Browsing by Author "Ndegwa, Priscilla"

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    Female Genital Mutilation: A Religio-Cultural Sensitive Issue Determining Maternal Health Care Choices among Somali Women in Dadaab Refugee Camp, Kenya
    (ESI Preprints, 2022-08) Gitome, Josephine; Kahumbi, Newton; Mainah, Muthoni; Kituku, Jacqueline M.; Mwoma, Teresa; Ndegwa, Priscilla; Bagelman, Jennifer
    The paper addresses Kenya’s development challenges in maternal health care with a specific focus on the impact of traditional birth attendants (TBAs) and female genital mutilation (FGM) among the refugees. It purposes to achieve four objectives: to discuss the persistence of FGM among Somali women in Ifo Refugee Camp, to establish the hospital process of providing maternal health care to mothers who have gone through FGM; find out the level of preparedness of the midwives to handle mothers with religio- cultural concerns such as prayer, non-involvement of male nurses and how the practice of FGM contributes to the preference of TBA by mothers. The study assumes that midwives’ training may not have effectively addressed FGM, a social-cultural sensitive issue affecting childbirth and care. Secondly, the specific support of midwives in refugee camps contexts remains limited. A qualitative research approach was used in the study, involving Snowballing sampling method, in-depth interviews, and focus group discussions (FGDs). These methods brought out pertinent issues that make TBAs the preferential option for some mothers in spite of the presence of level 4 category hospitals in the refugee camps. In case of birth complications, the mother’s choice for TBA delays the family’s decision to take her to the hospital and for health care workers to save mother and child. The shortage of midwives and the presence of male midwives in hospitals make some Somali mothers seek assistance from TBAs. There is a need to contextualize midwifery training by enhancing the curriculum with evidencebased /mother-centered skills
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    Food Voucher Choice and Refugees Livelihoods in Dadaab Refugee Camp, Kenya
    (International Academic Journals, 2017) Mohamed, Ibrahim Sugow; Ndegwa, Priscilla
    Since the onset of the conflict in Somalia in 1990s, Kenya continues to host the largest Somali refugee population in the region. Given the extended duration of their stay in Kenya, the economic situation of the refugees is increasingly deteriorating mainly due to depletion of resources, savings, and remittances, as revealed by a joint assessment mission conducted on refugees in June 2009. The situation is further aggravated given that Somali refugees in Kenya are not permitted to work, own property accordingly, they are fully dependent on external support, including humanitarian assistance. The overall objective of this study therefore was to evaluate food voucher choice and refugees livelihoods in Dadaab refugee camp, Kenya. The specific objectives of the study was to establish the effect of access to market information, perception of beneficiaries and vendors, cost-effectiveness and coordination mechanism on food voucher choice and refugees livelihoods in Dadaab refugee camp, Kenya. This study adopted a descriptive research design and the study intended to gather quantitative and qualitative data. The sample size was 234 respondents comprising of 30 refugee camp leaders and 204 traders and aid workers. The study established that access to market information, access to perceptions of beneficiaries and vendors, cost effectiveness and coordination mechanism strategy had a positive and significant effect on refugee’s livelihoods in Dadaab refugee camp, Kenya. The study recommended that functioning and integrated markets are key prerequisites for using a market-based approach for providing food assistance. For cash or voucher transfers to work, people must be able to buy what they need in their local markets and markets must have the capacity to respond to increased demand through increased supply rather than through increased prices, availability of food in Dadaab camp markets is determined by the seasonal production cycles, and in the case of commodities not locally produced by the road conditions during the rainy season and main trade barriers in both camps have to do with road conditions and transport, and with the lack or irregular supply which increases transport cost. In Dadaab camp the most important constraint to trade reported by the camp leaders was poor road conditions which is clearly linked to the accessibility problems during the rainy season and the multitude of partners and initiatives foreseen in multi-year plans requires dedicated staff time within the camp to ensure effective planning and coordination, to harness financial resources, and to oversee camp’s interventions through selected implementing partners and their gradual hand-over as appropriate. The study recommended that the adoption of Vouchers as the bet modality than cash in the highly volatile security context of the refugee camps, where even minor incidents quickly escalate to fighting, deaths, and displacement as it has been witnessed in refugee camps in 2012, that the Government of Kenya should be responsible for security in the refugee camps and should express a strong preference for vouchers over cash. Vouchers should be delivered, through Safaricom’s closed loop system which has been analyzed to be the most cost efficient, secure, commercially available system, in order to maximize benefits to the host communities; local producers need to be linked to the new market opportunity. The non-governmental organizations operating in Dadaab camp should apply their expertise in building market linkages through technical assistance to the relevant ministries in the government of Kenya and taking vouchers to every household in the refugee camps needs strong coordination within the relevant NGOs and the involvement of all core functional areas in the design and delivery of the programme. The study suggested that further studies should be carried out on strategic responses on Vouchers for food assistance in Kenya’s refugee camps.
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    Knowledge Conversion and the Performance of National Police Service in Nairobi City County, Kenya
    (IJNRD.ORG, 2023-11) Njoki, Teresia; Ndegwa, Priscilla; Oringo, James Odhiambo
    The Government of Kenya has made efforts to transform the National Police Service into a contemporary, energetic organization with the resources and expertise to meet the demands of modern policing. Despite these efforts, there have still been rising insecurity issues. More than 58% of Kenyan residents, according to a poll by Transparency International, are dissatisfied with the way that police personnel in Kenya provide their services. According to the literature, conversion-oriented knowledge management procedures are ones that focus on maximizing the value of already-existing data. The ability of the organization to organize, integrate, join, structure, assist, or distribute learning is one of the processes that enables organizational transformation into better performance. Accordingly, this study focused on assessing the influence of knowledge conversion on the performance of the NPS in Nairobi city county, Kenya. The study’s approach was guided by the organizational knowledge creation theory. The study used descriptive research approach to conduct the research. The target population comprised of police officers in sixteen sub counties in Nairobi City County with a total of 7,875 police officers. The sample size was computed using Yamane Formula, which resulted to 381 respondents. Data collection was carried out using close ended questionnaire. Descriptive and inferential statistics were utilized to examine the acquired data with the help of the SPSS version 24. The study revealed that knowledge conversion had a positive significant effect on the performance of the national police service in Nairobi City County, Kenya. This is achieved through socialization, internationalization, externalization and combination. The study recommended that the National Police Service should consider enhancing practices associated with the different elements of knowledge conversion such as externalization, combination, socialization and internalization
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    Motivation and Employee Retention in Savings and Credit Co-Operative Societies in Nairobi City County, Kenya
    (IJCAB, 2020) Njora, Grace Wambui; Ndegwa, Priscilla
    This study sought to assess how motivation affect employee retention in Savings and Credit Cooperative societies in Nairobi City County. The researcher conducted the study in SACCO societies located in Westlands sub-county. The objectives were as follows: to determine the effect of employee rewards in promoting employee retention in SACCO societies; to establish how job design affect employees retention in SACCO societies; and to evaluate how career opportunities affect employee retention in SACCO societies. The evaluation was done using questionnaires tailored towards collecting primary data in line with the objectives of the study. Due to the broad nature of the study, a descriptive research study design was used. The target population of the study was 270 SACCO societies located in Westlands sub-county. The researcher used simple random sampling to select senior staff and junior staff of employed in deposit taking SACCO societies, non-deposit taking SACCO societies, public service SACCO societies to arrive at a sample size of 83. The researcher distributed 83 questionnaires to the respondents of which 62 were returned representing a 75% response rate. The data collection instruments were checked for reliability using Cronbach’s Alpha method. The researcher used descriptive statistics to analyse data using mean and standard deviation and inferential statistics using regression analysis, and analysis of variance. The researcher employed multiple regression analysis at 5% level of significance to establish the association between the variables. The study findings established that the employee rewards, job design and career opportunities are crucial factors that positively affect retention of employees. The study recommends that SACCO societies should formulate well-structured employee rewards with supportive policies. The societies should improve on these rewards to improve the level of employee retention. The study also recommends that the SACCO societies should have a variety of career opportunities to satisfy different employee needs. The study suggests that in future, researchers should carry out a longitudinal study to establish the extent to which employee rewards, job design and career opportunities affect employee retention in SACCO societies.
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    Motivation and Employees Performance in County Assembly of Mandera, Kenya
    (IJCAB Publishing Group, 2019) Hassan, Hussein Adan; Ndegwa, Priscilla
    The introduction of devolution saw a great number of staff transferred from the national government to the County government. However, human resource management became a major challenge across all counties as most Counties lacked capacity. As a result there has been job dissatisfaction among employees of the county governments which can be detrimental to performance of both employees and county assembly at large. Hence there was need to implement strategies that can motivate employees in order to enhance their performance so as to get desired results from them. The general objective was to determine the effect of motivation on employee performance of in county assembly of Mandera, Kenya. The specific objectives were to: examine the effect of compensation package on performance of employees in Mandera County; to establish the effect of working environment on performance of employees in Mandera County; to assess the effect of job security on performance of employees in Mandera County; and to assess the effect of employee promotions on performance of employees in Mandera County. The study was informed by the equity theory, goal setting and the expectancy theory. The study adopted descriptive research design. The study population consisted of 150 employees in the County Assembly of Mandera. The population was grouped into departments of employees in the county Assembly. Stratified random sampling technique was used to select the sample. The study grouped the population into stratas, whereby from each stratum the study took a 30% sample. The sample size was 45 respondents. The study collected primary data through use of a questionnaire. The questionnaire had both closed and open-ended questions. The developed questionnaire was checked for its validity and reliability through pilot testing. The quantitative data was analyzed using descriptive and inferential statistics. The quantitative data was analyzed by using descriptive statistics which included frequency distribution tables and measures of central tendency (the mean), measures of variability (standard deviation) and measures of relative frequencies. The inferential statistics included a regression model which established the relationship between variables. Data was presented using tables, charts and graphs. The study findings show that compensation package, working environment, job security and employee promotions have an effect on performance of employees. The study concludes that compensation management can affect job satisfaction and employees organizational commitment, employees’ will improve their performance if the problems identified during the research are tackled by the management and that Work environmental factors that influenced employee performance were physical environment factors, reward, management / leadership style, training and development and work-life balance. This study recommends that management and decision makers should endeavour to review compensation packages at various levels in order to earn employees’ satisfaction, organizations should enhance flexibility of working environment, reduce work noise distraction and enhance supervisor’s interpersonal relationship with subordinates. Organizations should have well recognized job pay package, job security, and reward system for their employees and organizations should be able to recognise employee who have done well at work, device mechanisms to retain and reward an employee for his years of service to the organization.
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    Work Environment: Issues To Resolve For Employee Retention In Tier I And Tier Ii Commercial Banks In Nairobi City County, Kenya
    (International Journal of Scientific and Research Publications, 2025-03) Ogega, Edinah Moraa; Ndegwa, Priscilla
    The Kenyan banking sector plays an important role and contributes to the socio-economic growth and development of the country. However, the sector has had a challenge of retaining its employees which affects its performance and sustainability. The tier I and II commercial banks have a larger customer base compared to other financial institutions. The increased workload put pressure on employees, causing low retention rates, as a solution this study focused on work environment and conditions. The study sought to answer the research question; what is the effect of work environment on employee retention in tier I and II commercial banks in Nairobi City County? The study’s theoretical foundation was Herzberg’s two factor theory and work adjustment theory. The study targeted 17 Human Resource Managers and 348 employees working at bank’s head offices. The sample size consisted of 365 employees and 256 participated in the research, making a 70.1% response rate. Primary data was collected using questionnaires that were analyzed using descriptive and linear regression. Findings showed that work environment had an average mean score of 3.549 and led to better retention of employees at mean scores of 3.711. The regression analysis showed that 59.9% variation in employee retention was influenced by work environment. The recorded beta coefficient results of β = 0.604 imply that work environment positively and significantly predicted employee retention. The conclusions are that work environment improved employee retention in the Tier I & II commercial banks. The study recommended abiding by the building and construction requirements in creating a good work environment with sufficient light, air circulation and working space. This is important in retaining employees; hence the commercial banks can operate optimally, grow and contribute to economic development of the nation.