CW-Department of Public Policy and Administration

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    Management Fibrillation and its influence on Results-Based Management in Kenya’s Public Sector
    (2015-03-02) Minja, David
    Fibrillation is a medical term that describes a condition in the heart where the muscle fibers contract rapidly at their own pace and not in coordination with other muscle fibers. As a result, the amount of blood pumped to the body is reduced. The body experiences a lot of heart activity but reduced heart output. This paper borrows this medical term to describe a phenomenon that exists in many organizations which inhibits superior performance. Many organizations are in the same state as the heart with respect to the practice of results-based management. There are lots of activities going on in the organization but minimal results by way of outputs, outcomes and impact. The best of such organizations only come up with outputs- the results of an activity. These outputs are not the end products for the user but simply a step along the results chain. The author conducted a survey of over one hundred middle-level managers working in public sector agencies. The responses were analyzed using content analysis and classified into ten thematic areas that were seen to be causing management and organizational fibrillation. On the basis of issues identified, several strategies have been proposed to help organizations deal with management and organizational fibrillation.
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    Drivers of Gender Imbalance in the Senior Management at the Parliamentary Service Commission of Kenya
    (Kenyatta University, 2024-05) Musili, Fiona Mwelu
    This study examined the drivers of gender imbalance in the senior management at the Parliamentary Service Commission (PSC) of Kenya. Although there have been several studies focussing on gender inequalities among the political leadership in Kenya, minimal attention has been given to the senior management at the PSC. The objectives of this study were to look into how promotion criteria, organizational politics, and corporate norms drive gender imbalance in the leadership of the PSC specifically at the senior management level. The study was guided by a descriptive research design. The research was anchored on the Skills theory of Leadership, which posits that skills, which can be acquired through training and experience, are the determinant of who can be considered as a leader, and the African Feminism theory, which takes into account the experiences of women leaders within the African context. The population of study was the permanent and pensionable employees of the PSC, and the study site was the Parliament of Kenya Buildings located in Nairobi County. The random stratified sampling method was used to select the respondents. This ensured that information was collected from different cadres in all three Services of the PSC and was, therefore, representative of the whole population. In addition, purposive sampling was used to select those in leadership positions who were expected to have key information on the study. Data was collected using an interview schedule and a structured questionnaire. Responses from 60 individuals from the targeted 87 were received. The data collected from the interviews was analysed using the content analysis method and, thereafter, coded. Descriptive statistics were used to summarise the questionnaire responses thus showing patterns in the responses. Thereafter, the Statistical Package for the Social Sciences (SPSS) software was used to analyse the coded and summarised data showing the extent to which the independent variables of promotion criteria, organizational politics and corporate norms drove the dependent variable of gender imbalance in the senior management at the PSC. Regression analysis on the variables revealed that only promotion criteria had a significant effect on the gender imbalance at the PSC with Sig= .014< .05 while organizational politics and corporate norms did not have a statistically significant effect on gender imbalance at PSC with Sig=.110>.05 and Sig =.467> .05 respectively. The study, therefore, recommended that inclusive promotion criteria should be fostered to help in reducing gender imbalance at the PSC. Further, the PSC should consider using affirmative action in the selection of their senior management to achieve the constitutional two-thirds gender principle. Another recommendation is that the PSC needs to implement and publicize its gender policy, as provided for in its Strategic Plan. The study also acknowledges the importance of coaching and mentorship programs in moulding women’s perceptions of themselves as leaders.
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    Gender Representation in Leadership and Performance of the Ministry of Gender, Family, and Children, Democratic Republic Of Congo
    (Kenyatta University, 2024-05) Tutu, Karn Kibangu
    The study was aimed on gender representation in leadership and its influence on organizational performance in the Ministry of Gender, Family, and Children in the Democratic Republic of Congo. Gender representation is the prescriptions to achieve an organizational goal or performance in the organization. In the competing world today, organizational performance is a central and fundamental feature for the existence of the organization. Furthermore, the performance of the organization is influenced by both internal and external environment, factors like human resource, culture and so one. Gender representation within an organization plays an important role in the performance of the organization because different gender brings different leadership styles and a different outcome. Therefore, the participation of male and female in leadership of the in this state organization is unequal and has a negative influence on organizational performance. Three main objectives of this study were, to explore the level of gender participation in leadership in the ministry of gender, family, and children in the Democratic Republic of Congo, to analyze leadership styles used by leaders in the ministry of gender, family, and children in the Democratic Republic of Congo and to examine the distribution of positions by gender in the ministry of gender, family, and children in the Democratic Republic of Congo. The study was guided by organizational theory, transformational theory, gender stratification theory. The study applied a descriptive research. The study targeted 211 employees working at ministry of gender, family, and children in the Democratic Republic of Congo. A sample size of 140 respondents was achieved comprising of the ministry of gender, family, and children’s staff. A simple random method was used to give an equal chance to every member of the organization to be selected. Pilot study was conducted to enhance reliability and validity of research instruments. Data was amassed using semi-structured questionnaires and scrutinized applying descriptive analysis. The study was carried out with respect to ethical considerations. The findings revealed that both males and females were well represented in the ministry of gender, family, and children where they delivery services to the community. Males and females work together to raise awareness about gender issues, promote gender sensitivity, and challenge traditional gender norms and stereotypes through educational campaigns, workshops, and community engagement. The study concludes that participation of males and females, leadership style and distribution of position positive significant impacted the performance of ministry of gender, family and children. The ministry deals with issues related to gender, family, and children. The study recommends that ministry of gender, family, and children in the Democratic Republic of Congo should create a supportive work environment that promotes work-life balance for both men and women. Implement flexible working arrangements, parental leave policies, and childcare facilities to encourage the participation of women in leadership roles without compromising their family responsibilities.