Browsing by Author "Kiiru, D."

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    Competitive Strategies and Performance of Deposit Taking Savings and Credit Cooperatives in Meru County Kenya
    (The Strategic Journal of Business & Change Management, 2023) Kathimuuri, R.; Kiiru, D.
    This survey determined how competitive strategies affect the performance of Meru County's savings and credit cooperative societies in Kenya. Descriptive research design was applied where a census of 14 Meru County’s deposit taking savings and credit cooperatives in Kenya and 308 respondents was used. The employment of random stratified sampling was applied to select board of directors, senior management, middle level management, and other employees. A sample of 92 respondents was selected using 30% of the target population. Primary data was gathered using both closed and open-ended questionnaires. The instruments were examined for reliability using test-retest method and expert opinion while. An expert's opinion was used to evaluate the content validity. To analyze the data, both descriptive (mean and standard deviation) and inferential (correlation and regression) statistics were applied. The study is relevant to investors who want to invest in savings and credit cooperative societies, management in making informed decisions, scholars whereby it formed basis for further research and policy makers in coming up with policies that enhance savings and credit cooperative performance. The discoveries of the investigation demonstrated that cost leadership strategy positively affected performance significantly; differentiation strategy significantly affected performance positively; focus strategy affected performance positively in an insignificantly; while innovation strategy negatively affected savings and credit cooperative performance insignificantly in Meru County, Kenya. The research suggested that the cost leadership strategy be increased in order to boost the savings and credit cooperative societies’ performance in Meru County, Kenya. Therefore, the management of the savings and credit cooperative societies should endeavor to increase the amount of resources channeled into the training of leaders to optimize their managerial potential for optimum growth of the savings and credit cooperative societies.
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    Workforce Agility and Performance of Insurance Companies in Nairobi City County, Kenya
    (strategicjournals, 2023-11) Waweru, M. M.; Kiiru, D.
    This study looked at the influence of workforce agility on performance of insurance companies in Nairobi city county, Kenya. The study was anchored on social exchange theory, ability, motivation and opportunity theory and attribution theory. The study adopted a descriptive research design. The population of the study was drawn from the 59 insurance companies whose head offices are in Nairobi City County. The study utilized questionnaires to obtain primary data. The data collection instruments were tested for validity and reliability. The analysis was in both descriptive and inferential statistics. Descriptive statistics included mean, and standard deviation which represented measures of distribution, central tendencies, and dispersion respectively. Inferential statistics took the form of Spearman rank correlation coefficient and multiple linear regression analysis. The researcher ensured that participation in the study was only on informed consent basis and the consenting participants did so on voluntary basis. The study revealed that proactive behaviors, adaptive behaviors, generative behaviors and resilient behaviors significantly affected the performance of insurance companies in Nairobi City County, Kenya. The study concluded that proactive employees lead to higher productivity and efficiency by driving performance and innovation of teams and organizations and boosts individuals’ well-being and careers. Being adaptable shows the employer that the employees are able to handle new changes and challenges with ease. Employees with a generative mindset have conscious leadership over unconscious ego drive of which they are not aware. Resilience reduces employee burnout and turnover and helps ensure that the talent you need to care for customers, to deliver product, to grow organization is ready and able to contribute. The study recommended that the organization should give employees the freedom to decide how and when to work on each task and the opportunity to come up with original ideas and act on them. The organization should encourage employees to be aware of changes in the work environment. The organization should conduct empathy interviews to gain a greater understanding of an employee’s untapped gifts, contributions, and talents.