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  1. Home
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Browsing by Author "Maende, Chrispen"

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    Employee Training and Performance of Programme for Agriculture and Livelihoods in Busia County, Kenya
    (International Academic Journals, 2018) Wesonga, Lynah Ateya; Maende, Chrispen
    Employee performance is about the timely, effective and efficient completion of mutually agreed tasks by the employee, as set out by the employer. It is evident that employees are a crucial resource hence it is important to optimize the contribution of employees to the company aims and goals as a means of sustaining effective performance. Better employee performance is realised because of excellent training programs that results to employee inspiration and the fulfilment of their needs. The purpose of this study is to examine the impacts of training on employee performance in an organization: a case study Programme for Agriculture and Livelihoods in Western Communities (PALWECO) in Busia County. The specific objectives of the study is to assess the role of delivery approaches used at PALWECO on employee performance, to establish the role of training evaluation on employee performance at PALWECO and to examine the effect training need assessment on the employee performance in PALWECO. The study adopted human capital theory and human resource management theory in the development of the literature whereas the conceptual framework consisted of employee performance as dependent variable and training evaluation, training needs assessment and training contents and approaches to delivery as an independent variable. The study utilized descriptive research design with target population comprising of all the 112 employees in PALWECO Busia County. The validity of the research instrument was done using content validity while coronach alpha was used to test reliability. SPSS version was used to carry out both descriptive and inferential analysis. Descriptive statistics entailed percentages and frequencies while inferential comprised of correlation and regression analysis. The findings were presented in form of charts and table. The findings revealed that training need assessment, training delivery approaches and training evaluation had significant influence on employee performance. Overall, up to 61.0% of change in employee performance is significantly explained by employee training. It was concluded that employee training had significant influence on employee performance in PALWECO. It was recommended that PALWECO should also improve their employee training program in line with the present educational and technological changes in order to offer employee training through relevant approach akin to employee characteristics.
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    An evaluation of the utilization of the promotion mix elements by dairy firms in Kenya.
    (2012-04-17) Mulwa, Catherine Mutindi; Maende, Chrispen
    Although concern over the performance of Kenya's dairy industry has been mounting since the early 1980s, there is still lamentable scarcity of information on how milk processing firms do their marketing particularly in the post-liberalization era. This study was set out to evaluate how one of the marketing mix elements, promotion, is utilized in the marketing of dairy products in Kenya. The data collection instrument was a structured questionnaire which was completed by officials handling marketing duties in each respective firms studied. It was discovered that promotion mix elements are utilized to a small extent, though differences existed in their use by size of the firm, duration of the firm's operation and the number of product lines. Also some elements are more utilized than others. The main factors influencing this trend were availability of funds, market competition, type of products manufactured and profitability of funds. Market competition, type of products manufactured and profitability of the methods available for promotion. Promotional efforts were found to be constrained by poor roads, lack of strict controls by the Kenya Dairy Board (KDB) over the raw milk business, high cost of media advertising and shortage of professionals in the field. On the basis of these findings, it is recommended that firms employ professionals especially in the marketing field who can design more cost effective promotional strategies for the firms. The KDB should strive to provide an enabling trade environment by curbing the raw milk business and giving firms a wider market scope. The government should try to improve on roads for easy transportation. Financial institutions should grant soft loans to milk firms to promote the industry. Areas identified for future research include cost benefit analysis of the promotion mix elements in the dairy industry; an assessment of the potential of various milk products in Kenya, and the impact of raw milk consumption on human health.
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    The Influence of Marketing Audit in Parastatals Performance: A Case of Kenya Power Company
    (2014-07-31) Odote, Bonventure Onyango; Maende, Chrispen; Bett, Shadrack
    The study was on the effects of marketing audit on the performance of parastatals. It was done in Kenya Power Company. The objectives of the study were to establish how marketing environment audit affects the performance of Kenya power Company, to determine how marketing strategies audit affect the performance of Kenya power Company, to investigate how marketing systems audit affects the performance of Kenya power Company and to find out how marketing function audit affects the performance of Kenya power Company. The study will be of great help to the management of Kenya power Company. They will be able to appreciate the importance of marketing audit. They will be able to strengthen their marketing audit and identifying threats activities. This will make them able to identify opportunities and weaknesses. They will therefore become more competitive, profitable and successful, their sales volume will grow. The customers of the company will also get better services as a result. The study will also form a basic for future researchers. The researcher adopted descriptive survey. He used simple random sampling techniques. were the main instrument for data collection. The questionnaires had Questionnaires both closed ended and open ended questions. Open ended questions were used to collect qualitative data while closed ended questions were used to collect quantitative data. The questionnaires were tested on a sample of respondents check on their reliability and validity. Data was analyzed using descriptive statistics. The findings were presented in tables, pie charts and graphs. From the findings it can be concluded that marketing environment audit increases sales revenue to a very great extent, increases profitability to a very great extent, increases market share to a very great extent and increases share price to a large extent. From the findings of this study it can be deduced that marketing strategy audit leads to improved sales revenue to a very great extent, increased profitability to a very large extent, increases market share to a great extent and improves share price to a very large extent It can also be concluded that marketing organization audit leads to improved sales revenue to a very great extent, increased profitability to a very large extent, increases market share to a great extent and improves share price to a very large extent.. Marketing function audit leads to improved sales revenue to a very great extent, increased profitability to a very large extent. increases market share to a great extent and improves share price to a very large extent. . It can therefore be concluded that by the firm adopting audit it has been able to change its distribution through rural electrification and other methods. This has made the company grow in market share, sales revenue sales volume and share price and there fore profits. The researcher would Iike to recommend to the management of KPC to establ ish a permanent Management Information System department to be scanning the environment on a continuous basis. They should recruit a professional staff to be manning department. They should do a thorough customer analysis to find out all the other factors that affect consumption behavior of clients. This will enable them to know the exact needs of the clients so that they will be able satisfied them by offering appropriate products. They should also do a competitor analysis so as to know their objectives, strategies strengths and weaknesses as these are likely to hinder the achievement of their plans this will enable them to have better strategies to make them more competitive. The study was on the influence of Marketing Audit on the performance of parastatals. Other researchers should do studies to determine the influence of Marketing Audit on the performance of manufacturing organizations.
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    Organisational Performance as Outcome of Strategic Partnerships in the Context Ofselected Quickmart Supermarkets in Nairobi City County, Kenya
    (Journal of Strategic Management, 2025-05) Mutisya, Caroline Mukai; Maende, Chrispen
    Quickmart supermarket as part of the retail sector is still fragmented with 53 stores across the country that has many opportunities of few competing stores and untapped market in a Kenyan population of above 53 million. Quickmart extended its outlets in Uganda and Rwanda and has its shares listed in Uganda and Rwanda Stock Exchange, yet it has not adequately secured the high demand of products and services in the sector. This study explored the effects of strategic partnerships as an aspect of strategic objectives on the performance of Quickmart Supermarket in Nairobi City County, Kenya. The study employeda descriptive research design to target a population size of 588 respondents in six Quickmart supermarkets in the region. The sample size was258 participants. Primary and secondary data was collected using questionnaires and secondary sources respectively.Data was utilized for analysis by employing descriptive and inferential statistics. Findings indicate a significant positive relationship between strategic partnershipsand the organizational performance of Quickmart supermarkets in Nairobi City County.Business partnerships are found to drive market expansion and innovation. The study concludes that a multifaceted strategic approach significantly boosts Quickmart supermarket's performancehighlighting the importance of continuous improvement and adaptation in a competitive retail environment.
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    Performance Appraisal Systems and Employee Productivity in Commercial Banks in Nairobi County, Kenya
    (International Academic Journals, 2017) Wagacha, Kevin Njuguna; Maende, Chrispen
    Performance appraisal is a component of performance management which is intended to increase efficiency and productivity and provides an opportunity to continuously review agreed-upon objectives. However, some studies have called for the abolishment of performance appraisals citing numerous shortcomings that exist with performance appraisal systems. Some studies have shown that many line managers felt that performance appraisals did not add value or help achieve business objectives while many workers found it a nuisance. In Kenya, performance appraisal has been embraced by both the public and private sectors as a tool for performance improvement. Assessment of its effectiveness, however, has been hampered. This study sought to determine the effect of performance design and methods, employee perception and performance based rewards on employee productivity. The general objective of this study was to establish the effect of performance appraisal systems on employee productivity in commercial banks in Kenya focusing on those based in Nairobi County. This study was carried out at the head offices of these commercial banks. The research targeted572 workers selected from the following departments: human resource, finance, information technology and marketing. The respondents included heads of departments, section heads and supervisors. Stratified random sampling was used to determine a sample size of 115 respondents. The study used descriptive research design which involved collection of information from a common group through questionnaires to a representative sample of that group. Data collected was coded, entered and analysed using the Statistical Package for the Social Sciences (SPSS). Descriptive statistics were used in reporting and was interpreted through the use of charts, graphs and tables. In order to test reliability of the instruments, internal consistency techniques was employed using the Cronbachs Alpha Coefficient of 0.6-0.7.The study established that employees in commercial banks in Kenya were appraised by personnel in higher ranking positions than them. It was also established that performance appraisal problems are dealt with as they arise. In addition, most employees in the banking sector have a positive attitude towards performance appraisals since they create job confidence and this maximizes output. The major implication of these findings is that performance appraisals are largely a success in commercial banks in Kenya. This study recommends the continued use of performance appraisals. To further improve the performance appraisal process, this study also recommends that management adopt successful management styles that involve team building, motivation and instilling skills. In addition, the appraisal system should be evaluated periodically, performance expectations of employees clearly stated and management communicates the importance of performance appraisal to the employees.
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    Strategy Implementation and Performance of Bakeries in Mombasa County
    (The Strategic Journal of Business & Change Management, 2024-06) Omar Bakari Omar; Maende, Chrispen
    Strategy implementation has been on the rise in the recent past due to its inherent capabilities of fostering organizational performance. None-the-less and despite embracing strategy implementation, organizations have been recording subpar performances. This study therefore sought to undertake an investigation in an attempt to unravel the effect of strategy implementation on the performance of bakeries in Mombasa County. Precisely, the study investigated the effect of strategy communication, resources availability, organizational culture as well as strategy monitoring and control on the performance of bakeries in Mombasa County. The agency theory, the resource-based view theory, the Hawthorn studies on organizational behavior as well as the balance score card theory were used in supporting the study variables. The study used the descriptive research design. The study employed primary data which was gathered via questionnaires. The primary data collected was quantitative in nature. The study sample size determination was through the stratified random sampling technique. The Cronbach Alpha value of 0.774 confirmed that the research instruments used in this study were reliable. The study conducted descriptive as well as the Pearson’s correlation analysis on the collected data. The test for normality, the test for autocorrelation as well as the test for multicollinearity were conducted on the data before running the multiple linear regression model. The R square result of 0.409 and the ANOVA p-value of .000 confirmed that the instruments used in this study were fit and statistically significant. The regression coefficients generated from the model informed the conclusions in this study. The study, after data analysis, concluded that strategy communication, resources availability, organizational culture as well as strategy monitoring and control have a significant positive effect on the performance of bakeries in Mombasa County. The research therefore, recommended that the managers in the bakeries in Mombasa County should always endeavor to implement the strategies formulated, because it was evident from this study that implementing strategies results into positive performances. The researcher also recommended that policy formulating and regulatory bodies in the baking industry should devise policies and regulation which favor strategy implementation.
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    Training and Development Techniques and Employee Performance in the Ministry of Labour and Social Protection, Nairobi City County, Kenya
    (IJCAB Publishing Group, 2019) Kirimi, Rhoda Nguta; Maende, Chrispen
    Employees are major assets of any organization. The active role they play towards a company’s success cannot be underestimated. As a result, equipping these unique assets through effective training becomes imperative in order to maximize the job performance. Despite the fact that training and development is well planned and systematic in the ministry of labour and social protection it still have issues of employees still not performing up to standard operating procedure in the work environment and labour turn over. Therefore, this study sought to determine the influence of training and development techniques on the performance of employees in the Ministry of labour and social protection. This study was guided by the following specific research objectives; to examine the influence of coaching, job rotation, role playing and apprenticeship on employee performance in the ministry of labour and social protection. This study was guided by goal setting theory and social exchange theory. The study used a descriptive design. The target population was 60 respondents comprising of 5 HRM managers and 10 supervisors and 45 Support staff. A census of 60 respondents was carried out. The study used questionnaires for the support staff and interviews for the HRM managers and supervisors. The qualitative data collected from the interviews was analysed using content analysis. Quantitative data was analyzed using descriptive statistics such as mean and standard deviation and presented using charts, figures, table and graphs. The study conducted a multiple regression analysis to test the relationship between independent variables and dependent variable. The study examined that coaching, job rotation, role playing and apprenticeship had a positive significant influence on employee performance. The study concludes that Coaching positively impacted employees careers as well as their lives by helping them to establish and take action towards achieving goals, Job rotation increased job satisfaction because employees were exposed to various work tasks that reduced constant physical or mental stress, which could create more motivation to continue in the position and reduce turnover, role playing brought together employees and or created a positive relationship among the employees in the work environment and apprenticeships are structured training programmes offered by the Ministry which gives their trainees a chance to work towards a qualification and offers them a vast experience that enable them to work elsewhere. The study recommends that The Ministry should devise clear goals that include benchmarks and deadlines, be prepared to help with time management, frame feedback in a forthright and positive manner, follow up on feedback, emphasize effort over ability and celebrate accomplishments. The Ministry should determine the critical positions or functions to include in the program, conduct a job analysis to determine the components of the job that are most important to learn during the job rotation, determine the ideal bench strength for each role, create job readiness assessments and an evaluation process, orient the employees, measure and reward success. The Ministry should identify the objective, need, experience of trainee, the issue or task for which role play method is selected. The focus should be on maximum involvement of individuals as participants so that an overall exposure and that The Ministry should have apprenticeship programs in every section which is in line the current needs of the organization and which comply with the ever changing organizational environment.
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    Workforce Diversity on Employee Performance in the Office of the Attorney General and Department of Justice, Kenya
    (IJCAB Publishing Group, 2019) Barang’a, Hellen Kanaiza; Maende, Chrispen
    Embracing and managing diversity in today’s business world is an essential part of successful business practices as it brings various voices to a team, improves morale and increases overall productivity. However, manager face difficulties in understanding the value of each person’s unique abilities or voice, there may arise some instances where certain employees still have conflicts. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. In the office of the attorney general and department of justice now going through a massive influx of young workforce in both gender with diverse educational background and from different ethnic groups have brought a challenge of having different sets of values, expectations, and work styles in the work place and also understanding the other’s culture has been a heavy task on managing work force in the organization. It is due to this regard that this study sought to investigate the influence of workforce diversity on employee performance in the office of the Attorney General and Department of Justice in Nairobi City County, Kenya. The study specific objectives were to examine the influence of educational background diversity, ethnicity diversity, age diversity and gender diversity on employee performance. The theories guiding the study were the human capital theory, social identity theory, social exchange theory and social categorization theory. This study will use descriptive survey research design. The unit of observation was office of the Attorney General and Department of Justice in Nairobi City County, Kenya and the unit of observation was 5 Human Resource Managers and 50 Support Staff from HRM department. A census of 55 respondents was carried out. Primary data was collected using questionnaires. Quantitative data was analysed with the use of descriptive statistics such as mean and standard deviations and presented using tables, graphs, charts and figures. Content analysis was used to test data that was qualitative in nature or aspect of the data collected from the open ended questions. Multiple regression analysis was used to test the extent to which the variables relate to each other. The study examined that educational background diversity, ethnicity diversity, age diversity and gender had a positive and significant relationship on employee performance. The study concluded that employees with diverse educational background promote higher levels of consistency, creativity because of their unique perspectives. Ethnicity diversity management improve gains in worker welfare and efficiency, leads to reduced turnover costs, fewer internal disputes and grievances, prevention of marginalization and exclusion of categories of workers, improved social cohesion and so on. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences. Having a diverse gender within the organization leads to a wider talent pool, encourages different points of view and approaches that come from different life experiences and the organization to challenge gender stereotypes. The study recommended that the organization should employ people of different backgrounds in education so as to improve creativity and innovation. The organizational management has responsibilities when it comes to promoting and monitoring ethnic diversity policy in the workplace. It is highly essential for the organization to find effective ways to meet the challenges of age diversity because both the old and the young employees can make tremendous contributions to the organization, in their own unique way. The organization should encourage team leaders to select diverse groups for projects to ensure the genders do not naturally separate

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