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The Impact of Devolution on Health Care Systems: A Case Study of Nairobi County Health Facilities
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirements for the Degree of Masters in Business Administration (MBA)The purpose of this study was to analyze the impact of devolution on healthcare systems. The study was guided by three research questions namely i) what is the effect of devolution on health infrastructure? ii) What is the effect of devolution on access to health services? and iii) what is the effect of devolution on health care workforce? Stratified sampling technique was used to select respondents based on cadres in order to have a sample population that is representative. They include Pharmacists, clinicians, Nurses, medical officers, procurement officers and Hospital Managers. The population of study was ninety-four public health facilities in Nairobi. Data was collected using a structured questionnaire, with pilot conducted on a sample of thirty respondents from Westland’s health facilities was used. Both descriptive and inferential statistical methods were used to analyze the data. Whereas descriptive statistics included frequency tables, charts and graphs, inferential statistics including t-tests, regression and correlation analysis was used to determine relationships between variables.
The study revealed that devolution had an improvement on health infrastructure. Medical equipment was in good condition in most facilities and new equipment had been acquired under the medical equipment scheme such as x-ray machines, nebulizers, lab equipment among others. In terms of access, it was observed that most health facilities served an average population of between 5000 to 10,000 people, which shows a low reach out to the intended population which should be of 30,000 people. Also, of importance to note, was that most of the health facilities had ambulances for use during emergency services, although inadequate funding for medicines, equipment and maintenance of buildings was observed. Significant gaps were also identified in the health care workforce where there was shortage of staff in health facilities coupled with lack of motivation mechanisms put in place that led to low productivity.
In conclusion there still exist significant gaps with health infrastructure, especially need for specialized medical equipment, maintenance of the equipment and the personnel to operate the equipment. Similarly, under access, there is need for wider outreach to the population, need to address funding for medicines and other medical supplies to avoid stock-outs and maintenance of buildings. There were also notable gaps in health care workforce, with staff shortages in health facilities and staff who are demotivated. From the findings the study recommends that equipment should be maintained in good working condition and counties should consider having designated units for repair and maintenance of the equipment coupled with personnel to do the repairs, also, allocate funding for purchase of specialized equipment. Other recommendations include, allocate more funds for purchase of medicines and maintenance of buildings, hiring of more workers to address the shortage problem which can be done by emulating best practices where non-professional people are hired and trained to offer non complicated procedures such as taking weights. Also, county healthcare facilities should put in place motivation mechanisms such as risk allowance, provision of bonuses and time-offs for their staff
The Effect of External Business Environment on the Level of Entrepreneurial Commitment in Nairobi’s Urban Public Transport Industry. A Survey Study of General Motors Isuzu Bus Entrepreneurs
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirements for the Degree of Masters of Business Administration (MBA)The general objective of the study was to analyze the effect of external business environment on the level of entrepreneurial commitment in Nairobi’s public transport industry, a survey study of General Motors Isuzu bus entrepreneurs. The study was guided by the following specific objectives. First to determine the influence of the level of entrepreneurial commitment on their success in the Matatu industry. Secondly, to determine the impact of financial freedom in Kenya on the commitment of entrepreneurs in the Matatu industry. Thirdly, to determine the impact of business freedom on the commitment of entrepreneurs in the Matatu industry. Finally, to determine the impact of investment freedom in Kenya on the commitment of entrepreneurs in the Matatu industry. The research used descriptive research design and carried out a survey among General Motors’ Isuzu bus entrepreneurs by use of structured questionnaires. The study targeted 33 seater minibus customers with an estimated population of about 137 respondents. The researcher used probability sampling, specifically stratified random sampling. The sample size for the study was 82 respondents. The study found a strong correlation between entrepreneurial commitment and success in the Matatu industry. However, although the empirical tests did not show a strong correlation between the explanatory variables of financial freedom, business freedom and investment freedom, it was contracted by the literature review. Most of the factors underlying entrepreneurial commitment showed a positive correlation with business success in the Matatu industry. According to the study, Kenya scores moderately well on average for all the indicators of entrepreneurial commitment but many of the entrepreneurs have yet to find better alternatives to leave the Matatu industry. The study concluded that there is a strong correlation between the active engagement by entrepreneurs and their commitment to the Matatu industry. It also concluded that there is a strong correlation between the availability of funds and investment level which ultimately affects the level of commitment of entrepreneurs. The study further concluded that business freedom is heavily affected by the regulatory environment and capital requirements of the entrepreneurs which affects their commitment. The study recommended greater stakeholder engagement initiatives coordinated by the Government of Kenya; more customised credit solutions for the sector; better networking opportunities for entrepreneurs in the sector; and more scholarship in the field of entrepreneurial commitment in Kenya
Effects of Professional Ethics on Risk Management in the Banking Sector in Kenya
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree Masters in Business Administration (MBA)The study sought to analyse effects of professional ethics on risk management in the banking sector in Kenya. The research was guided by the following objectives: To evaluate the effects of professional competence on risk management in banking sector, to determine how objectivity addresses risk management in banking sector, to examine the effects of confidentiality on risk management in banking sector and to investigate the effects of integrity on risk management in banking sector.
Descriptive research was used to answer the question of who, what, where, when or how much in determining the effects of professional ethics on risk management in the banking sector in Kenya. The study targeted 84 respondents of the internal audit function for all the 42 Commercial banks listed by the Central Bank of Kenya within Nairobi County. At a margin of error (e) of 5%, confidence level of 95% a sample size of 70 was arrived at. Only 52 responded, giving a 74% response rate. Statistical Package for Social Sciences (SPSS) and excel was used to analyze data. Quantitative technique was used to analyze results were presented in percentages, means, standard deviations and frequencies. Multiple regression analysis was applied to establish the relationship between the study variables to create a new single study variable.
The findings on the effects of professional competence on risk management revealed that to a higher extent professional qualification affect risk management, keeping abreast with emerging issues and technology, auditor’s preparation and giving effective presentations and reconcile the results affected risks, training needs must be identified and implemented. The findings on the effects of integrity on risk management revealed that to a very high extent auditor have demonstrated honesty and candidness, auditors treat everyone with courtesy, respect, fairness, and objectivity, auditors have had a positive attitude and were proactive, understanding and satisfy the real needs of the organization.
The findings on the effects of objectivity on risk management revealed that to a very high extent auditors enhance impartial and unbiased judgement, auditors carry out their work freely and objectively, economic status and inefficient reward systems affected risk management. Auditors were influenced by the independence of the activities that it audits, and by the engagement with threats i.e. familiarity, self-review, personal relationships, economic interest. The findings on the effects of confidentiality on risk management revealed that to a higher extent strengthening accountability affected risk management, disclosure of information was also found to affect risk, protection of working papers by keeping them under wrap affected risk management, enhancing confidential relationship and trust influence risk management.
The study concluded that from the findings, auditors are qualified and keep up to date with emerging issues and technology, as well as preparation and giving effective presentation, creating a good image hence enabled banks to manage risk. Auditors have demonstrated that they possess qualities that enable timely, efficient, and effective manner hence being able to understand and satisfy the real needs of the organization. Moreover, professionals confer special benefits and/or give preferential treatment and auditors are corrupted by self-interest, financial or behavioral motives. It was also concluded that auditors enhance impartial and unbiased judgement, hence being able to carry out their work freely and objectively.
The study recommended that banks should ensure that auditors have subscribed with relevant accounting professional bodies. Through this, auditors will be able to get up to date information about the industry, attend seminars and training and network and share information hence being able to manage risk. It is recommended that banks should ensure that professionals follow code of conduct and adhere to standards and behavior. The code of ethical conduct will prevent professionals from giving special benefits or preferential treatment to certain clients and prevent professionals from being corrupted by self-interest, financial or behavioral motives and banks should ensure that auditors are able to connect with management. Use of code of ethics should be encouraged hence encouraging auditors to uphold to rules of conduct which describe the norms of behavior expected of internal auditors hence, protecting client information. It is recommended that other studies be done to determine other factors that affect risk management. The study should be conducted in other financial institutions like SMES
Effect of Training and Development on Employees’ Performance: The Case of Equity Bank Kenya
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)The purpose of this study was to investigate the effects of training and development on employee performance at Equity Bank. This study was guided by the following specific objectives. To investigate how training and development needs are determined at Equity Bank. To examine the effect of training and development programs on employee performance at Equity Bank. To determine the influence of motivation on employee performance at Equity Bank. To find out how training and development contributes to employee performance at Equity Bank. The study was of importance to the management of commercial banks in Kenya in understanding the successes and challenges of the training and development and its effect on employee performance. This contributed to improvement in the training process in the organization. The study was also of value to the academicians and future researchers, as it added knowledge to the field of staff training and development. A survey research design was used for this study. The survey design was appropriate for this study because it allowed investigation of possible relationshipsbetween variables as well as data collection from broader category and comparisons between variables. The study population was 1000 staff of the Equity Bank in Kenya. A sample of 138 was drawn using random stratified sampling approach from a list of sample frame provided by the employee register at Equity Bank. The data was collected by use of a questionnaire. The data analysis was conducted through calculation of frequencies, means, percentages, and bivariate analysis in form of cross tabulations. The findings were presented using Tables and figures. On the effect of training and development programs, the study showed that Equity Bank has training programs for diversified positions in the organization and the training programs are of high quality and are very effective. These training programs have improved the employees‟ skills and competencies and overall performance of the organization. It is very important for organizations to put in place training programs in order to thrive in this competitive environment.
On the role of employee motivation on performance, the study showed that training enhances employee motivation as it allows for employee recognition within the
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organization. Likewise training aligns employees to the organizational goals at Equity Bank. The study concludes that training and development affects employee performance positively. It shows that training and development needs are essential for an organization. It was further concluded that the organization does not identify and assessemployees need for training and development more often. The study also concludes that more training programs should be undertaken. The study recommends that the organization should asses‟ employees need for training and development more often and conduct them as need arises. It is also recommended that the organization should train its employees as soon as they finish evaluating them as a remedy to help them perform better
The Effectiveness of Preventive Diplomacy in Resolving Election Violence in East Africa: A Comparative Case Study Of Kenya and Burundi
No full textA Thesis Submitted To the School Of Humanities and Social Sciences in Partial Fulfilment of the Requirements For A Master of Arts Degree in International RelationsThe 1990’s era marked the advent of multiparty democracy which led to the rise in the
number of elections in Africa. In 2015, elections were held in Egypt, Burkina Faso, Burundi, Côte d’Ivoire, Lesotho, Guinea, Sudan and Nigeria. Elections have been conducted in many African countries and some of them have been marred with violence. Electoral violence has been seen to be recurrent in most areas thereby indicating that the underlying root causes of electoral violence remain unresolved.
Kenya, a country situated in East Africa experienced electoral violence in December 2007
following the announcement of the presidential elections results. Violence broke out amid claims by the opposition that the Electoral Commission of Kenya (ECK) had rigged the presidential elections in favour of the incumbent by declaring President Mwai Kibaki as the winner and his opponent Raila Odinga, the loser.
The National Council for the Defense of Democracy-Forces for the Defense of Democracy (CNDD-FDD) was the ruling political party in Burundi that announced that the incumbent President Pierre Nkurunziza would run for a third-term in the presidential elections scheduled for June 2015. This announcement sparked protests and violence by the opposition claiming it was a violation of the constitution which says that no president should be elected more than twice. Preventive diplomacy was found to work in the Kenya but not in Burundi. No studies have sought to explain why it worked in Kenya and not in Burundi. This thesis seeks to fill this looming gap by comparing the Kenyan case to the Burundian case to explain why preventive diplomacy attained success in the Kenyan case, while in the Burundian case it did not yield any success
The Effects of Parental Divorce on Adolescents: A Focus on the Dimensions of the Wellness Model
No full textA Thesis Submitted to the School of Humanities and Social Sciences in Partial Fulfillment of the Requirement for the Degree of Master of Arts in Clinical PsychologyThis study sought to examine the effect of parental divorce on adolescents while focusing on the dimensions of the wellness model. A sample of 100 adolescents was purposively selected for the study. The data collection instrument was a questionnaire. After data had been collected, data analysis was done in order to answer the research questions. The research findings and conclusions on the effect of parental divorce is on the well-being of adolescents will be reported. The study revealed that there was a positive significant correlation between parental divorce and social wellbeing, emotional wellbeing, intellectual wellbeing.
The study concludes that there was a positive significant correlation between parental divorce and social wellbeing. The study also concludes that there was a positive significant correlation between parental divorce and emotional wellbeing. It can also be concluded that there is a positive relationship between parental divorce and spiritual wellbeing. The study further concludes that parental divorce appears to lower the well-being of children. The study further concludes that the estimated effects are generally strong. These strong effect sizes can be interpreted in two ways.
The study recommends that in future studies, it would be important to account for a complete list of different family structures. For example, we could include same-sex families. In the current study we only accounted for single, married and divorced families which may have limited participants’ options if they described their family structure in a different manner. Also, for researchers interested in family relationships and attitudes, it is important to collect data from a diverse population of participants
The Nexus between Corporate Governance and Foreign Direct Investment: Comparative Study of Kenya and South Africa
No full textThesis submitted to the School of Humanities and Social Science in Partial Fulfillment of the Requirement for the Degree of Master of Arts in International RelationsA weak corporate governance system has adverse effects on foreign direct investment trends. Losses on the stock market for both domestic and international investors has been caused by corporate governance malpractices. When this state of affairs is coupled with a hostile business environment, the investors are deterred.
The study set out to identify the corporate governance framework in Kenya and South Africa. It was also carried out to explore the extent to which corporate governance influences FDI decisions and compare the corporate governance development about FDI in the two countries.
The sample for the study was Kenya and South Africa as they are both very high recipients and both subscribe to the Commonwealth Codes of corporate governance practice. The Researcher collected data from library sources, reports, international codes, and national statutes, casual interviews with local experts, newspapers and internet sources. Descriptive statistics in forms of indices and bar charts were utilized to describe the trend of the result.
The result shows that Kenya has a bulkier corporate governance framework than South Africa, but South Africa has a sturdier framework and better enforcement. It further demonstrated that a robust corporate governance system has a positive effect on FDI and adverse changes in FDI affect corporate governance. The implications of the outcome were discussed and recommendations proffered. Also, corruption seems to plague both countries and hurts foreign direct investment especially in the case of South Africa.
One of the major recommendations is that both countries ensure that corruption is aptly dealt with. It is also suggested that the national governments unite with stakeholders during the drafting of legislation toe ensure an inclusive legal regime.
It is the expectation of the researcher that the findings of the study will be of relevance to Kenyan policy makers, government agencies dealing with both FDI and corporate governance, the academic body of International Relations, Business Management, and potential international investors
The Impact of Workforce Diversity on Organizational Performance: A Case Study of Aar Group
No full textA Research Project Report Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Master of Science in Organizational Development (MOD)The general purpose of the study was to determine the impact of workplace diversity on organizational performance at AAR Group of Companies. The study sought to realize three specific objectives, namely; to investigate how age diversity influences the performance of AAR Group of Companies, to examine how gender diversity affects the performance of AAR Group of Companies and, to assess the influence of ethnic diversity on the performance of AAR Group of Companies.
The study adopted a descriptive research design, which was deemed appropriate, as it permitted the researcher to describe the impact of organizational performance and the three types of diversities that the study focuses on. The population for this study comprised of employees of AAR Insurance and AAR Healthcare Kenya Limited working within Nairobi. This population comprised of 90 individuals from all levels of the organizations who were considered to possess the relevant information that the researcher needed for the study. It used the survey sampling and sampled the 90 employees or respondents to participate in the study.
The study found that the respondents were age diverse, aged between 20 and 55 years. The study also established that the majority of the respondents were males and that the majority of the respondents were Kikuyu, followed by Gusii and Luo, then Meru among others. The majority of the respondents were Bachelor’s degree holders followed by holders of diploma certificates. The study established further that “Educational Diversity” had the highest in terms of ranking by percentage mean rating, followed by “Age Diversity” and “Gender Diversity”. And that “Ethnic Diversity” and “Religious Diversity” were ranked as the second least important and the least important respectively.
Regarding the impact of gender diversity on aspects of performance, the study found that competitive advantage was ranked the highest among aspects of performance affected by gender diversity, followed by “Management and Leadership Quality”. “Organizational culture” and “job satisfaction” were ranked as the second least important and the least important respectively. The study found that of the aspects of performance affected by ethnic diversity, “corporate reputation” had the highest in terms of ranking by percentage mean rating, followed by “Employee productivity”. “Job satisfaction” and “team performance” were ranked as the second least important and the least important respectively.
The study found that the correlation between the dependent and independent variables revealed weak relationships between the dependent and independent variables. Pearson co-efficient correlation value for age diversity and organizational performance was a weak positive value; r =0 .041, p <.05, that between gender diversity and organizational performance was a weak negative, r = -0 .358, p <.05 while that between ethnic diversity and organizational performance was also a weak positive value was, r = .119, p <.05. The study found through a regression analysis that the adjusted R2 value of the model indicated that 13.1% of the change or variance in the model could be accounted for by age, gender and ethnic diversities.
The study concluded that, age diversity is a very crucial resource for firms that intend to have sustainable workforce. It argues that gender diversity is a vital factor for organizational performance. This is because it has both internal and external values that facilitate organizational performance. It further contends that ethnic diversity has been determined to be a significant factor in organizational performance. This is especially true for firms that operate in multi-ethnic societies. The principle giveaways for ethnic diversity to corporation are in terms of their value for decision-making, skills pool, creativity and innovation, problem-solving, service and product quality and belonging among other aspects critical for organizational performance.
It recommends that managers should perceive age diversity as a source of competitive advantage within the firm. They should embrace age diversity for the potential impact that it has for creativity and innovativeness in the firm. It also suggests that the management of organizations that want to remain successful in the contemporary gendered world must appreciate gender diversity and integrate it within their corporate strategy. It further recommends that firms must embrace ethnic diversity as a crucial resource for achieving the corporations marketing and sales objectives and for achieving employee job satisfaction. For further studies, it suggests that there is need for more research to examine why in theory it is suggested that diversity results in greater performance but research, such as this one find the association to be relatively weak
Factors That Influence Consumer Purchasing Behaviour in the Consumption of Coca Cola Novida Malt Soft Drinks in Nairobi, Kenya
No full textResearch Project Report Submitted to the Chandaria School of Business in Partial Fulfilment of the Requirement for the Degree of Masters in Business Administration (MBA)The main objective of this study was to investigate on the consumer purchasing behavior as a strategic consideration for malt soft drink manufactures. The study was guided by the following three specific objectives: to determine the effect of demographic factors on consumer purchasing behavior, to establish the effect of product attributes on consumer purchasing behavior and to examine the effect social factors on consumer purchasing behavior. The researcher adopted a descriptive research design in this study. In the study, the independent variables were: demographic factors, product attributes and social economic factors in the consumption of malt soft drinks. The total population comprised of 6,689 USIU students and therefore a sample size of 377 was selected. The sampling frame was drawn from the registrar‟s office. This study adopted a stratified sampling technique. The study used primary data collection. In this study, the descriptive statistics such as percentages and frequency distribution were used to analyze the data, the mean and the standard deviation described each variable under malt soft drink product attributes and the influence of social economic factors in the consumption of malt soft drinks. The coefficient of variation was used where the data was skewed. The data was presented using tables to give a clear picture of the research findings at a glance. The findings revealed that majority of the respondents were female as compared to male. Also, the respondents were not married and most of them were below 24 years of age. The findings suggests that majority of the respondents did not have any source of income. The findings suggested that majority of the respondents dependent on pocket allowance as their source of income. Quite a large number of the respondents monthly income was less than Ksh. 5,000 or none at all. This findings suggested that malt soft drinks was common among the respondents. Novida was the most preffered brand among the respondents. Over alternative drinks consumed besides malt soft drinks was soda. It was revealed that majority of the respondents consumed malt soft drinks between once or twice in a week.
On the effect of product attributes on consumer purchasing behavior, the findings revealed that quite a large number of the respondents mentioned that they are lured by the design of the bottle or cans of malt soft drinks, followed by the soft drink familiarity and
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printed ingredients. On the other hand, few respondents mentioned that the buy expensive brand of malt soft drinks with fewer respondents suggesting that the price of malt soft drinks was a major consideration in their decision. On the effect social factors on consumer purchasing behavior, majority of the respondents mentioned that the consumption of malt soft drinks is influenced by friends or colleagues. This was followed closely by a large number of respondents claiming that they take malt soft drinks when out with friends and the need to express themselves. On the other hand, a few respondents suggested that they were informed about malt drinks through television advertisements and very few respondents took malt soft drinks as it is cordoned by religion. The study concludes that there was no significant relationship between gender and the consumption of soft drinks. People who consume malt soft drinks may prefer the packaging and less on the nutritional values. Friends as compared to parental influence were strongly linked to the consumption of malt soft drinks. The study recommends that manufacture of lighter carbonated malt soft drink may promote the nutritious beverage. Also providing nutritional information on malt soft drinks may influence a wider consumption. In addition, it is important that parents serve as positive role models, and their influence should be considered in designing interventions to promote healthful beverage choices by young adults
Effect of Human Resource Policies on Employees Performance: A Case Study Of Co-Operative Bank
No full textA Research Project Report Submitted to the School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)The purpose of this study was to examine the effect of human resource policies on employees’ performance in the banking sector with a specific reference to the Co-operative bank of Kenya. In an effort to fulfill this, the study attempted to answer three research questions starting with; effect of recruitment policy on employees’ achievement of set targets? Effect of appraisal policy on employees’ performance? Lastly, effect of compensation policy on employees’ performance?
Descriptive research design was employed in the study. This allowed the use of a combination of qualitative and quantitative techniques in the form of a questionnaire. Research questions looked to establish employees’ attitude towards policies rather than just focusing on the policies alone. Population included employees at both management and non-management levels of employment in Co-operative bank of Kenya. The bank had 3,000 permanent employees. However, for an effective and efficient data collection process and analysis, a sample frame of 175 permanent staff based in the bank’s 7 Nairobi CBD branches was used. Selection was done through stratified random sampling. Data collected was then entered into excel and then transferred to the IBM Statistical Package for Social Sciences (SPSS) 24.0 for analysis.
Results and findings of the study showed over half of the respondents (52%) agreed that, HR recruitment policy had helped in new role adjustment. In addition, majority of respondents whose data had the highest mean of 2.7, felt the policy had also provided opportunities for development and career progression as a motivation for achievement of targets.
Moreover, findings showed 72.2% of the respondents agreed that, HR appraisal policy supported employees’ performance. Based on the respondents’ data with the highest mean of 3.30, there was a general agreement that HR appraisal policy had helped particularly in personal growth leading to better performance. Furthermore, data analysis specific to the non-management staff revealed that, the policy had developed a learning organizational culture to enable performance improvement.
HR compensation policy findings showed majority (85%) agreed that, the policy enhanced an organization’s competitive edge in the labour market. In addition, respondents’ data with the highest mean of 2.93 showed that, they felt transparency in compensation processes was crucial to building trust and commitment in the organization.
The study concluded that recruitment policy influenced employees’ achievement of set targets through recruitment of top talents who perform. The study also concluded that appraisal and compensation policies affected employees’ performance. This was attributed to having an objective appraisal system in place and strengthening of organization’s learning culture. In addition, maintaining a transparent and fair compensation packages which not only attracted talented individuals but also built trust and commitment among the employees leading to great performance.
In order to ensure continued great performance the organization should create more awareness on HR recruitment policy by educating new recruits on the same and also confirm that those tasked with orientation of new job roles follow the policy’s guidelines in totality. Appraisal policy in place should be highly objective to ensure fair assessment of employees. Lastly, it should maintain a compensation policy which is transparent and fair to all staff