and employee performance is also highly rated (M = 4.350). Adaptive culture (r = .476; p = .000), role culture (r = .531; p = .000), ethical culture (r = .714; p = .000), and team culture (r = .621; p = .000) were found to have positive and statistically significant relationships with the performance of employees. The four cultural dimensions together accounted for a significant amount of variance in employee performance, and together predicted employee performance outcomes, as shown in regression analysis. Ethical culture proved to be the strongest predictor, with team culture, role culture, and adaptive culture coming in second, third, and fourth, respectively. The study found that organizational culture has a positive impact on the performance of employees in the areas of flexibility, role clarity, ethical behavior, and collaboration. It also found that good cultural practices helped to increase the productivity, the quality of the service, and the effectiveness of the employees in the hotel. Based on the findings of the study, it was recommended that management should be more robust in training their staff on ethics, teamwork, and adaptability, communicate roles and responsibilities, and introduce more innovative practices. It also suggested regular review using performance evaluation, employee feedback, and regular culture evaluation to maintain high performance levels among employees within the organization.
EFFECT OF PERFORMANCE MANAGEMENT PRACTICES ON EMPLOYEE PRODUCTIVITY IN KENYAN MANUFACTURING FIRMS: A CASE STUDY OF UNGA GROUP LIMITED
(MUA, 2026-03) EUNICE KEBENEI
Employee productivity will remain a critical determinant of organizational performance, competitiveness, and sustainability in the manufacturing sector. In Kenya, manufacturing firms continue to experience productivity challenges arising from weaknesses in performance management practices despite increased investment in human capital systems. This study will examine the effect of performance management practices on employee productivity in Kenyan manufacturing firms, with specific reference to Unga Group Limited. The problem to be addressed in this study will be the persistent low levels of employee productivity attributed to ineffective performance planning, appraisal, feedback and coaching, and reward and recognition practices despite the existence of formal performance management systems. The study will be guided by the objective of determining the effect of performance planning, performance appraisal, performance feedback and coaching, and reward and recognition practices on employee productivity. The scope of the study will be limited to employees of Unga Group Limited in Kenya, while its significance will lie in generating empirical evidence to inform management, policymakers, and scholars on effective performance management practices that enhance productivity. The study will be anchored on Goal-Setting Theory, Expectancy Theory, Feedback Intervention Theory, and Equity Theory, which will explain the relationship between performance management practices and employee productivity. A descriptive research design will be adopted. The target population will comprise 300 employees drawn from the production, human resource, finance, operations, and administration departments. A sample size of 171 respondents will be selected using stratified random sampling. Primary data will be collected using structured questionnaires. A pilot study will be conducted on 10% of the sample size to test the research instrument, and validity and reliability will be established through expert review and Cronbach’s Alpha coefficient respectively. Data will be analysed using descriptive statistics and multiple regression analysis with the aid of SPSS, and results will be presented using tables and figures. Ethical considerations, including informed consent, voluntary participation, confidentiality, privacy, and anonymity, will be strictly observed throughout the study.
EFFECT OF PLANNING PRACTICES ON ORGANIZATIONAL PERFORMANCE IN THE HOSPITALITY INDUSTRY IN KENYA: A CASE STUDY OF SERENA HOTELS
(MUA, 2026-02) DOMINIC MUOKI MUEMA
The hospitality industry plays a significant role in economic growth, employment creation, and service sector development in Kenya. However, many hospitality organizations continue to experience performance challenges associated with operational inefficiencies, inconsistent service delivery, and ineffective resource utilization, which are often linked to weaknesses in organizational planning practices. This study examined the effect of planning practices on organizational performance in the hospitality industry in Kenya, with specific reference to Serena Hotels. The objectives of the study were to determine the effect of strategic planning practices, operational planning practices, financial planning practices, and human resource planning practices on organizational performance. The study was significant to hospitality managers, policymakers, and scholars by providing empirical evidence on how structured planning enhances organizational effectiveness. The study was anchored on the Resource-Based View theory supported by Systems Theory, Financial Control Theory, and Human Capital Theory. A descriptive research design was adopted. The target population comprised 180 employees drawn from key functional departments at Serena Hotels, from which a sample size of 124 respondents was determined using Yamane’s formula and selected through stratified random sampling. Primary data were collected using a structured questionnaire. A pilot study involving 10% of the sample was conducted to test the research instrument. Validity was established through expert review, while reliability was assessed using Cronbach’s Alpha coefficient to ensure internal consistency. Out of the 124 questionnaires distributed, 112 were successfully returned, representing a response rate of 90.3%. Descriptive findings indicated that respondents agreed that planning practices were effectively implemented, with composite mean scores of 4.10 for strategic planning practices, 3.91 for operational planning practices, 3.92 for financial planning practices, and 3.91 for human resource planning practices. Correlation analysis revealed strong positive relationships between planning practices and organizational performance, with strategic planning practices recording the strongest association (r = 0.689), followed by human resource planning practices (r = 0.672), financial planning practices (r = 0.658), and operational planning practices (r = 0.641). Multiple regression analysis showed that planning practices collectively explained 61.2% of the variation in organizational performance (R² = 0.612). All independent variables had statistically significant positive effects on organizational performance, with strategic planning practices emerging as the strongest predictor (β = 0.342, p < 0.05). The study recommends strengthening participatory strategic planning processes, enhancing operational coordination through digital management systems, adopting data-driven financial planning and cost control mechanisms, investing in structured workforce development and succession planning programs, and institutionalizing continuous performance monitoring systems supported by customer feedback and service quality audits to sustain organizational performance improvements. Ethical considerations including informed consent, voluntary participation, confidentiality, privacy, and anonymity were strictly observed throughout the study.
EFFECT OF PLANNING PRACTICES ON ORGANIZATIONAL PERFORMANCE IN THE HOSPITALITY INDUSTRY IN KENYA: A CASE STUDY OF SERENA HOTELS
(MUA, 2026-02) DOMINIC MUOKI MUEMA
The hospitality industry plays a significant role in economic growth, employment creation, and service sector development in Kenya. However, many hospitality organizations continue to experience performance challenges associated with operational inefficiencies, inconsistent service delivery, and ineffective resource utilization, which are often linked to weaknesses in organizational planning practices. This study examined the effect of planning practices on organizational performance in the hospitality industry in Kenya, with specific reference to Serena Hotels. The objectives of the study were to determine the effect of strategic planning practices, operational planning practices, financial planning practices, and human resource planning practices on organizational performance. The study was significant to hospitality managers, policymakers, and scholars by providing empirical evidence on how structured planning enhances organizational effectiveness. The study was anchored on the Resource-Based View theory supported by Systems Theory, Financial Control Theory, and Human Capital Theory. A descriptive research design was adopted. The target population comprised 180 employees drawn from key functional departments at Serena Hotels, from which a sample size of 124 respondents was determined using Yamane’s formula and selected through stratified random sampling. Primary data were collected using a structured questionnaire. A pilot study involving 10% of the sample was conducted to test the research instrument. Validity was established through expert review, while reliability was assessed using Cronbach’s Alpha coefficient to ensure internal consistency. Out of the 124 questionnaires distributed, 112 were successfully returned, representing a response rate of 90.3%. Descriptive findings indicated that respondents agreed that planning practices were effectively implemented, with composite mean scores of 4.10 for strategic planning practices, 3.91 for operational planning practices, 3.92 for financial planning practices, and 3.91 for human resource planning practices. Correlation analysis revealed strong positive relationships between planning practices and organizational performance, with strategic planning practices recording the strongest association (r = 0.689), followed by human resource planning practices (r = 0.672), financial planning practices (r = 0.658), and operational planning practices (r = 0.641). Multiple regression analysis showed that planning practices collectively explained 61.2% of the variation in organizational performance (R² = 0.612). All independent variables had statistically significant positive effects on organizational performance, with strategic planning practices emerging as the strongest predictor (β = 0.342, p < 0.05). The study recommends strengthening participatory strategic planning processes, enhancing operational coordination through digital management systems, adopting data-driven financial planning and cost control mechanisms, investing in structured workforce development and succession planning programs, and institutionalizing continuous performance monitoring systems supported by customer feedback and service quality audits to sustain organizational performance improvements. Ethical considerations including informed consent, voluntary participation, confidentiality, privacy, and anonymity were strictly observed throughout the study.
EFFECT OF STRATEGIC PLANNING APPROACHES ON INSTITUTIONAL PERFORMANCE WITHIN KENYA'S BANKING INDUSTRY: AN EXAMINATION OF GULF AFRICAN BANK LIMITED
(Management University of Africa, 2026-06) NELLY CHEROTICH LANGAT
This study explored how strategic planning approaches shape institutional outcomes within Kenya's banking industry, using Gulf African Bank Limited as the case organization. The inquiry was anchored on four analytical objectives: evaluating how strategic goal setting, strategy formulation, strategy execution, and monitoring and evaluation each contribute to organizational performance. A descriptive survey design was adopted, targeting a population of 120 bank employees. Applying Yamane's sampling formula yielded a sample of 92 respondents, from whom 78 usable questionnaires were received, translating to an 85 percent return rate. The empirical findings reveal that each of the four strategic planning dimensions exercises a positive and statistically meaningful effect on the bank's institutional performance. Well-defined and broadly communicated goals were found to cultivate employee dedication, inter-departmental alignment, and individual accountability. Evidence-driven strategy formulation processes were associated with superior managerial decision-making and more purposeful resource utilization. Disciplined strategy execution anchored by action-oriented operational plans, unambiguous role assignments, and structured feedback channels was found to reinforce organizational coordination and overall operational output. Technology-integrated monitoring and evaluation systems facilitated timely oversight, heightened reporting accuracy, and fostered a culture of ongoing institutional improvement. Overall, the study concludes that coherent and integrated strategic planning approaches generate marked gains in operational efficiency, institutional accountability, and performance within Kenya's banking sector. Management at Gulf African Bank is accordingly advised to intensify investment across all four planning dimensions, with dedicated attention to participatory goal setting, stakeholder-driven strategy development, disciplined implementation oversight, and the adoption of sophisticated digital monitoring infrastructure.
EFFECT OF TRAINING ON STAFF PERFORMANCE IN PUBLIC ORGANISATIONS IN KENYA. A CASE OF MINISTRY OF INTERIOR AND NATIONAL ADMINISTRATION, HARAMBEE HOUSE, NAIROBI.
(Management University of Africa, 2025-08) PATRICIA HAIGWO SALAT
The study investigated the effect of training on staff performance in public organizations in Kenya, with a specific focus on the Ministry of Interior and National Administration at Harambee House, Nairobi. The research was inspired by the concern that training programs in the public sector often fail to translate into improved performance due to limited access, lack of continuity, and weak evaluation mechanisms. The study examined four training dimensions: on the-job training, off-the-job training, training frequency, and training evaluation methods. A descriptive research design was adopted, targeting 403 management-level employees across three state departments, with a stratified random sample of 80 respondents selected using Yamane’s formula. Data was collected through structured questionnaires, validated through expert input and piloting, and tested for reliability, yielding a Cronbach’s alpha coefficient of 0.78. Analysis involved descriptive statistics, with results presented in frequencies, percentages, and mean scores. Findings revealed that on-the-job training had the strongest effect on staff performance, with hands-on training and mentorship recording the highest mean ratings, while orientation programs and role rotation scored low, reflecting weak induction and monitoring practices. Off the-job training was also effective, with external workshops and seminars achieving the highest mean score of 4.50 (SD = 0.53), followed by online training at 4.20, sponsorships for further studies at 4.10, and simulations at the lowest with 3.90 (SD = 0.74). Training frequency was found to be a critical determinant of staff performance, with quarterly training achieving the highest mean of 4.40 (SD = 0.52), structured annual schedules and updated calendars each scoring 4.30, while refresher courses (4.00) and new training programs (4.10) were rated moderately effective due to their generic content. Training evaluation methods were rated positively overall, with post-training feedback forms recording the highest mean of 4.40, supervisory evaluations and pre/post-performance comparisons each at 4.20, post-training tests at 4.00, and return-on-investment assessments recording the lowest score at 3.80, reflecting weak implementation. The study concluded that effective training significantly enhances staff performance, but its impact depends on relevance, consistency, and evaluation rigor. It recommended strengthening mentorship and practical training, redesigning orientation and role rotation programs, contextualizing simulations, ensuring structured training schedules, and improving evaluation frameworks, especially ROI assessments. The study also suggested future research on the long-term effects of training on employee retention and career progression, as well as cross-ministry comparative studies to establish broader insights into training effectiveness in Kenya’s public sector.
EFFECT3O2 F PROCUREMENT PLANNING ON SERVICE DELIVERY IN PUBLIC SECTOR. A CASE STUDY CONDUCTED AT PUBLIC ORGANIZATIONS IN NAIROBI CITY COUNTY KENYA
(MUA, 2026-04) MONICA OKETCH
This project1e 7 xamined the effect of procurement planning on service delivery in public sector organizations within Nairobi City, Kenya. The research was motivated by persistent challenges in public service delivery, including delays, poor quality services, resource wastage and inefficiencies, which are often linked to weak1 planning practices. , assess the extent to which planning contributes to timely service provision and identify challenges affecting effective procurement planning implementation. The study was guided by New Public Management Theory,17T5 ransaction Cost Economics and Strategic Management Theory, which emphasize efficiency, cost reduction and strategic resource allocation in public sector operations. Empirical literature reviewed4indicated that effective procurement planning improves efficiency, enhances quality of services, promotes transparency of public services. The conceptual framework identified procurement planning practices, timely provision of services and implementation challenges as key variables influencing service delivery. A descriptive research design using 16both quantitative and qualitative approaches was adopted. procurement officers, finance officers and departmental staff within public organizations in Nairobi.13D5 ata was collected using structured questionnaires, interviews and document review.1 reliability and validity of research instruments, while data was analyzed using descriptive statistics with the aid of SPSS, version 28.4The findings revealed that procurement planning significantly improves service delivery by enhancing efficiency, ensuring 5 , reducing delays and promoting transparency and accountability. The results further indicated 4that effective procurement planning accounts for a substantial proportion of improved service delivery performance. However, the study also identified key challenges affecting procurement planning implementation, including inadequate funding, limited technical skills, bureaucratic delays, political interference and weak coordination among departments. The study concluded that4procurement planning is a critical determinant of effective service delivery in the public sector. Organizations that adopt strategic procurement planning experience improved efficiency, reduced wastage of public resources and better service outcomes. The study recommended strengthening procurement planning frameworks, enhancing staff capacity through training, improving budget allocation, adopting automation and strengthening monitoring and evaluation mechanisms to improve service delivery in Nairobi City County.
EFFECTS OF ARTIFICIAL INTELLIGENCE ON ORGANIZATIONAL PERFORMANCE IN KENYAN HOSPITALITY INDUSTRY.A CASE STUDY OF ROBOT CAFÉ KILELESHWA NAIROBI
(MUA, 2025-10) SIMEON ARIGA NYAKUNDI
The main objective of the research is to evaluate the effects of artificial intelligence on organizational performance with a specific reference to Robot Café in Kileleshwa Nairobi County. The specific objectives are as follows: assess the effect of AI on operational efficiency; evaluate the impact of AI-specific employee training on performance; analyze the influence of AI on customer experience; and determine how AI contributes to competitive advantage within the Kenyan hospitality sector. Descriptive research design was used. A stratified random sampling method was used in collecting data. The target population was 350 employees. A sample size of 35 employees was used for the purpose of this study. A questionnaire with both open- and closed-ended questions was used. The findings was presented in tables, graphs and pie charts where appropriate. The findings helped the top management of the hotel to develop a policy framework on the use of Artificial Intelligence to suit the employees and customers of the hotel. The findings was useful to future researchers who will benefit immensely as they will be able to interact with the document and identify research gaps if any.
EFFECTS OF ENTREPRENEURAL TRAINING ON PERFORMANCE OF MICRO AND SMALL BUSINESSES: A CASE OF MURANG’A TOWN CENTRAL BUSINESS DISTRICT.
(Management University of Africa, 2021-07) DAVID MACHARIA
The general objective of the study was to examine the influence of entrepreneurial training on performance of Micro and Small enterprises in the Central Business District of Murang’a Town. The study specifically evaluated the influence of bookkeeping skills, budgeting, credit management skills and saving skills training influence performance of micro and small enterprises in the Central Business District of Murang’a Town. This study made use of descriptive research design to answer questions concerning the effect of entrepreneurial training on the performance of micro and small enterprises. The target population for this study was 152 owners/managers of micro and small enterprises operating in CBD of Murang’a Town. Stratified random sampling was used to select a representative sample of 46 respondents representing 30% of the target population. Questionnaires were used to collect data which was then tabulated and analyzed using percentages and descriptive statistics like mean. Qualitative data from the open- ended questions was analyzed on the basis of various themes and presented in narrative form and prose. The study revealed from majority (75%) of the respondents that they never practiced any bookkeeping in their businesses before the training. It was however revealed (Mean=2.225) that skills in maintaining the debtors and creditors ledgers have helped them in the expansion endeavors. The study also established that majority (87.5%) of the respondents never did budgeting before the training. It was found out that (mean=1.575) that preparation of budgets enhances the financial performance of small and medium businesses. In relation to whether or not the respondents had a credit management program before the entrepreneurial training, majority (80%) of the respondents indicated that they never had a credit management program in place before the training. As concerns saving skills training, majority (62%) did not have savings plans before the financial literacy training, while the rest (38%) had savings plans before the training. It was found out that 50% of the respondents do not have up to date savings records while another half of the respondents (50%) do not have their savings records up to date. The study concludes that bookkeeping has a big role to play in enhancing the financial management skills of the small businesses owners making it easy for them to have adequate cash flows for performance of micro and small enterprises. It was also concluded that the managers of micro and small enterprises have an idea what bookkeeping is given that some of them were able to prepare creditors ledger and debtors Ledger. The study recommended that the management of micro and small enterprises should give equal emphasis to all books of account. The managers should also hire professionals at a fee to help them prepare thee books for enhanced financial management and performance of micro and small enterprises. Financial institutions can continually assist business managers in the preparation of the required books before advancing loans to them. It was also recommended that the managers/owners of micro and small enterprises need to involve employees in the budgeting process. This will help in ensuring the success of the entire process. The study further recommended for the management of micro and small enterprises to be attending similar trainings to sharpen their budgeting skills which in turn help them to repay their loans. The researcher recommended that a similar study be done on any other training programs like that of Equity Bank foundation to compare the findings.
EFFECTS OF LEADERSHIP ON PROJECT IMPLEMENTATION AMONG ILCHAMUS COMMUNITY IN MUKUTANI SUBCOUNTY, BARINGO COUNTY
(Management University of Africa, 2026-06) DELVIN PARKOLWA
The study sought to explore the impact of leadership on project implementation in the Ilchamus community of Mukutani Sub County, Baringo County, Kenya. The study was guided by the Resource-Based View Theory and complemented by Contingency Theory and Stakeholder Theory, which discuss the effects of internal resources, external factors and stakeholder participation on project implementation. This study used descriptive research design, and the respondents were the community leaders, project committee members and community members. A sample of 30 was targeted, and primary data were gathered through a questionnaire. Data were analyzed and presented using descriptive statistics. The findings found all four leadership factors had a significant impact on project implementation. Leadership style enhanced community participation and motivation, although inconsistencies in application were observed. Stakeholder involvement improved project ownership and sustainability, though not all stakeholders were fully engaged at all times. Communication practices facilitated coordination and transparency, although occasional communication gaps were noted. Accountability and transparency strengthened trust and efficient resource utilization, though enforcement was sometimes inconsistent. The study concluded that effective project implementation within the Ilchamus community requires a comprehensive leadership approach that integrates participatory leadership, active stakeholder involvement, effective communication, and strong accountability mechanisms. The study recommended strengthening leadership capacity, enhancing community participation, improving communication systems, and reinforcing accountability structures. Additional issues that should be investigated in subsequent studies include resource availability, government policies, and socio-cultural influences that may affect project implementation in community settings.
EFFECTS OF PERFORMANCE APPRAISAL ON PRODUCTIVITY IN ORGANIZATIONS: A CASE STUDY OF PEMBE MILLERS LIMITED NAIROBI INDUSTRIAL AREA
(2025-05) Catherine Mankia Gachanja
EFFECTS OF PUBLIC RELATION ACTIVITIES ON MARKETING OF ORGANIZATIONS, THE CASE OF BUSIA COUNTY GOVERNMENT
(Management University of Africa, 2019-08) MARGARET NDUTI
The purpose of the study was to investigate the effect of Public Relation activities on marketing of organizations, a case of Busia County Government. The issue is to investigate the contribution of PR to marketing of organizations. The objectives of the study were: to identify effects of media relations on marketing of organizations, to assess the effects of PR promotional activities on the marketing of organizations, to find out how product publicity affects marketing of organizations and to evaluate the effects of corporate communication on the marketing of organizations. The study reviewed relevant literature from previous studies done on public relations activities and what their findings were in regard to how organizations used them. Descriptive research design was used because the problem was specific and well defined. The study targeted 120 employees from Busia County Government. Yamane formula was used to determine a sample size of 92 from the study population. Questionnaires were used to obtain quantitative data on the subject with the aim of having facts on the situation. Data was analyzed using descriptive statistics mainly frequencies and percentages. The findings were presented in the form of tables. The study found out that media relations had a significant effect on marketing of organizations, PR promotions had effect on the marketing of organizations, product publicity affected marketing of organizations, and corporate communication had a significant effect on the marketing of organizations. Finally, the study found out that Public Relations activities had a significant effect on marketing of organizations. It is recommended that the management should ensure that they adopt the appropriate social media tool that will enhance marketing of the organization. Also, the management should adopt the right promotion strategies to facilitate better marketing of the organization's products/ services. In addition, product publicity should be encouraged in order to ensure better organizational marketing. Further, the management should encourage application of corporate communication to enhance marketing of the organization. Finally, the management should adopt the right public relations activities so that to boost marketing of organizations.