Browsing by Author "Makhamara, Felistus"

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    Administration of Legal Issues in African Development for Global Sustainability
    (East African Nature & Science Organization, 2020) Moi, Edna; Minja, David; Makhamara, Felistus
    Despite the evolution of legal systems in Africa, its development cannot be realized without the adoption of global practices relevant to the 21st-century complexities. Using data from Kenya, the objective of this paper was to determine people's awareness of legal issues, innovation tools for harnessing research data, and innovations for sustainability. This paper gives a brief history of government systems in various African countries which existed before colonization and further recommends mechanisms for promoting citizens’ legal rights. The paper highlights the administration of legal rights in Kenya citing new innovative tools for general development. It recommends ways that could be embraced for promoting development; the technology system, the rule of law, constitutionalism, democracy and stakeholders' support. The paper concludes that the majority of Kenyan citizens need legal awareness. The possible outcome of the process remains uncertain and open to further stakeholders' inputs. The paper finally recommends the increasing involvement of every stakeholder which is expected to increase the rate of Africa's development for global sustainability.
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    Compensation Strategies and Employee Turnover among Five Star Hotels in Nairobi City County, Kenya
    (The Strategic Journal of Business and Change Management, 2024) Odhiambo, Emilly Akinyi; Wainaina, Lawrence; Makhamara, Felistus
    This study investigated the effect of compensation strategies on employee turnover in five star hotels in Nairobi City County, Kenya. A descriptive research design was adopted for the study. A sample size of 110 respondents (20% of target population) was included in the study. The study included a stratified random sample sampling technique with proportional allocation to each stratum, which were the five hotels at the time of September, 2019, and 556 employees working at the hotels at that time. The primary data was obtained through semi structured questionnaire. The study showed that the employees are paid overtime, bonuses, and that employees are relatively well-off compared to the other Hotels. According to the findings of the study, the majority of respondents agreed that job promotions are based on professionalism; changes in working environment are part of the promotion process; and job promotion slightly results in a change of position. The study also showed that employee policies within the hotel were unclear. It also found that younger age groups (regardless of gender) were more likely to move from one job to another compared to older age groups who had a high level of tenure in one job. The study also found that job promotions had no statistically significant impact on employee turnover at five star hotels in Kenya. The study also found that organisational culture had a moderate impact on employee turnover when it comes to remuneration strategy in five star hotels in Kenya. Recommendations were that it would be beneficial for firms to conduct a thorough evaluation of their wage structure with the aim of enhancing employee motivation, job retention, and overall performance. Organizations ought to prioritize the cultivation of positive relationships with their employees through the provision of attractive incentives, encompassing both monetary and non-monetary forms of compensation.
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    Improving Employee Performance at National Cereals and Produce Board through Rewards, Benefits and Training & Development
    (The Strategic Journal of Business and Change Management, 2024) Ngea, Priscah; Makhamara, Felistus
    The national cereals and produce board, as a commercial government entity, suffers from insufficient funds that hinders its capacity to hire, retain, reward and compensate its employees. This has led to demotivation and overworking of employees resulting in poor employee performance. Therefore, to improve employee performance, the paper focused on rewards and benefits and the training and development practices. The paper is grounded on goal setting theory and equity and human capital theories and applied descriptive research design. The targeted population included 198 employees working at NCPB headquarters in Nairobi and 130 formed the sample size after using Kothari formula. Primary data was collected using semi structured questionnaires of which 98 were filled and returned making a response rate of 75.4%. The descriptive analysis found an aggregate mean score of 3.8 as agreement of the respondents on use of rewards and benefits and mean of 3.79 as confirmation that training and development also contributed to high employee performance. The correlation analysis results showed r values of 0.728 for high positive and significant effect between rewards and benefits and training and development for improved employee performance. The regression analysis results showed that 71.2% change in performance outcomes of NCPB’s employees was influenced by rewards and benefits and training and development. Thus, drawn conclusions showed that performance of employees of the NCPB was influenced by rewards and benefits including annual bonus pay, salary increment, job promotions and praise and recognition and also training and development with aspects of inductions, mentorships, coaching, seminars and workshop trainings. The study recommended the need for fair distribution of rewards and benefits and budget allocation for training programs to serve as a motivational factor to increase individual and overall performance outcomes in organizations.
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    Leadership Development Strategy in Succession Planning and Employee Performance in the State Department for Public Service, Nairobi City County, Kenya
    (Strategic Journals, 2024) Onyango, Maureen; Makhamara, Felistus
    employee performance is correlated with the failure of managers or administrators in the public sector to recognize and implement an effective succession strategy that could motivate its employees. The report from the Public Service Commission in Kenya highlighted issues such as a bloated workforce, a high wage bill, absence of succession planning policies, stagnation, and the challenge of retaining skilled employees. Within the State Department for Public Service, there has been a persistent challenge regarding employee performance, significantly impacting the efficient delivery of government functions. This study aimed to explore how Leadership Development Strategy affects employees perform in the State Department of Public Service in Nairobi City County, Kenya. This research focused on two theories: Human Capital Theory Social Exchange Theory and one model called the Relay Succession Planning model. This study used a descriptive research design. The group was focusing on 419 workers in the different departments at the State Department of Public Service. 30% of the respondents which came to 126 participants were used. The study used stratified random sampling to gather information from the respondents taking part in the study. Both primary and Secondary information were collected. An open ended questionnaire was also used. 10% of the sample size which came to 13 respondents were picked for pilot study. The instrument's reliability was evaluated by using Cronbach Alpha with a minimum requirement of 0. 7. To ensure validity, the study assessed content construct and face validity. Closed-end questions in the survey helped to gather quantitative data while open-ended questions allowed for the collection of qualitative data. This rigorous approach would help in gathering accurate and reliable information for our study. The data collected for this study was analyzed in two different ways. Qualitative data which includes information gathered through interviews or observations were analyzed using thematic analysis. On the other hand quantitative data which included numerical information like survey responses was analyzed using a software called SPSS 22- The results of the analysis was presented in tables to make it easier to understand and interpret. The research found a significant positive correlation between leadership development strategy and employee performance in Nairobi’s State Department for Public Service. The study concludes that effective leadership is essential in public service as it directly impacts service delivery, employee morale, and public trust. The study recommends that the State Department can implement training programs that address both technical skills and soft skills, such as leadership and communication. The State Department should pair emerging leaders with experienced mentors within the department to provide guidance, support, and knowledge sharing
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    Performance Appraisal Strategies and Performance of Employees in Health Sector in Embu County, Kenya
    (The strategic Journal of Business & Change Management, 2024-09) Njagi, Consolata Marigu; Makhamara, Felistus
    The provision of high-quality healthcare relied heavily on the efficient administration of human resources. More research and a shift in emphasis on healthcare HRM were necessary for policy reform. Better results in healthcare service providing on a global scale were only possible with well-executed human resource management techniques. An essential component of every nation's health system was its human resources for health. The health staff's inadequate numbers, subpar care, insensitivity to community and patient needs, high turnover, low morale, unhappiness with job, lack of opportunities for professional growth, negative attitudes, and unsafe working conditions all contributed to poor performance. Researching how healthrelated human resource management practices in Embu County, Kenya, affected worker productivity was the overarching goal of this research. The study set out to establish to find out how different performance appraisal strategies affected health sector employee performance 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 that performance appraisal strategies were perceived moderately, with clear targets but room for improvement in effectiveness. Employee performance assessment indicated challenges in turnover and moderate satisfaction with day-today responsibilities. Alignment of organizational strategies with employee needs is crucial for optimizing performance outcomes in the healthcare sector.