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Influence of Trust as a Transformational Leadership Outcome on Performance of Staff in the Microfinance Institutions in Kenya
No full textTransformation leadership is presented through the ability of the leader to articulate a compelling vision for followers. A leader is trusted mainly because of his own level of determination and commitment to the vision. In Kenya, microfinance is a key sector in economic growth mainly because it targets the unbanked and marginalized people especially in the rural areas and thus has direct impact on poverty eradication. As a concept, microfinance has been accepted across the globe as a forum within which poverty can be eradicated and financial inclusion extended. However various challenges define microfinance today and present a leadership challenge that needs to be tackled for the sector to improve and deliver its mandate. The study specifically looked at effect of trust outcome on transformational leadership on staff performance in the Micro finance Institutions in Kenya. This research is key to Kenyan government as it supports to come up with a clear framework for regulation of microfinance sector and offer leadership in the entire financial sector. The study targeted institutions that were engaged in retail microfinance and that are members of Kenyan Firm of Microfinance Institutions (AMFI). Primary data was gathered from the respondents whereas secondary data was gotten from AMFI on performance of institutions. Analysis of unit was staff in microfinance institutions that were categorized in to three: the senior management with whom an in-depth interview was conducted, middle level manager and the other staff who participated in daily activities of microfinance who were involved in a self-administered questionnaire. Performance was assessed through the load that microfinance officers carry in terms of the outstanding loan balance, the number of customers that individuals in the organization have as well as the portfolio quality and turnover rates within the organizations. Stratified sampling technique was used to obtain sample and sample size determined using the Cochran formula to be 385 which was large enough to allow generalization. Descriptive approach used the pragmatic approach. A pilot study was carried out in Embu County to test data reliability of the data gathering tools. Data analysis was done using SPSS. A simple linear regression model that shows the relationship between variables was estimated. The findings revealed that trust has a positive and significant relationship with staff performance in microfinance institution. The study rejected the null hypothesis and concluded that trust influenced their performance in micro-finance institutions in Kenya. The study recommends that transformative leadership in micro-finance institutions should enhance trust that yields integrity, love, hope and faith which shall assure performance among the staff of the institution. The trust built should accord staff some level of goodwill that they can associate with leadership thereby making them more competitive.
Keywords: Staff Trust, Transformational Leadership, Staff Performance, Microfinance Institutions in Kenya
International Marketing Strategy and Firm Performance of Tour Firms in Kenya
No full textThe objective of this study was to determine the relationship between international marketing strategy and the performance of tour firms in Kenya. The international marketing strategy was measured along the dimensions of competitive pricing, product, distribution and promotion. The primary data was collected from CEOs and or MDs Marketing Managers, and Business or Operations Managers. Others were the Head of IT, Director of Client Relations and Senior Tour Consultants. The population comprised 270 firms that were members of the Kenya Association of Tour Operators (KATO) as of December 2016. Data was collected using both primary and secondary sources. Primary data was collected through a self-administered questionnaire while secondary data was collected through various publicly available sources. The reliability test was tested through Cronbach alpha and if the reliability coefficient was greater than 0.7, the instrument was considered reliable. Data analysis was done through descriptive statistics while simple and multiple regression was used to test the relationships of the hypotheses. The results showed that international marketing strategy has an influence that is significant on firm performance. Correlation analysis revealed that the relationship between a firm international marketing strategy and firm performance is strong, positive and statistically significant. The result was that 46.5% of the variation in firm performance was explained by changes in international marketing strategy. The model was also found to be of overall significance (F=81.773, p-value=0.000). The study further found that competitive pricing, product, promotion and distribution channel explained 52.3% of firm performance which meant that 47.3% would be explained by other factors. Competitive pricing and promotion on firm performance were found to be individually positive and statistically significant. The study has contributed to theory, policy and practice. It has also stated recommendations and has additionally made suggestions for future research.
Keywords: International Marketing Strategy, Firm Performance, Tour Firms & Kenya.
 
Relationship Between Reward Systems and Employee Performance in Large Commercial Banks in Nairobi City County in Kenya: Moderating Effect of Organizational Culture
No full textOrganizational culture has been considered as critical aspect to organizations. Organizational culture has a pervasive effect on an organization because it defines who its relevant employees, customers, suppliers, and competitors are, and how to interact with these key actors. The study sought to establish the moderating effect of organizational culture on the relationship between reward systems and employee performance in large Commercial Banks in Nairobi City County in Kenya. The reward systems included financial rewards, fringe benefits, recognition schemes and career progression. Cognitive Consistency Theory was used to inform the study. The study adopted a descriptive research design. Descriptive statistics was chosen since it utilizes data collection and analysis techniques that yield reports concerning the measures of central tendency, variation, and correlation. The combination of its characteristic summary and correlation statistics, along with its focus on specific types of research questions, methods, and outcomes necessitated the choice of this design. The study adopted a positivism philosophy. The target population was 22,856 employees working in the six selected Commercial Banks in Nairobi City County composed of both clericals and Management staff. Krejcie and Morgan sample size determination table was used to derive a sample of 377 respondents. Primary data was collected using structured questionnaires that had both close ended and open-ended questionnaires. Quantitative data were analyzed using SPSS. Test of hypothesis was done at 95% confidence interval. The study found out that Organizational culture was a significant moderating variable for financial rewards 0.02<0.05 and recognition schemes at 0.02<0.05. However, organizational culture did not have a significant moderating effect on fringe benefits 0.24>0.05 and career progression 0.32>0.05. The study recommends policy makers should come up with the policies that supports the culture of involving all employees and stakeholders since organizational culture since it has ability to shape organization’s capacity for and receptiveness to change as well as the ability to shape the speed and efficiency with which things are done.
Keywords; Reward Systems, Organizational Culture, Employee Performance, Commercial Banks & Nairobi City County, Kenya
Lewin's Theory of Change: Applicability of its Principles in a Contemporary Organization
No full textChange is one of the shared strand that is experienced in all organizations irrespective of organizational size, age or industry. The ecosphere is fast shifting leading to organizations quick adaption to this change. Those organizations that tend to navigate through change well succeed whereas those organizations that are not able, tend to struggle in their existence. How successfully change can be managed in organizations varies widely dependent on the type of the trade, the type of change, and the individuals who are involved in the change. Using any theory of change is useful since it will offer the leaders a roadmap to follow and the capability to ascertain the probable outcome (Michie & Johnston, 2012). Therefore, these theories are very helpful because change is difficult to implement especially if you are doing it blindly. Lewin's theory of change is one of the pillar theories that help individuals to better understand organizational change (Kritsonis, 2005). It was Kurt Lewin in 1951 who came up with this theory, but it still holds to date. This theory is commonly branded as the Unfreeze-Change-Refreeze that speak of the three phase procedure of change that is described by Lewin (Lee, 2006). Lewin was a physicist in addition to being a social scientist which abled him to explain organizational change by the use of an ice block changing shape analogy.
Keywords: Lewin's Theory of Change & Contemporary Organization
Effect of Organizational Factors on Employee Performance in Kenyan Universities Campuses; a Case of Nakuru County
No full textOrganizational factors are considered to be the key elements in achieving both psychological and professional security at work. This uplifts employee performance both quantitatively and qualitatively. The situation calls for the human resources to focus on establishing a conducive working environment for their employees and students in order to secure their loyalty. The purpose of this research was to determine the effect of organizational factors on employee performance in Kenyan public universities campuses in Nakuru County. It also delved on the control effect of work environment on the relationship between organizational factors and employee performance. The target population included managers, academic staff and non-academic staff in Kenyan public university campuses in Nakuru County. The study employed a survey research design with the sampling technique being stratified and census where a sample of 138 members of staff were selected. This design was selected due to its suitability in collecting detailed information from a small representative sample where inferences about the target population can be made with minimal margin error. The study established that leadership, training & development, organisational culture and organisational structure were all significantly related to employee performance. Similarly, the study established that work environment had a control effect on the relationship between organizational factors and employee performance. It was concluded that shared vision between leaders, faith and trust from the institution leadership, leaders encouraging employees to increase their conceptualization, comprehension, and analytical capability have impact on their performances. Encouraging trained employees to share what they have learned with other employees is of great importance to the organization and the trained employees too. The study recommends that Management should encourage openness, independent decision making and adherence to bureaucratic procedures. It should champion for employees to perform their duties in accordance with laid procedures and principles. Work life balance should be encouraged in organization for better performance.
Keywords: Leadership, Training & Development, Organisational Culture, Organisational Structure, Work Environment, Employee Performance and Kenyan Universities
Rate of Weight Gain in Malnourished Children in the Malnutrition Rehabilitation Program in Bobirwa
No full textThe rate of recovery from malnutrition is an important factor in malnutrition rehabilitation programs (MRPs). The longer a child stays in the malnourished state, the more the irreversible effects of malnutrition, especially regarding neurocognitive development, get established in the child. In Bobirwa District Botswana, it is not known to what extent and how fast malnourished children recover from malnutrition. The objective was to establish the rate and degree of weight gain in malnourished children on the program. Between August 2015 and August 2016, we enrolled 101 malnourished children in a prognostic cohort study. We tracked changes in anthropometric measures in the children. Subjects were followed for four months. The study found out that the weight after 4 months of follow up was significantly higher (t= -6.22 df=72, p=0.000, d=0.83), being 5.87% higher than the baseline. There was no association between age and degree of malnutrition (weight for age and height for age scores). There was no association between age and the degree of weight gain. The study showed no effect of food variety and weight gain. The study found no association between the type of caregiver and improvement in nutritional status. The study concluded that weight increased after 4 months is statistically significant. However, the rate of increase is only a tenth of the least acceptable rate. This means the program is performing poorly in rehabilitating malnourished children. Reorganization of the program, perhaps change of the feeding product, is recommended.
Keywords: Malnutrition, Child Growth, Infant Nutrition, Complementary Feeding & Child Health
Moderating Effect of Employee Competence on the Relationship between Employee Reward and Nurses Job Performance in Kenyan National Referral Hospitals
No full textEmployee job performance plays a critical role in firm's competitiveness, sustainability and continuous improvement and thus continues to fuel a great deal of research. Competences lead to flawless and accurate execution of tasks, quality awareness, analytical abilities and openness to change. Competences help employees act in an organized, objective, purposeful and responsible way and enhance creativity, sensitivity and good interpersonal qualities in the work context. The purpose of this study was to establish the moderating effect of employee competence on the relationship between employee reward and nurse job performance in Kenyan National Referral Hospitals. The study employed cross sectional survey research design. Descriptive statistics, correlation and regression techniques were used to analyze the data. The study found out that the relationship between employee reward and job performance is moderated by employee competencies. The results provided sufficient statistically significant evidence to signify a moderating effect of job competence on the relationship between employee reward and employee job performance of nurses in Kenyan national referral hospitals. Employee competence, significantly improves the influence of employee reward on job performance from 74.2 percent to 82.0 percent. Employee reward and employee competence together explain 82.0 percent of the variance in job performance.The moderating effect of employee competence, significantly improves the influence of employee reward on job performance. It can be concluded that firms attach much value to employee competencies since these contribute directly to how well a firm will perform. The government through the Ministry of Health, high education and other non-governmental partners should initiate training programs for employees to sharpen their skills.
Key Words: Employee Competence, Employee Reward, Job Performance, Kenyan National Referral Hospitals
Intervening Role of Operational Efficiency on the Relationship between Business Process Outsourcing and Performance of Oil and Gas Distribution Firms in Kenya
No full textThe Theory of Constraints and the Dynamics Capability theory propagate that firm.s resources and capabilities may vary significantly hence the need for adopting various operational efficiencies to improve the weakest chains in business structures to improve firm performance. The study determined the influence of operational efficiency on the relationship between Business Process Outsourcing and performance of oil and gas distribution firms in Kenya. The cross sectional descriptive survey research design where all the oil and gas distribution firms in Kenya registered with the Energy Regulatory Commission formed the study population. Primary and secondary data was collected through a semi-structured questionnaire. The unit of measurement in the study was the firm. Simple & multiple regression and correlation analyses were used to test the hypothesis. The findings provided satisfactory statistical evidence indicating that operational efficiency had a full mediation between BPO and performance. These results infer that operational efficiency fully mediate the relationship existing between business process outsourcing and performance of oil and gas distribution firms in Kenya. The alignment between BPO, operational efficiency and firm performance is critical in the outsourcing process hence the need to develop strategic outsourcing and its future core capabilities, firm structure and competitive position and adjust these to the long-term business strategy.
Keywords: Business process outsourcing, Operational efficiency, Performance, Firm Oil and Ga
Firm Characteristics and Financing of Working Capital Requirement in Organizations: A Case of Non-Financial Firms Listed At the Nairobi Securities Exchange (NSE)
No full textDecisions on financing of working capital requirement are very important because of their impact on profitability and liquidity of a firm. The firm therefore has to maintain an optimal strategy for financing working capital requirement that will enable it to maximize its value. The optimal strategy varies across firms and it depends on firm characteristics. The main aim of this study was to investigate the relationship between firm characteristics and financing of working capital requirement of non-financial firms listed at the Nairobi Securities Exchange. The specific objectives were to establish the effect of firm size, profitability, current assets and sales growth on financing of working capital requirement of non-financial firms listed at the Nairobi Securities Exchange. The study adopted a panel research design. The target population was 38 Nairobi Securities Exchange listed non-financial firms as at 31st December 2016 and 27 of these firms formed the accessible population for this study. The sample consisted of all the members of the accessible population and the sample period was from 2010-2016. Secondary data extracted from the published annual financial statements were used to compute the relevant measures of the variables and the data was analyzed using Eviews software. Panel diagnostics tests were done on the data to test for normality, stationarity, multicollinearity and to determine whether to adopt a fixed effects or a random effects panel regression model. Based on the results of the diagnostic tests, a fixed effects panel regression model was used to estimate the effect of explanatory variables on the dependent variable at 5% significance level. From the results of the estimation model, firm size was found to have a positive and significant effect on the financing of working capital requirement of non-financial firms listed at the Nairobi Securities Exchange while profitability and current assets had a significant and a negative effect. The results also established that the relationship between sales growth and financing of working capital requirement of Nairobi Securities Exchange listed non-financial firms was positive and insignificant. From the findings, it was concluded that firm size, profitability and current assets have a significant impact on financing of working capital requirement of non-financial firms listed at the Nairobi Securities Exchange. The study therefore recommends that as Nairobi Securities Exchange listed non-financial firms increase in size, they should use more short-term debt to finance their working capital requirement. It is also recommended that highly profitable firms and those with huge amounts of current assets in their asset structure should use less short-term debt to finance their working capital requirement. Finally, Nairobi Securities Exchange listed non-financial firms do not need to consider sales growth as an important factor when making decisions on financing of working capital requirement. The results of this study will assist firms in making decisions on the optimal working capital requirement financing strategy that maximizes the value of the firm.
Keywords: Firm Size, Profitability, Current Assets, Sales Growth, Financing Of WCR, Non-Financial Firms, NS
Investment Financing and Performance of Islamic Commercial Banks in Kenya
No full textInvestment financing is very important for good performance of Islamic commercial banks. Unlike conventional banks which depend heavily on the crutches of collateral and of non-participation in risk, Islamic commercial banks would have to rely heavily on project evaluation, especially for equity-oriented financing. Islamic commercial banks have continued to record decline in performance. For example performance of Gulf African banking reduced by 12 % in the year 2016 from the previous year 2015. This has greatly affected the saving rate of their customers. Most customers have also lost confidence in banking with those banks. The purpose of this study was to analyze the effect of investment financing on performance of Islamic commercial banks in Kenya. The study employed a descriptive survey research design and incorporated elements of both qualitative and quantitative approaches in terms of instruments and data analysis. The study population was the two fully fledged Islamic commercial banks which are First Community Bank Limited and Gulf African bank and five conventional banks that offer partial Islamic commercial banking (Barclays banks of Kenya, National Bank of Kenya, Diamond Trust Bank of Kenya, Kenya Commercial Bank and Standard Chartered Bank of Kenya). The study used primary data. The study used mean and percentages in this study. The study used Statistical Package for Social Sciences (SPSS) to generate the descriptive statistics and also to generate inferential results. Inferential included both correlations and regression. The study found that mortgage financing, equity financing and trade financing have a positive and significant relationship with performance of Islamic commercial banks. The study recommends that banks should make the interest rates for mortgages affordable so as to boost their performance. In addition banks should make the process of getting a mortgage in their bank is simple and short. The repayment period given to customers for the mortgage should be favorable. This will encourage customers to take the mortgage thus improving the banks performance.
Keywords: Investment financing, performance, mortgage financing, trade financing & equity financin