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Market Innovation Capability and Performance of Indigenous Oil and Gas Companies in South-South, Nigeria
No full textThis study examined the relationship between market innovation capability and performance of indigenous oil and gas companies in South-South, Nigeria. The study adopted the cross-sectional research survey design. Primary data was generated through structured questionnaire. The population of this study was thirty-three (33) registered and functional indigenous oil and gas companies in South-South, Nigeria. In this study the researcher adopted a census sampling technique to study all the 33 indigenous oil and gas companies in Rivers State because the population was small. However, preliminary field survey revealed that there are at least five (5) employees in each of the indigenous oil and gas companies in Rivers State. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics while the partial correlation was used to test the moderating effect of organisational structure. The tests were carried out at a 0.05 significance level. Findings revealed that there is a significant relationship between market innovation capability and performance of indigenous oil and gas companies in South-South, Nigeria. Therefore, the study concludes that market innovation enhances the ventures into new markets and support better market shares. The implying that development to new marketing channels is vital in contributing to the performance indigenous oil and gas companies in the South-South, Nigeria. Hence the study recommends that the management of indigenous oil and gas companies should expand the capacity of their digital marketing teams as well as support digitalization of their marketing strategies as this will enhance market innovations. There is need also to invest in marketing innovation strategies including pricing, future customer engagement, product placement and product promotional avenues so as to improve performance in indigenous oil and gas sector.
Keywords: Market Innovation Capability, Performance, Sales Volume, Profitability, Growt
Antecedents of Change Management Determinants on Operational Efficiency of Public Universities in Kenya
No full textOperation efficiency of many public universities in Kenya has been poor. Hence, the study examined the antecedents of change management and operational efficiency of public universities in Kenya. The specific objectives were to examine the effect of change leadership, technological factors and resource allocation on operational efficiency of public universities in Kenya. The study was a literature-based review. It was found that the antecedents of change management can include change leadership, technology factors and resource allocation. The extent of the change leadership, technology factors and resource allocation influence the direction of the change administration. The study concluded that change leadership includes bringing together the resources allocated toward meeting the change efforts. The effectiveness of the change leadership has a positive impact on the operation efficiency. The change leadership is to develop strategies and policies that can be used for any strategy implementation. The effectiveness of change leadership provides high leadership commitment, accountability and change management expertise. Technological change has an impact on all organizations and impacts operational efficiency positively. Technological change is a critical requirement for strategic planning in change management. The introduction of the technology is deemed to improve users' efficiency, thus increasing operating efficiency. Resource allocation is one of the critical determinants of change management and influences operation efficiency positively. The resource allocation is based on budgetary allocation, financial considerations and scheduling available resources. The study recommended that change leadership in the universities needs to understand why the organization needs to change/critical purposes. The leadership needs to be practical to ensure employees follow the change plans to prevent deviating from the change process. The employees need to be enlightened on the organization's technological changes to ensure that changes are implemented thoroughly and smoothly. The universities need to allocate financial resources for strategic planning implementation. An organization should plan ahead of the change process and the resource required to ensure that it determines the changes that need to be made and how long it will take to get them done. Resource allocation need to be effectively and economically to accomplish goals.
Keywords: Change management, change leadership, technological factors, resource allocation, operational efficiency, public universities, Keny
Community Participation and Project’s Performance of Solar Power Project in Rwanda: A Case of Rwamagana Photovoltaic Solar Power Plant
No full textThe main purpose of this research was to investigate Communities’ participation and project’s performance in Rwamagana photovoltaic solar power plant. This study used descriptive survey research with target population of three hundred and eighty (380) respondents. A Sample size of seventy-nine (70) respondents were determined using Nassiuma (2001) formula. Simple random sampling technique made the basis for selection of respondents from sample size. The researcher used drop and pick later method to distribute the study questionnaires. Data collected were coded and analyzed using descriptive (percentages and frequencies) while concept of statistics such regression and correlation analysis was used to determine relationships between the independent and dependent. The study’s results obtained indicate that project selection had moderate positive correlation (r =0.411 with a P value = 0.000) project planning had moderate positive correlation (r =0.366 with a P value = 0.000) while project execution had moderate positive correlation (r = 0.391 with a P value = 0.000) with project performance. The study further found that indicate that when independent variables (Project execution, Project planning and = Project selection) were held constant project performance is 1.000. a unit increase in project selection would lead increase project performance by 0.721 with P value of 0.000 a unit increase in project planning would lead increase project performance by 0.698 with P value of 0.000 while unit increase in project execution would increase project performance by 0.946 with P value of 0.000. The study draws a conclusion that all project should continue to use project selection, project planning and project execution identify and assess project performance. In addition, the study concludes that a project management team should identify the specific elements contributing to the project performance regard to how the project owners determine a project’s performance. The study recommends Rwamagana photovoltaic solar power plant to continue applying project selection, project planning and project execution process how they will involve Communities to assess projects before they are implemented. It is very crucial to involve Communities on all project stages. Project management team at Rwamagana photovoltaic solar power plant should identify specific elements contributing to the project performance. Finally, the study recommends Rwamagana photovoltaic solar power plant to establish another performance measuring tool to be used to analyze and evaluate all potential projects before resources are allocated. The study recommends future researchers to conduct research on the influence of community participation on project performance.
Keywords: Community Participation, Project Performance, Solar Power Project, Rwand
Influence of Innovation on the Growth of Micro and Small Pharmaceutical Enterprises in Kenya
No full textMedium and Small Enterprises (MSEs) are engines of economic development through contribution of jobs and poverty reduction. Currently, the MSE sector in Kenya contributes over 70% of the country’s GDP. Despite this importance, 3 out every five of MSEs in Kenya collapse within 3-5 years of operation leading to loss of jobs, increased poverty and low GDP. Innovation has been termed as one of the most crucial elements in today’s globalized and competitive environment. Remaining competitive in today’s modern world require organizations to pursue innovation the objective of the study was to determine the influence of innovation on growth of micro and small pharmaceutical enterprises in Kenya. To achieve this objective, a descriptive survey study design shall be adopted. The target population of the study was the pharmaceutical MSEs in Nairobi County. Random sampling technique was used to get sample size of 30 .The research study adopted a questionnaire as a research data collection instrument. Both open and closed ended questions shall be used to elicit responses from respondents. The research data collected was analyzed using the statistical package for social scientists software and the results presented using charts and tables. Descriptive statistical data was used for analysis and reporting. The reliability of the test instrument shall be done using Cronbach’s alpha coefficient. Regression analysis was used to establish the relationship between growth and the types of innovation applied in pharmaceutical Mses. The study results were presented through tables and figures. The study concludes that open innovation has a positive and significant effect on growth of micro and small pharmaceutical enterprises in Kenya. In addition, the study concludes that process innovation has a positive and significant effect on growth of micro and small pharmaceutical enterprises in Kenya. Further, the study concludes that front end innovation has a positive and significant effect on growth of micro and small pharmaceutical enterprises in Kenya. The study also concludes that market innovation has a positive and significant effect on growth of micro and small pharmaceutical enterprises in Kenya. Based on the results, this study recommends that the management of micro and small pharmaceutical enterprises should encourage open innovation to ensure maximum utilization of resources and minimize wastage. Further, the management of micro and small pharmaceutical enterprises should formulate and implement effective marketing strategies to increase the sales of their firm.
Keywords: Innovation, Leadership Skills, Pharmaceuticals, Micro and Small Enterprise
Effect of Entrepreneurial Development on Employment Creation in Japan
No full textEntrepreneurship development plays a considerable role in all modern economies. High cases of unemployment all over the world have necessitated entrepreneurial development. Thus, the study examined the effect of entrepreneurial development on employment creation in Japan. The study adopted the descriptive research design. The target population was 297 entrepreneurs based in Tokyo. The collection of the data was done using questionnaires. The study purposively picked the respondents. The analysis of the data was done using descriptive and inferential statistics. The study findings showed that entrepreneurial development is positively and significantly related to employment creation (β=0.875, p=0.002). The study concluded that when entrepreneurial development increases by one unit, employment creation will increase by 0.875 units while holding other factors that influence employment creation constant. The entrepreneurial development efforts play an important role in employment creation. Entrepreneurship activities in Japan have created employment in areas. The growth of entrepreneurship brings about the creation of supplementary businesses that provide raw materials like power and other industrial services like product packaging, marketing, insurance, micro-finance institutions and banks, logistics and communication. Entrepreneurship brings about income empowerment in a country. The study recommended that the government try to raise the number of entrepreneurial development training centers in Japan to enroll many jobless young people. Financial policies should suit small and medium-scale investments in entrepreneurship activities with potential. Entrepreneurship education ought to be given top priority beginning with primary to the tertiary level curriculum. It is also recommended that there is a need for sustained initiatives by government and non-government institutions towards creating entrepreneurship programs to come with proper activities, achieve comprehensive development, and create employment opportunities.
Keywords: Entrepreneurial Development, Employment Creation, Tokyo, Japa
Monitoring and Evaluation Practices and Performance of Environmental Project in Nyabitekeri Sector, Rwanda. A Case of Environment and Climate Change Fund Project
No full textAssessment of projects monitoring and evaluation practice processes an effect on performance is critical in identifying opportunities for improved Monitoring and Evaluation (M & E) project plan. The effects of degradation arise from poor land use practices such as deforestation which lead to soil erosion. Other existing challenges include minimal capacity in terms of facility, information, manpower and funding for effective rivers and watershed management. The general objective of the study is to assess role of monitoring and evaluation practices on performance of environmental project in Rwanda. The specific objectives were to identify the contribution project budget on performance of environmental project in Nyamasheke, to determine the extent to which project risks analysis contributes to the performance of environmental project in Nyabitekeri Sector, to assess the role of capacity building on performance of environmental project in Nyabitekeri Sector and to establish relationship between monitoring and evaluation practice and performance of environmental project. The study used three theories such as social action theory, Social Control Theory and Habituated Action Theory. For the study researcher used descriptive research design with mixed methods such as quantitative and qualitative approaches. The target population was the district environmental protection officers, monitoring and project risks analysts at sector level, and environmental project beneficiaries and in total they were 27 213 from whom a sample of 394 was selected. Simple random sampling technique was used and data was collected using the questionnaire, interview and documentation. The analysis of data was done using SPSS version 21 and bivariate analysis was used to assess the association between the independent and dependent categorical variables using r-values. The strengths of the associations were determined using simple and multiple logistic regression models, mean and standard deviation. Inference was made using a 95% confidence interval and a r-value < 0.05. The results were presented in frequency, cross tabulation tables, pie charts and graphs. The study findings showed that monitoring and evaluation measured in terms of (project budget, project risks analysis and capacity building) played important role on performance of environmental project with r-value= 0.000, r-value =0.000 and r-value =0.042 respectively.
Keywords: Monitoring, Evaluation, performance, environment. Environmental projec
Collaborative Leadership in an Organizational Context: A Research Agenda
No full textOrganizations not only exist to make a profit and be financially sustainable but also to make a difference and have a meaningful legacy using specific business models adopted. To achieve that outcome organizations must establish effective authority relationships to work together efficiently. This is what entails collaborative relationships and leadership. The literature on collaborative leadership despite having significant developments over the last two decades has been faulted. There have been vast perspectives from scholars with minimal consensus on what constitutes acceptable dimensions of collaborative leadership and how that fits in an organizational context. These misalignments have resulted in challenges to the full realization of the benefits of collaborative leadership as a result of its skewed implementation and application in an organizational context. The result is a lack of appreciation and belief by business practitioners and organization leaders on the implications of collaborative leadership application on their organization’s financial sustainability. This effect goes deeper in that organization leaders are not very clear on the impact of their organization's business model and their role in facilitating successful collaborative leadership. This conceptual paper aimed to bridge that gap by reviewing and integrating extant conceptual, theoretical, and empirical literature on collaborative leadership and present a case for the development of a new theoretical model suitable for the expansion of the current understanding of deployment of collaborative leadership in an organizational context. The paper reviewed 397 articles from various journals, which were searched through the google search engine. 132 articles were finally used in the development of this paper sieved by the year of publication from 2001-2021. The findings lead to the development of a proposed and integrated conceptual framework model linking collaborative leadership to financial sustainability as an organizational outcome while acknowledging the significance of the role played by the organization’s business model and top echelon support in the relationship. Several propositions are presented for consideration and validation through empirical work. The study calls on future research to consider the adoption of the proposed model in extending research on leadership to new frontiers.
Keywords: Collaborative Leadership, Organizational Commitment, Business Model, Financial Sustainability, Authentic Relationships, Collaborative Context, Leader’s Behavio
Effect of Human Resource Management Practices on Employee Performance of Public Hospitals in Kajiado County, Kenya
No full textHealthcare is one of the fastest growing sector and to offer quality care to patients, a large pool of well trained, dedicated and motivated medical professionals are required. Given the healthcare workforce-intensive nature, the human resource management practices come in handy to facilitate and support the recruitment, hiring, development of the employees, with the goal of raising levels of employee performance and satisfaction. This study sought to determine the effect of human resource management practices on employee performance of public hospitals in Kajiado County, Kenya. The specific objectives were to determine the effect career development, compensation, performance appraisals and recruitment on employee performance of public hospitals in Kajiado County, Kenya. The study was conducted in Kajiado County where the performance of public hospitals had been rated poor since devolving of healthcare services to the county governments. The study employed descriptive research design. Primary data was collected by means of a structured questionnaire. The study was conducted in the 5 public hospitals in Kajiado County (Kajiado County Referral Hospital, Ngong Sub County, Oloitoktok Sub County, Kitengela Sub County and Ongata Rongai Sub County). The unit of observation was the medical staff in each of the health cadres. The findings indicated that career development and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. Compensation and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. Performance appraisals and employee performance in public hospitals in Kajiado County, Kenya was positively and significantly related. Recruitment and employee performance in public hospitals in Kajiado County, Kenya is positively and significantly related. The study recommends the management of public hospitals should consider organizing for trainings and seminars for the employees as this will help to increase employee skills, loyalty and competence making them more willing to work harder for the success of the public hospitals.
Keywords: Career development, compensation, performance appraisals, recruitment & employee performanc
Strategic Leadership and Performance of Health Care Workers in the Northeastern Counties of Kenya
No full textThe Kenya Constitution in 2010 devolved health services provision to counties. Under the county governments, the provision of the health services have faced many challenges relating to human resource management, remuneration, service delivery and turnover hence begging the question as to whether counties have the capacity to manage the health function. Hence, the study sought to establish the relationship between strategic leadership and performance of health care workers in North Eastern Kenya counties. The study was anchored on the upper echelons theory. A descriptive cross sectional research design was used. The study target population was 3,000 Health care workers and 10 health managers in the counties. The sample size for the health care workers was 353 obtained using Yamane Formular. Besides, a census approach was undertaken for the health managers in the counties. The number of the health managers are few and manageable. Questionnaire was used to collect the data. Both descriptive and inferential analysis was done on the collected data. The study findings indicated that strategic leadership (idealized influence, vision development, inspirational motivation and contingent reward) is positively and significantly related performance of health care workers in North Eastern Counties of Kenya. The study recommended the management within the counties (health managers) need to exercise strategic leadership and all health professions be registered with a professional regulatory body. The health workers should be encouraged to remain in North Eastern regions despite the circumstances. The authorities mandated with quality health provision to coordinate and harmonize the development of health policies and laws that are effective and applicable to all.
Keywords: Strategic leadership, performance, health care workers, northeastern counties, kany
The Relationship between Employee Engagement, Job Fit and Job Performance: An Explorative Study
No full textThis study was conducted to examine what contributes to a satisfied employee by examining a number of factors such as job fit, good communication, appreciation and clear objectives. The study also looked at the roles of the organization and individual in employee satisfaction. This study discusses employee engagement, job fit, and how to develop a successful employee engagement program. Job performance, another key success factor for organizations, was also examined. The link between job fit and performance findings has been expounded and recommendations on what can be done to improve the variable relationship has been provided. This study provides compelling information that will help to understand the advantages of having satisfied and high performing employees as well as using the power of employee engagement to ensure business sustainability.
Keywords: Employee Engagement, Job fit and Job Performanc