DSpace Repository :: Browsing by Author "Kiiru, David"

Browsing by Author "Kiiru, David"

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Employee Relations Strategies and Performance of Water and Sewerage Service Provider in Nairobi City County, Kenya
(IJCAB Publishing Group, 2019) Naliaka, Wangila Rose; Kiiru, David
Employee relations is one of the key fundamental elements of organizational performance, prosperity and sustainability. Since good employee relations results in a highly committed, motivated and loyal employees there is need for organizations to develop strategies that will improve performance. Employee relations strategy involves decisions and actions made by the management affecting the way in which the organization relates with its employees. The general objective of this study was to establish the effect of employee relations strategies on the performance of Water and Sewerage service providers in Nairobi Kenya. The Water and Sewerage service provider under study was Nairobi City Water & Sewerage Company, Kenya owing to the fact that it is the largest service provider both in Nairobi and Kenya based on customer base and revenue turnover hence the findings were generalized to the entire population. The study was guided by the following specific objectives; to examine the effect of employee welfare, communication, employee participation and grievance resolution mechanism on the performance of Nairobi City Water & Sewerage Company, Kenya. The study was anchored on four theories; unitarist, pluralist, system and process theories. The study employed a descriptive design. The target respondents were 3534 staff cutting across all cadres. Stratified random sampling was applied to select 10% of respondent from each stratum of; senior managers, middle level managers, supervisors and support staff thus sample population was 354.Primary data was collected using structured questionnaires and analyzed using descriptive and inferential statistics and the results presented in tables. The study found that employee welfare, communication, employee participation and grievance resolution as components of employee relations strategies significantly influence organizational performance at Nairobi City Water and Sewerage Company, Kenya and therefore various strategies to strengthen these components of employee relations strategies should be explored and put in place. The multiple regression analysis results indicated that variations in employee relations strategies discussed that is; employee welfare, communication, employee participation and grievance resolution explains 54.8% of the variations on organization performance at Nairobi City Water and Sewerage Company Kenya meaning the other employee relations strategies for training, recruitment among others that influence performance of Nairobi City Water and Sewerage Company. The study recommended that a similar study should be carried out in various organizations in other sectors of the economy to complement the findings.
Human Resource Management Practices and Performance of Manufacturing Companies in Nairobi City County, Kenya
(International Academic Journals, 2018) Njue, Pamella Kathambi; Kiiru, David
Performance of manufacturing firms in Kenya has been low compared to other countries. Research over the years, has established significantly a positive correlation between HR practices and performance. The assumption underpinning the practice of HRP is that people are the organisations key resource and performance largely depends on them. Therefore, if an appropriate range of HRP are developed and implemented effectively, HR will make a substantial impact on performance. However, the majority of the manufacturing firms in Nairobi City county are yet to catch up with the HRP . The general objective of this study was to investigate the effects of human resource practices on the performance of manufacturing companies in Nairobi city county, Kenya and Specific objectives are to establish how compensation affects the performance of manufacturing companies in Nairobi City county,Kenya,to establish how training affect performance of manufacturing companies in Nairobi City county, Kenya, to assess the relationship between recruitment and performance of manufacturing companies in Nairobi city county, Kenya and to determine the extent to which information sharing influence Performance of Manufacturing Companies in Nairobi city county, Kenya. The study utilized descriptive research design. The study population comprised of all the 95 manufacturing firms in Nairobi City county, Kenya as outlined in the manufacturing association of Kenya 2016. Self-administered questionnaires was used to collect primary data. Descriptive statistics was computed to describe the characteristics of the variables in the study while multiple regression analysis was used to establish the nature of the relationships between the independent and dependent variables. The findings indicate that there is significant positive relationship between compensation and manufacturing companies performance in Nairobi City, training has a significant positive relationship with performance of manufacturing firms while recruitment had a significant positive relationship with manufacturing firms performance in Nairobi City County information sharing also had significant relationship with organizational performance. The findings support the theory of resource based view that competitive advantage comes from the resources that are possessed by an organization. The recommendations are; human resource managers should offer a competitive compensation to their staff,offer adequate training and recruitment while having information sharing that ultimately improved manufacturing performance as shown by the research findings.
Influence of Selected Trade Unions Activities on Performance of Public Universities in Kenya
(International Academic Journals, 2018) Nkirote, Naomi; Kiiru, David
Selected trade unions activities area is key in study and considerations are made for any unionized organization in Kenya especially the public sector. University education is centered on quality based on the participation of all the involved members and aiming at long term success through expansion. This eventually benefits all members of the unions and the organization at large. Public universities in Kenya have been growing significantly over the last few years due to increased education sensitization, technological growth, and the devolved system of government. Research on trade unions activities shows that organizational performance can be attained through solving Union matters fast and harmoniously. A better understating is required to investigate the current status of the selected trade unions activities. This study seeks to assess selected trade unions activities on performance of public universities in Kenya. The main objective of this study was to investigate on the influence of selected trade unions activities on performance of public universities in Kenya. The specific ones are to establish the role of collective bargaining, to assess the influence of employee welfare, to find out how the code of discipline and to establish the role of code of regulations on organizational performance in public universities in Kenya. The literature review identified what other researchers have done in the area of TUAs on performance of public universities globally and locally. The study determined the relationship between the dependent and independent variables. The public universities under study were ten (10) in Kenya and emphasis was placed on the unions’ officials in the universities. The officials will comprise of the Chairmen and other unions representatives in the universities, with a total of 80 respondents. The study adopted a census procedure owing to the small number of respondents involved. Questionnaires were used as mode of data collection instruments. Data analysis entailed descriptive and inferential statistics. The results of the study indicated the collective bargaining had inverse and statistically significance effect on performance of public universities. Employee welfare and code of regulation had direct and statistically significance effect on performance of public universities. Code of discipline had inverse and statistically insignificance effect on performance of public universities. The study recommends that there should be a timeframe after specific collective bargaining agreement has been made from which the other process can be initiated to avoid frequency of such negotiation since they adversely affect performance. Public universities should put more emphasis on prioritizing activities focusing on employees welfare since they leads to improved performance. In addition, Universities’ Councils should work in harmony with the trade unions and strive to foster good relations. Future researchers may also adopt a case study research design for other public institutions such as health sector which would further add value in understanding the effect of trade union activities on performance in health sector.
Influence of Training on Performance of Employees in County Government of Laikipia, Kenya
(The Strategic Journal of Business and Change Management, 2024) Munjogu, Ann Nyagichai; Kiiru, David
This study examined the influence of training on performance of employees at the County Government of Laikipia. Descriptive research design was used to gather the data required for the study. The target population for the study was 1593 staff of the County Government of Laikipia. A sample of 159 respondents were used for the study. Questionnaires that the researcher administered were utilized for gathering data for the study. The data was analyzed using both descriptive statistics and inferential statistics. Quantitative data obtained from the questionnaires was prepared for analysis using SPSS computer software. Microsoft Excel was utilized in conjunction with SPSS for data analysis. The analyzed data was displayed through tables and charts. A multiple linear regression model was utilized to examine how training affects employee performance. The study found that training needs analysis, training design, training delivery and training evaluation had a positive significant effect on the employees in County Government of Laikipia, Kenya. The study concluded that a training needs analysis creates a solid foundation of training requirements, ensuring that the training offered is efficient and effective. An effective training programme make the employees of the company work in an effective manner. Training delivery methods play a crucial role in engaging learners, enhancing knowledge retention, and ensuring effective learning outcomes. Evaluation of training gives comprehensive feedback on the value of the training programs and their effectiveness in achieving business goals. The study recommended that the organization management should compare its current training programs and outcomes with its company’s short and long-term goals to ensure they are aligned. The human resource managers should identify what the learner needs to know in order to achieve the learning objective. When deciding on the appropriate training delivery method, consider factors such as the nature of the content, the target audience, available resources, and organizational goals
Innovative Strategies and the Performance of Savings and Credit Cooperatives in Nyeri County, Kenya
(IJCAB Publishing Group, 2019) Mung’ora, Muriuki Nahashon; Kiiru, David
Reforms in banking industry have brought about many structural changes in the sector and encouraged competition. As a result, financial institutions like SACCOs have adopted competitive strategies including innovation strategies. Despite the recognized importance of financial innovation and an extensive descriptive literature, there have been surprisingly few empirical studies. This situation has denied SACCOs the much needed information regarding this important area of financial innovations sometimes leading to reverse causality in the innovation-financial performance relationship. The purpose of this study was to investigate innovative strategies and the performance of SACCOs in Nyeri County, Kenya. The study was guided by the following objectives: to establish how product innovation influences the performance, to assess the influence of organizational innovation on the performance, to determine the influence of process innovation on the performance of SACCOs, and to find out how marketing innovation affect the performance of SACCOs. The study utilized descriptive research design. It was carried out as a Census among the 6 licensed SACCOs in Nyeri County. The main instruments for primary data collection were questionnaires which consisted of structured and unstructured questions. The data was then analyzed using descriptive statistics and inferential statistics. Multiple regression was done to determine the relationship between the dependent and independent variables. The study findings were presented in tables and charts. Based on the findings of the study, it was concluded that the four independent variables (product innovation, organizational innovation, process innovation and marketing innovation) were important predictors of performance of SACCOs since each was statistically significant. The findings showed a positive correlation between the independent variables and the dependent variable. The study recommends that SACCOs should find creative ways of adopting and implementing product innovation but within the rules and guidelines of the banking industry. Organizational innovation could be improved through the human resource department getting better ways of freedom and autonomy among the employees. The services within the financial intermediaries in the SACCO should also be improved to become more helpful in facilitating the needs of the customers.
Knowledge Management Practices and Performance of Micro-Finance Institutions in Kenya: A Case of Uwezo Micro-Finance Bank
(International Academic Journals, 2018) Mtawali, Benjamin Charo; Kiiru, David
Knowledge Management is how firms acquire, apply and store their intellectual capital. It’s the information system obtained and structured to influence the skills and experience of all the organizational employees efficiently and effectively in order to maintain the processing needs of information together with supporting and allowing decision making process on knowledge staff. Over the years Knowledge management has gained much prominence, and more attention has been focused on it to improve Organizational performance. Despite this, lack of information has been transformed to the availability of information and the serious pressures from the global perspective regarding management include identification, creation, dissemination and protection of knowledge. Moreover, how knowledge Management affects organizational performance is a question that has not been adequately addressed. The purpose of this study was, therefore, to assess the effect of knowledge management on the organizational performance of Microfinance institutions in Kenya. In this regard, the study specifically seeks to establish the impact of knowledge acquisition, knowledge conversion, knowledge application and knowledge protection on organizational performance of Microfinance institutions in Kenya. For this purpose, the researcher adopted a descriptive research design where a questionnaire will be used to get responses from 87 Uwezo Micro-Finance bank employees sampled through simple random technique from a total of 111 targeted respondents. In this regard, 62 out of the 87 respondents returned their questionnaires. From the discussion of the key findings, the study made a conclusion that knowledge management practices positively impacted the organizational performance of Micro-Finance institutions in Kenya. Regarding this, the study concluded that all the independent: knowledge acquisition, knowledge conversion, knowledge application, knowledge protection had a statistically significant positive influence on the organizational performance of Micro-Finance institutions in Kenya. The study further, recommended that: The Micro-Finance institutions in Kenya to develop and adopt more solid knowledge acquisition initiatives. This would by far impact on human capital development in the organizations what further enhance the organizational performance; the Micro-Finance institutions in Kenya to consider doing knowledge mapping and to introduce cross-functional working relations between the employees of the organization to ensure knowledge acquired is converted and put into proper use; the Micro-Finance institutions in Kenya to consider introducing more formal channels of knowledge sharing within the organization and across the departments such that the employees are able to freely use both new and existing knowledge to solve new or existing problems in the organization; the Micro-Finance institutions in Kenya to develop and adopt more stringent policies and to ensure all the new employees sign with the company a Non-Disclosure Agreement (NDA) before commencing duty in the organization. This would ensure that this intangible asset stays in the organization.
Organizational Agility and Service Delivery in Deposit Taking Savings and Credit Cooperative Societies in Nairobi City County, Kenya
(The Strategic Journal of Business & Change Management, 2025-05) Muli, Alice Mwikali; Kiiru, David
This study looked at organizational agility and service delivery in DTSACCOs in Nairobi City County, Kenya. The research was dictated by, Lewin’s theory of change, dynamic capability theory, RBV theory and contingency theory. The research utilized a descriptive research design. The research target audience was obtained from the SACCOs with head offices in Nairobi City County. The research employed questionnaires to gather source data. The data gathering tool underwent validation and reliability testing. The data analysis employed both descriptive and inferential statistics. The study found that organizational readiness to change, agility enabler, and responsiveness and agility practice affected service delivery in DT-SACCOs in Nairobi City County, Kenya. Organizational readiness to change, agility enabler, responsiveness and agility practice were significantly correlated with service delivery in DT-SACCOs in Nairobi City County, Kenya. The report recommends that organizations to commit to organizational reform. They should also communicate the necessity of change to their personnel so they will work hard to implement it. Proper knowledge about planned changes helps employees have a positive and proactive attitude toward change and handle change-related problems. SACCOs should make complex organizational changes together and prove their need. Staff at SACCOs should be trained to handle change. They need the correct technology and a flexible organizational structure to handle change. Firms should have teams to handle change, and employees' daily technology should make them happy and fit their professional duties. Employees should grasp how technology affects their careers. Market, consumer, and business environment changes should be addressed rapidly by SACCOs. All SACCO staff should understand the need for change. They should engage staff in two-way dialogue. SACCOs should adapt and be robust to change. The SACCOs should have explicit change strategies. To facilitate change, they should share feedback, resources, and knowledge with all employees. Innovative change implementation and thinking should be rewarded in SACCOs.
Organizational Readiness to Change and Performance of Public Universities in Kenya: An Empirical Perspective
(African Journal of Emerging Issues (AJOEI), 2024-08) Litsulitsa, Adoli Hebron; Kungu,Patricia; Kiiru, David
Purpose of the study:The goal of this study was to find out the effect of readiness to change on performance of public universities in Kenya through an empirical lens.Statement of the problem:Public universities in Kenya face enormous challenges due to changing environmental conditions, including low global ranking, weak university-industry partnerships, and low research uptake. In 2016, only 69,000 students qualified for university education in Kenya, less than 20% compared to 170,000 in 2015, following reforms by the Kenya National Examination Council (KNEC) to curb malpractices.Research methodology: The study employed a cross-sectional survey design to examine 10 Kenyan public universities. The study targeted220 management staff respondents through proportionate random samplingand analyzed the data using descriptive and inferential statistics with multiple regression analysis.Findings: The study found that readiness to change by university leadership has a significant positive effect on their performance outcomes, with a unit increase in organizational readiness to change associated with an increase of 0.185 units in university performance. The results also indicate a standardized coefficient value of β = 0.230, signifying the strength and direction of the relationship between readiness to change and university performance when all other variables are measured on the same scale.Thus,the study can be 95% confident that the true effect size of organizational readiness to change is between 0.028 and 0.343.Conclusion: The study concludes that organizational readiness to change has a significant positive effect on the performance of universities in Kenya. The understanding of the concept of readiness to change by university leadership is found to be a key impetus towardsthe achievement of greater performance in these institutions.Recommendations: The study recommends that top administrators of universities in Kenya should establish clear policy guidelines that encourage staff members to adopt organizational readiness to change by emphasizing aspects like change commitment, efficacy, and implementation effort. To effectively implement these policies, university leaders should engage EDUCATION...
Quality Management Strategies and Customer Satisfaction among Public Hospitals in Embu County, Kenya
(IJCAB Publishing Group, 2019) Kamani, Mercy Mukami; Kiiru, David
Product or service quality has become the driving force of global firms. Customers have becoming more enlightened with products and services that they consume due to access of information. However, it is observed from literature that the concept of quality has continued to evolve due to different attitudinal and perceptional nature of customers. Issues of quality among public organizations and more especially public hospitals in Kenya have continued to raise mixed reactions from different stakeholders such as the members of the public, public benefit organizations and management of County Governments in general. For public hospitals in Kenya to meet the changing needs and wants of their customers, they need to adopt effective quality management strategies in order to surpass customer expectations. The aim of this study was to investigate the influence of quality management strategies on customer satisfaction among public hospitals in Embu County, Kenya. The specific objectives of the study were; to establish the influence of employee training, research and development and employee motivation on customer satisfaction in public hospitals in Embu County, Kenya. The study was informed by the Total Quality Management Theory and supported by the SERVQUAL model and the Open System Theory. The study employed the descriptive research design to investigate the problem that was under study. Target population comprised of 239 respondents. The respondents of the study constituted employees of the six level four public hospitals in Embu County which included Siakago, Runyenjes, Kiritiri, Kianjokoma, Ishiara and Kairuri. Respondents were stratified into four strata and simple random sampling technique was used to select respondents from each strata. The units of analysis were level four public hospitals and unit of observation were employees of public hospitals in Embu County. Primary data was collected using structured questionnaires. Secondary data was obtained from internal management health reports, related articles and minutes of the organization. Validity of the instrument was tested using lecturers and quality management experts working in public hospitals in Kenya and reliability of the instrument was tested using Cronbach Alpha formula. Data was analyzed using descriptive and inferential statistics such as regression analysis. Regression analysis was carried out at 95% confidence level and 5% significance level to establish the statistical relationship between variables of the study. The analyzed data was tabulated and presented in the form of means, standard deviation and percentages. The study established that there was a positive statistical relationship between independent variables and the dependent variable because all the independent variables significance values were less than the critical value 0.05. The study concludes that employee training, research and development and employee motivation are key determinants of customer satisfaction in public hospitals in Kenya. The study recommends that unless public hospitals in Kenya recognize the aspect of employee motivation, research and development and employee training, achieving organizational goals will be a difficult task to achieve in the dynamic business environment.
Strategy Implementation Practices and Performance of National Transport and Safety Authority in Kenya
(The Strategic Journal of Business Change & Management, 2024) Diis, Abdullahi Haji; Kiiru, David
Effective strategy implementation practices are fundamental drivers of organizational performance. This study determined the strategy implementation practices on the performance of NTSA. The NTSA faces challenges such as resistance from transport operators who are unwilling to comply with regulations and laws. This has led to increased accidents and fatalities on the roads. Besides, poor coordination with other government agencies, such as the police and county governments had made it difficult to enforce transport laws and regulations effectively. This has led to confusion and conflicts between the authority and other stakeholders, such as the police and county governments. Consequently, this research ascertained how the national transport and safety authority of Kenya performs in relation to strategy implementation techniques. The precise objectives of the research were to ascertain the effect of resource allocation, strategic leadership, employee empowerment and communication on the performance of NTSA. The study was guided by balance scorecard model, the goal setting theory, leadership theory, resource-based view theory and cybernetics theory. The research adopted the use of descriptive study design. The unit of analysis was National Transport and Safety Authority. The unit of observation was 172 employees working with the National Transport and Safety Authority. This study employed a stratified sampling technique to sample respondents, with respondents being sampled based on their respective organizations. Then, using a simple random sampling method, a random sample from each stratum was selected proportionally. All of the selected respondents completed questionnaires that were utilized for gathering primary data. The reliability of the questionnaire was evaluated through the Cronbach's alpha reliability coefficient. A content analysis approach was utilized to assess the qualitative data and convey it in narrative form. When appropriate, descriptive statistics like mean and standard deviation was employed to analyze quantitative data, which then was displayed in the form of tables, pie charts, and bar graphs. The research employed inferential statistics to ascertain the link between variables via the utilization of multiple regression and correlation analysis.
The Mediating Influence of Leadership Style within the Nexus of Organizational Agility and Performance Outcomes in Public Universities in Kenya
(IJRISS, 2024) Litsulitsa, Adoli Hebron; Kungu, Patricia; Kiiru, David
Public universities in Kenya have been operating in an environment that has been changing over the past few years, and the numerous uncertainties have made survival difficulty. Ineffectiveness and inefficiencies in the public universities, low global ranking of public universities, low research output and the weak universityindustry partnerships due to the closed system nature of public universities and other internal and external factors have continued to affect university performance. The application of the concept of organizational agility may be viewed as a panacea to addressing the above pertinent issues and bring the public universities to a higher level of performance in uncertain changing environment. Therefore, the goal of this study is to examine the mediating influence of leadership style within the nexus of organizational agility and performance outcomes of public universities in Kenya. The research is anchored on Dynamic Capability theory, Resource based view theory and Learning organization theory. Semi-structured questionnaires were used to measure both quantitative and qualitative data, using descriptive and explanatory research methodologies for empirical analysis. Content analysis was used to analyze the qualitative data, and the results presented in accordance with patterns and themes. The target population was the 31 fully fledged public universities in Kenya out of which 10 were sampled systematically from best to worst ranked institution based on January 2023 web metrics global university ranking scale. The study targeted 220 respondents comprising of Deputy Vice Chancellors, Deans of schools and faculty, academic department heads and key senior staff in administration. Out of this, only 207 returned the questionnaire accounting for 94.1% success rate. Due to the characteristics of the respondents and the goal of the investigation, a proportionate random sample technique was employed to choose the respondents for the study. A drop-and-pick methodology was used to collect data by trained research assistants. The questionnaire was subjected to both validity and reliability tests by carrying out a pilot test on different group from the study group but with similar characteristics and use of SPSS version 27 to process the data. Using a multiple regression analysis approach, descriptive and inferential statistics were employed to analyze the data in accordance with the specific research objectives and hypotheses. Results from quantitative data analysis were presented using figures and tables while qualitative data was analyzed based on common themes and presented in narrative form. The findings of the study established that leadership style fully mediated effect on relationship between organizational agility and university performance outcomes. These findings were found useful in management of public universities in the face of uncertainties. Furthermore, these findings are expected to provide a framework for enhancing performance outcomes of public universities in the midst of adverse environmental circumstances.by forming appropriate policies and strategies through application of appropriate leadership styles.

Browsing by Author "Kiiru, David"

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