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Author: Agolla, James William

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Ministry of Finance (Kenya), Pensions Department ; Pensions ; Civil service ; Government employees ;

Abstract:

Pensions department, ministry of finance of Kenya. The general objective of the study was to determine the challenges. the government faces in the implementation of pensions strategy for civil servants ill Kenya. To achieve the main objective, a content analysis of major documents at the ministry concerning strategic planning was contacted. Interviews from key offices in the department of pensions at four main divisions that are centrally placed in strategic plans implementation processes were carried out to get an in-depth view of the challenges that hinder smooth implementation of a pensions' strategic plan. In its findings, there were challenges in organization structure, reward system, communications, policies, roles of change managers and political as well as corporate governance. The study could be of great significant interest to the corporate world in Kenya and may have generated new information that could be used for policy formulation by the government and its ministries in the republic. Clearly, the study points towards enabling policy makers and practitioners of strategic plans management carry out plans that are manageable in order to steer organizations carefully into future success. The research also advanced the work of previous scholars and academicians. In particular it gave a supporting point to the change management theory where it is imperative to have full involvement of staff in formation and implementation of strategic plans. Based on the research findings the study concluded that training and lack of incentives was a major factor that affected strategic change management at the ministry. The study recommended that training and a policy of rewarding should be highly considered by the leadership and management of Pensions department. Another recommendation pointed to the reforming of governance structures and promotional systems that would lead to motivated staff to steer the implementation of pensions strategic plan.

Author: Rutere, Moses Kithinji

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Timau Division, Meru County/Horticulture/Female employees/Employment/Women/Personal income ;

Abstract:

Despite modernization of production, horticulture remains a labour intensive sector, with labour accounting for 50-60 percent of farm costs. A significant amount of this employment is temporary and female. Gender segregation is common with men occupying more senior permanent positions and women concentrated in more insecure temporary positions. The temporary class of workers does not benefit from the security and legislated entitlements of permanent employment, and often do not even receive those benefits to which they are legally entitled as temporary workers. Better incomes and employment conditions are generally found at higher levels of the hierarchy .Workers at the lower end especially the non-permanent experience low wages and increasingly insecure employment. It is in this perspective that the research study intended to investigate what factors have contributed to these unfavorable labour conditions and how they affect personal income growth of women working in horticultural farms. The objectives of this study were to investigate the influence of training on personal income growth, influence of gender on personal income growth and influence of labour codes of practice used in the horticultural sector on personal income growth for women. Three farms were sampled using simple random sampling technique. A sample size of 100 workers was determined using stratified random sampling. These farms are located in Timau Division, Meru County. These farms were: Finlays, Tima and Lobelia. The research design employed was descriptive design. Data were collected using questionnaires and interview schedules. Data was analyzed using statistical package for social sciences (SPSS).Results was presented in frequencies, percentages and tables. The results of the study indicated that the kind of training offered had little influence on employees income. The influence of gender on income growth was pronounced. Most of unaddressed gender issues limited personal income growth of women. However labour codes of practice issues had strong influence on income growth of employees. Based on study findings it was revealed that when labour issues were addressed personal income of women would be enhanced. However recommendation were made for further research on areas that were not exhaustively researched on.

Author: Rugut, Angelah Cherotich

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Managers/Perceptions/Performance contracts/Ministry of Transport (Kenya)/Government employees ;

Abstract:

The goal of this study was to look at the top level management's perception on performance contracting at the Ministry of Transport in Kenya. The researcher adopted a case study research design which involved the use of an interview guide The target population constituted the heads of departments who form the top level management in the Ministry of Transport. Content analysis was used to analyse the data. The research findings show that a large portion of the respondents feel that the introduction of performance contracts has to a great extent led to improved service delivery. It was however noted that there is lack of commitment and support from the top leadership. Training of managers on performance contracting was perceived to be vital and helped them embrace the idea of measuring performance. Other research findings indicated that appraisal results/ ratings determine to a great extent whether an employee will be promoted or not. From the study findings the researcher concludes that the introduction of performance contracting in the public sector was an important milestone in performance management. For the Ministry of Transport to succeed in the implementation of the concept of performance contracting all staff in the Ministry have to be trained and sensitized on the importance of performance contracting. The Ministry's top leadership should embrace the idea of performance contracting and demonstrate commitment and support in terms of provision of resources. The researcher recommends that a reward system should be instituted and be effectively implemented. The Ministry should also consider introducing an internal reward system for best performers in each department. The Ministry should also consider introducing other ways of measuring performance for example the Balance Score Card (BSC).

Author: Simel, Martha Githinji

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employees/Perceptions/Performance management/World Bank Kenya Country Office ;

Abstract:

Effective use of performance management practices can help organizations to better understand its overall efficiency and effectiveness. Positive and negative feelings about one's job lead to job satisfaction and job dissatisfaction respectively. Today, employee perception towards performance management practices will boost their morale leading to increased productivity, job satisfaction, lower turnover, reduce absenteeism and improved quality of service. Negative perception will have the opposite outcome and create indifference towards performance management practices which will lead to staff preferring to maintain the status quo hence being a barrier to introduction of new technologies in the Bank as dictated by rapidly changing global environment. The population of the study was all employees of World Bank Group Kenya Country office. There is a total number of approximately two hundred employees in the Bank, divided into senior management, middle level management, supervisory and support staff (human resource enrollment register, 2010). The research used censer study because it enabled generalization of a larger population with a margin of error that is statistically determinable. Mugenda and Mugenda, (2003) posts that 50% of the population in each level was sampled and considered large enough to provide a good basis for valid and reliable conclusions. The quantitative data was analyzed through descriptive statistic techniques such as frequency distribution tables, summarized percentages, proportions, means and standard deviation. The data was presented using charts and tables. From the study it can be concluded that the perception of employees towards performance management is very critical in all organizations as this motivates them to achieve the goals set by the organization and the respondents agreed to the various statements that pertained with the planning and employee expectation.. observing individual performance, developing the capacity to perform and evaluating performance which are crucial to managing the output given by the employees of the World Bank, Kenyan Country Office.

Author: Wasilwa, Getter

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Sexual harassment/Women/Female employees/Kenyatta National Hospital, Nairobi, Kenya/Nairobi County/ ;

Abstract:

Ibis was a cross-sectional study on sexual harassment experienced by women employees .at Kenyatta National Hospital. The study sought to describe forms of sexual harassment, perceptions of harassment by women employees and the consequences of this harassment on them. The study was guided by the feminist theory on dominance and oppression and differing social locations for men and women. Data were collected through in .. depth interviews, key informant interviews and case narratives. Analysis was done through the thematic approach and content analysis, The study findings suggest that the research subjects see sexual harassment 3S'being manifested in the way their colleagues of the opposite sex touched their bodies uninvited, talked to them in sexually suggestive ways when unin-vited, pressured them to go for dates or demeaded sexual favours at the workplace. Incidences of sexually demeaning remarks, sexual teasing and uninvited jokes were found to be frequent within the work place. In addition, sexual' harassment was perceived by some employees as a means of winning the trast of'the supervisors leading to promotion. On consequences, there were mixed feelings of embarrassment, anxiety, resentfulness, loss ofinteN!lIf in work and nervousness, The study, therefore, concludes that sexual hafu,tmm.respectively affects women employees .at KNH and so needs to be stemmed and addressed in order to boost the productivity of the women employees.

Author: Wa-Mwachai, M A M

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Municipal employees/Perceptions/Motivation/Quality of service/Local government/Thika Municipality Public Health Department (Kenya)/ ;

Abstract:

All over the world, organizations exist and function In complex and dynamic environments. The dynamic environments require organizations to develop innovative ways of meeting the needs of the time and closing the gap between goals and actual performance. Most important among the measures taken by organizations, is to deliver quality services to their clients. Delivery of quality services is a key determinant of the survival of organizations. However, the level of achievement of organizational goals including delivery of quality services depends on how well the human resource is motivated. This study was an inquiry into employees' perceptions of the effect of motivation on service quality delivered to the public. The broad objective of the study was to explore the role of motivation on the quality of services provided by the public sector using Thika Municipality Department of Public Health as a case study. The specific objectives of the study included assessing the perceived levels of staff motivation in the Public Health department of Thika Municipality, investigating the perceived effects of motivation on the quality of services delivered to the public, assessing the perceived service quality, and exploring factors that affect staff motivation in Thika Municipality Department of Public Health The study used primary data to achieve its objectives. Primary data were obtained through direct interviews with the employees of Thika Municipality Department of Public Health. To enhance the reliability of data, triangulation of both quantitative and qualitative approaches were used. This means that survey questionnaires and interview guides were used to interview respondents and key informants respectively. Data collected were analyzed using both quantitative and qualitative techniques. The analysis of quantitative data involved use of descriptive statistics in form of percentages and frequencies. Content analysis technique was used to analyze qualitative data. The results of the analysis showed that motivation strongly influences the quality of services provided to the customers/clients. The study further revealed that several factors influence the level of motivation among employees. The factors identified include the work environment, tools and technology, relationships between co-workers, support by the management, salaries, and participation in decision-making and training opportunities among others. The study recommends that management should treat their employees well and fairly because the way employees are treated by the management has a direct impact on the quality of services delivered by the organization. Hence if employees are treated well, they will also treat the customers well. Organizations should also institute training programs for their employees. This should include formal classroom instruction that focuses on job skills and attitudes and the expectations of management, as well as on-the- job training that allows staff to learn about the organization and the work from interaction with co-workers. The management should also allow employees to think independently and participate in decision-making particularly those that most affect them. And finally, management should recognize and offer appropriate rewards to the employees who go an extra mile to provide good services. Similarly, those who work for extra time should be rewarded with appropriate bonuses.

Author: Shabaya, Isaiah

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employees/Attitudes/Performance contracts/Kenya Marine and Fisheries Research Institute/Research centers/Demographics/ ;

Abstract:

For many developing countries that include Kenya, the public enterprise is the major vehicle for economic development with responsibilities for the effective management of infrastructure activities. Lackluster performances of these entities lead to the adoption of performance contracting as a means of performance management. Performance Management is a key processes that, when effectively carried out.ehelps employees know that their contributions are recognized and acknowledged. This descriptive study set out to determine the relationship between employee demographic characteristics and employee attitude towards implementation of performance contracts in Kenya Marine and Fisheries Research Institute in Kenya. The population of interest was all employees of the agency. A sample of 125 employees was considered adequate for the study and primary data was collected by use of a questionnaire. Based on the study findings, employee age, employee personality, parentage and marital status are the demographic characteristics positively correlated to employee attitude towards performance contracting. Employee gender notably has no relationship with the attitude towards performance contracting but the levels of education negatively correlate to the attitude towards performance contracting. It is therefore concluded that for the success of the performance contracting process, employee demographic characteristics should be considered as a way of creation of ownership of the performance contract. There is also need to allocate adequate resources to achieve the set tarlSet which should also not be abstract or general.

Author: Kibaara, Kelvin Mwenda

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Tetu District/HIV infection/Diagnostic tests/Voluntary counseling and testing/Health education/Government employees/Disease control ;

Abstract:

This study sought to establish factors that influence uptake of HIV test among Civil servants in Tetu district specifically the study looked at the influence of HIV I AIDs knowledge and awareness, access to testing site, model of HIV testing employed and pretest counseling on HIV test uptake. HIV Counseling and testing is the key to HIV management and universal access to treatment. Research has demonstrated that over 230,000 lives were saved by increased enrollment of HIV positive people to care and treatment. This number would have been even higher if every person was able to know hislher HIV status and by extension enroll to care and treatment early enough rather than when the epidemic is at AIDS stage .. The study employed descriptive survey design where questionnaire was administered to the respondents as a tool of study. The sampling method used in the study was stratified random sampling of civil servants from various government departments to achieve a sample size of 80 person. Data obtained was checked and analysed using statistical package for social sciences (SPSS) and the result presented using tables. Ethical issues were put into consideration through observation of guidelines spelt out by the university, seeking of consent and confidentiality of respondent. The study found out that, 89% of civil servants have ever tested for HIV / AIDs at least once, while 11 % were never tested, 27% of civil servants had taken a HIV test at least 3 months prior to the study. The reason for not testing was 90 % fear of knowing the status and stigma from workmates while 10 % said it was not important. Most civil servants were Knowledgeable and aware of HIV / AIDS related issues attributable to training/seminars attended 77% and HIV / AIDs workplace policy 71% , however implementation of the HIV/AIDs policy is still low. Facility based model was know and utilized by majority of civil servants 97% and 72% respectively other model were averagely utilized with moonlight CT lowest at 17%. Most civil servants preferred testing within a health facility setting 64%. On Model of testing 69% strongly agreed that models of testing influences uptake of HIV testing, 8 percent agreed while only 11 percent disagreed. Testing site was easily accessible to civil servants with most testing site within 0 to 500 meter from the workplace 82%. Civil servants recommended that an ideal testing site should have integrated service easily accessible and should remain open after working hours. Majority of civil servants agreed that accessibility to testing site influences uptake of HIV / AIDS test. This study found out that 100% of civil servants tested were counseled during testing, 35 % strongly agreed that counseling influence uptake of HIV testing, 25% agreed while only 15% disagreed. In conclusion HIV/AIDs Knowledge and awareness is very high among civil servants uptake of HIV test is high although very few were tested at least 3 Months prior to the study. HIV/AIDs work place policy need to be fully implemented, there is need to intensify variant testing models such as mobile testing and self testing to adequately reach the population that does not utilize facility based testing. Testing site are within accessible distance to civil servants and pretest counseling is adequately employed to positively influence HIV uptake, more invention through use of leaflets at pretest counseling need to be employed to reduce counseling test time and achieve more HIV test uptake.

Author: Kangethe, Winnie W

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Expatriate employees/Barclays Bank of Kenya Limited/Management training/Managerial skills/Market entry/Market strategy ;

Abstract:

The study investigate on the use of expatriates by Barclays bank of Kenya to transfer managerial skills as an entry strategy therefore it provides additional knowledge to existing and future organizations on use of expatriates by Barclays bank of Kenya to transfer managerial skills as an entry strategy. Some studies have focused on the antecedents, or predictors, of entry mode choice, others on the specific factors that lead to equity investment as the preferred mode of entry. This study was conducted through a case study and it was considered suitable as it allowed an in-depth study of the subject on the use of expatriates by Barclays bank of Kenya to transfer managerial skills as an entry strategy. Primary data was used in this study. To achieve this, an interview guide was used to collect primary data. The study used content analysis for data analysis. The study found that expatriates to the organization included; enhanced organization performance through expatriates' sharing best practices they possess with the local staff, improvement of the quality of service through transfer of global skills and assisted the organization in cutting operational costs through enlightening the staff of ways to increasing efficiency in their operation. The study concluded that the benefits of expatriates to the organization included; enhanced organization performance through expatriates' sharing best practices they possess with the local staff, improvement of the quality of service through transfer of global skills and assisted the organization in cutting operational costs through enlightening the staff of ways to increasing efficiency in their operation.