Browsing by Author "Muchiri, Chege Thenya"

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    Effects of Work Stress on Service Delivery, Productivity, Service Quality and Corporate Image in Kenya Disciplined Services
    (Journal International of Business Managemen, 2022-02-02) Muchiri, Chege Thenya
    The study objective was to identify the effects of work stress on service delivery, productivity, service quality and corporate image in Kenya disciplined services. The study would be useful in the design of effective strategies for reducing job stress that would in turn result in improved job performance among Kenya disciplined services. The study target population included all NYS employees based in all NYS six Stations in Nairobi Kenya. Stratified random sampling was utilized in drawing a representative sample of 111 employees from a population of 557 for the study. Structured questionnaires were administered by obtaining the respondents sentiments regarding the research topic. The researcher used statistical package for Social Scientists (SPSS) data analysis program to help generate statistical analysis further. From the study findings it was very clear that work stress had a significant effect on service delivery, productivity, service quality and corporate image of Kenya disciplined services. Further the study identified that work stress had a positive and significant effect on organizational performance, the researcher found that 50.5% of staff was exposed to stress arising from excessive work pressure also record negative concentration of work; 2.97% of staff who suffer stress triggered by frequent abuse by supervisors had their concentration of work impaired. Also 58.1% of staff who were exposed to frequent run-ins with supervisors experienced impaired creativity. Adequate job control enhanced work creativity as posited by 59.2% of participating NYS staff. Findings also supported that staff exposure to sexual harassment in the office impacted negatively on creativity. In conclusion, NYS staff were largely exposed to stress arising from quantitative and qualitative work overload working during odd hours, over enrolment of students in various courses, working under strict deadlines; inadequate reward system(pay/promotion/recognition);” unnecessary” and frequent transfers especially to hardship areas; inadequate tools and equipment, bullying by senior officers( harassment, degradation, humiliation, shame, intimidation, coercion and threats of transfers); unclear task definition, guidelines, scheduling and job definition; lack of training opportunities irrelevant training not matched to skill requirements ; poor placements( role not matched to competence); poor working relation (lack of staff cooperation, arguments and quarrels); and unsupportive working environment from both coworker and supervisors in that order. The study findings recommended that NYS has to realign its vision, mission and long-term objective for the challenges of becoming a premier disciplined Service will be reflected on the quality of service delivery, corporate image, staff productivity and efficiency in service delivery
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    Influence of Transformational Leadership on Organizational Performance of Commercial Banks in Kenya
    (JKUAT, 2017) Muchiri, Chege Thenya
    The concept of leadership has received considerable public and institution’s attention both in developed and developing world. This study examines the crucial role of transformational leadership on organizational performance of commercial banks in Kenya. The study focused on the following variables i.e., visioning managers, inspiring managers, stimulating managers, coaching managers and moderating effect of corporate governance on the relationship between transformational leadership and organizational performance in commercial banks. The study involved all the commercial banks currently in Kenya. The research design adopted in the study was a cross sectional survey design. The study thus reached a total of 384 employees, sampled on a stratified random sampling method, from the two strata: top and middle cadre employees. While the close-ended questions guided the respondents’ answers within the choices given, the open-ended ones were useful in obtaining a more detailed response essentially in cases where the researcher has no pre-determined options. Respondents were presented with descriptive statements in a 5-point and 4-point Likert scale on which they were required to rate by scoring the extent to which they perceived a particular statement as descriptive of the force in the corporations. The questionnaires were administered through drop and pick method to the respondents targeted. The questionnaires were coded and edited for completeness and consistency and entered into Statistical Package for Social Sciences (SPSS version 20). Analysis involved descriptive statistics and inferential analysis. Descriptive analysis technique gave simple summaries about the sample data in quantitative descriptions and included, mean, standard deviation, frequencies and percentages. The study concluded that the organization managers usually have a vision to improve the financial performance of the commercial banks and that the organization chooses transformational leaders from internal and external labour markets. The Recommendations of the study were Leadership style behaviors that have a strong positive relationship with organizational performance should be put into practice. It is therefore recommended that managers should: help others develop themselves; guide to be rewarded for their work; be satisfied when others meet agreed-upon standards; provide recognition or rewards; tell others the standards they have to know to carry out their work and ask no more of others than what is absolutely essential Managers should consider acquiring the transformational leadership skills because they are very important in the revolutionizing of the commercial banks in Kenya. There is however still need for future researches to be done to establish the specific areas of employee engagement influenced by transformational leadership behaviours, as well as their contribution to organizational performance. Studies may also be done to establish why idealized influence of supervisor was found to be negatively related to both employee engagement and organizational performance as per this study finding
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    Occupational Stress and Employees Performance. A Case of Kenya Disciplined Services
    (Journal International of Business Management, 2022-02-02) Muchiri, Chege Thenya; Khayota, Maurice; Oluoch, Judith; Gongera, G.
    Stress hasaconsiderable negative impact on job performance. If not dealt with effectively, stress can have detrimental impact on staff and organizations performance. The aim of thisstudy was to investigate the level of occupational stress among the employees ofthe Kenya disciplined services. The study target population comprised of all employees of NYS in all the six Nairobi Stations. Survey was carried outto identify their perceived job stressors and measure degree of impact of job related stress and organizations performance. The survey method was used to help determine the level of workplace stress of the staff and the impact on staff and organizations performance. Stratified random sampling was utilized in drawing a representative sample of 111 employees from a population of 557 for the study.Structured questionnaires administered by research assistant werethe main data collection instrument for the research. The researcher used statistical package for Social Scientists (SPSS) data analysis program to help generate statistical analysis further. The study findings indicated that50.5% of staff were exposed to stress arising from excessive work pressure. In conclusion, NYS staff were largely exposed to stress arising from quantitative and qualitative work overload working during odd hours, over enrolment of students in various courses, working under strict deadlines; inadequate reward system(pay/promotion/recognition);” unnecessary” and frequent transfers especially to hardship areas; inadequate tools and equipment, bullying by senior officers(harassment, degradation, humiliation, shame, intimidation, coercion and threats of transfers); unclear task definition, guidelines, scheduling and job definition; lack of training opportunities irrelevant training not matched to skill requirements; poor placements(role not matched to competence); poor working relation (lack of staff cooperation, arguments and quarrels); and unsupportive working environment from both co-workerand supervisors in that order. Thestudy recommendedthat there was need for NYS to realign its vision, mission and long-term objective for the challenges of becominga premier disciplined Service would be reflected on the quality of service delivery, corporate image, staff productivity and efficiency in service delivery. Achieving these organization performance indicators calls for among others a stress free working environment among staff and a comprehensive stress policy to monitor, manage and prevent work stress