Masters Thesis

Permanent URI for this communityhttp://197.211.31.166:4000/handle/123456789/739

Browse

Now showing 1 - 20 of 22

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.
ASSESMENT OF DISASTER RISK MANAGEMENT SYSTEM ON DISASTER RESILIENCE OF KENYAN COUNTIES: A CASE OF BARINGO COUNTY
(management university of africa, 2024-10) ABDUSHAKUR KHATIB LENDAPANA
Despite all the disaster risk management measures that are in place, disasters have continued to rock Baringo County. This research aimed at assessing effect of disaster risk management systems on disaster risk resilience of Kenyan counties, using Baringo County as case. Specifically, the study aimed at; to determine the effects of disaster risk awareness on disaster risk resilience in Baringo County, to examine the effects of disaster risk governance on disaster risk resilience in Baringo County, to assess the effects of risk reduction measures on disaster risk resilience in Baringo County and to examine the effect of disaster preparedness measures on disaster risk resilience in Baringo County. System Theory, Institutional Theory and Stakeholder Theory was used as the theoretical framework underpinning the study and employed a cross-sectional case study method. A total of 405 officers were targeted who work in sectors with responsibility in disaster risk management within Baringo County comprising of Directorate of DRM, department of Agriculture and Livestock, Water, Health and Nutrition, Fire, Security and peace building and NGOs/Development partners implementing Disaster Risk Reduction initiatives at the county level. A stratified random sampling was used to get the research subjects. Data collection was done using structured questionnaire. The quantitative data collected was analyzed quantitatively by use of descriptive and inferential statistics with the aid of SPSS software version 27. A multiple regression model was applied to demonstrate the association between the independent variables and the dependent variable of disaster risk resilience, and the results was presented in tables, charts and bars. Overall, the study findings showed that there exists a strong positive relation between the independent and the dependent variables as shown by R = 0.799 and R2 = 0.638 this means that 64% of variation in disaster risk resilience is explained by changes in all the independent variables. The level of significance was <0.000 thus the overall regression model significantly predicted the dependent variables. the findings also showed that disaster preparedness measures were the predictor that most effects disaster risk resilience in Baringo County with Unstandardized coefficient (β) value of .479 followed by disaster risk reduction measure with β of .205. Disaster risk awareness was the least significant determinant of disaster risk resilience in Baringo County with Unstandardized coefficient β of .047. This study recommends that Baringo County government and its partners need to continue strengthening investment in all four independent variables as evident has shown they play complimentary role in addressing disaster risk resilience.
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.
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.
DEVOLUTION OF GOVERNMENT SERVICES AND PERFORMANCE OF COMMUNITY EMPOWERMENT PROJECTS IN KENYA: A SURVEY OF COMMUNITY PROJECTS IN KWALE COUNTY
(management university of africa, 2024-10) KOMBO JOSEPHAT CHIREMA
The county government was intended to bring government services to the grassroots and, hence, empower the citizens in various ways through various undertakings. Various services, including finances, structures, public participation, and capacities to develop human resources, are envisioned to ensure programs undertaken at local levels are performing as expected and their impacts are felt by society. However, reports and studies have indicated that the expectations are yet to be achieved, and the people are yet to reap these benefits. The initiated community empowerment project has not been meeting expectations, and its impact on community wellbeing is not felt. This study sought to determine the devolution of government services and performance of community empowerment projects in Kwale County and had financial resources, human resource capabilities, public participation and leadership accountability as variable. Descriptive research design was used with a target of 133 community empowerment projects within Kwale County. The variable relationship was determined through regression model. The relationship between public participation, human resource capabilities, financial resources, leadership accountability and the performance of community empowerment projects was determined using regression correlation analysis. In inclusion, addressing funding challenges through diversified sources and improved financial management practices is essential for maximizing the effectiveness of community empowerment efforts in the region. Skilled and knowledgeable personnel drive effective project implementation, enhance community engagement, and contribute to sustainable outcomes. Addressing human resource challenges through targeted investments in training, recruitment, and leadership development is essential for maximizing the impact of empowerment initiatives in the region. Active involvement of community members enhances the relevance, effectiveness, and sustainability of projects by fostering ownership, transparency, and innovative problem-solving. Accountable leaders enhance project implementation, foster community trust, and ensure effective resource management. Addressing challenges related to accountability and implementing robust structures for transparency and oversight are essential for maximizing the positive impact of empowerment initiatives in the region. The study recommends that, the county should adopt sound financial management practices, including detailed budgeting, regular financial reporting, and transparent accounting procedures. This helps in tracking expenses, preventing mismanagement, and ensuring that funds are used effectively. All relevant parties including the federal and local governments-should have a well-defined plan in place for how they intend to fund their community empowerment initiatives. This would ensure that the projects are finished in the way required to meet the predetermined objectives. The county should develop strategies to recruit skilled individuals who have relevant experience and expertise. The county should also create supportive work environments and career development opportunities to retain experienced staff and volunteers. Consider providing performance-based incentives, recognition programs, and opportunities for career advancement. The county should conduct awareness campaigns to inform community members about the project’s objectives, benefits, and their roles in the process. Educating the community on the importance of their participation can lead to more active and informed involvement. The county should encourage leaders to model ethical behavior and accountability in all aspects of project management. Ethical leadership fosters a culture of integrity and responsibility among project staff and stakeholders. The county should reward leaders and team members who demonstrate strong accountability and performance to motivate them take ownership of their roles.
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.
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.
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.
INFLUENCE OF URBANIZATION ON THE SOCIAL WELLBEING OF MAASAI COMMUNITY: A CASE STUDY OF KITENGELA MUNICIPALITY, KAJIADO COUNTY
(management university of africa, 2024-11) DAVID AKILIMALI CHIPINDE
Urbanization is a global phenomenon with far-reaching implications for communities worldwide. In the case of the Maasai community in Kitengela Municipality, Kajiado County, Kenya, urbanization presents a complex challenge. As Nairobi expands, changes in land use, population growth, governance, and socioeconomics affect the traditional pastoralist lifestyle of the Maasai. The purpose of the study was to assess the effects of urbanization on the social well-being of the Maasai community in Kitengela Municipality, Kajiado County. The study examined four specific objectives: to determine the effects of changing land use, changing tenure systems, population growth, and cultural practices on the social well-being of the Maasai community. The study was anchored on the Ecological Modernization Theory, which provides a framework for understanding how societies balance economic development with environmental and social sustainability. The study employed a descriptive research methodology with a target population of 234,000 persons. Using Fisher's method, a sample size of 384 participants was determined, achieving a 96% response rate. Data was collected using questionnaires and analyzed using SPSS. The major findings revealed that 94% of respondents reported significant changes in traditional land use patterns, 86% noted increased individual land ownership, 87% indicated increased in-migration, and 88% reported declining traditional language fluency. Correlation analysis revealed strong positive relationships between all variables and social well-being (r = 0.65, p = 0.001), while regression analysis showed that all independent variables significantly predicted social well-being (p < 0.05), with the model explaining 72.6% of the variance (R² = 0.726). Based on these findings, the study concluded that changing land use patterns have significantly altered traditional pastoralist practices, increased individual land ownership has transformed communal land management systems, population growth has intensified pressure on available resources, and cultural practices are experiencing substantial transformation due to urbanization. The study recommends establishing participatory land use planning processes, developing policies that protect both individual and communal land rights, implementing sustainable infrastructure development to support population growth, and creating cultural preservation protocols that integrate traditional practices with modern urban life.
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
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.
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.
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.
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.
PERFORMANCE OF POVERTY ALLEVIATION PROGRAMMES AND SOCIO ECONOMIC DEVELOPMENT: A CASE OF CARITAS INTERNATIONAL PROGRAMME IN HOMA BAY COUNTY, KENYA
(management university of africa, 2024-10) COLLINS OCHIENG OMOLLO
This study examined the performance of poverty alleviation programmers and socio-economic development: a case of Caritas International in Homa Bay County within Kenya. The independent variable under study were youth vocational training, capacity building, livestock and crop development. The study was anchored by the empowerment theory; supported by the human capital theory and the restricted opportunity theory. The study adopted the descriptive study design to describe the social and economic characteristics of the target population. The target population was 1,142 household heads out of which through stratified random sampling, 92 respondents were selected to be part of the study sample. Proportionate sampling was then employed to ensure that the three sub counties under study were proportionately represented in the sample. The data was collected through questionnaire. The questionnaire was validated and pre-tested before the actual data collection. Data analysis was done through the use of Statistical Packages for Social Science (SPSS) version 29. Descriptive and inferential statistics were generated to help in summarizing data to aid in making meaningful conclusions and recommendations. Tables, charts and percentages were used to present the summarized data. The researcher observed research ethics before the actual research, during the actual research and after the research. The findings of this study reveal that a youth vocational training has enabled the youth to gain useful skills which have enabled them to obtain gainful employment; capacity building has equipped households with resources and skills that have led to the attainment of self-reliance; proceeds from livestock production is a source of income used for investment and at the same time reduces food insecurity within households and crop development enhances household nutrition and on the other hand surplus realized from production is a source of income which can be used for investment in education, descent housing and access to better healthcare services. Recommendations from the study are as follows; Capacity building programs should include training on saving culture and financial management to enable households to use the income earned from the sale of farm products prudently and also to use their earnings to scale up their production. The national and county governments should supplement the efforts already made by Caritas in alleviating poverty through crop and livestock development. There is need for providing more resources to the poor households, so that crop and livestock production can be done in a large scale to enable commercialization. There is need to conduct a study on how land fragmentation affects household’s level of production in terms of technical efficiency of agriculture and the sustainability of food production system.
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.
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.