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Managerial Capabilities and Performance of Kenya Railways Corporation, Kenya
(Kenyatta University, 2025-03) Some, Raymond K.
One of the corporations that has portrayed poor performance as a result of managerial issues is the Kenya Railways Corporation. This entity was forced to engage in restructuring as a result of poor performance. This resulted in some long-serving managers given the option of accepting junior positions or exit. The shaking up of the top mantle at Kenya Railways is an indication of lack of optimal managerial capabilities in running the affairs of the corporation. This study aims to investigate the impact of managerial capabilities on the performance of Kenya Railways Corporation. The specific objectives of this research include assessing the influence of networking, opportunity sensing, opportunity seizing, and innovation capability on the performance of Kenya Railways Corporation. This study was informed by the theories of Resource-Based View, Agency along with Dynamic Capability. There was the use of descriptive and explanatory research design which helped in meeting the study’s objectives. The research had Kenya Railways Corporation as its unit of analysis. A total of 192 employees from finance, procurement, operations, and legal departments formed the target population. In arriving at the target sample of the study, there was the use of census sampling technique whereby all the 192 employees from the selected departments formed the sample for the study. The main data collection tool in this research was the questionnaire administered through drop and pick method. Before giving questionnaires to the respondents, there was a test for validity and reliability of this research instrument. After ascertaining this, the researcher then proceeded to the field to collect data. The collected data was then analyzed using descriptive along with inferential statistics after feeding data on SPSS version 2.1. Analyzed data was presented in figures, tables as well as graphs. The research findings indicate that robust networking, opportunity sensing, opportunity seizing, and innovation capabilities significantly enhance the performance, profitability, and resilience of Kenya Railways Corporation, despite some differing views on their effectiveness and associated risks. Kenya Railways Corporation should enhance networking strategies, optimize opportunity sensing, strengthen opportunity seizing capabilities, promote an innovation culture, and engage in continuous evaluation and adaptation to maximize performance and responsiveness to market changes.
Human Resource Management Practices and Employee Performance in Health Sector in Embu County, Kenya
(Kenyatta University, 2025-06) Njagi, Consolata Marigu
Proper management of human resources was crucial in providing high-quality health care. A refocus on human resource management in healthcare and more research were needed to develop new policies. Effective human resource management strategies were essential in achieving better outcomes in the provision of healthcare services around the world. Human Resources for health were one of the core building blocks of a health system in any country. Poor performance resulted from health staff not being sufficient in numbers, not providing care according to standards, not being responsive to the needs of the community and patients, absenteeism, motivation, job dissatisfaction, lack of professional development, poor attitudes, and poor working conditions. The general objective of this study was to investigate the effect of human resource management strategies on employee performance in the health sector in Embu County, Kenya. The specific objectives of the study were to establish the effect of training strategies on employee performance in the health sector in Embu County, Kenya, to examine the effect of compensation strategies on employee performance in the health sector in Embu County, Kenya, to determine the effect of performance appraisal strategies on employee performance in the health sector in Embu County, Kenya, and to determine the effect of recruitment and selection strategies on employee performance in the health sector in Embu County, Kenya. Equity theory, human capital theory, and ability, motivation, and opportunity theories were used. A descriptive survey research design was used. Primary data were collected through the use of questionnaires from a sample of 81 managers working in Health facilities in Embu County, Kenya. Content, face validity, and reliability tests using Cronbach Alpha were conducted. Data analysis was done through the use of qualitative and quantitative analysis. Data were presented in tables and figures through the use of descriptive measures such as frequency, percentage, mean, and standard deviation. The findings revealed positive perceptions regarding training strategies, with emphasis on seminars, needs assessments, and tailored training. Compensation strategies showed moderate satisfaction, particularly in incentive-based motivation and transparent promotion processes. Performance appraisal strategies were perceived moderately, with clear targets but room for improvement in effectiveness. Recruitment and selection strategies showed mixed perceptions, with strengths in standardized tests but weaknesses in transparency. Employee performance assessment indicated challenges in turnover and moderate satisfaction with day-to-day responsibilities. While certain strategies show promise, such as targeted training and incentive-based compensation, there are areas for improvement across all domains. Recommendations include refining performance appraisal processes, enhancing transparency in recruitment, and addressing retention challenges. Alignment of organizational strategies with employee needs is crucial for optimizing performance outcomes in the healthcare sector.
Exogenous Melatonin Application Improves Shade Tolerance and Growth Performance of Soybean Under Maize–Soybean Intercropping Systems
(MDPI, 2025-08-01) Jia, Dan; Meng, Ziqing; Hu, Shiqiang; Nasar, Jamal; Shao, Zeqiang; Zhang, Xiuzhi; Amin, Bakht; Arif, Muhammad; Gitari, Harun
Maize–soybean intercropping is widely practised to improve land use efficiency, but shading from maize often limits soybean growth and productivity. Melatonin, a plant signaling molecule with antioxidant and growth-regulating properties, has shown potential in mitigating various abiotic stresses, including low light. This study investigated the efficacy of applying foliar melatonin (MT) to enhance shade tolerance and yield performance of soybean under intercropping. Four melatonin concentrations (0, 50, 100, and 150 µM) were applied to soybean grown under mono- and intercropping systems. The results showed that intercropping significantly reduced growth, photosynthetic activity, and yield-related traits. However, the MT application, particularly at 100 µM (MT100), effectively mitigated these declines. MT100 improved plant height (by up to 32%), leaf area (8%), internode length(upto41%),grainyield(32%),andbiomassdrymatter(30%)comparedtountreated intercropped plants. It also enhanced SPAD chlorophyll values, photosynthetic rate, stomatal conductance, chlorophyll fluorescence parameters such as Photosystem II efficiency (ϕPSII), maximum PSII quantum yield (Fv/Fm), photochemical quenching (qp), electron transport rate (ETR), Rubisco activity, and soluble protein content. These findings suggest that foliar application of melatonin, especially at 100 µM, can improve shade resilience in soybean by enhancing physiological and biochemical performance, offering a practical strategy for optimizing productivity in intercropping systems.
Biophysical and farm management drivers of soil fertility under African Leafy Vegetable production small-scale systems in Kenya
(Elsevier B.V., 2025-06-09) Onyuka, Enos; Nambafu, Godfrey; Darius Andika; Mwonga, Samwel; Joseph Gweyi -Onyango; Gitari, Harun; Mairura, Franklin S.
While several studies have examined soil fertility management systems under key food and cash crops in the Sub-Saharan Africa (SSA) region, there is a knowledge gap on soil fertility management under African Leafy Vegetables (ALV) small-holder farming practices particularly in Kenya. The objective of this study was to evaluate the influence of agronomic management and socio-economic factors on soil chemical fertility in the major ALV production zones in Kenya. Farm surveys were used to gather socio-economic data, while soil sampling was undertaken in all fields to collect soil chemical data. The findings indicated that Kisii County was characterized by higher proportions of wealthy and more educated farmers, with higher frequencies of input applications relative to Kakamega County. The soil pH was highest in Kenyenya, followed by Gucha, Butere, Mumias, and Khwisero. Gucha and Kenyenya had significantly the highest record of soil carbon concentrations of 3.2 and 3.1 %, respectively relative to other sites, such as Butere (2.0 %) and Khwisero (1.8 %), which had similar soil carbon concentrations, with Khwisero having the least (1.5 %) soil C. The highest mean Zn concentration was recorded in Gucha (6.5 mg kg−1), followed by Kenyenya (6.4), Mumias (4.3), Butere (3.1) and Khwisero (3.0). The study showed that soil fertility under ALV farms in western Kenya was influenced by socio-economic factors and agronomic management factors. In general, the soil fertility status in Kisii County was better, compared to Kakamega County. Soil carbon was significantly influenced by site, soil texture, plot distance, fertilizer sources, and organic and inorganic fertilizer application frequency. Gucha and Kenyenya Sub-Counties had higher SOC levels, averaging at 1.2 and 1.1 % higher, relative to Butere Sub-County, while Mumias and Khwisero Sub-Counties had lower average SOC levels relative to Butere Sub-County. Site differences can differentiate soil nutrient distribution due to inherent differences in soil characteristics and indirect effects arising from localized soil management practices.
Motivational strategies and employee job performance in jubilee insurance company in Nairobi city county Kenya
(Kenyatta University, 2025-06) Oketch, Beatrice Adhiambo
Underperforming workers in Kenya's insurance sector may encounter difficulties such as a crowded market, aggressive sales targets, limited opportunities for professional advancement, and insufficient support from management. Additionally, those with low productivity levels may find it challenging to understand and adhere to changing legal requirements and adherence standards as well as maintaining a positive and professional reputation within the industry.. Therefore, the present study sought to investigate the effects of motivational strategies on employee job performance in Jubilee Insurance Company in Nairobi City County Kenya. The specific objectives was to examine the effect of work environment, training and development, incentives and performance management on employee job performance in jubilee insurance company in Nairobi City County Kenya. Expectancy theory, equity theory, and reinforcement theory guided the study. This research utilized a descriptive design approach, focusing on Jubilee Insurance Company as the primary case. A total of 96 employees were under observation, including 10 HR managers and 86 other staff members. A survey was administered with ninetysix participants involved. Data gathering was supported by a semi-structured survey. To confirm the research tools, surveys were given to nine individuals from Madison Insurance Company located in Nairobi City County, Kenya. The questionnaire's validity was confirmed through face and content validity assessments, reliability was assessed through Cronbach's alpha. Quantitative data were assessed using descriptive statistics (mean and standard deviation) along with inferential statistics (correlation and regression analysis) to investigate relationships between variables. Results were displayed in charts and graphs. Key areas identified as having a positive significant effect on employee job performance at Jubilee Insurance Company in Nairobi City County, Kenya included the workplace, training and development, incentives, and performance management. The research finds that a supportive work environment promotes elevated morale among staff, resulting in enhanced motivation and job satisfaction, while also promoting teamwork and collaboration, which can yield creative solutions and better service delivery. Training and development initiatives enable employees to adjust to these changes more efficiently and equip them with the crucial competencies and understanding required to execute their responsibilities proficiently. Incentives enhance intrinsic motivation by synchronizing employees' personal aspirations with company goals, prompting them to immerse themselves completely in their tasks.Performance management sets explicit expectations and aligns personal objectives with the wider organizational aims, aiding employees in grasping how their efforts impact the company's achievements. The study indicates that the company should allocate resources toward ergonomic furnishings and equipment to reduce physical strain and discomfort. The organization ought to frequently evaluate employee capabilities and training requirements via surveys, interviews, and performance evaluations to recognize deficiencies. The company should implement a system where salary increases are directly tied to performance metrics, which encourages employees to exceed their targets. The company should encourage managers to provide ongoing feedback rather than waiting for annual performance reviews which can help employees make immediate improvements.