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Why talk of boy child neglect doesn’t hold water
No full textA Newspaper article by Scott Bellows, an Assistant Professor in the Chandaria School of Business at USIU-AfricaKenyan social media users keenly noticed an intense war of words over the status of the boy child and feminism in the public space this week. All members of our society deserve respect and compassion.
However, when alarmists look at outliers, such as who scores the highest in the Kenya Certificate of Primary Education (KCPE) exams for example, instead of averages, then a worrying narrative unfolds.
Let us confront counterfactual thinking. We do not subside in a zero-sum game whereby if someone advances then by default others must fall. We can all rise together. Some anti-girl child and anti-women in management arguments use similar logic as racist segregationists in the United States in the 1960s or apartheid South Africa throughout most of the 1900s.
Unfortunately, around the world women still have not achieved equality with men despite what pundits may declare, confirming the common adage that those who speak do not always know and those who know do not always speak. While making great strides towards legal and societal uniformity with women comprising 47 per cent of the Kenyan workforce over the past 27 years, World Bank research shows that female unemployment in Kenya is still higher than male unemployment
Organizational Learning and Firm Performance: an Empirical investigation in an Emerging Economy Context
No full textA journal article by Dr. Juliana Mulaa Namada, an assistant professor in the Chandaria School of Business at United States International University-AfricaOrganizational learning and firm performance have been investigated without consistent conclusions. This study sought to establish the relationship between organizational learning and performance in an emerging economy. It was premised on the increasing focus on learning from the past to improve the future business organizations. There was a paucity of empirical studies focusing on levels of learning and the balanced score card measures of performance. The study adopted a descriptive cross sectional survey. The findings from this investigation showed a positive and significant relationship between organizational learning and none financial measures of performance. However, there was no significant relationship with financial performance measures. Data were obtained from firms operating in Export Processing Zones firms in Kenya
The Relationship between Credit Risk Management Practices and Non-Performing Loans in Kenyan Commercial Banks: A Case Study of KCB Group Limited
No full textA 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 objective of the study was to investigate the relationship between credit risk management practices and related factors and non-performing loans at KCB Group. The study aimed at examining how Credit Risk Management practices prevalence of non-performing loans at KCB Group, investigating the effects of Non-Performing Loans on Financial Performance of KCB Group and to identifying credit risk management mechanisms to reduce the level of non-performing loans at KCB Group.
The study adopted a descriptive research method in order to obtain the data that is necessary, which facilitated the collection of the primary data as a way of getting into the research objectives. The descriptive research design helped in observing the relationship between Credit Risk Management practices and the prevalence of non-performing loans, Non-Performing Loans and Financial Performance, and credit risk management mechanisms and non-performing loans. The study utilized the questionnaires to obtain relevant information from respondents focusing on 100 credit managers in KCB head office and branches in Kenya. Non-Probability sampling technique was used embracing judgmental sampling technique which endeavors to get an example of components in light of the judgment of the researcher. Data Analysis was conducted utilizing Statistical Package for the Social Sciences (SPSS) on the information gathered to produce inferential statistics. Presentation of results was done in tables and figures and recommendations and conclusion presented.
Data analysis was done using Statistical Package for the Social Sciences (SPSS) on the data collected in order to generate descriptive statistics and inferential statistics. Presentation of results was done in form of tables and figures and a recommendation and conclusion given.
The study examined how Credit Risk Management practices affect the prevalence of non-performing loans at KCB Group. The study found that the bank considers characteristics of the borrower, capacity, conditions and Collateral/Security in credit scoring for business and corporate loans. The bank has a credit manual that documents and elaborates the strategies for managing credit. To reduce on non-performing loans, the study found that the bank has a well-documented Credit Risk Management policy. These policies help the bank to contacts the credit bureau to assist in decision making to lend their customers. The study also reveals that the bank has strategies for granting credits focus on whom, how and what should be done at the branches and corporate division levels while assessing borrowers.
The study established that non-performing loans negatively affects a bank’s lending capacity due to diminished core capital. The study found that non-performing loans have a negative effect on the bank’s profits through increased provisions. From the study, it was revealed that high levels of non-performing loans deny banks easy access to capital markets; both debt and equity. High levels of non-performing loans can lead to undercapitalization of the bank resulting to job losses. The study also found that high prevalence of non- performing loans creates a negative signalling effect in the stock market thus lower share prices and market capitalisation. Non-performing loans leads to shortening of loan repayment periods hence enhances the revision upwards of interest rates thus denial of credit. The study revealed that non-performing loans negatively affects the shareholder’s funds and this can loans can result to insolvency thus collapse of banks.
The study assessed different credit risk management mechanisms that reduce the level of non-performing loans. The study found that educating clients on borrowing terms and conditions helps clients make accurate decisions easing reliance on collateral. Strict system related credit performance monitoring ensures better loan performance. The study established that frequent restructuring of non-performing loans to good book lowers the levels of non-performing loans. Internal Appraisal Credit Rating Systems assist in reducing the levels of NPLs. The study reveals that frequent reviews of sector limits in line with the economy lending ensure a quality book. Adequate annual budget allocations for loan monitoring ensure good asset quality. The study also found that collateralised loans perform better and thus managing loan default.
The study concludes that the commercial banks have strategies for granting credits focusing on whom, how and what should be done at the branches and corporate division levels while assessing borrowers. The study also concludes that non-performing loans negatively affects a bank’s lending capacity due to diminished core capital. From the study, it is recommended that the management of commercial banks should develop strategies to reduce level of non-performing loans because high levels of non-performing loans deny banks easy access to capital markets; both debt and equity. The study also recommends commercial banks to educate their clients on borrowing terms and conditions as this helps clients make accurate decisions easing reliance on collateral
Effect of Motivation on Employee Performance: A Case of Pam Golding Properties Limited, Nairobi
No full textResearch 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 main purpose of this study was to examine the effect of motivation on the performance of employees using the case of Pam Golding Properties, Nairobi. Motivation plays an integral role in all organizations, whether private or public. In order for organizations to achieve their objectives, they must motivate their employees to work towards them. It is easier for an organization to achieve its goals when its employees are motivated towards their personal, professional and organizational objectives. It is important for organizations to establish motivational programs that improve motivation and consequently, performance of both the organization and the individual employee. This study was guided by the following research questions (i) what is the impact of motivational goal-setting on performance of employees? (ii) What is the effect of financial incentives on employee performance? (iii) How do recognition and reward programs affect performance?
A descriptive research design was adopted with Pam Golding Properties being the focus organization. The population of this study comprised of all the employees of Pam Golding Properties in Nairobi. The study populace and sampling frame comprised of a list of all representatives that worked at Pam Golding Properties in Nairobi and was gotten from the Human Resources department. The census technique was used in the study to select the respondents from the list of employees provided by the human resource department in order to capture the entire population, thus, the sample size of the study was 50. The data collecting instrument that was used was a tailor-made structured questionnaire developed by the researcher, particularly for this study. The questionnaire made use of a five-point Likert scale to rate the importance of various motivational factors. The research was analyzed using Statistical Package for Social Scientists (SPSS) version 24.
The study revealed that the management of Pam Golding Properties partially used motivational goal-setting to motivate their employees. The management allowed the employees to be involved when setting goals, although they did not find them challenging or difficult at all, despite them being specific. The study also showed that there was a lack of regular training and development for the employees to improve their key skills and knowledge and this is an area that should be addressed. Additionally, there was no mentorship program for employees either during on-boarding or to achieve their goals and this would be greatly beneficial to them. Therefore, the management should re-structure the goals they provide and implement mentorship and training programs.
The study concluded that the employees at Pam Golding Properties were highly dissatisfied with the monetary package provided by the organization. The study showed that the pay received and the benefits package was not viewed by the employees as being competitive when compared to other real estate organizations. The study concluded that money was a highly motivating factor for the employees and management should look into increasing the monetary and benefits package they give.
The study concluded that the company partially used recognition and reward programs but they were not effective in motivating employees to perform. The current recognition and reward programs were perceived by the employees as being inequitable and unfair, thereby making them ineffective in motivating the employees. Therefore, the study recommends that management re-evaluates and re-engineers the current recognition and reward program and therefore change the perception of the employees about it
Influence of Integrated Financial Management Information System on Supply Chain Effectiveness: A Case of Kirinyaga County Government
No full textA Research Project Submitted to the School of Business in Partial Fulfillment of the Requirement for the Degree of Master of Business AdministrationThe purpose of this study was to determine the influence of Integrated Financial Management Information System (IFMIS) on Supply Chain Effectiveness. The study focused on Kirinyaga County Government Suppliers, staff who were IFMIS users and Kenya National Treasury IFMIS staff. The research took place in March 2017 focusing on the influence that IFMIS has posed to supply chain effectiveness in county governments. The study focused on determining the influence of Electronic Document & Recording Management System (EDRMS) on supply chain effectiveness; the influence of e-purchasing on supply chain effectiveness and; the influence of internal controls on supply chain effectiveness.
This study used a descriptive research design. The study used quantitative and then qualitative data to draw conclusions. The target population included all the suppliers that had worked with the County for the year 2016, procurement cycle user departments, SCM, finance employees and National Treasury IFMIS staff. Stratified sampling was used to arrive at a sample of 100 respondents. Data was collected using open-ended and closed questions in questionnaires. The data was entered into SPSS for analysis. The data was analysed using descriptive statistics such as mean, variance and frequencies. The causal-effect relationship was determined through use of regression test.
The study found that Electronic Documents and Record Management Systems influenced the effectiveness of the supply chain in the County. The study found that the EDRMS provided ease of access of information, easy tracking of documents and facilitated quick retrievals among other functions which contributed towards effectiveness of the supply chain. Internal controls influenced the effectiveness of the supply chain activities in the County government of Kirinyaga. The Internal controls only authorized individuals with permissions to access IFMIS and ensured that different tasks were done by specific individuals as well as segregating duties to increase the security level. Lastly the study found that e-purchasing influenced the processes and effectiveness of supply chain within the County government of Kirinyaga. The e-purchasing function facilitated interaction and evaluation of new suppliers, floating of tenders, invoicing and payment processes electronically.
The study concluded that Electronic Documents and Record Management Systems influence supply chain processes through ease of access of information, quick retrievals, easy tracking of documents and provision of audit trail among others. Internal controls influence the effectiveness of supply chain through enhanced security. The system provides restricted access to the IFMIS system creates order of operations, defines roles and duties of different users which reduce the level of risk. However, the users doubted the system’s ability to detect and report fraud cases. Lastly, the e-purchasing component facilitates quick, easy and processing of procurement logistics such as floating of tenders, ordering of goods and services, invoicing and processing of payments all of which increase the effectiveness of the supply chain operations.
This study therefore recommends that IFMIS should be upgraded to protect documents from being attacked by viruses or getting lost, including stronger fraud detection, reporting and a wide application and use of e-purchasing in all county departments. The National Treasury through the IFMIS department should also add new features of fraud detection and reports to facilitate quick correction of fraudulent cases. Lastly, the IFMIS should be decentralized to each department of the County government to ensure the processes of supply chain are secured and efficient
Relationship between Expansionary Strategies and Operational Efficiency of Deposit Taking Micro Financial Institutions in Kenya
No full textA Research Project Submitted to the Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)This study sought to investigate the operational efficiency of Micro Finance Institutions (MFIs) in Kenya. The study specifically sought to determine the efficiencies from the perspectives of deposits, branch network and outreach and how they interact with operational efficiency of the MFIs. To achieve these objectives, the study used explanatory research design. The population of the study included all the registered Micro Financial Institutions (MFIs) in Kenya. The sample size was the 9 Deposit Taking Micro Finance Institutions (DTMFIs) registered and regulated by Central Bank of Kenya (CBK). The study used secondary data which was collected from the financial information of the MFIs for the period 2010 to 2015. Efficiency scores were calculated by use of Data Environment Analysis (DEA).Pearson Correlation, T-test and Regression tests were then conducted to test the degree of association between the variables of the study.
The findings indicate that the average efficiency of the DTMFIs in the six year period was 91.5%. Most of the MFIs operated inefficiently in terms of administration, employee and their allocation of their assets. Also some of the MFIs disbursed more loans than they could manage with the available funds exposing the depositor’s monies into risks of default and loss. The study found positive correlation between deposit expansion and efficiency levels. Also the correlation between number of branches and the efficiency of the MFIs was positive. The relationship between outreach and efficiency was negative. The study concluded that deposit levels and number of branches positively influenced the operational efficiency of MFIs which was a source of competitive advantage. The influence of outreach to the poor was found to be counterproductive and it was costly and inefficient.
The study recommended that MFIS engage in careful deposit mobilization and branching strategies while developing products for the entire segments in the market to accommodate both low income and large income customers so as not compromise on efficiency of their operations while pursuing outreach to the poor
An Assessment of Value Chain Application for Value Creation in E- Retail Based Business
No full textA Research Project Report Submitted to the School of Business in Partial Fulfilment of the Requirement for the Degree of Masters in Business Administration (MBA)This project sought to assess the application of value chain for value creation in e-business based firms specifically e-retail business. The study was guided by the following specific objectives: To establish the extent to which primary activities are applied to create value by e- retail business, to assess the extent that support activities are used to create value by e- retail business, to examine the challenges associated with value chain activities for value creation and finally, investigate the strategies used to create value by e- retail business.
A descriptive research design was used for the study in particular reference to e-business in Nairobi Westlands. The study was undertaken using a sample of 136 in Nairobi e-retail business. The target population comprised of the senior, middle, and operational managers. Stratified random sampling technique was used to select the sample that was investigated for the purposes of this study. The population was stratified into low/operational-level, mid-level and senior-level management.
The sample size was computed using Yamane’s (1967) formula. A qualitative approach was adopted to collect data using questionnaires that the researcher emailed and hand delivered. The obtained data was then interpreted with the use of the Statistical Package for Social Sciences (SPSS). Additionally, the study used both descriptive and inferential statistics to run the analysis of the data. The results and findings of the study were then represented in the form of tables, graphs and charts.
The study found out that primary and support value chain activities were critical in creating value of the products/services offered to the customers. Similarly, support activities such as human resource, procurement, information technology and service functions were equally important in creating value for the customers. The processes of creating value through value chain faced several challenges such as high costs, complexity, some of the managers did not have the right training and skills set. Thus it is suggested that e-retail businesses adopt some of the generic strategies such as cost leadership and differentiation as a way of creating more value for their offerings.
The study concluded that value chain activities could be used to create value for the customers. Thus application of the primary and support activities among the e-retail businesses creates value to the customers which in turn creates more market for the e-retail businesses. The study also noted that the process of value chain is complex, costly, requires resources and competent managers. Thus it could discourage the value creation process of the e-retail businesses. The study recommended that e-retail businesses invest on efficiency provision to ensure that their activities are done to produce maximum output at the least cost possible. Also the study recommended that e-retail businesses differentiate their products to ensure their minimize competition and also retain customers
Influence of Human Resource Cultural Diversity Management on Performance in Non-Commercial Government Agencies In Kenya: A Case of the United Nations
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 general objective of the study was to establish the influence of human resource
cultural diversity management on performance in non-governmental agencies in Kenya a case study of United Nations. The research questions were as follows: What is the
influence of cultural diversity recruitment practices on performance of non-commercial government agencies in Kenya? What is the influence of cultural diversity retention
practices on performance of non-commercial government agencies in Kenya? What is the influence of diversity in training practices on performance of non-commercial
government agencies in Kenya?
The study used a descriptive research design and used questionnaires to obtain relevant information from the respondents. The target population consisted of 283 members at the United Nations offices in Gigiri. Stratified sampling technique was used. The sample size was 85 respondents and only 50 responded this was sufficient. A structured questionnaire was used as the data collection instrument. The data was then analyzed using percentages and frequencies as well as Pearson’s correlation, and regression techniques. Data was analyzed using SPSS and presented in figures and tables. The findings of the study on the influence of cultural diversity recruitment practices on performance at the UN showed that fairness and equality in practices for selecting and recruiting was a major factor to be considered in employee performance. It is more important when it comes to the methods of recruiting and selection. Ability to deliver other than any other reason should be the reason for hiring candidates. This study also revealed that the need to hire underrepresented groups like the disabled, women among others to mention but a few, having a diverse leadership team goes a long way in spearheading and implementing diversity management in an organization while reflecting well on society and this encourages better performance for all skills are exploited.
The findings of the study on the influence of cultural diversity retention practices on
performance at the UN revealed a desire among employees for acknowledgement,
recognition, appreciation and fortunately for the organization, diversity is a non-issue and
is very much welcome. The findings further revealed that many embrace diversity and
would even prefer to work in a multicultural environment in case they were to leave the UN and this is a sign of job satisfaction to a good extent.
The findings of the study on the training and how it affects cultural diversity performance
of the UN showed significant concerns for diversity in human resource management
decisions. Majority of the respondents agreed that conducting surveys on diversity has a
capability of improving the diversity climate and job satisfaction. Majority also agreed
that the UN offers equal opportunities for job training and career development skills
which are vital in employee satisfaction. It was also revealed that performance evaluation
is conducted fairly for the different groups and all are given promotions fairly and
equitably which commendable and helps in team building.
In conclusion, the study revealed that cultural diversity in recruitment influences staff
performance and the United Nations has done a good job of recruiting employees from
various backgrounds, employing underrepresented groups of people like women, the
physically disable, having a diverse board of directors and leadership team. The UN has
made steps to guarantee free and fair training practices among the various groups. .
Above all training in an organization is key to gaining the competency skills needed for
proper management of employees and to help them reach full potential by improving
recruitment and eventually reducing turnover. The study recommends that during
recruitment of new employees, UN should take into consideration the competence and
skills these individuals possess in order to enhance productivity and efficiency in the
company such that issues of discrimination based on cultural matters do not take center
stage. Further, the study recommends the rewarding of longtime customers to enhance the
relationship bond between the customers and the organization by offering bonuses, study leaves, insurance packages among others. Finally, the study recommends UN should figure out what result it is trying to accomplish with the training program while at the same time ensuring Equal Employment Opportunity (EEO) and Affirmative Action (AA). Further studies need to be done to determine difference in the retention, recruitment and training among generation X and Y
Mobile Banking as a Competitive Advantage Tool: A Case of Chase Bank of Kenya
No full textA Research Project presented to the Chandaria School Business in partial fulfillment of the requirements for the award of a Degree in Global Masters of Business Administration (GeMBA)This study sought to investigate the use of mobile phone banking as a source of competitive advantage at Chase Bank. To investigate competitive advantage, the study analyzed the effect of mobile banking on customer satisfaction levels, the effect of mobile banking on overall operational efficiency and effect of mobile banking on overall organization performance of Chase Bank Kenya ltd.
The study utilized a descriptive research design using Chase bank Riverside branch for the study. In total the number of customers was 1,500 over the study period and number of employees was 40. The study was conducted during the month of October 2016. Using Yamanes formulae, a total of 400 customers and 12 employees were selected for inclusion in the sample size using stratified random sampling. Data for the study was collected using a questionnaire personally administered by the research to enhance a high response rate. After data collection, descriptive statistics analysis was undertaken to establish patterns through the use of frequency distribution tables. To infer relationships, Pearson’s correlation coefficient analysis was undertaken. Analyzed data is presented in tables and figures for ease of interpretation and presentation of findings.
The study found that the use of mobile in Chase Bank of Kenya was a key competitive advantage strategy tool. Mobile banking use enhanced overall customer satisfaction and a positive significant correlation exists between mobile banking use and customer satisfaction. Mobile banking use enhanced customer convenience, perceived efficiency, perceived efficiency, perceived security and perceived ease of access which were key drivers of customer satisfaction and thus a source of competitive advantage.
In addition, the study found that the use of mobile banking had a negative correlation to operational efficiency. The use of mobile banking led to reduced operational costs for Chase bank. Some of the costs reduced by mobile banking were: customer service costs, employee related costs, administrative expenses and new branch set up expenditure.
Finally, the study found that there was a significant positive correlation between mobile banking use and the levels of organization performance. The use of mobile banking enhanced revenue generation, individual customer revenues, improved profitability, product development, innovation and distribution to customers. Finally, customer attraction, retention and loyalty levels improved because of mobile banking use at Chase bank.
This study concluded that mobile banking and use of technology at Chase Bank is a key competitive advantage tool and strategy. The use of mobile banking at Chase Bank enhanced customer satisfaction levels by enhancing the reliability, security and convenience of customers in accessing banking needs and services. This study concluded that a negative significant correlation exists between mobile banking and operational costs. Finally, the use of mobile banking increases the total revenues of the bank and reduces the total costs. This improves the total profitability and asset utilization in the company.
The study recommended that Chase Bank explores the possibility of introducing mobile credit on their mobile banking platform. Further, massive employee and customer education awareness be undertaken on the use of mobile banking. Finally, the study recommended that Chase bank leverages on mobile banking as a key customer relationship management tool
Effects of Outsourcing as a Strategy to Generate Competitive Advantage in Transport and Logistics Industry: A Case of DAMCO Kenya Limited
No full textA Research 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 general objective of this study was to investigate the effects of outsourcing as a strategy to generating competitive advantage to a subsidiary in a multinational company: a case of Damco Kenya Limited. The specific objectives of the study was to investigate the source of outsourcing decision in a multinational subsidiary (parent company or subsidiary decision), to investigate factors that educated or led the choice of outsourcee Company (outsourced locally or internationally), and to investigate the effects of outsourcing as a strategy to generating competitive advantage to a subsidiary.
The research design selected for this study was a descriptive research. Descriptive design tends to identify and explain association between variables. The target population is all the employees of Damco who are estimated to be in total about 94 in the company. To attain the most appropriate sample size, this study used two approaches: the stratified simple and within the strata, random sampling technique for respondents based on managerial level and convenience/purposive sampling especially for senior level managers based on ease of access. The researcher purposively targeted 35% of the population across the strata resulting into sample of 35 respondents.
An analysis of the first objective revealed that majority of respondents believed that the decision to outsource was largely made by the parent company. On the other hand, over three quarter of staff believed that top level managers were responsible for making the outsourcing decision. The study also revealed that majority of respondents agreed that outsourcing frees time for organization to focus on core business. Most of the respondents agreed that the reason behind outsourcing was to improve quality, offer wider experience, and knowledge.
An analysis of the second objective established that most of the respondents were not sure on whether outsourcing purchase reduces cost of operation, cost of operation seen to be lower when outsourced to professionals, outsourcing of some department functions reduces cost of operation or outsourcing contributed to the performance of the organization. Based on the outcome of the survey majority agreed that the 75% of the criteria used in the selection was level of professionalism, to manage complexity, increase efficiency, in order to focus on core business and for cost consideration and to reduce work load. When it comes to choosing an outsourcing partner, majority agreed that the firm looked at the ease of communication, domain experience/ product knowledge, infrastructure available in vendor.
Analysis of the third objective revealed that that outsourcing has benefited the company however, most experiences indifference on whether the firm enjoys significant competitive advantage in outsourcing, outsourcing strategy enhanced profitability, employee efficiency and effectiveness is satisfactory, the business turnover was satisfactory or the firm has had a significant increase in corporate revenue.
The study concluded that the ultimate decision to outsource are largely made by the parent company and the decision to do so is a privilege offered to top level managers. The decision is made to improve quality, offer wider experience, and knowledge. It was also concluded that the factors that determine the choice to outsourcing company include level of professionalism, the ability if the firm to manage complexity as well as increase efficiency by focusing on core business and to minimize work load. To increase efficiency most firms outsource general accounting and purchase to pay processes. From the study it can be inferred that outsourcing has benefited the firm. It is evident that outsourcing not only delivers expertise to the firm, but also offers the firm the opportunity to focus on its key competencies.
It was recommended that as far as outsourcing decisions are performed by the top level managers they need to take due diligence before making the decision. Firms should also undertake outsourcing whenever possible in order to focus on core business. It was also recommended that firms need to undertake cost and benefit analysis of outsourcing to the performance of the organization before taking up the contract. Lastly, to attain competitive advantage organizations need to outsource in order to delivers expertise and let the institution to focus on key competencies, improve on organizational structure, and organizations performance.
For further studies, there is a need to undertake a study to establish the challenges that the organization encounters when implementing outsourcing strategies. There is also a need to undertake a similar study in other firms in the sector in order to be able to generalize the findings