Urban Improvement: A Public-Private Partnership Strategy

This study developed a conceptual framework for managing Public-Private Partnerships (PPPs) in urbanised areas for improvement of the business environment

The Impact of Systems Thinking as a Construct of Organizational Learning on Competitive Advantage in Kenya’s Oil Marketing Sector

Introduction: Systems thinking has emerged as the convergence point between sciences, a fundamental way of interpreting nature and mastering the ever increasing complexity of the products of human intelligence. Objective: This study aimed to determine the impact of systems thinking as a construct of organizational learning on competitive advantage in Kenya’s Oil Marketing Sector. The latent aspects of competitive advantage; organization agility, innovation, barriers to entry, mass customization and inimitability (difficulty to duplicate) were investigated against the independent variable. Methodology: The research design was explanatory, non-contrived and cross-sectional study on Kenya’s oil marketing sector. A sample size of 425 was drawn from oil marketing companies that had a market share above 1% according to the Petroleum Institute of East Africa. Structured questionnaires were used as the data collection tool. Correlation, regression and SEM model were used to analyze the study findings. Findings: The study found that systems thinking significantly predicted competitive advantage which indicated rejection of the null hypothesis. Keywords: Organizational Learning, Systems Thinking, Competitive Advantage, Oil Marketing Sector

The Impact of Mental Models as a Construct of Organizational Learning on Competitive Advantage in Kenya’s Oil Marketing Sector

Introduction: Despite the growing popularity of organizational learning (OL) and its constructs, the concept remains complex and vague for researchers as well as managers. Mental models are inherently difficult to study and several methods have been developed that essentially document a mental model in the form of a mind map or concept diagram. Objective: This study aimed to determine the impact of mental models as a construct of organizational learning on competitive advantage in Kenya’s Oil Marketing Sector. The latent aspects of competitive advantage; organization agility, innovation, barriers to entry, mass customization and inimitability (difficulty to duplicate) were investigated against the independent variable. Methodology: The research design was explanatory, non-contrived and cross-sectional study on Kenya’s oil marketing sector. A sample size of 425 was drawn from oil marketing companies that had a market share above 1% according to the Petroleum Institute of East Africa. Structured questionnaires were used as the data collection tool. Correlation, regression and SEM model were used to analyze the study findings. Findings: The study found that mental models significantly predicted competitive advantage which indicated rejection of the null hypothesis. Keywords: Organizational Learning, Mental Models, Competitive Advantage, Oil Marketing Sector

Public-Private Alliances: A Documentary Case Study of Strategies of Urban Restoration

The study developed a conceptual framework for managing PPPs in urbanized areas and documented experiences of sample partnerships, and effective communication strategies. This study used a case study approach and a descriptive research. Content analysis was used to create a matrix table. In general, an average public-private partnership was initiated by the private sector

Factors influencing transfer of learning in micro and small enterprises in the garment-making industry in Kenya

The purpose of this qualitative study was to explore the extent to which participants in the voucher-training program were transferring the knowledge, skills and attitudes acquired during the training to their jobs. The key outcome of the study was the identification of trainee characteristics, training design, and work environment factors influencing the transfer of learning in micro and small enterprises (MSEs) in a developing country. Small business development includes the provision of training for prospective and incumbent entrepreneurs. However, training does not automatically translate into practice, creating the transfer problem. Transfer of learning is a critical outcome of human resource development and is the core of every training program. Data were collected through in-depth interviews from twenty-six voucher program participants in the garment making industry in Nairobi, Kenya. Results indicated that there was a high level of learning and in turn, full transfer of learning. The main trainee characteristics found to influence transfer of learning were motivation, self-efficacy, and ability. Other motivational factors in this context were the subsidized cost of training and the short training period. The training design factors were content identical to the participants' needs and job requirements as well as the training methods of explanation, demonstration, and practice, and the qualities of the training provider (friendliness, commitment, and knowledge of training content). The main work environment factors were support from co-workers and the availability of facilities, tools and equipment. Feedback appeared to be a significant factor affecting transfer of learning as all the participants felt the need for follow-up services. Action plans did not seem significant in the transfer of learning as the participants went on to transfer what they had learned without preparing them. The results of this study therefore suggest providing follow-up services, offering block courses, including the administrative as well as the business training to participants in MSEs

Spring Impex (A): A Business Plan for Cheese Production

A case study done on Spring Impex (A), by Dr. Damary Sikalieh, a Lecturer at the Chandaria School of Business in USIU- Africa.While Mr. and Mrs. Githongo were excited about starting a business, Mr. Githongo was clear in his mind that developing a business plan was critical for the success of the cheese production business they had just conceived. As they took the last bend to their house, Mrs. Githongo realized that they had each been lost in thought. She enquired of her husband what he had been thinking about. Having had a hand at business before, Mr. Githongo knew that this time round, they had to do it right. “We have to prepare a business Plan” he replied. They both knew that none of them was much of a writer. This set in a trail of questions in his mind. “Did he or his wife know how to write one? What kinds of information did they need in order to write one? What did they need to include? What would make the business plan adequate in content and form?” As they pulled up outside the front door to their house, they knew that making the decision to start was good but insufficient. They had to plan this business. As Mrs. Githongo went on to the kitchen to begin preparing dinner, Mr. Githongo walked around their compound looking for a starting point. Instead, more questions popped up in his mind. “Is there a market? Is there a product? Is there any competitive insulation? Is there recurring revenue? Would they put together the right team? Are the rewards commensurate with the risks? Mr. Githongo knew that a business plan was necessary in helping to drive the operations of the cheese business. By writing a business plan, they would answer these and many other questions.

The Influence of Personality Dimensions on Organizational Performance

A journal article by Dr. Damary Sikalieh a Lecturer at the Chandaria School of Business in USIU- AfricaIn the 21st century, one of the most critical topical issues in the study of organizational behavior is the effects of workforce diversity such as personality on organizational performance. In today’s global and competitive environment, the general consensus is that organizations that capitalize on diversity are likely to perform better than organizations without the advantages that diversity brings. Workforce diversity refers to employee’s individual differences and similarities. It stands for individuality that includes personality, gender, race, nationality, ethnicity, region, sexual orientation, income, marital status, work experience and perceptions that uphold organizational core values. On the other hand, organizational performance can be defined as when an organization meets its set targets putting into consideration all other personality, external and internal dimensions that influence performance. The purpose of this study was to examine how personality dimensions impact on corporate organizational performance. A descriptive research design taking a survey approach was used. The target population of this study consisted of employees of the Kenya Medical Research Institute (KEMRI) from all the four locations, namely; Nairobi, Kisumu, Busia and Kilifi. A non-probability restricted purposive judgmental sampling was used to divide the population into two homogenous sub-groups; Research Officers and Administrative staff. Both the stratified and simple random sampling techniques were used to select a sample of 85 employees of KEMRI comprising 55 researchers and 30 administrators. A semi-structured questionnaire sent through emails. The data analysis tool used was the Statistical Package for Social Sciences (SPSS) and the findings were presented in the form of frequencies and percentages, in charts and tables. The findings on the personality dimensions and performance showed that the conscientiousness personality trait is the most predictive of job performance at followed by openness to experience, agreeableness, extraversion and emotional stability. In conclusion, the majority of KEMRI’s workforce is mainly composed of a conscientiousness personality trait, which has been found most predictive of job performance at the organization. Hence personality is useful for predicting other work-related criteria, like job satisfaction and job performance. The study recommends that KEMRI should consider personality tests as part of the recruitment and selection process

Governance Practices in Financial Services Associations in Kenya

The purpose of this study was to investigate governance practices in Financial Services Associations (FSAs), more specifically, the roles of the outreach model, Board of Directors, Shareholders and Financial Reporting in the governance of FSAs in the Rift Valley Province of Kenya. The descriptive research design was employed. Stratified and simple random sampling techniques were used in selecting a sample of 121 shareholders, 7 managers and 22 directors. A questionnaire and focus group discussions were the main data collection instruments. Both quantitative and qualitative data analysis methods were used. The findings show that the outreach model is participative in nature and this effectively promotes good governance in FSAs. In addition, the shareholders too are effective in promoting good governance practices, while, the board of directors as a governance practice is ineffective due to the directors’ conflict of interest. Given the low level of reporting, financial reporting too, was not one of those practices that promote good governance in FSAs. Based on the study findings, a few conclusions and recommendations were made. The failure by the shareholders to recognize that they own their respective FSAs leads to their passive participation in the management of FSAs which in turn makes them unable to control the Boards of Directors. Due to their active involvement in loans recovery, the shareholders are actively engaged in governance activities. They should therefore be trained and educated on their rights and roles so that they can be more active in the governance of FSAs. Because the Board of Directors are not actively engaged in the governance of FSAs, independent non executive directors with the necessary technical competence should be incorporated in the board. This move, it is assumed will boost the board’s oversight role and in turn, good governance. In conclusion, this study recommended further research so as to test the relationship between governance and the overall performance of FSAs. In addition, there is need to study the role of the legal and regulatory structures in FSAs

Factors Influencing Transfer of Learning in Micro and Small Enterprises in the Garment -Making Industry in Kenya

187 p.Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2003.Data were collected through in-depth interviews from twenty-six voucher program participants in the garment making industry in Nairobi, Kenya. Results indicated that there was a high level of learning and in turn, full transfer of learning. The main trainee characteristics found to influence transfer of learning were motivation, self-efficacy, and ability. Other motivational factors in this context were the subsidized cost of training and the short training period. The training design factors were content identical to the participants' needs and job requirements as well as the training methods of explanation, demonstration, and practice, and the qualities of the training provider (friendliness, commitment, and knowledge of training content). The main work environment factors were support from co-workers and the availability of facilities, tools and equipment. Feedback appeared to be a significant factor affecting transfer of learning as all the participants felt the need for follow-up services. Action plans did not seem significant in the transfer of learning as the participants went on to transfer what they had learned without preparing them. The results of this study therefore suggest providing follow-up services, offering block courses, including the administrative as well as the business training to participants in MSEs.U of I OnlyRestricted to the U of I community idenfinitely during batch ingest of legacy ETD

The Influence of Rewards and Recognition on Productivity Levels among Extension Officers in the Ministry of Agriculture in Kenya

A Journal article by Dr. Damary Sikalieh, a lecturer at the Chandaria School of Business in USIU- AfricaWhile the civil service reform program has been continually hailed by the donor community as the solution to the poor performance in the Kenyan civil service, it has continued to draw wide criticisms from different stakeholders, including those involved one way or the other in the Kenyan agricultural sector. This is because there has been a steady decline in the sufficiency of (extension) services provided by the Ministry of Agriculture, the key provider of agricultural extension services in Kenya. A study conducted by the info tool incorporated, a business diagnostic services organization based in Massachusetts, in the United states of America, found that some of the factors that can contribute to poor performance among employees in any given organization include poor leadership, lack of team work among employees, lack of an effective rewards and recognition system, a poor work environment, among others. Consequently, based on the available literature, several factors can be cited as the possible causes for the declining performance among extension officers in the Ministry of Agriculture. These could include: lack of rewards and recognition for outstanding service, a poor career development system and a poor work environment. The purpose of this study was to determine the influence of rewards and recognition on productivity levels among extension officers in the ministry of Agriculture. This was a case study which sought to identify the effects lack of an efficient rewards and recognition system had on productivity levels among extension officers with an aim of opening doors for further research on the same and recommend strategies for addressing the problems to ensure that the country becomes (once again) self sufficient in food production. There were a total of 45 extension officers in Bahari District, which had just been annexed from Kilifi District. Given the number of officers, a census was done, where all the officers were given questionnaires, followed by a focus group discussion for triangulation purposes. This is because it was only through a census that more comprehensive and accurate information could be gotten. The data collected was analyzed for any causal-effect relationships, correlations and variances, by use of the statistical package for social sciences (SPSS), and the results presented in pie charts and tables to give a picture of the research findings at a glance. The findings on rewards and recognition revealed that the employees in the ministry of agriculture are not satisfied with the rewards and levels of recognition for the jobs they do, with the overall feeling being that they are neither rewarded nor recognised for their work. Low compensations levels were cited as a major source of poor motivation among the employees. The study thus recommends that the Ministry of Agriculture considers improving its rewards and recognition programme for its extension officers for increased productivity. The ministry should effect professionalism and equity in staff promotions, improve holistic facilitation of field staff, and improve on the general staff motivation strategies (revise allowances and other benefits)