54 Records out of 22207 Records

The Impact of reward systems on the achievement of business strategy : a case of Kenya Tea Development Agency

Author: Wangai, Catherine W.

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: ;

Subject Terms: Rewards/Employee morale/Strategic management/Tea trade/Business conditions/Kenya Tea Development Agency ;

Abstract:

ABSTRACT NOT AVAILABLE

Factors that influence employee performance in Kenya Wildlife Service

Author: Sokoro, James Mogaka

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employee morale/Motivation/Job satisfaction/Quality of service/Kenya Wildlife Service/Wildlife conservation ;

Abstract:

Understanding the factors that influence employee performance is vital because the organization will reinforce those factors to improve performance. State Corporations and Private Companies play a key role in the Kenyan economy; however adequate attention has not been focused on understanding the factors that influence employee performance. The main objective of this research was to determine the factors that influence employee performance in Kenya Wildlife Service. A survey questionnaire was designed and utilized to collect data regarding several factors that affect employee performance. The data was collected and analyzed statistically to support or reject the propositions in the research. The findings of the research indicated that seven factors predominantly influenced employee performance. The results provided support for the research proposal that a number of factors influence employee performance in Kenya Wildlife Service. From the study it was concluded that organizational factors such as the organizational structure, work environment, nonmaterial incentives, and individual factors such as knowledge, skills, attitude and rewards influence employee performance. This study examined factors that influence employee performance usmg a descriptive case study of Kenya wildlife service. To this end therefore the same study should be carried out in other organizations to determine if the same results would be obtained: The study used a sample size of 316 respondents and thus the study suggests that for other studies determining factors that influence employee performance, a larger sample size should be used to obtain more accurate conclusions on this subject.

Factors influencing employees' job satisfaction : a case of University of Nairobi Enterprises and Services (UNES)

Author: Wambugu, Catherine Wangui

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employee morale/Job satisfaction/University of Nairobi. Enterprises and Services/Colleges and Universities/ ;

Abstract:

The purpose of this study was to investigate the factors influencing employee's job satisfaction at University of Nairobi Enterprises and Services (UNES) which is the commercial arm of the University of Nairobi created to facilitate efficient use of institutional resources, including those represented by human capacity within the ranks of academia. To achieve this objective, the study explored four independent variables of job satisfaction, namely, training, remuneration, motivation and work environment while the dependent variable is job satisfaction among UNES employees. The rationale for the study was derived from the observation that some employees of UNES seem better adjusted and happy at work and are able to cope well with the demands of the company while others are not. Another observation was the management's new challenge at UNES to maintain a workforce that performs concertedly to achieve the company goals. This study, is based on a qualitative methodology. Data was collected using a questionnaire containing Likert scale type questions which were administered to staff members, where the researcher dropped and picked them after three days to allow the respondents' time to fill them. These questionnaires where then edited and the data collected analyzed using the SPSS computer package. The major findings of this investigation were that four factors, namely training, remuneration, motivation and work environment directly contribute towards employee's job satisfaction. The study recommends that interventions should be carried out to increase levels of job satisfaction among UNES employees this is important as job satisfaction has a strong correlation with job performance. It also recommends on how management can eliminate low motivation and job dissatisfaction amongst employees by reinforcing relevant human resources policies, improving working conditions and compensation.

The influence of quality of staff medical scheme on staff motivation : a case of Barclays bank of Kenya Ltd

Author: Kamau, Annie Hope Wambui

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Barclays Bank of Kenya Limited/Employee benefits/Health care policy/Employee morale/Commercial banks/Banking industry ;

Abstract:

The quality of the Staff Medical Scheme is an important component in the. Staff Motivation. Many organizations consider employee Motivation to be an important factor that contributes to their ongoing success, a medical benefit scheme can prove to be an important aspect for many employees. It largely determines productivity in the workplace and the reduction of high turnover as well as employee ownership of the company's values. The SMART card technology is being used by more companies worldwide as the medical industry seeks to curb fraud and costly administration. A host of factors influence Staff Motivation. This study therefore sought to examine the factors that influence of the Staff Medical Scheme on Staff Motivation using Barclays Bank of Kenya Ltd (BBK) as a case study. The study was geared towards determining the impact of the staff medical scheme on the staff of BBK who were selected randomly. The study assessed the staff medical scheme for BBK and whether it impacts staff motivation. The study was conducted using structured questionnaire designed to collect primary data from employees of BBK. Personal interviews were held with some management staff of the organization. The study examined how variables such as administration, guidelines, accessibility and the value of coverage influence staff motivation. The results will benefit the BBK management and staff by exploring how to improve the quality of the staff medical scheme and thus the bank. The study established that while majority of the respondents indicated that the current medical scheme was better than the previous one. They recommended changes to it that would increase their motivation. The changes included communication, increase the limits and review of the list of providers and alternatives to administration.

Factors influencing employee motivation at the Bamburi Cement Limited

Author: Kivuva, Catherine Njeri

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi, Jomo Kenyatta Memorial Library ;

Subject Terms: Employee morale/Motivation/Bamburi Cement Limited/Cement industry ;

Abstract:

Most companies today realise the importance of having a motivated workforce as it enables them to perform better at work and in the long-term, helps to boost growth of the organisation. The companies therefore strive to provide better working environments, employment contract terms, and welfare provisions as well as providing opportunities for employees to grow and nurture their talents. All this is done to attract and retain the best employees in the market. This research therefore seeks to answer the question: what is the effect of leasing out employees of Bamburi Cement Limited Kenya to partner organizations on their motivation. The research was conducted at Bamburi Cement Ltd to determine the factors that influence employee motivation among its staff. BCL has 550 permanent employees based in their Athi River, Upper Hill and Mombasa branches. Primary data was collected using structured questionnaires. The questionnaire which has two sections contained both close-ended and open-ended questions. The first section of the questionnaire contained questions on the bio-data of the respondents and the second section contained questions relevant to the objective of the study. Data was analysed and presented using descriptive statistics such as means, frequencies, percentages and standard deviations. From the study it can be concluded that there are several factors that affect employees' motivation in organizations which include supervision, employee development, pay and benefit, reward and recognition, work environment and these are well practiced in Bamburi cement Limited.

Motivation and satisfaction as functions of perceptions of reward : a case study of employees of Kenya Revenue Authority

Author: Kimiru, Veronica Wachuka

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Motivation/Job satisfaction/Employee morale/Perceptions/Kenya Revenue Authority ;

Abstract:

Kenya Revenue Authority (KRA), like any other public organization, despite establishing reward systems to improve its employees, its employees have been criticised of being lazy, corrupt and that they lack professionalism in their work (Abuga, 2007). The Authority is thus under constant pressure to revise its benefit offering to staff, which includes a reward and recognition programme that staff buy-in too, is satisfied with and which is linked with the organisation's strategy. Therefore, the aim of this study was to investigate the role played by perceptions of reward on motivation and job satisfaction of employees at the Kenya Revenue Authority. This study was a descriptive survey research design. The population of interest is all 2800 employees at KRA. A sample size of 280 employees was selected using multistage sampling technique for the purpose of this study. Primary data was collected using questionnaire. The questions were both open-ended and close-ended. The questionnaires were administered through drop and pick method. Descriptive statistics in the form of mean, frequency and percentage was used to describe the data. The mean score for each department was calculated and the standard deviation used to interpret the respondents deviation from the mean. Pearson Product-Moment Correlation statistic was used to determine the relationship between the independent and dependent variables. The results were presented on frequency distribution tables and bar charts. The results revealed that there is a significant relationship between all eight of the subdimensions of work motivation and satisfaction, that include work content, payment, promotion, recognition, working conditions, benefits, personal, leadership (level of satisfaction with the organisation). The results indicate that there is a significant statistical relationship between all of the eight dimensions of the motivation and job satisfaction and reward. It is evident from the study that reward systems influence employee motivation and satisfaction. It was also significant to discover that there is a direct and positive relationship between reward systems and job satisfaction and motivation, and employee performance. Therefore, KRA could benefit by focusing on the factors that positively impact employee motivation and job satisfaction. There is need therefore for KRA to reward and recognition its employees in order to motivate them and enhance the job satisfaction.

Perceived relationship between motivation practices and employeee productivity in Kenya Commercial Bank (KCB) Limited

Author: Kinoti, Lydia Kanana

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Motivation/Commercial banks/Productivity incentives/Employee morale/Productivity/Kenya Commercial Bank/Banking industry ;

Abstract:

Employees in any organisation need to be satisfied with their jobs in order to be productive. Motivation practices ensure customer service quality, and contributes to employee retention and commitment. Lack of motivation in return affects productivity . The objective of the research paper was to determine the perceived relationship between motivation practices and employee productivity at KCB. Primary data was used for this research and data was collected using a semi-structured questionnaire. The target population was the top level managers, middle level managers, clerical staff, contract staff and support staff respectively. It was established that the respondents agreed that the management provided opportunity for them to develop personally and professionally, they also agreed that training opportunities increased employee motivation. The study established that the employees thought that job security offered them job satisfaction and motivation. The results from the Pearson moment correlation coefficient established a positive relationship between motivation factors and employee productivity at KCB. The correlation matrix indicated that compensation was highly correlated with conducive working environment (.627) and also highly and positively correlated with interesting and challenging work as indicated by a coefficient of (.793). Employee productivity was highly correlated to compensation (.698) and conducive working environment with a coefficient of (.735). The study recommends compensation, conducive work environment, interesting and challenging work, training opportunities, and job security as the key motivators and for high output from the employees, organisations should implement them, as this would boost their morale which would lead to high efficiency and effectiveness.

Factors which affect staff motivation at Nairobi City Council Health Centers

Author: Njuguna, Mary M.

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: ;

Subject Terms: Employee morale ; Motivation ; Nairobi City Council ; Health facilities ; Nairobi, Kenya ;

Abstract:

ABSTRACT NOT AVAILABLE

Perceived effect of performance management practices on employee satisfaction at Swedish Cooperative Centre

Author: Nderitu, Lilian Gathoni

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Effects ; Performance management ; Employee morale ; Job satisfaction ; Swedish Cooperative Centre ;

Abstract:

Performance management is one of the key Human Resource Management function and it highly involves both the employee and the manager to implement them. It is concerned with satisfying the needs and expectations of organizations stakeholders? owners, management, employees, customers, suppliers and the general public. However their ability to apply their skills, knowledge and work effectively together as a team is enhanced and improved over time through performance management systems and practices. Performance management is a system that affects everyone, one key question that may be asked. is the organization realizing results from its existing performance management system? There has been confusion around the tenn performance management, with the term being substituted for tools of performance management such as performance appraisal or perfonnance related pay. The aim of this study was to assess the perceived effect of performance management practices on employee satisfaction at Swedish Cooperative Centre. This was a descriptive survey and data was collected from all the employees by use of a questionnaire and was analyzed through quantitative analysis. This study found that only some of perfomance management practices namely; Training and development, career development, performance related pay and rewards seemed to satisfy the employees. Even though the rest of the performance management practices were present in the organization they did not seem satisfy the employees or were not significant. They included Performance agreements, performance planning, managing perfonnance throughout the year and reviewing performance. There was a link between years of service in the organization and some of the perfomance management practices whereby majority of the employees who had stayed in the Organization for more than 10 years seemed to be satisfied with the Training and development, rewards, performance related pay and rewards. This led to the conclusion that over the years the performance management practices gain familiarity to the employees. However the researcber recommended creation of a well-structured performance management process that will help both the Organization and employees in terms of improving the overall performance and communication. Communication will ensure that the employees are aware of the existing performance management practices and how they can use that for job satisfaction throughout their time with a given organization.

The effects of retrenchment prospect on employee morale, a case of Rift Valley Railways, Kenya

Author: Mohamed, Fowzia Bashir

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Rift Valley Railways, Kenya ; Employee morale ; Downsizing ;

Abstract:

The purpose of this study was to investigate the effect of retrenchment on employee morale A case study of Rift valley Railways (RVR) Kenya. The overall Research problem is that despite an increase in retrenchment exercise in many business organisations in the world, there is a possibility of employee retrenchment having an effect on the morale of existing employees and even scaring off potential employees. Retrenchment in RVR has not solved any problem but instead the work force and operations are shrinking. Retrenchment may create demoralisation, dampen organisational productivity and discourage the Organisation's most talented and productive members. Permanently employed staffs were considered in this research for the purpose of collecting data. Total sample sizes of 132 employees out of 200 employees in total at the RVR Headquarters in Nairobi were selected using stratified random sampling .The data was collected through the use of questionnaires. The researcher used a case study design and the literature review was based on the effects of retrenchment on employee morale. The study was guided by four objectives which are; To assess the effect of communication before, during after retrenchment in RVR on employee morale, to find out the effect of involvement of employees before, during and after retrenchment on employee morale, to establish the effect of changes in scheme of service before, during and after retrenchment in on employee morale, to find out the effect of human resource practices before, during and after retrenchment on employee morale and to inspire a series of other researchers to build on the recommendations given after the research. The primary data comprised of information gathered from the respondents through questionnaires in Rift Valley Railways. Secondary data comprised of information from already published materials, journals, newspapers and internet on retrenchment. Frequency distribution tables were used where applicable. Means and tables were used because they are easier to read and interpret by variety of readers. Quantitative analysis required the use of computer spread sheet hence statistical Package of Social Sciences (SPSS) was used. Responses of open ended questions were analysed manually by coding and sorting out into themes and put into means and tables and reported by descriptive narrative and the results of the study were compared with literature review.