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Value- based Leadership Strategies and County Government’s Performance in Kiambu County, Kenya
(Kenyatta University, 2024-02) Chege, Godfrey Hinga
Due to subpar performance, county governments in Kenya delivered fewer services, as indicated by data from the World Bank. According to the report from the controller, Kiambu county recorded a relative decrease in the timely and quality delivery of services, reduced citizen participation in project/program prioritization, and ineffective use of county revenues in the financial year 2017/2018 to 2020/2021. Value-based leadership practices played a key role in the majority of the best-performing counties in Kenya. Despite the significance of value-based leadership, its effect on the performance of county governments was not clear due to a scarcity of empirical literature. The research aimed to determine how the performance of the County Government of Kiambu was affected by value-based leadership. The study's specific goals were to establish the impact of innovative leadership strategies, employee inclusivity, and leadership communication strategies on the performance of the County Government of Kiambu, Kenya. Stewardship theory, agency theory, and stakeholders theory served as the study's guiding principles. Cross-sectional survey designs that were both explanatory and descriptive were employed. A sample of 80 respondents was used. To achieve a representative sample, the study used stratified random sampling for the counties. The study's data collection made use of both closed-ended and open-ended questionnaires. Descriptive and inferential statistics were used. Descriptive statistics included mean, frequencies, and standard deviation. Inferential statistics included regression and correlation analysis. The inferential analysis was interpreted using a 0.05 significance level. To ensure further data analysis triangulation, various statistical methods were applied, including factor analysis as well as descriptive analysis. The study used regression models for testing the association amongst the variables of the study. The study found that there were generally positive perceptions with some variability, particularly in the board's allowance for employees to attend duties without prejudice. High mean scores across various aspects, indicating a positive perception of innovative leadership practices within the organization. Generally positive perceptions with some variability, particularly in the respect and support for the responsibilities of every stakeholder. High mean scores with low standard deviations, suggesting a generally positive perception of leadership communication within the county. The findings reveal a generally positive perception across various aspects of leadership within the organization. While respondents believe in fair treatment, there's room for improvement in the board's communication. The positive perceptions of consensus orientation, innovative leadership, inclusiveness, and leadership communication contribute to a favorable organizational climate. The following recommendations were suggested; strengthen board communication and implement training programs on consensus orientation and fair treatment, encourage continuous innovation initiatives, provide training for employees on innovative platforms, develop stakeholder engagement programs, provide continuous communication training for leaders and establish regular feedback mechanisms.
Health Management Information System Capabilities and Performance of Catholic Mission Hospitals in Selected Counties in Kenya
(Kenyatta University, 2024-11) Gitahi, James Wangai
Hospitals have embraced technology in response to the growing use of information technology in the healthcare industry by implementing health management information systems and leveraging their capabilities, which helps automate most of their processes. Even with the substantial investments made in technology, hospitals continue to struggle with performance. This study sought to establish the relationship between the capabilities of health management information systems and performance in the Catholic Mission hospitals in selected counties in Kenya. The study's specific objectives were to determine the effect of digital infrastructure, data storage, information security, and management support on the performance of Catholic Mission hospitals. The study was informed by five theories: Human-Computer Interaction, Performance Theory, Resource-Based View Theory, Technology Acceptance Model Theory, and Unified Theory of Acceptance and Use of Technology. The study used a descriptive research design. The target population comprises Managerial and non-managerial system users and ICT staff from twenty Catholic Mission Hospitals in four Selected counties in Kenya: Nairobi, Kajiado, Machakos, and Kiambu. From an average population of over three hundred staff members per hospital, a sample size of 150 respondents composed of ICT specialists from Catholic Mission Hospitals in the selected counties in Kenya was adopted in the study to represent the entire population. The study adopted stratified random sampling where the population was grouped per hospital, and six respondents were sampled. The study revealed that Digital Infrastructure significantly influences the Performance of Catholic Mission Hospitals (β=0.252; p=0.000). Furthermore, Information Security significantly affects Performance (β=0.181; p=0.000). Moreover, the study found that Data Storage (β=0.286; p=0.000) and Management Support (β=0.321; p=0.000) significantly contribute to performance. The study concludes that an organisation's digital infrastructure is crucial to success. Thus, hospitals can securely distribute, store, and monitor patient data throughout their operations if they have robust hardware and software infrastructures. Furthermore, the ability to retrieve and share patient health records highlights the importance of health information management system capabilities. For this reason, cyber security is essential to protecting people and businesses from hackers and other cyber security threats. Thirdly, organisations must protect sensitive information against unauthorised access and data breaches by taking the appropriate security measures. In conclusion, the performance of an organisation is influenced by four critical success factors: digital infrastructure, information security, data storage, and managerial support. The study recommends strengthening an organisation's digital infrastructure to provide innovative solutions for effective performance. Hence, digital platforms can support sustainable business practices by offering new frameworks for structuring businesses. Secondly, organisations must strengthen system security for passwords, usernames, authentication, and backups to improve productivity and system resilience. Thirdly, companies must implement reliable data processing infrastructure, communication networks, and data retrieval systems to stay competitive. Finally, companies must prioritise employee competency through training and appropriately and adequately allocate resources to gain a competitive edge.
Selected Human Resource Management Practices and Employee Performance in State Department of National Registration Bureau, Nairobi Kenya
(Kenyatta University, 2024-06) Gisiora, Marion Nyakerario
The department plays a crucial role in society, as individuals are unable to do significant tasks that necessitate personal identification without possessing an identity card. The occurrence of service delivery delays resulted in a significant number of grievances expressed by politicians during the electoral campaign, when the possession of an identity card was a prerequisite for voter registration. Furthermore, according to the Ethics and Anti-Corruption Commission, the department in question was identified as the least performing department within the Ministry of Interior. Objective of the research was aimed at examining selected HRM practices and performance of employees at the Department of National Registration Bureau. Specific objectives encompassed investigating the effect of recruitment practices, training, compensation lastly, job recognition practices towards performance in State Department of National Registration Bureau. This research was grounded in the theory of resource-based view theory, social exchange theory, human capital theory, equity theory and expectancy theory of motivation. The research utilized a descriptive research design. The population of the study consisted of the 406 employees at State Department of National Registration Bureau. The individuals comprising the senior, middle, and junior management teams at the Nairobi Office are encompassed within the aforementioned. The sampling technique employed involved the use of a stratified random sampling technique. The sample size consisted of a total of 81 staff. The chosen approach for data collection involved questionnaires. The attainment of content validity for the research instrument was achieved by the implementation of a pilot study. Furthermore, the confirmation of instrument reliability was achieved by testing questionnaire based on basic requirement of 0.7 Cronback Alpha test. The data underwent a descriptive statistical analysis using the Statistical Package for the Social Sciences (SPSS) to ascertain measures of central tendency and dispersion. The presentations utilized tables. The study's findings may have practical implications for various stakeholders, including the State Department of National Registration Bureau, human resource professionals, policymakers, HR recruitment agencies, and researchers. These stakeholders can utilize the study's results to formulate effective strategies aimed at enhancing employee performance. Moreover, the study's findings may assist the ministry in effectively addressing any existing employee performance concerns. According to the findings of the study, there was a significant and positive correlation between recruiting practices and employee performance at the Department of Kenya National Registration Bureau, with a coefficient of 0.115, a t-value of 0.885. Findings demonstrated that there exists a significant and positive correlation between the compensation practices offered to employees and their performance at the Department of Kenya National Registration Bureau (β) 0.272, t=4.172. Lastly, A positive and statistically significant relationship exists between job recognition and employee performance at the Department of Kenya National Registration Bureau, as indicated by the coefficient (β) of 0.731, the t-value of 6.032. The study recommends that the management should ensure that they put in place strategies of attracting best candidates with best skills and ensure that same candidates are subjected to proper screening to that the management may confirms the stated skills are actually possessed by the candidate. Management should consider training their staff in skills that are deficient within the organization in order to achieve high goal levels.
Innovative Project Management Practices on Project Performance of Healthcare Organizations: The Case of Smart Applications Limited
(Kenyatta University, 2024-05) Githara, Georgina
Effective project management stands as a cornerstone for organizational growth, particularly in the healthcare sector where innovative practices are imperative for delivering high-quality services. Despite advancements, challenges persist, including technology project failures, inadequate research, and issues of transparency. Smart Applications Limited, a provider of ICT services, operates within this dynamic environment, facing pressures to adapt to disruptive digital technologies while ensuring project success. This study seeks to examine Smart Applications Limited's experiences in managing healthcare technology projects and the effects of innovative project implementation on the firm's financial health. The research objectives focus on investigating the impact of agile management practices, evaluating the benefits of implementing ERP systems, analysing the effectiveness of automated project team coordination techniques, and assessing the relationship between proactive risk management and project performance. Adopting a mixed-method research design, this study integrates quantitative and qualitative approaches to gain comprehensive insights into project management dynamics. The target population comprises
60 project managers within Smart Applications Limited, with data collected through questionnaires. Utilizing the census sampling technique ensures the inclusion of all managers from relevant departments. The study employs the multiple regression model to establish correlations between project management styles and performance indicators at Smart Applications Limited. By addressing these objectives, this research contributes to filling the existing gap in understanding success factors for project implementation in the healthcare sector. Through insights gained, Smart Applications Limited and similar organizations can enhance their project management strategies, fostering sustainable growth and resilience in an ever-evolving healthcare landscape
Principals’ management practices and their influence on enrolment and retention of learners with special needs in public secondary schools in Nairobi City County, Kenya
(Kenyatta University, 2024-10) Kiagiri, Salome