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Effectiveness of Strategic Human Resource Management Practices in Enhancing Performance: A Case of the Office of the Attorney-General and Department Of Justice in Kenya
No full textProject Report Submitted to the School of Business in Partial Fulfilment of the Requirement for the Degree of Global Executive Masters in Business Administration (GEMBA)The purpose of the study was to determine the effectiveness of strategic human resource management practices in enhancing organizational performance. The three research questions that guided the research were: to what extent does performance management affect organizational performance, how does competence development affect employee high performance and to what extent does reward contribute to organizational performance. The population under study included senior management, supervisors and operative staff in the Office of the Attorney General and Department of Justice in Kenya. In order to determine the sample size, stratified random sampling was used in the study. The sample size consisted of 101 respondents.
The study entailed the use of descriptive and explanatory research design in order to get necessary data and also interpret it. Structured questionnaires used in the study were pilot tested to ensure that data was valid and reliable. Data coding was done using Microsoft Excel in conjunction with Statistical Package for Social Sciences (SPSS) so as to generate descriptive an inferential statistics, in the form of correlations. The methods used in analyzing the data included descriptive statistics through calculations of the mean as well as the inferential statistics through the calculation of the correlation co-efficient in order to identify the relationships amongst the independent and dependent variables. The tools used for the analysis were SPSS and Microsoft Excel. The data was then arranged and presented in form of frequency tables and graphs with percentages being used to interpret the findings.
With respect to general information, the study findings revealed that 44.3 percent of the validly interviewed respondents were males while 55.7 percent were female. The study also revealed that majority of the respondents had University first Degree as the highest level of education at 40 percent while majority of the respondents had 2-5 years of experience at 32.2 percent. In terms of departmental distribution, the study revealed the highest number of respondents was from the Advocates Complaints Commission Department constituting 14.4 percent.
For the extent to which performance management affects organizational performance, the study revealed that majority of the respondents agreed with the proposition with a mean effect of 2.8. This was attributed to practices, such as accountability (81.4 percent) and performance appraisal (77.9 percent). On the other hand, 38.2 percent of the respondents disagreed and strongly disagreed with the opinion that the organization uses performance management system to develop employees’ capabilities.
On the extent to which competence development affects employees’ high performance, the study revealed that majority of the respondents agreed that competence development affects employees’ performance with a mean of 2.8. This was reflected in practices such as recruitment and selection on the basis of educational qualifications (85.9 percent) and professional qualifications (83.7 percent) as well as supervisors in the organization providing the right kind of climate to implement on-the-job training (72.9 percent). However, the study revealed that recruitment and selection in the organization is not based on personality traits.
With respect to the extent to which reward contributes to organizational performance, the findings revealed that majority of the respondents disagreed that reward contributes to organizational performance with a mean of 2.2. This was mainly because the employees felt the level of monetary rewards, benefits and recognition in the organization were not satisfactory. On the other hand, social recognition in the form of acknowledgement of employees’ greetings by their supervisors received a positive rating at 73.3 percent.
The study concluded that, as per existing literature, strategic human resources management (SHRM) practice in the form of performance management and competence development in the Office of the Attorney General and Department of Justice, Kenya enhances organizational performance. However, the study concluded that while literature has shown that SHRM practice such as reward contributes to organizational performance, the level of this practice in the Office of the Attorney General and Department of Justice, Kenya does not positively impact on organizational performance.
We recommend that the Office of the Attorney General and Department of Justice, Kenya uses performance management system to develop employees’ capabilities. We further recommend that the organization develops a policy on recruitment based on personality traits, as these are key in ensuring high competency levels for enhanced organizational performance. The organization also needs to address the weak areas relating to its pay, recognition and benefits aspects through adoption of a performance-based pay arrangement, sensitizing supervisors on the importance of recognition and tailoring benefits to attract and retain talented staff for high productivity
Effect of the Free Maternity Programme on the Access and Outcomes of Maternal and Newborn Health (MNH) In the County of Kiambu
No full textProject Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Global Executive Masters in Business Administration (GEMBA)Maternal and newborn health (MNH) includes the provision of adequate nutrition, improved hygiene practices, antenatal care, and skilled health workers assisting at births, emergency obstetric and newborn care, and post-natal visits for both mothers and newborns. Most of the pregnancy-related maternal and newborn health issues have been proved to be preventable by the access to essential maternity and basic health-care services. Mothers and newborns health is usually related so preventing deaths and health complications usually requires employing the same interventions. The implementation of the free maternity program has brought about various issues. Accessibility, utilization and the various challenges that are affecting the implementation of the free maternity program are some of the emerging issues that have frequently faced the implementation and utilization of the free maternity program.
The purpose of this study was to assess the effect of the free maternity programme on the access and outcomes of maternal and newborn health (MNH) in the County of Kiambu. This study was guided by the following research questions: Estimate the access and utilization of maternity services within public and private health facilities in the County of Kiambu, How has the introduction of free maternity services affected mortality and morbidity rates in Kiambu County? What are the challenges associated with the free maternity program implementation?
The study employed a descriptive research design to access the effects of the free maternity programme on the access and outcomes of maternal and newborn health (MNH) in the county of Kiambu. A target population is the researcher’s population of interest. This study targeted level four and level five hospitals in Kiambu County. In total, there are two level five hospitals and four level four hospitals with a total staff of 800 including doctors, medical surgeons, nurses, laboratory technicians, allied health professionals and other hospital staff. The study adopted simple random sampling to select a sample size of 171 members of staff out of the total 800 staff available. The study collected both primary and secondary data. The research instruments adapted in this study to collect primary data were questionnaires. Data from questionnaires were summarized, coded, tabulated and analyzed. Editing was done to improve the quality of data for coding. Coded data was then fed into the statistical package for social sciences (SPSS) version 21 for analysis. The completed questionnaires were edited for completeness and consistency, checked for errors and omissions and then coded and analyzed qualitatively and quantitatively. Qualitatively the data was sought into themes, categories and patterns.
The study found out that the high transportation costs impacts on patients need to access our facility, free maternal health service was shunned for fear of poor quality of health care, maternal healthcare user fees hinders access healthcare increasing mortality rate, lack of facilities to handle deliveries leads to high maternal morbidity and mortality rates, women deeply rooted in their tribes’ traditions rarely visit our health facilities for maternal care, poor infrastructure at our facility affect utilization of maternal health care.
The study concludes that low level of education impacted negatively on women’s use of our facility’s maternal services, poor economic status affected the use of hospitals for delivery of children. Antenatal (ANC) utilization rate is still low due to lack of ANC services at our hospital facility, maternal healthcare user fees hinders access healthcare increasing mortality rate, lack of facilities to handle deliveries leads to high maternal morbidity and mortality rates, free maternal healthcare has reduced mortality rates, the introduction of free skilled care delivery services has improved the access to health services for the poor, high transportation costs impacts on patients need to access our facility, free maternal health service was shunned for fear of poor quality of health care, the risk of infections like HIV/AIDS by health workers is another challenge, low morale among the working staff is a hindrance to free maternal healthcare.
The study recommends that education and literacy programmes should be set aside among women in Kenya concerning maternal care, the government should reduce the transportation costs of women seeking maternity care through provision of ambulance services, the management of health units should expand and grow their facilities to reduce congestion, the national government should subsidies the maternal healthcare fees to make the facility attractive and affordable to women of low economic status, health units should be properly with adequate facilities to handle deliveries
The Factors Influencing the Profitability of Kenyan Banks in the 21ST Century
No full textA Project Report Submitted to Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Global Executive Master of Business Administration (GeMBA)The study sought to assess the factors that affected profitability of banks in Kenya in the 21st Century. The main focus was on the recent developments and changes in the financial sector that have impacted banks and expected to impact banks further. The purpose of the study was to assess the factors that determine profitability of banks in Kenyan Industry in the 21st Century. The specific objectives guiding the study were; What are the effects of regulations on bank profitability? What are the effects of technology on bank profitability? What are the effects of macroeconomics on bank profitability?
The research methodology used was quantitative explanatory research and the sampling design was stratified random sampling. The sample for the study involved 10 banks with the participants being 59 employees working in the finance department of the sampled banks. Questionnaires were the chosen tool used to collect data that was later analyzed using Microsoft excel.
The study concluded that regulations are key to the operations of banks and hence profitability for banks. Regulations were found to lead to strategy changes and the reorganization of a banks’ balance sheet lines to meet the required ratios or regulations. The study found that core capital regulations led to banks adjusting their focus to lines with most impact on core capital rations. The bank mostly adjusted their loan book, fixed assets and other investments to meet the regulations. The impact of new corporate governance regulations have focused on the management structures and operation policies. The credit quality regulation were found to be critical in the enhancement of loan book quality and also shielding the bank against losses. The study found out that the new regulations have increased efficiency of operations, speed of decision making and increased the influence of the board of directors.
The study established that technology was key and the impact of technological innovations are critical to operations of banks and their profitability. Technology was found to reduce the costs of transactions and also improve the access to solutions by the various customers. The study looked at internet and mobile banking at depth and established that the impact
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on transactions and access to customer was greatly improved. The study found that technology had been accepted as a game changer in the new banking and it greatly reduced operational costs and thus profitability of banks.
The study found out that macroeconomic factors affected operations and profits. Macroeconomic factors are external determinants of profitability of banks and impact both the bank and the bank’s customer. The study looked at GDP and Inflation and established that they affected business level in the economy and product prices, the business level changes meant more business for banks while the product price changes affected the operational costs. The impact of these factors was found to be on both income and expense lines of a bank hence a direct impact on profitability.
The study concluded that all the factors were integral to profitability of banks and recommended that the understanding and factoring the key factors stated above in the strategy formulations and forecasting was needed to enhance and stabilize profitability of banks. The conclusion on the impact of regulations is that they are inevitable and banks should always opt for changes which are of minimal cost, that are easy to implement and also meet required minimum condition. The study concluded that corporate governance regulations led to a better managed institutions and smoothened operations. The credit quality regulations were found to improve stability of a bank. The conclusion of the study on technology was that it was next frontier in the provision of banking services and the pioneering banks in the field would benefit form a vast clientele and provision of affordable services.
The study recommends that banks incorporate the impact of regulations, macroeconomic factors and technology in their strategic plans. This factors generally tend to shift the course of banks in disruptive way by reducing performance and or change the mode of operations. The recommends that banks should invest in understanding the factors and forecasting the expected changes hence ensuring they are to withstand any changes. The impact of the factors is minimized with proper planning and implementation of key mitigants like price adjustments and capital investments in line with the predicted changes
The Effect of Research Capacity Building Programmes On Innovation The Case Of Delta And Circle
No full textA Research Report submitted to the Chandaria School of Business in Partial fulfillment of the requirements for the Award of a Degree in Global Executive Masters in Business Administration (GeMBA)The research sought to investigate the effect of research capacity building programs on innovation using DELTA and CIRCLES as the cases of the study. The specific objectives of the study were: to analyze the key success factors for research capacity building programs, to investigate the key challenges and analyze the major contributions of research capacity building programs.
To achieve the objectives of the research, this study adopted a descriptive research design using a mixed research methodology. This allowed for interrogation and description of numeric as well as qualitative variables. The population of the study was drawn from the management and research fellows in both Cases which totaled to 40. A census survey was conducted and thus the sample size was 40. To collect data, a research questionnaire was developed and coded online using Google forms with four sections and administered to the respondents using emails with a link to the online questionnaire. To ensure reliability and validity of data collected: professional instruction from the supervisor was used as well as a pilot study which identified gaps which were rectified. Data collected using a questionnaire as analyzed using descriptive statistics of means, modes, standard deviations and frequency distribution tables.
The study findings show that, the key success factors for research capacity building programs were: research grants, integration of education, research and innovation in levels of education, high numbers of individuals enrolled in post graduate studies, acquisition of soft skills in communication and project management, availability of resources and facilities for research, mentorship and career support and government support. Consequently, this study classified the key success factors for research capacity building programs into three: individual, organization and environmental key success factors.
The major challenges identified in this study include: lack of government support, lack of mentorship and networking opportunities and lack of finances and resources to undertake research which was the most intense challenge. Consequently, this study found that the major challenges facing research capacity building programs could be classified into internal and external factors.
The key contributions of research capacity building programs include research papers and journal articles, new knowledge and information, knowledge sharing and dissemination, improved products and processes and acquisition of competitive edges which improved productivity in organizations.
This study concluded that there three major groups of key success factors for research capacity building programs. Individual, organization and environmental success factors. Secondly, the study concluded that there are two major classes of key challenges facing research capacity building programs; internal and external challenges. The major contributions of research capacity building programs on innovation are: journal articles and paper, knowledge sharing and new information dissemination and innovations such as new products and processes.
This study recommended a three pronged approach: First, there must awareness creation on the need for individuals to enroll in post graduate studies. Secondly, the government must develop an enabling framework, environment through policy review, increased investment and provision of incentives. Finally, the government, private companies and donor agencies must continually invest in research capacity building programs. This will aid in overcoming the biggest challenge facing research capacity building programs.
The study also recommended that there is need to create more forums, events, workshops and conferences to allow for networking, collaboration and partnerships in research capacity building. This study recommended that private institutions and companies must continually invest in research capacity building to enhance their success rates
Factors Affecting Strategy Implementation at Trademark East Africa Strategy Implementation
No full textA Project Report Submitted to the School of Business in Partial Fulfilment of the Requirement for the Degree of Global Executive Masters in Business Administration (GEMBA)Strategies help provide direct organizational operations on a day to day basis over a period of time. Time, energy and resources are invested into formulating strategy which in most cases may not involve all key stakeholders as is the case in implementation. The implementation phase has been found to have significant effect on the appropriateness and feasibility of the strategies formulated. Implementing a strategy requires sustainable change and focus toward common objectives by all employees within the organization. The purpose of this study was to evaluate factors affecting strategy implementation at Trade Mark East Africa (TMEA). The study was guided by the following research questions: What are the models applied by TMEA in strategy implementation; what are the effects of internal resources on strategy implementation at TMEA? How do stakeholders influence strategy implementation at TradeMark East Africa?
An explanatory research design was employed to assess the factors affecting strategy implementation at TMEA. The sampling frame of the study included the staff of TMEA as the respondents of the study. In this study, the sampling frame was drawn from the 138 employees at TMEA as at December 2015. This was used so as to ensure that the sampling frame is current, complete and relevant for the attainment of the study objective. The study grouped the population into 7 stratus based on position in the organization. From each stratum, the study used simple random sampling to select the sample size from the population. Random sampling was used to select individual members to be subjected to the study. A sample size of 103 employees was selected. The research instrument adapted in this study to collect primary data was questionnaires. The questionnaires was structured and closed ended to enable the researcher create data that is easily quantifiable. The questionnaires were divided into four sections covering the demographic information and the three research questions that the study had chosen to cover. Data from questionnaires were summarized, coded, tabulated and analyzed. Editing was done to improve the data quality for coding. Coded data was entered into the statistical package for social sciences (SPSS) version 23 for analysis. Results of the study were presented in tables and charts.
The study established that TMEA had successfully applied the models as a tool to communicate and clarify strategy and directions within the organization, gain consensus and therefore bring together the organizational members. The models were performance measurement tool that used a strategy plan to connect day-to-day processes to its organizational goals at TMEA. Rather than capture how an organization currently operates, it is concerned with creating a strategy to drive future direction, building in cause and effect linkages while simultaneously taking into account both financial and intangible resources that can determine success or failure.
The study concluded that the success of TMEA in the turbulent and competitive business environment included: proper training of employees, adequate financial support, organization structure and democratic style of management was key to effective strategy implementation. Despite the challenges from the internal and external resources, the organization need to formulate, implement and evaluate strategies in order to survive. For the best practices in the financial sector, organization needs to benchmark the best practices with global firms for strategic advantages locally and internationally. The findings indicated that TMEA make an effort to achieve some competitive advantage over their competitors in such a stormy environment by striving to implements strategies formulated.
The study conclude that for successfully strategy implementation to be attained, the strategies in the organization plan must be translated into guidelines for the daily actions of the organization's stakeholders and managers must direct, control and adjust theses strategies with the ever changing environment. Strategy implementation can be whitewashed, if the attitudes and habits of stakeholders are at crossroads with the needs of the strategy and if their culture of doing things obstructs strategy implementation instead of facilitating it.
This study recommends that management should restructure the organization in order to promote a culture of open communication among workers and participatory decision making practice. The study further recommends that the management should to expand financial budgets in areas that support implementation of the organization strategies. The organization need to ensure that the future strategy formulation should made participatory by ensuring that it includes all staff as well as other stakeholders. For an effective strategy implementation, TMEA needs to make the process of implementation all inclusive where the junior staff, customers, stakeholders are accommodated for each to feel part and parcel of the process
The Effect of Paternity Leave on Employee Productivity: A Case of Kenya Power
No full textA Project Research Report submitted to the United States International University in Partial fulfillment of the Requirements for the award of a Global Executive Masters in Business Administration (GEMBA)This study sought to investigate the effect of paternity leave on employee performance at Kenya Power. To achieve this goal, the study investigated the effect of paternity leave on employee productivity, the effect of paternity leave of organization performance and the effect of paternity leave on employee satisfaction.
A descriptive research design using Kenya Power, headquarters as the case of the study was utilized. Quantitative research methodologies were utilized in the study. In total there were 1500 employees at Kenya Power headquarters at Stima Plaza. Using a multi-step sampling technique, that involved purposive sampling and random sampling techniques, a total of 150 employees were selected for inclusion in the study. Data for the research was obtained by use of a questionnaire, personally administered by the researcher to the respondents for ease of data collection to enhance a high response rate. Data collected was coded into SPSS vs 22 for analysis after which it was exported to MS Excel worksheets. Data analysis was undertaken by use of descriptive statistics of frequency distributions, percentage changes, and means. To infer relationships and correlation in the variables Pearson‟s correlation coefficient was utilized in the study. Data analyzed is presented using figures and tables.
The study found that there was a positive significant correlation between the provision of paternity leave and perception of concern by the company to employees, employee satisfaction and employee commitment. The strongest correlation was between perceptions of concern by the company to the employees (0.588) which was significant at 0.05 significance levels. The feeling of rejuvenation and provision of paternity leave had a negative significant correlation. In addition, the study found that though majority of the employees were aware of paternity leave, very few chose to go on paternity leave due to personal reasons. Employees preferred to go for other types of leaves.
Secondly, the study found that there exists positive significant correlation between provision of paternity leave and increased individual performance (0.419), employee motivation (0.615) and employee loyalty (0.374). The study finds show that the provision of paternity leave increased organization productivity through individual employee performance, employee motivation and loyalty. Other benefits of paternity leave provision were employee retention which was seen as a key competitive advantage.
The relationship between paternity leave and employee satisfaction was positive and significant (0.523). Consequently, provision of paternity leave enhanced employee satisfaction. Other factors that enhanced employee satisfaction through paternity leave include: employee motivation, perception of a child friendly organization, perception of security in the organization and employee loyalty.
This study concluded that there is very high awareness of paternity leave amongst employees of Kenya power headquarters. Nevertheless, the uptake levels of paternity leave are very low partly due to personal preferences of the employees. There was a high preference for other types of leaves.
This study further concluded that there was a strong relationship between paternity leave and employee productivity at Kenya Power. The provision of paternity leave improves overall organization productivity through the increased individual employee performance, increased employee motivation and employee loyalty. Employee‟s satisfaction levels increase as a result of paternity leave at Kenya power. Employees perceive Kenya power to be concerned with them by providing them with paternity leave.
The major recommendation of this study is employee education and awareness creation. This study recommended that massive employee education and awareness must be done to enhance the preference of employees to go on paternity leave, to educate the employees on the statutory durations of all types of leaves and the costs of going and not going on leave
A Survey of Branding Strategies in Pharmaceutical Firms: A Case of Drug Manufacturers in Nairobi.
No full textA Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters of Business Administration (MBA)The object of this study focused on branding strategies used in pharmaceutical industries. Many enterprises seek to improve market performance through implementation of product branding as a marketing strategy. This study explored existence of branding strategies, their effectiveness and challenges to brand strategic planning, by a survey of the pharmaceutical manufacturing firms in Nairobi.
A descriptive study was conducted by first identifying the population of study consisting of pharmaceutical manufacturers in Nairobi as the sample frame, data collection instrument was the self-administered questionnaire, and data collected was first coded statistically and thereafter analysis was done using SPSS. Findings are presented by use of Tables and figures in order to draw conclusions. The results demonstrate the existence and effectiveness of branding strategies in use, management role and barriers to brand strategy planning and implementation in the population of interest.
Findings on the existence of branding strategies revealed that indeed the branding strategies exist in the firms under study. From the study it was observed that majority of the companies (72%) indeed brand their products. It further revealed that majority of top management in the companies are involved in the brand formulation process and regular communication between levels of management do exist in these firms. Many of the respondents interviewed also confirmed that the companies adopt brand names that are short and easy to remember and can be effectively protected from the legal point of view.
The findings revealed that a lesser proportion of the companies use technology to implement brand marketing strategies but majority of the respondents agreed that the firms constantly look for new markets and regularly conduct competitor analysis and market surveys.
The study also revealed that branding has made products easily identifiable and that market segmentation could be achieved through branding pharmaceutical products. Majority of respondents agreed that branding creates an overall good market share, brand strength, market awareness and increased repeat customers in a given segment with a resulting improvement in the firm’s sales revenue.
Findings on challenges to branding revealed that resources were not considered as the most significant challenge to branding pharmaceutical products. Non-existence of procedures for objective setting, changes in procedures and lack of open discussions was reported as some of the most significant challenges to brand implementation in the companies. Majority of the respondents agreed that top management provided clear and realistic solutions to the challenges facing the brands. The findings also revealed that in majority of the firms there was a system for recognition and reward to employees who contribute ideas to improve brand performance. Employees in these firms considered their companies as very entrepreneurship-oriented firms.
The study concluded that there was high level of existence of branding strategies in the companies. This means that the organizations place due significance to branding as a strategy in product marketing; and systems, procedures and resources are allocated for branding activities. Top level management are effectively involved in the planning and implementation of brand strategies and offering solutions to any challenges that come across, which means that the cultural and cognitive factors affecting branding in the companies are developed. The study also concluded that to a large extent branding brings about market effectiveness through differentiation. The effectiveness comes about as seen in brand superiority, easy identification, market segmentation, increased market share, market strength, product awareness, increased number of repeat customers and increased sales revenue. The study concluded that some of the challenges to branding include but not limited to resources availability and allocation, organizational procedures for setting objectives, procedures that are not responsive to changes in the organization, lack of open discussions on issues that affect brand performance and the fact that some top managers could not provide clear and realistic solutions to challenges facing brands. In some firms there was no recognition and reward to employees who contribute idea to improve brand performance.
Some of the key recommendations from this study were that companies in their budget allocation put aside resources sufficient to ensure brand success. It was recommended that all products be branded in order to pool resources for synergy. This could also be achieved through brand extension. In addition, it is recommended that top management should be fully involved in the entire planning, execution and monitoring of the brand strategy and to offer effective leadership and mentoring. Some form of market intelligence should be conducted to gather valuable information needed as input to direct and review the brand strategies. The study revealed that some of the top managers did not provide clear and realistic solutions to the challenges facing the brands. It is recommended that a formal training on the concept of brand management be conducted to the relevant management team to improve their cognitive ability for problem solving and decision-making related to brands and brand strategy implementation Also, as a way of employee motivation and encouragement it is recommended that the firms put in place a formal policy to recognize and reward innovative employees who make positive attempts to improve brand performance. This study utilized only market differentiation as a measure of market performance. Market performance can be measured through different parameters such as penetration, loyalty, and financials. So these measures should be considered for study to represent an overall market performance. It is recommended that an overall evaluation of performance through branding be determined through further studies. The study considered only manufacturing pharmaceutical companies. Future studies should be conducted to include more companies to make the findings more representative of the industry, taking into consideration the views of the manufacturers, sales representatives and the consumers to increase the validity of the findings
The Influence of Virtual Platforms on Teamwork Performance at the United Nations: A Case of the United Nations Office for Project Services, East Africa Hub (UNOPS-EAH)
No full textA Research Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Award of a Master’s of Science in Organizational Development MOD)The purpose of this study was to investigate the influence of virtual platforms on teamwork performance at the United Nations in Kenya. The following are the research questions that this study sought to answer; to what extent does communication influence virtual teamwork performance at the United Nations Office for Project Services in Kenya? To what extent does collaboration influence virtual teamwork performance at the United Nations Office for Project Services in Kenya? How do interpersonal relationships influence virtual teamwork performance at the United Nations Office for Project Services in Kenya? To what extent does trust influence virtual teamwork performance at the United Nations Office for Project Services in Kenya?
This study adopted descriptive research design in order to provide a framework to examine current conditions, trends and status of events regarding virtual platforms and teamwork performance. The target population was the United Nations Office for Project Services, East Africa Hub (UNOPS-EAH). The study adopted the use of purposive sampling technique to select the participants. The sample size was 100 employees of UNOPS-EAH. Structured questionnaires were used as method of data collection. Data was analyzed using qualitative and quantitative approaches in statistical analysis software. The presentation was made using tables.
Findings established that communication, collaboration, interpersonal relationship and trust improved teamwork performance. The study findings indicated that virtual platforms support staff exchanges of ideas; staff sharing of work experiences; staff networking; staff dissemination of data and information; closer partnership among employees; closer partnership between employees and managers; linking employees through networking; working on joint projects and sharing of opinions. These were found to improve teamwork performance in the organization. However, findings also indicated that virtual platforms did not support staff expression of feelings; physically interaction; workplace openness, staff integrity and transparency and therefore could not improve teamwork performance.
In conclusion, communication, collaboration, interpersonal relationship and trust improved teamwork performance. Virtual platforms also support staff exchanges of ideas; staff sharing of work experiences; staff networking; staff dissemination of data and information; closer partnership among employees; closer partnership between employees and managers; linking employees through networking; working on joint projects and sharing of opinions – which had positive impact on teamwork performance. However, virtual platforms did not support staff expression of feelings; physically interaction; workplace openness, staff integrity and transparency.
This study recommends that UNOPS-EAH works towards improving communication elements in the organization such as, staff exchanges of ideas through virtual platforms; staff sharing of work experiences through virtual platforms; staff networking; and staff dissemination of data and information through virtual platforms to enhance teamwork performance. With regard to collaboration, this study recommends that UNOPS-EAH continue to entrench collaborative elements in the organization such as closer partnership between employees to employee; closer partnership between employee and managers; linking employees through networking; and staff joint projects in virtual platforms to improve teamwork performance. With regard to interpersonal relationship, this study recommends that UNOPS-EAH adopt different interpersonal relationship strategies of improving teamwork performance since virtual platform did not support sharing of feelings and physically interaction of employees thus thereby adversely affecting teamwork performance. Lastly, concerning trust, this study recommends that UNOPS-EAH adopt different strategies of developing employees trust since virtual platform did not improve workplace openness, staff integrity and transparency thus thereby adversely affecting teamwork performance
Evaluation of Market Awareness of Credit Referencing In Kenya among Small and Medium Enterprises: A Case of Business Network International Kenya
No full textA Research Project Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree Master of Science in Business Administration (MBA)This study sought to establish the nature and extent of the information that small and medium business owners have about credit referencing, the causes of the asymmetry of the information and suggest meaningful and substantial ways in which market awareness can be improved so that the majority of those seeking credit can fully understand their rights and obligations in the credit information sharing system. This research study was guided by the following three research questions. The first research question sought to answer what the level of familiarity of the three licensed CRB‟s among SMEs is in Kenya. The second research question was to investigate if information asymmetry had an impact on the SMEs looking to access credit from formal financial institutions in Kenya. The third and final research question aimed to find out the impact of information asymmetry on SMEs looking to access credit from formal financial institutions in Kenya.
This study used descriptive survey as the research design with a population comprised of members of the Business Network International (BNI) hub which has about 750 members in its Kenya network. The simple random sampling technique was used as it is highly economical and allowed for easy comparison so that the sample result could be projected to the target population of BNI members. The sample size of 120 respondents was calculated using the Yamane formulae and the sample consisted of member business owners who have been in business for more than 1 year with an annual turnover of over 1 million Kenya shillings. The Data was collected using interview administered questionnaires and analyzed using data analysis software (SPSS .version 22). Interpretation of the statistical outputs was done and discussed in the presentation of results and findings.
For the first research question, the findings established that most of the respondents are familiar with the CRBs in Kenya and have heard of credit information sharing. Even though some respondents had negative perceptions about CRBs there is room to take advantage of the positive perception held by the majority in regards to maintaining a good credit report and history so as to access credit at cheaper terms. The findings from the second research question noted a reported lack of benefits to the SME business owners from the CIS mechanism as indicated by a large number of the respondents. The responses from the last research question found that the impact of the CIS mechanism among SMEs in Kenya has resulted in most viewing it as a barrier to access credit as lender institutions have resorted to using it as a debt collection tool threatening borrowers with being listed negatively at the CRB.
The study concluded that among SME business owners in Kenya, not much is known about the potential functions and benefits of credit information sharing to consumers. From the results obtained and in regards to the first research question, the researcher recommended an increase in sensitization activities across all sectors of the credit market in Kenya, through the implementation of an effective CIS communication strategy. In line with the second research question, the researcher recommended that there is a need to educate all stakeholders about the use of credit reports and the process of effective participation in CIS. Furthermore, in response to the third research question, the researcher recommended that the system be made more consumer friendly by sharing full comprehensive data and reducing the period in which the CRBs retain names of non-performing loans which is currently seven years. Lastly it was recommended that the regulation of CRBs be improved by the Central Bank of Kenya and a clear legislative mechanism implemented so as to ensure a clear and accessible dispute resolution channel
Influence of Ethical Investor Relations on the Financial Performance of Listed Firms in Kenya
No full textJournal ArticleThe objective of the study was to investigate the influence of ethical investor relations on the financial performance of listed firms in Kenya. The study adopted a causal research design to establish the relationship between ethical leadership and financial performance of companies listed in the Nairobi Securities Exchange using correlation and regression analysis. Primary data was collected through a semi-structured questionnaire. Secondary data was collected from both the listed firms in the Nairobi Securities Exchange (NSE), and information from the sector regulator, the Capital Markets Authority (CMA). The target population of this study was 64 companies listed in the Nairobi Securities Exchange (NSE) with consistency being evaluated between the years 2011 to 2015. Data analysis was done using the Statistical Package for Social Scientists (SPSS). The study found out that there exists a strong relationship between ethical investor relations and financial performance. The study established that information disclosure, the practice of corporate ethics and vetting of board members being based on ability to achieve the firms’ vision is essential for the listed firms. Unique contribution to theory, practice and policy: The study recommends truthful disclosure of information, especially regarding financial statements of the firms