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Factors Influencing Successful Transition to ISO 9001:2015: A Case Study of National Social Security Fund
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 the study was to determine the factors influencing the successful transition to ISO 9001:2015. The research had the following objectives: to determine the effect of training on NSSF’s transition to ISO 9001:2015; to determine the effect of employee involvement on NSSF’s transition to ISO 9001:2015; to determine the effect of communication on NSSF’s transition to ISO 9001:2015.
A descriptive research design was adopted in this study. The target population of this study was the head office of NSSF which had a total population of 700 and the sample size selected was 70 respondents. The respondents were selected from a total of 11 departments and comprised of senior managers, internal quality auditors and employees. Primary data was gathered using questionnaires. The collection of data took a period of one week and two days after which the data obtained was analyzed using the Statistical Package for Social Sciences (SPSS) Version 22 and Microsoft Excel. Descriptive statistics, that is, measures of central tendency was utilized in the analysis of the data by way of standard deviation, means and percentages. Inferential statistics, that is, Analysis of Variance (ANOVA) and Pearson’s correlation was utilized to determine the relationship between linearly related variables and regression analysis was used to determine the relationship between the independent and dependent variables. The quantitative data that was obtained from the study was thoroughly examined and the findings were presented in statistical or graphical representation.
The findings of the research illustrated that majority of the respondents were of the view that training had an effect on the successful transition to ISO 9001:2015. Most respondents agreed that senior management, internal quality auditors and employees required training and sensitization in order for the organization to successfully transition. The respondents also agreed that training equipped the workforce with knowledge, skills and understanding necessary to successfully transition to the new standard. The findings of the study demonstrated that majority of the respondents were of the view that employee involvement had an effect on the successful transition to ISO 9001:2015. Most respondents agreed that team work, personnel empowerment, motivation, participation trust and commitment played a role in the successful transition to ISO 9001:2015. The respondents similarly agreed that employee involvement reduced anxiety, increased effectiveness and efficiency, manifested in constant and continued support for management as well as enhanced positive relationship with management which resulted in the timely and successful transition to ISO 9001:2015. Finally the finding of the study showed that communication had an effect on the successful transition to ISO 9001:2015. Majority of the respondents agreed that internal communication, external communication and professional communication were necessary for the successful transition to ISO 9001:2015. In addition, the respondents agreed that communication led to accurate implementation of management plans, ensured that clear goals, responsibilities and direction was given, increased receptivity to change and led to the exhibition of positive performance during the transition to ISO 9001:2015.
The study concluded that training, employee involvement and communication positively influenced the successful transition to ISO 9001:2015. The National Social Security Fund trained and sensitized their workforce on the new ISO standard; they involved their employees in the transition process and communicated both internally and externally. The result of using all three factors in the transition process was a timely and smooth transition to the ISO 9001:2015 standard.
The study recommended that the National Social Security Fund continues to train and sensitize their workforce on quality principles and quality management systems in order to enhance knowledge, skills and develop a learning culture within the organization. The study also recommended that the organization incessantly utilizes participatory management and encourages formal and informal reflection of the workforce on their work in order to foster an environment where challenges faced in the execution and understanding of processes and principles of the ISO 9001:2015 standard are open to discussion. In addition the study recommended that the National Social Security Fund utilizes both corporate and organizational communication to maintain quality in their systems and processes and to take into consideration views expressed in informal conversations
Which power techniques do you use to manage staff?
No full textA Newspaper article by Scott Bellows, an Assistant Professor in the Chandaria School of Business at USIU-AfricaMammals crave power to dominate over others in their species. Fierce rivalries breakout between males in social groups amongst great apes, antelopes, lions or among females in elephant herds as salient examples. Power comes with real benefits to the leader including better food, access to mates, and psychological status.
Humans also yearn for power. Sometimes people desire power because they feel that they best possess skills to help a population group, organisation, or community towards a better future. Other times humans seek power out of fear of others and want to protect themselves and their community. Unfortunately, on other occasions, people hanker for power for selfish gain.
The loathed and selfish King Henry VIII of England infamously debated the pressing issue of his early 16th century era: is it better for a king to be loved or feared. Henry opted for the former before murderously shifting to the latter. He lived in the time of Niccolò Machiavelli whose then radical views on tough leadership emboldened princes and pirates alike.
Power involves the ability to affect change or control other individuals and comes in five different forms. Henry and Machiavelli advocated for coercive power. Coercive leaders threaten their followers and cause fear in order to gain obedience. Coercion often can be seen in tyrannical CEOs and multi-decade dictators
The Effect of Mpesa Money Transfer Service on the Socio-Economic Status of the Mpesa Agents: A Case of Nairobi County
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 Business Administration (MBA)The core objective of the research was to assess the effect of the Mpesa money transfer service on the socioeconomic status of the Mpesa agents in Nairobi. The specific objectives that guided the study were: to evaluate the effect of Mpesa money transfer service on the socioeconomic status of Mpesa agents in Nairobi County, to assess the effect of Mpesa money transfer service on the standard of living of Mpesa agents in Nairobi County, and to evaluate the effect of Mpesa money transfer service on the saving characteristics of Mpesa agents in Nairobi County.
The study employed the use of a descriptive research design. The population under investigation was Mpesa Money transfer agents within Nairobi County who were more than 10,000, but the study used 164 Mpesa agents for its population. The sampling frame of the study consisted of a list of all registered Mpesa agents in Nairobi County that was obtained from Safaricom’s website. Stratified random sampling was used to breakdown the population into 4 strata that included, attendants, supervisors, managers and self-owners. The sample size was established by use of geographical locations that came to 164. The research employed the use of questionnaires and interviews where necessary as the key data collection instruments. The data collected was processed and analyzed using SPSS. Data was analyzed using inferential statistics and descriptive methods of percentages and standard deviations. Coefficient of correlation was employed to determine whether dependent variables correlated with the independent variable. Regression analysis was used to examine the existing relationships between the study variables.
The study revealed that there needs to be better marketing and training involved to help consumers understand the capability of Mpesa services, and the government needs to put in place policy measures to ensure that the benefits of mobile banking are evenly distributed across the banking and consumer sectors. Agents seeking to expand their market must be ready to spend a considerable amount of money, time and other resources in order to increase market penetration, as well as set aside funds to improve their distribution and enhance their market communication among other things sectors.
The study showed that Mpesa has reduced the overall transaction costs of sending and receiving money thus increasing the freedom, flexibility, and privacy of mobile banking, as well as access to affordable financial services has help individuals in overcoming poverty and increasing their economic growth. The study revealed that agents plays a key role in the adoption of Mpesa services by creating a dense network of agents who convert cash to e-money and vice versa for customers. Agents with less access to formal financial services mainly use Mpesa accounts to keep money, particularly when they are small amounts.
The study concludes that Mpesa helps users to manage risk and diversify resources within their existing structures of power and dependency increasing their bargaining power, and it is considered private and provides women especially with partial financial autonomy, which allows them to make financial decisions without asking their husbands. The study concludes that Mpesa provides a safe place to keep money and this is sufficient to increase the agents’ ability to have emergency savings.
The study recommends that the government strengthens its ICT platform to encourage better flow and access to information. The ICT platforms can ensure that the information and available systems are not constrained by providing better access to shared service information
Effect of Strategic Human Resource Management Practices on Employee Performance in Institutions of Higher Learning: A Case Study of United States International University – Africa
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 study sought to determine the effect of strategic human resource management practices on employee performance in institutions of higher learning with a key focus on USIU-Africa. The study focused on determining the answers to the following research questions: What is the effect of strategic recruitment and selection practices on employee performance?; What is the effect of strategic training and development on employee performance?; and What is the effect of strategic compensation and benefit policies on employee performance?
Descriptive research design was employed in this study as it enabled the researcher to examine factors affecting employee performance in USIU-Africa. The population of the study consisted of all employees that work at USIU-Africa totalling to 622. Stratified sampling technique was used to select the sample size of 25% of the employees from each strata to give the study a sample size of 156. This study applied the use of questionnaires as the primary data collection technique. The study used quantitative data analysis. Descriptive statistics like means and standard deviations were used, while inferential analysis of correlation analysis was used to examine whether there was any existing relationship between the study variables and regression analysis then used to test the relationship between these study variables.
The study showed that passing the organization’s aptitude tests did not give the employees a stronger sense of belonging to the organization. USIU-Africa’s HR department did not match human resource to the strategic and operational needs of the organization, neither did it provide employees with literature on job progression. The HR department at USIU-Africa did not give employees the freedom of choice in terms of career development.
The study indicated that USIU-Africa did not have strategic training that produced highly skilled human capital nor did it organize conferences that equipped employees with new tools to enhance their service delivery. It also showed that no training programmes had been offered to employees to make them feel indebted to the organization. Highly experienced employees in the organization did not coach the less experienced employees.
The study revealed that, incentives at USIU-Africa did not increase the value employees attached to their work goals and its reward systems did not affect the quality of employee service, this was as a result of the compensation and rewards system not being a key policy areas for USIU-Africa’s HR department. Since the organization did not offer allowances and bonuses based on key deliverables, the study revealed that the bonus employees received from the organization did not influence employee’s behaviour in reaching their set objectives.
The study concludes that the USIU – Africa HR department uses employee transfers to acquire qualified employees from other departments to facilitate employee performance, and the employees’ job role does not deny them the opportunity to put their knowledge and skills into practice. Furthermore, an employee’s pay check communicates the extent to which the organization values them as employees.
The study recommends the HR department at USIU-Africa to ensure that it matches its human resource to the strategic and operational needs of the organization during its strategic recruitment and selection process, as well as ensure that its strategic compensation and benefits become a key policy area to facilitate employee satisfaction and retention, and above all, increased employee motivation and performance
The Effects of Internal Factors on Non-Financial Performance of Trucking Firms in Kenya: A Case of Dakawou Transport Ltd
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 AdministrationThe general purpose of the study was to analyze the effects of internal factors on non financial performance of trucking firms in Kenya, using Dakawou Transport LTD as a case study. The research was guided by the following research objectives: To examine the effect of information Technology on performance of Dakawou Transport LTD, to determine the effect of organizational structure on performance of Dakawou Transport LTD, to evaluate the effect of employee competence on performance of Dakawou Transport LTD.
This study adopted a descriptive research design, descriptive approach was applied since it enabled the researcher, to use quantitative data so as to find common characteristics about the population or phenomena being studied. The target population for this study, comprised of 105 top management, middle level management and subordinate staff across the organization. Stratifying the entire population ensured, a sample that accurately reflects the population being studied. From the initial target population of 105, this being more than 100 but less than 500 and guided by the rule of thumb, a quota of 50% was drawn from each strata. Structured questionnaire was used as a data collection tool to collect both qualitative and quantitative data.
The findings indicated that, majority agreed that Information technology is a major contributor to organizational performance. It was also established that Information technology offers organizations, competitive and effective communication. The results also showed that information technology have an influence on the firm’s effectiveness and efficiency. The results showed that 68.8% of the variation in performance was explained by the variations in internet accessibility.
The results also indicated that, organizational structure supports effective control. Organizational structure provides a visual explanation of decision making process and resource allocation. It was also established that, organizational structure assists management in determining departments and functions in an organization.. The results showed that 64.1% of the variation in performance was explained by the variations in structure.
The study revealed that, employee skills is a major contributor to organizations’ success. Employee skills also offer organizations competitive and effective communication
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channel. It was also established that employee skills have an influence on the firm’s effectiveness and efficiency. Size of the firm had an influence on the level of application of employee skills. A majority also agreed that employee skills is a backbone of firms’ operational activities, while employee skills offer support services to business operations.
The study concluded that Information technology plays a major role in the performance of organizations in the trucking sector. This is due to the fact that, it offers to the organization, competitive and effective communication channels. Secondly, organizational structure supports, effective controls as well as, it offers a visual explanation of decision making process and resource allocation. Thus, the organizational structure assists management in determining departments and functions within the firm. Employee skills are a major contributor to organizations success by offering competitive and effective communication channels. This also plays a crucial role in influencing the firms’ effectiveness and efficiency and, the level of competence varies with the size of the firm.
The study recommended that, trucking firms need to ensure that they maintain their position in the market, by ensuring they adopt the latest technology, in order to maintain a competitive edge over its’ competitors. Secondly, trucking firms need to have in place, a well-functioning structure, that supports effective controls, this will ensure that there is an effective decision-making process and resource allocation. Lastly, trucking firms should ensure that, their employees have the necessary skills, so as to maintain competitiveness and effective communication channels.
The study recommended that, further studies needs to be done, to determine how other factors such as; organizational leadership, organizational culture and resource allocation affect the sector
Selecting degree course in wake of quality debacle
No full textA Newspaper article by Scott Bellows, an Assistant Professor in the Chandaria School of Business at USIU-AfricaA bad university teaches how to be busy. A mediocre university instructs how to cram answers into short-term memory. A good university infuses cutting-edge knowledge. A great university helps learners develop how to think. Which type of tertiary higher education institution might you attend?
The needs of undergraduates are distinct from graduate students. In continuation of Business Talk’s miniseries on selection and quality of Kenyan universities, today we take a deep dive into how to select and question undergraduate programmes Part 1.
First, try to assess a university’s commitment to instruction. Many universities stick the lowest ranked faculty or adjunct lecturers to teach undergraduate classes. Additionally, some stick graduate student teaching assistants into undergraduate classrooms.
Undergraduates often do not interact with the best leading minds in different fields and get stuck with “lack of depth” instructors
The Effect of Technological Innovation on Operation Management of Commercial Banks in Kenya: A Case of Equity Bank
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 purpose of this study was to examine the effect of technological innovations on operation management of commercial banks in Kenya. This study was guided by the following research questions: To what extend does mobile banking affect operational management of commercial banks? To what extend does electronic banking affect management of commercial banks? To what extent does process innovation affect operation management of commercial banks?
This study was guided by a descriptive survey research design. The study population was composed of 43 commercial banks in Kenya. This was a census as all the 43 commercial banks were surveyed. Primary data was collected using a structured questionnaire. Data was analyzed for descriptive and inferential statistics using Statistical Package for Social Sciences (SPSS) version 24, and presented using Tables and Figures
The first research question sought to examine whether mobile technological innovation had effect on operational management of commercial banks in Kenya. The findings show that the existence of a significant relationship between mobile technological innovations and operation management of commercial banks. Branchless banking and mobile banking products contributed to the significant relationship.
The second research question examined whether electronic banking technological innovation had effect on operational management of commercial banks in Kenya. The findings show that there was no significant relationship between electronic banking and operation management of commercial banks. In as much as electronic banking funds transfers, and point sale banking had positive contributions to operation management of commercial banks, the contribution was not significant to impact of affect operational management
The third research question examined whether process technological innovation affected operation management of commercial banks in Kenya. The findings show that process technological innovation had a significant relationship with operational management of commercial banks in Kenya. The introduction of mobile credit financial innovation and customer process innovation had contributed to the significant relationship
This study concludes that mobile banking technologies are important to operational management of commercial banks as they enhance both operational efficiency and effectiveness that is essential for performance of the commercial banks. This study concludes that in as much electronic innovation technologies did not affect operational management, the ATM technologies and Point of Sale technologies positively contributed to the efficiency and effectiveness of commercial banks operational management. This study concludes that process innovations such as credit process transactions and customer process transactions are very important in enhancing operation management efficiency and effectiveness in commercial banks, since they are used to reduce overhead costs, and other costs associated with providing financial transaction services to customers.
This study recommends that commercial banks management should enhance mobile banking products and services including enhanced use of mobile money transfers using multiple mobile technology platforms, and Apps. This study recommends that commercial banks management should invest more in ATM technologies that have capabilities for deposits, withdrawals, EFTs capabilities, bills payment and comprehensive transaction statements. This study recommends that management of commercial banks should consider enhancing credit transaction processes and transaction processing technologies on the online and mobile platforms, as these facilities have significantly reduced operational management operational costs, and thus, have enhanced efficiency and effectiveness in banks operations
Dear CEO, employees want you to consult
No full textA Newspaper article by Scott Bellows, an Assistant Professor in the Chandaria School of Business at USIU-AfricaPeople crave the power to make decisions about their own lives. From political democracy to estate committees to family meetings, humans prefer not to give up control and instead have a say in decisions that affect their well-being. Employees within organisations feel the same way. No one wants a boss who makes all the choices without involving them.
Business Talk in the Business Daily two weeks ago discussed the impact that participative leaders have on their employees. Interestingly, do leaders that involve their subordinates in verdicts also function the same way within member-based organisations? In Kenya, the Ministry of Industry, Trade and Cooperatives states that the country hosts 2,996 co-operatives where citizens come together to form legal entities that support them in some sort of specific industry. The sectors that co-operatives operate in range from bee keeping, tobacco farmers, dairy producers, coffee growers, housing co-operatives, and SACCOs, etc.
The United States International University of Africa in collaboration with Durham University, Global Communities, and USAID, surveyed 19 agricultural co-operatives in 12 Kenyan counties in order to ascertain, among other goals, the impact that participative leaders have on advantageous organizational and community outcomes within member-based co-operatives.
In continuation, participative leadership played a minimal direct role in the perceived success of the co-operative. However, when the members of co-operatives trusted the organisation and the leaders, then participative leadership became a powerful tool. When co-operative members did not trust their leaders, then the levels of participative leadership held no affect on most outcomes
What to look out for when choosing a PhD programme
No full textA Newspaper article by Scott Bellows, an Assistant Professor in the Chandaria School of Business at USIU-AfricaIn one scenario, the pursuit of knowledge represents the very essence of a self-actualised person. On the other hand, gaining recognition from knowledge acquisition represents a pugnacious display from a self-esteem power obsessed individual.
Many knowledge seekers desire not only to learn new information but also to conduct research and create new groundbreaking knowledge.
Attainment of a doctorate represents a key training regime for aspiring researchers that contributes to both theory and practice.
Unfortunately, many pursuing business-related Doctor of Philosophy (PhD) and Doctor of Business Administration (DBA) designations often do not understand how to choose an appropriate quality programme. Inasmuch, please utilise the following three steps. First, check the accreditation of your prospective doctoral programme