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    Factors Influencing Performance of Wildlife Community Enterprises in Northern Rangeland Trust, Kenya
    (KeMU, 2024-09) Mwenda, Purity Mpinda
    Wildlife linked conservancies are experiencing deteriorating performance in developing nations and Kenya in particular. Conservancies being one of the sources that the government generates revenue, wildlife protection and conservation of natural resources has not only been subjected to human disruptions but also little effort is put by the government to safeguard the natural resources for sustainable development. Based on the fact that Kenya is underperforming among countries of the world in terms of conservation of natural resources, it’s therefore on this regard that this research sought to assess factors affecting performance of wildlife linked community enterprises in the Northern Rangeland. The specific objectives were to determine the influence of community support on the performance of wildlife community enterprises of Northern Rangeland Trust in Kenya; To establish the influence of management practices on the performance of wildlife community enterprises of Northern Rangeland Trust in Kenya; To determine the influence of donor support on performance of wildlife community enterprises of Northern Rangeland Trust in Kenya; and to establish the influence of technical support on performance of wildlife community enterprises of Northern Rangeland Trust in Kenya. The study was guided by commitment-trust theory, the stakeholder, equity, and agency theories. Commitment-trust theory guided community support; stakeholder theory guided management practices; equity theory guided donor support; and agency theory guided technical support. This study employed a descriptive design of research. This study targeted management of the Northern Rangeland wildlife community linked enterprises. All (78) management employees of the Northern Rangeland wildlife community linked enterprises were used as the participants. This research used a census sample design for management and because targeted population was manageable and the participants were within accessible environs. Data was collected through questionnaire. Internal consistency of the tool was assessed through Cronbach Alpha coefficient of 0.7. Instrument’s Validity was affirmed through experts in the field of tourism and lecturers of Kenya Methodist University. Multiple regression was utilized to examine the data and reveal the statistical link among the factors. The study established a positive association among community support, management practices, donor support, technical support and performance of wildlife linked community enterprises. The study concludes that unless management of wildlife linked community enterprises embrace initiatives intended to promote community support, stakeholder involvement, attraction of local and foreign donors and provision of technical support and resources, achieving sustainability of wildlife conservancies will be an uphill task. This research recommends that government and in partnership with community conservancies should embrace policies that promote protection of conservancies rather that wildlife human conflict.
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    Factors Influencing Human Resource Planning in Non- Governmental Organizations in Mombasa County
    (KeMU, 2023-09) Wanjiru, Ndiang’ui Evalyne
    In organizations shaped by humanitarian principles, such as Non-Governmental Organizations (NGOs), the strategic framework heavily relies on human resource planning. NGOs, characterized as voluntary and non-profit entities operating independently from governmental bodies, play a pivotal role in addressing a spectrum of global challenges at local, national, and international levels, spanning social, environmental, and humanitarian domains. This study delved into a practical issue concerning Human Resource Planning (HRP) within NGOs, specifically those situated in Mombasa County. The central aim of the research was to identify the diverse factors influencing human resource planning within these organizations. The study sought to elucidate the influence of critical determinants on HRP within the NGO sector, including technology, the work environment, government legislations, and the labor market. The study grounded its assumptions in theoretical frameworks such as Institutional Theory, Resource-Based View Theory, and Contingency Theory. The research design adopted a descriptive approach, targeting a population of 125 NGOs in Mombasa County, comprising 80 Community-Based NGOs, 17 National NGOs, and 28 International NGOs. Respondents included human resource managers, employee representatives, community representatives, legal advisors, and board managers. Data collection involved closed- ended questionnaires, pilot-tested in Kilifi County for validity and reliability, representing 10% of the target population. Ethical clearance and necessary permits were obtained and the researcher secured an introductory letter from Kenya Methodist University and a permit from the National Commission of Science, Technology, and Innovation. Data analysis, performed using SPSS version 24, revealed significant correlations. Technology exhibited a strong positive correlation coefficient of 0.646 with HR planning (p<0.05), the work environment showed a robust positive correlation coefficient of 0.511 with HR planning (p<0.05), government legislation frameworks displayed a noteworthy positive correlation coefficient of 0.647 with HR planning (p<0.05), and the labor market indicated a substantial positive correlation coefficient of 0.704 with HR planning (p<0.05). Based on these findings, recommendations were proposed. NGOs in Mombasa County were advised to prioritize technology management through Human Resource Information Systems (HRIS) knowledge, enhancing organizational stability. The study emphasized the significance of a conducive work environment, suggesting proactive corporate planning aligned with sector best practices. Factors such as HR planning and employee motivation were highlighted as essential for productivity and working relations. NGOs were encouraged to emphasize compliance with relevant government legislation frameworks, collaborating with the NGO Coordination Board for registration and coordination to improve HR planning efficiency. To address staff turnover challenges, an enhancement of existing human resource policies was suggested. The study called for further research to extend the understanding of the correlation between technology, work environment, government legislation, labor market, and human resource planning among NGOs, acknowledging its limitation to NGOs in Mombasa County and recommending broader investigations in different Kenyan counties for a more comprehensive perspective.
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    Factors influencing Adoption of Strategic Internal Change Management in Deposit taking SACCO'S in Mombasa County, Kenya
    (KeMU, 2022) Mburu, Lilian Njeri
    Internal strategic change management is critical to an organization's search for long-term competitive advantage. Saving and Credit Cooperative Society have been meeting immense difficulties including rivalry from other monetary organizations like banks and microfinance foundations. In this way they have no choice except for redesigning the wheel to stay serious and significant in the new loan fees regulation. Examining factors influencing the adoption of strategic internal change management in deposit-taking SACCOS in Mombasa County, Kenya, was the primary objective of the study. The study's specific objectives were to determine how the organizational culture, management support, data innovation mindfulness, and internal communication influenced the deposit- taking SACCOs in Mombasa County. The study utilized Transformational Leadership Theory, Kotter's Eight Steps Change Theory and Kurt Lewin Theory. The research design for this study was a descriptive survey. Since the quantity was manageable within the study's limits, and because the approach offers a real measure of the population while also having the highest degree of accuracy, a census sample technique was chosen. The respondents were 30 deposit taking Sacco‘s in Mombasa County. The respondents were head of divisions and managers in the 10 chose SACCO's. The study sample was 66 departmental heads. The researcher received introduction letter from KeMU and NACOSTI license. Consent to gather information was sought from the Sacco's. Discussions and interpretations depended on Pearson relationship coefficient, ANOVA and Regression Coefficient. The study outcomes showed a positive strong link between data innovation mindfulness and change management (p=0.037). The findings demonstrated a positive critical link between organizational culture and vital inward Change management (p=0.001). The study showed a positive critical connection between Management support and key inward change management (p=0.001). The res demonstrated that internal management showed a positive huge relationship with vital inside change management (p=0.001). The study concluded that when the association culture accepts positive change measure, at that point not many representatives do oppose the change. The study additionally presumed that the accomplishment of the change plan is subject to the top administration and the shareholders‟ reaction comparative with its execution. The study suggested that Sacco's top administration ought to guarantee that representative demeanor and example of work advances change management. This will improve the corporate culture, which will support financial success and the growth of the company. SACCOs should utilize a few communication channels and apparatuses for mindfulness and spread the data across the association, for example, through messages and web-based media refreshes. SACCOs need to draw in its workers in the beginning phases of carrying out key inner change management and this is by including them in the dynamic cycle. Doing this will work with the change and lower the rate of employee resistance