Human Resources Engagement as a Competitive Strategy for Performance in Small and Medium Enterprises in Kenya: A case Study of Jirani Engineering Services.

The business environment within which Small and Medium Enterprises (SMEs) operates in Kenya is very dynamic. Internal and external forces are fast changing the style of management and human resource engagement to an extent that SMEs must as a matter of urgency amend or adopt new human resource strategies as key source of their strategic advantage in order to grow, remain competitive and profitable. A change in employees engagement strategy is widely believed will determine the direction of the SMEs in unlocking their potential and competitiveness. There is also a wide believe that human resource engagement affect labour performance, productivity, commitment and they create comparative advantage for the enterprise. The aim of this study was to establish the influencing factors that affect employee engagement and subsequent performance. This study was a descriptive and exploratory research, a case study of Jiran Engineering services. It employed questionnaires and interviews. The findings of this study indicated that an effective human resource strategy on communication, equal pay, equal opportunities and recognition affects employee engagement in the firm and has a direct impact on labour productivity and firm competitive edge. The study therefore recommended that Jirani Engineering Services should adopt a strategic human resource plan despite its nature of operations in order to tap the potential that goes with effectively engaged people. The firm should also have a clearly defined and well aligned human resource plans to drive the identified factors. This will enable the firm to focus on its market position and other value addition services. Key words: engagement, communication, equal opportunity, pay and benefits and recognitio

Effect of Value Chain Management Practices on Performance of Medium and Large Scale Retail Outlets in Nakuru County, Kenya

Current research in the field of strategy suggests that efficient and effective value chain management practices are critical in enhancing organizational performance. However, past empirical studies have not focused on the effect of value chain management practices and organizational performance, particularly in retail outlet sector. The overall objective of this study was to determine the effect of value chain management practices on performance of medium and large scale retail outlets in Nakuru County. The study was based on the resource-based view theory. The study employed correlational research design. The population of the study was 43 medium and large scale retail outlets. Census study was carried out among 43 medium and large scale retail outlets in Nakuru County, Kenya. Primary data was collected using close-ended questionnaires. The results revealed positive and significant relationship between value chain management practices and organizational performance. It is concluded that while internal value chain activities need to be the key vision of value chain management practices in firms, all value chain management practices dimensions should be combined for a greater increase in organizational performance. Keywords: Value chain management practices, Organizational performance, Resource-based view theory, Medium and Large scale retail sector, Kenya. DOI: 10.7176/EJBM/11-14-10 Publication date:May 31st 201

Drivers of Employment Elasticities in Kenya

The relationship between output growth and employment elasticities has been of intense debate among many economists. Though there is no conflict between the two objectives, the question that arises is the rate at which employment growth responds to economic growth. The policy focus on employment in Kenya is manifested by the sheer number of employment targeted development plans and Sessional papers that have been formulated. Basically, all the policy documents developed by the government have premised employment creation on economic growth. The purpose of the study was therefore to determine the drivers of employment elasticities in Kenya. Empirical findings indicated that the first lag of employment elasticity, average wage, inflation rate, labour force participation rate, first and second lags of labour force participation rate, population density, first and second lags of foreign direct investment to be the short run drivers of employment elasticity. Empirical findings also indicated that exchange rate, foreign direct investment and population density were the long run drivers of employment elasticity in Kenya. The study recommends that policy measures to control inflation should be tightened and more efforts to attract foreign direct investment to be undertaken. The study further recommends that a stable exchange rate should be maintained. Lastly, the government should harmonize the salary scale framework to regulate the wages in the country. This could be realized through salary adjustments based on a periodical and systematic evaluation of wage parameters in the public sector and taking cognizance of the prevailing economic dynamics.Keywords: Employment elasticities, Drivers, KenyaDOI: 10.7176/JESD/10-16-04Publication date: August 31st 201

RELATIONSHIP BETWEEN ACHIEVEMENT-ORIENTED LEADERSHIP STYLE AND TEACHERS’ JOB SATISFACTION IN NAKURU COUNTY, KENYA

This study investigated achievement leadership style practiced by head teachers’ and job satisfaction of teachers’. The study was conducted among a random sample of 348 primary school teachers from Nakuru County, Kenya. A researcher developed questionnaire was administered and interview schedule. Correlation design was used for the study. Spearman’s coefficient correlation analysis was used to predict relationships between variables however; they were subjected to hypotheses test. The objective of the study was to examine the relationship between head teachers’ achievement-oriented leadership style and teachers’ job satisfaction in primary schools. Teacher job satisfaction is influenced by head teacher who demonstrates ultimate goal achievement to teachers’ through giving of challenging tasks and roles as well as creating confidence on followers. A conducive environment in school is vital for teachers who show lack of confidence in ability to complete a task and hence they need motivation in order for them to continue achieving towards the goals set. Moreover, achievement-oriented persons in leadership demonstrate that clear performance of high standards at work is vital and hence they show concern for subordinates’ confidence. Although school tasks need to be set on clear guidelines and standards of performance, routine tasks need to be made more challenging and followers made aware to focus on high standards. An achievement-oriented leader should often seek for continuous improvement from the subordinates. Spearman rho correlation coefficient relationship between head teachers’ achievement leadership style and teachers’ job satisfaction was found to be significant. The study concluded that achievement oriented leadership style practice by head teachers’ had a weak relationship although significant correlation to job satisfaction. In view of this foregoing teachers’ work need to be made more challenging and interesting to eliminate routine activities. The study recommended that schools should continue focusing on leadership practices as part of their professional learning and leadership development. This development enables to maintain a continuous supply of future leaders and sustainable leadership. Institutional heads need to learn more about human behavior as it impacts on teacher performance. Head teachers’ through their actions and attitudes should create an enabling environment which induces motivation on teachers towards achievement of desired goals.  Article visualizations

Leadership Practice in a fast growing Kenyan Bank

The research sought to (i) bring about change and make the Bank more customer-centric using literature on leadership practice to inform the process, (ii) understand and articulate how leadership is enacted within the organisation, and (iii) generate actionable knowledge that is relevant for academic and practitioner communities. The research concludes with a brief reflection and synthesis of a re-calibrated view of the researcher's leadership DNA

RELATIONSHIP BETWEEN SUPPORTIVE LEADERSHIP STYLE AND TEACHERS’ JOB SATISFACTION IN NAKURU COUNTY, KENYA

This study investigated supportive leadership style practiced by head teachers’ and job satisfaction of teachers’. The study was conducted among a random sample of 348 primary school teachers from Nakuru County, Kenya. A researcher developed questionnaire was administered and interview schedule. Correlation design was used for the study. Spearman’s coefficient correlation analysis was used to predict relationships between variables however; they were subjected to hypotheses test. The objective of the study was to examine the relationship between head teachers’ supportive leadership style and teachers’ job satisfaction in primary schools. Teacher job satisfaction is influenced by head teacher in giving support to teachers’ through creating pleasant environment in school for instance when teachers show lack of confidence in ability to complete a task they need motivation to move on, creating friendly climate, and verbally recognizes teachers’ achievement in a rewarding modus. Moreover, supportive persons in leadership demonstrate respect, treat everyone equally, and show concern for subordinates’ well-being. Although school tasks need to be set on clear rules; guidelines and standards of performance, routine tasks need to be strengthened to break the monotony. Supportive leader should utilize the expertise to improve activities and school structures. Spearman rho correlation coefficient relationship between head teachers’ supportive leadership style and teachers’ job satisfaction was found to be significantly positive. The study concludes that supportive leadership style practice by head teachers’ has a high positive significant correlation to job satisfaction due to head teachers’ concern for well-being, friendliness and approach. To this end teachers’ workload need to be made more challenging and interesting to eliminate routine activities. The study recommends that schools should continue focusing on leadership practices as part of their professional learning and leadership development. This development enables to maintain a continuous supply of future leaders and sustainable leadership. Institutional heads need to learn more about human behavior as it impacts on teacher performance. Head teachers’ through their actions and attitudes should create environment which induces motivation on teachers.  Article visualizations

Expanding the scope of sexual harassment laws in Kenya: a legal scrutiny of the adequacy of the laws dealing with sexual harassment

Submitted in partial fulfillment of the requirements of the Bachelor of Laws Degree, Strathmore University Law SchoolSexual harassment IS a violation of human dignity and this paper seeks to analyse the adequacy of sexual harassment laws in Kenya. In doing so, the researcher shall indeed prove that there is a gap in sexual harassment laws in Kenya and illustrate the need for a wider understanding of sexual harassment. Specifically, this paper shall champion for the recognition of various contexts in which sexual harassment can take place, in addition to those that the current legal framework has envisioned. The primary question that drives this research is: What definition and contexts of sexual harassment need to be recognised by the law, in order to provide a legal framework that not only provides recourse for survivors of sexual harassment, but also upholds human dignity and gender equality In order to properly answer the research question, the research shall be conducted using the qualitative research model through desktop research. A comparative study against Australia shall also be conducted in order to contrast the current legal framework in Kenya. It is in doing so that the gaps in the Kenyan law will be realised. Ultimately, the end goal for this research paper is to identify the gaps within the Kenyan law and propose ways in which the identified gaps can be filled thus expanding the current provisions of sexual harassment within the Kenyan law