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Influence of Accountability on Policy Implementation in Public Sector in Kenya
No full textPublic policy implementation is important since it shapes our daily lives and welfare of our societies and might lead to peace and harmony or lead to war and chaos with far reaching consequences. However, problems associated with policy implementation occur when the desired result on the target or beneficiaries are not achieved. Reforms that seek to disconnect policy implementation from political matters may face a more difficult task than had been thought. The study endeavored to determine if accountability influences policy implementation in public sector in Kenya. A descriptive correlation research design was adopted and the target population included 20 ministries, 153 parastatals and government agencies. The study adopted a census technique with respect to the unit of analysis which is the public sector. Questionnaires were used for data collection and pretested for validity and reliability. Data analysis was performed using descriptive and inferential statistics. Findings indicated that there was a linear positive relationship between accountability and Public Policy Implementation which means that an increase in accountability would lead to a linear increase in Public Policy Implementation. The study concluded that accountability was important factor that affects effective public policy implementation in the public sector. The study recommended that the government should have effective mechanisms that obligate public sector entities to the citizens and other stakeholders to account, and be answerable, for their policies, decisions, and actions, particularly in relation to public finances.
Keywords: Accountability, Governance, Public policy and Implementation
 
Effect of Employee Participation on the Adoption of Total Quality Management by Multinational Firms in Nairobi City County, Kenya. A Case of General Motors East Africa Limited
No full textThe study examined the effect of employee participation on the adoption of total quality management by multinational firms in Nairobi City County, Kenya. The study focused on multinational firms in Kenya that have adopted Total Quality Management using a case study of General Motors East Africa to determine the effect of employee participation in the adoption of Total Quality Management. The study utilized a descriptive research design. The population for this study constituted all 326 employees and a sample of 176 was used as respondents. Questionnaires were used to obtain quantitative and qualitative data for analysis which was further validated pilot study. Information was sorted, coded and input into the statistical package for social sciences for production of graphs, tables, descriptive statistics and inferential statistics. A multiple odd ratio regression model was used to test the significance of the influence of the independent variables on the dependent variable. The study found that team cohesiveness had a significant effect on adoption of total quality management, consultative committees had a significant effect on adoption of total quality, employee innovation had a significant effect on adoption of total quality management and employee shareholding had a significant effect on adoption of total quality management by multinational firms in Kenya. The study recommends that team be encouraged for better decision making, better customer delivery and creates job satisfaction among the employee. Consultative committee should meet regularly on staff matters, diversity in committee meetings be tolerated and cherished. Employee innovative ideas should be well natured to improved product development, quality production, application techniques, and operational efficiency.
Keywords: Total Quality Management, Employee Participation, Team Cohesiveness, Consultative Committees, Employee Innovation, Employee Shareholding, Multinational Firms and General Motors East Afric
Influence of Financial Reward on Employee Performance in Large Commercial Banks in Nairobi City County in Kenya
No full textThe banking industry has developed a culture based on performance, rewards and compensations. Employees are feeling the pressure of the ever-rising targets from the employers. Employers have become more aggressive about restructuring work in ways that push for higher productivity supported by an array of technologies and management practices. The study sought to determine the effect of financial reward on employee performance. Operant Conditioning Theory on financial rewards was used to inform the study. The study adopted a descriptive research design. Descriptive statistics was chosen since it utilized 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. The study conducted various tests including normality test, multicollinearity, stationarity, heteroscedasticity and autocorrelation tests. Factor analysis was carried out among corresponding questions to allow formation of factors with the highest Eigen values. Test of hypothesis was done at 95% confidence interval. The study established a positive and significant relationship between financial reward and employee performance (r=0.427, p=0.000), the alternate hypothesis was not rejected. Based on the findings, the study concluded that financial reward has a positive and significant effect on employee performance. The study recommended for management to consider the many factors involved in a complex and dynamic situation before making decisions on financial rewards that will influence the effectiveness, efficiency and ultimately the sustainability of their organizations.
Keywords; Financial Rewards, Employee Performance, Commercial Banks & Nairobi City County, Kenya
Influence of Result Oriented Employee Appraisal on Performance of Public Servants in Vihiga County, Kenya
No full textThe purpose of this study was to determine the influence of result oriented employee appraisal on performance of public servants in Vihiga County, Kenya. The study adopted descriptive and explanatory survey design. This study targeted 359 heads of sections, 25 ward administrators and 8 members of the public service board. To ensure equal representation of individuals in the study stratified Random Sampling that involves dividing the population into two subgroups and then taking a simple random sample in each subgroup was used. To this regard, the study used a sample size of 183 heads of sections and 13 ward administrators. Further, purposive sampling was used to select the eight members of the public service board as key informants for the study, since they were expected to provide in-depth information relevant to the study. After data collection, the filled-in and returned questionnaires were edited for completeness, coded and entries made into SPSS. The descriptive analysis involving frequencies, percentage, mean and standard deviations were used as measures of central tendencies and dispersion respectively. A simple regression was also used to test the combined effect of all independent variables. The findings were presented in forms of Tables and charts. The study found out that there was a positive and significant relationship between results oriented employee appraisal and performance of public servants (B=0.406, p=0.000). The study concluded that appraisal forms in the county are completed by the line supervisor, which is then forwarded to the department's chief officer for approval, further transmission to the director of HR who consequently uses the content for effecting promotion, training and employee selection among others. The study recommended that employees should be involved in the entire appraisal process by allowing them to set their targets in line with organizational strategies as well as stating the resources needed to attain the set goals.
Keywords: Result Oriented Employee Appraisal, Performance of Public Servants and Vihiga County, Kenya
Effect of Reward on Nurse 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. A significant number of studies propose that reward predict employee job performance. Effective reward enables firms to attract, engage and retain key staff to achieve strategic and financial goals. The purpose of this study was to determine the effect of employee reward on nurse's job performance in Kenyan national referral hospitals. The study employed cross sectional survey research design. The study found out that extrinsic and intrinsic reward is positively and significantly related to employee job performance, however extrinsic reward (77.3%) influenced job performance to a great extent as compared to intrinsic reward (64.9%). The study concludes that employees reward significantly enhances employees' performance. Rewards are very essential in the organization to support confidence and to establish humanity between rewards are given to motivate employees in safeguarding complete obligation to their work in the economizing stage so that employees well perform own jobs. The management of referral hospitals should set reward systems and programs that link the type of rewards given to encourage performance based results. Thus the higher the rewards perceived by employees, the greater the motivation to work smart for better service delivery. In shaping people results and performance, therefore, rewards should reinforce individual motivation.
Key Words: Employee Reward, Job Performance, Kenyan National Referral Hospitals
Strategic Leadership: Its Integration with the Church Leadership
No full textStrategic leadership is concentrated on those leaders who have general accountability of an organization such as, top management team, executives and board of directors (Phillips & Hunt, 1992) both in the business arena and the church as well. Strategic leadership is analogized with supervisory theories of leadership and so supervisory leaders focus on directing, supporting and building staff while strategic leaders focus on creating organization's purpose and meaning which can enable the church to remain alive and vibrant all through. Churches are not just businesses, institutions or organizations. Churches are very special because they are assemblies that have been called out by legitimate authority (Austin-Roberson, 2009). Much as the church is organized into local assemblies across the world, it is much more than an organization because it has a spiritual constituent that brands it exceptional form the rest of the other organizations. The spiritual and sacred nature of the church affects every aspect of the church's organizational life right from its mission to the structure and the systems employed to fulfil its mission (Jeavons, 1994). The more reason as to why the need for strategic leaders is more real now more than ever before in the history of the existence of churches.
Keywords: Strategic Leadership & Church Leadershi
Strategy Implementation and Financial Performance of Finance Institutions in Kenya: A Case of Shelter Afrique
No full textFirms operate in a turbulent and dynamic business environment characterized by fast-paced and constant changes that calls for new strategies. Organizational financial performance defines the competitiveness, economic interests of the company's management, potentials of the business and reliability of the present or future contractors. Financial performance analysis identifies an organization's weaknesses and strengths, and this contributes to the management, shareholders and the public. This study was guided by three main objectives; to determine how organizational culture affects financial performance, to assess the role leadership plays in enhancing financial performance and to establish the effect of resources on financial performance in Shelter Afrique, the Pan-African Housing Finance Institution headquartered in Nairobi, Kenya. A theoretical review, empirical review, critical review of literature, knowledge and the conceptual framework was also provided. A census was conducted on 55 employees of Shelter Afrique based at the Head Office. The findings indicated that strategy implementation had a significant positive effect on the financial performance of Shelter Afrique. Aspects on resources, leadership and organizational culture enhance an organization's competitive advantage thus improving its financial performance. The study also recommended that management needs to set high performance systems to enable employees to achieve their strategic goals thus enhancing the overall performance of the organization.
Keywords: Leadership, Resources, Culture, Financial Performanc
Project Identification and Initiation Practices on the Success of CDF Construction Projects in Kenya
No full textThe purpose of this study was to examine the influence of project identification and initiation practices on the success of Constituency Development Fund (CDF) construction projects in Kenya. The study was pegged on Theory of Constraints. The target population were the project team implementing construction projects. The Counties were randomly selected from the regional boundaries and a minimum of three constituencies were randomly picked from each County. The unit of analysis was taken to be the completed and ongoing CDF construction projects and the unit of observation was the project team consisting of CDF staff and CDF committee members as well as project team members. Stratified random sampling was used to sample the CDF projects. Purposive sampling was used when getting information from the experts. Data was collected using questionnaires. The coefficient of determination showed that project identification and initiation explain 43.4% of success of CDF projects. The study found out that project identification and initiation practices have a positive and significant effect on the Success of CDF Construction Projects in Kenya (B=0.519, p=0.000) The Beta coefficients results showed that a unit increase in identification and initiation practices lead to an increase of 0.519 in success of CDF construction projects. Regression of coefficients results after moderation showed that the interaction between project identification and initiation practices and project environment significantly influenced the success of CDF construction projects, (B=0.076, p=0.000), therefore, project environment moderates the relationship between project identification and initiation practices and success of CDF construction projects in Kenya.
Keywords: Project Identification, Initiation Practices, Success of CDF Construction Project
Influence of Corporate Governance Practices on Management of Public Technical Training Institutes in Nairobi City County, Kenya
No full textThe purpose of this study was to investigate the influence of corporate governance practices on the management of public Technical Training Institutes in Nairobi City County. The study objectives were; to determine the extent to which selection criteria of BOM members influence the management of public Technical Training Institutes in Nairobi City County and to establish the extent to which proper financial record keeping influence the management of public Technical Training Institutes in Nairobi City County. The study employed descriptive research design to determine corporate governance practices influencing management of public technical training institutes in Nairobi City County. The target population was three Technical training institutes in Nairobi City County. The study therefore targeted 54 BOMs, 3 bursars and 3 principals. The units of analysis were Board of management members, principals and bursars for the three public technical training institutes in Nairobi City County. Since the population size for principals and bursars was small, census technique was adopted to select a sample of 3 principals and 3 bursars. Simple random sampling technique was used to select a sample size of 51 Board of Management members. Primary data were collected through the use of semi structured questionnaires and interview guides. Content validity was used by the researcher to check whether the items in the interview guides answer the research objectives. The results of the study indicated that the Technical training institutes where Board of management selection criteria was effective managed schools better than those whose selection criteria were not effective. Further, TTIs where financial record keeping was fair was characterized by fair management than those institutes that had a better financial record keeping. Based on research finding it can be concluded that Board of management selection criterion and financial record keeping. It is recommended that the management of the technical training institutes ensures that only competent and qualified Board members are selected to manage schools. Evidence shows that effective school boards may contribute to the success of their schools. It is also recommended that the school adopts a better financial management system.
Keywords: Selection criteria, BOM members, Management of Public Technical Training Institutes, Financial record keeping and Nairobi City Count
Effect of Financial Access and Technology Adoption on the Performance of Family Owned Matatu Businesses in Nairobi; Kenya
No full textMatatus are the informal industry in Kenya that provide service to millions of people each day and are essentially the backbone of the transportation system in Kenya. It account for an estimated 80% of the total public transport in the country. Nevertheless, there is lack of proper management skills by the owners especially in the family owned Matatu business, total failure by the regulatory authorities in properly playing their part, and excessive interference by various tertiary unauthorized groups are some of the features manifested in the public transport sector in the country. Premised on these phenomenon, the study established the effect of financial access and technology adoption on the financial performance of family owned Matatu business in Nairobi Kenya. The study employed descriptive research design. The target population of the study included of 7000 Matatu owners in Nairobi and a sample size of 364 registered Matatu owners were selected using random sampling method. Questionnaires were used to collect data that was analyzed using descriptive and inferential statistics. A multiple linear regression analysis model was used to determine the relationship between financial access, technology adoption and the financial performance of family owned Matatu business. Findings indicated that financial access and technology adoption had a positive and significant effect on the performance of family owned Matatu Business in Nairobi. The study concluded that financial access and technology adoption were a decisive field within the environment of the Matatu business.
Keywords: Financial access, Technology adoption, Performance, Family-owned and Matatu secto