Research Papers

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    Effects of Strategy Control Measures on Strategy Implementation at the Lake Victoria North Water Services Board, Homabay County,Kenya
    (2020-07) Belyndah Shitakwa Ligare; Thomas Okoth Otieno; Dr. Victor Aliata
    The Lake Victoria North Water Services Board (LVNWSB) in Homabay initiated a project with the aim of improving and expanding the network and infrastructure for drinking water and its sanitation in the county of Homabay. At that time, about 92% of the population had no access to piped water which was also of poor quality and high cost. Only 8% of the residents benefited from a continuous water supply. The Homabay Project is worth Ksh 300M which was to be completedby 2017 but up to date it has not been completed. The objective of this study was to establish the effect of strategy control measures on strategy implementation at the LVNWSB, in Homa Bay County, Kenya. The stakeholder theory was used in the study that suggests that an organization is a social construction made of interaction of various stakeholders. This study used correlation survey design.The target population for this study was 50 employees of LVNWSB. Census method was used to survey the target population. The respondents were given questionnaires that were administered through drop and pick method.The questionnaires were pre-tested by conducting a pilot survey from 5 respondents taken from the 50 employees using the internal consistency technique by employing Cronbach Coefficient Alpha test for reliability. Validity was determined using Content Validity Index (CVI). The research instrument was designedto collect qualitative and quantitative data. The researcher used multiple regression analysis using SPSS so as to determine the effects of independent variables on dependent variable.The study findings revealed that strategic control systems have a positive significant effect on strategy implementation (β=.389, p=.000). The study concluded that strategic control systems have positive effect on strategy implementation. The study therefore recommends that the government improves the strategic control measures to enhance strategy implementation at LVNWSB.Findings from this study will be valuable to a number of stakeholders in and outside thewater sector: expanding existing knowledge, referencing and finding comparisons in the quest of getting an ideal strategy-ethics composition and policy approach to stakeholder involvement that would improve service delivery.
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    Job Promotion and Employee Performance among the Administration Police in Bungoma County, Kenya
    (Cross Current Int J Econ Manag Media Stud, 2020-01-16) Belyndah Shitakwa Ligare; Dr. Kadian Wanyonyi Wanyama; Dr. Victor Lusala Aliata
    According to Kenya Police Service Annual Crime Reports (KPSACR) of 2016, the number of criminal offences is still on the increase with the 2013, 2014 and 2015 reports evidencing an offence number of 71832, 72,490 and73,376 respectively. Based on this upward trend, it is still unclear if the trend is related to human resource practices such as job promotion as applied in the administration police which in turn have an effect on the performance of the administration police. In the service industry, especially the Kenya National Police Service, little research has been conducted on job promotion and employee performance especially in Bungoma County. The purpose of this study was to establish the influence of job promotion on the performance of administration police. The study adopted a descriptive survey design. The target population was 1,318 administration police officers in Bungoma County rom which a sample size of 384 respondents was used. Questionnaires were the main instruments used to collect primary data. Stratified random sampling, simple random sampling and systematic random sampling techniques were used. Data was analyzed using both descriptive and inferential statistics. Reliability analysis gave an average Cronbach alpha value of 0.8034 which indicated that the instruments were reliable. Results of the study showed that there was a statistically significant positive relationship between job promotion and employee performance and that job promotion accounted for 71.3% (R2= 0.713) variations in the employee performance. It was concluded that if job promotion was well executed in the administration police, the performance of the staff would be enhanced. The following were the recommendations of the study: organizations should adhere strictly to its promotion policy, ensure promotion process is fair and that employees are promoted based on merit. The findings of this study is expected to inform administration police management policy makers, the government and other stakeholders on relevance and implications of on job promotion in the administration police aimed at improving the performance of staff.
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    Job Promotion and Employee Performance among the Administration Police in Bungoma County, Kenya
    (Cross Current International Journal of Economics, Management and Media Studies, 2020) Belyndah Shitakwa Ligare; Dr. Kadian Wanyonyi Wanyama; Dr. Victor Lusala Aliata
    According to Kenya Police Service Annual Crime Reports (KPSACR) of 2016, the number of criminal offences is still on the increase with the 2013, 2014 and 2015 reports evidencing an offence number of 71832, 72,490 and 73,376 respectively. Based on this upward trend, it is still unclear if the trend is related to human resource practices such as job promotion as applied in the administration police which in turn have an effect on the performance of the administration police. In the service industry, especially the Kenya National Police Service, little research has been conducted on job promotion and employee performance especially in Bungoma County. The purpose of this study was to establish the influence of job promotion on the performance of administration police. The study adopted a descriptive survey design. The target population was 1,318 administration police officers in Bungoma County rom which a sample size of 384 respondents was used. Questionnaires were the main instruments used to collect primary data. Stratified random sampling, simple random sampling and systematic random sampling techniques were used. Data was analyzed using both descriptive and inferential statistics. Reliability analysis gave an average Cronbach alpha value of 0.8034 which indicated that the instruments were reliable. Results of the study showed that there was a statistically significant positive relationship between job promotion and employee performance and that job promotion accounted for 71.3% (R2 = 0.713) variations in the employee performance. It was concluded that if job promotion was well executed in the administration police, the performance of the staff would be enhanced. The following were the recommendations of the study: organizations should adhere strictly to its promotion policy, ensure promotion process is fair and that employees are promoted based on merit. The findings of this study is expected to inform administration police management policy makers, the government and other stakeholders on relevance and implications of on job promotion in the administration police aimed at improving the performance of staff