Organizational Behaviour

The study was based on the premise that the business environment is influenced by different factors that affect corporate governance on the performance of the organization. The research is carried out in Mombasa County; the main objective is to analyze the effects of corporate governance on the performance of an organization. The site of the study is at Wartsila eastern Africa limited which is located outside the Town center of Mombasa. The study used a descriptive, explanatory, comparative, and associational and cross-sectional research designs data. A sample of 75 respondents was to provide the data, the proportion of the respondents was, 5 from top level executive, 20 from middle level managers and 50 from low level employees. Findings on the relationship between Corporate Governance variables and board roles indicated significant positive relationship.

This research evaluates the effectiveness of the process of the employee performance management and development system at a public hospital in Kwa- Zulu Natal, so as to identify the limitations and recommend appropriate remedial measures. A qualitative research method was used for this study. Respondents were interviewed using a standard set of questions that were compiled in the form of a questionnaire. Using purposive sampling, 15 participants were selected and interviewed from a target population of 1200 employees from the Hospital. Findings from this study indicated that the employee performance management and development system has impacted positively on the overall performance of the Hospital in Kwa-Zulu Natal (KZN), however, it was noted that these benefits are being marred by certain limitations, which include dissatisfaction of employees, lack of genuine commitment, inducement of conflicts, and poor improvements in performance. On this basis, it was recommended that the management of the Hospital should consider using measures that train and develop their evaluators on the key concepts in performance management and development, ensure the defining of appropriate goals and objectives during the planning process, fairness and equity during evaluation and rating of the employees’ performance, communication, the allocation of sufficient funds for accomplishing activities related to performance management and development, and constant review of how evaluators conduct evaluations.

Public procurement is crucial to government service delivery. For decades procurement performance has been attracting great attention from practitioners, academicians and researchers due to poor levels of performance. Despite Government efforts for improvement, it is still marred by shoddy works, poor quality goods and services. Stakeholders complain about poor service delivery. Benefits deriving from improved procurement performance at Coast General Hospital (CGH) are dependent on systems and staff. The general objective of this study was to assess factors affecting procurement performance in public hospitals in Kenya with specific focus on the CGH. This study analyzed the factors affecting procurement performance in the public hospitals in Kenya. The research aimed to establish how procurement staff training, procurement information communication technology, supplier management and procurement ethical practices affect procurement performance of the public hospitals in Kenya. The literature review introduced theoretical literature, conceptual framework, empirical literature, critique of existing literature, summary and research gap. Various theories like Principal-Agency theory, Technology Acceptance Model, Transaction Cost Economics Theory, and Technology Diffusion Theory have been incorporated to enhance theoretical understanding of this study. Descriptive research design was used and a stratified random sampling method was used to pick a sample of the respondents who were provided with the questionnaires. The target population comprised of 74 employees from the CGH. In collecting the data, open-ended and closed-ended questions were used. A sample of 62 respondents from within each group in proportions that each group bear to the population as whole was taken using Slovin’s formula: n=N/ (1+Ne²). The data collected was analyzed by use of descriptive and inferential statistics. The quantitative data generated was keyed in and analyzed by use of Statistical Package of Social Sciences (SPSS) that generated information which was presented using tables, frequencies and percentages. The multiple regression model was used to show the relationship between the dependent variable and the independent variables. The regression analysis showed that supplier management was the most related factor affecting procurement performance in public hospitals in Kenya with the strongest positive (Pearson correlation coefficient=.834) effect on procurement performance of public hospitals. In addition, staff training, ethical practices, and information communication technology were positively correlated to procurement performance of public hospitals with Pearson correlation coefficient of .761, .717 and .685 with p-values of .002<0.05, .003<0.05 and .060<0.05 respectively. However, the study established that information communication technology was the least related factor affecting procurement performance. The study recommends that the management of public hospitals in Kenya should therefore adopt supplier management, procurement staff, ethical practices and information communication technology thus ensuring value for money, improved quality service, reduced delivery time and effective procurement performance.

This study attempts to examine the relationship between the variables (communication for 5S System, training for 5S System, reward and recognition for 5S System and top management role for 5S System) with the employees’ motivation in implementing 5S System. The sample size of respondents is 150 and all of them are the employees from Nibong Tebal Paper Mill Sdn. Bhd (NTPM) and Muda Paper Mill Sdn. Bhd. This present study focused on manufacturing firms that are situated in northern area (Penang) and both are manufacturing paper based products. All the respondents are given the questionnaire and their responses are analyzed. In the findings of this present study shows that communication for 5S System and training for 5S System were found to have a positive significant relationship with the employees’ motivation in implementing 5S System while not for the other two variables (reward and recognition for 5S System and top management role for 5S System).

This study aimed to examine the impacts of employee’s rewards and employee’s motivation on employee’s job satisfaction between public and private sectors in Malaysia. A total of 689 employees from both sectors participated in this study. While hierarchical regression analysis was conducted to test the relationship between employee’s rewards, employee’s motivation and employee’s job satisfaction, gap analysis was utilized to determine the significant differences on the levels of employee’s rewards, employee’s motivation and employee’s job satisfaction between both sectors. The result revealed that (1) employee’s reward is positively related to motivation; and (2) both employee’s rewards and employee’s motivation are found to have positive significant influences on employees’ job satisfaction. The t-test result revealed that employees in public sector scored significantly higher on the levels of employee’s rewards, motivation and job satisfaction.

Organization is a relatively young science in comparison with the other scientific disciplines. (Ivanko, 2013) Accounts of the growth of organizational theory usually start with Taylor and Weber, but, as Scott (1987) mentions, organizations were present in the old civilizations which goes back to Sumerians (5000, BC) and which experiences its maturation phase with Taylor, Fayol and Weber, continuing to come up to present with modern management methods and principles. The modern organization may be the most crucial innovation of the past 100 years and it is a theory which will never complete its evolution as the human being continues to exist. Understanding how organizations work has been the focus of scientists and scholars until the early part of the 20th century. Just as organizations have evolved, so to have the theories explaining them. These theories can be divided into 9 different “schools” of thought (Shafritz, Ott, Jang, 2005): Classical Organization Theory, Neoclassical Organization Theory, Human Resource Theory, or the Organizational Behavior Perspective, Modern Structural Organization Theory, Organizational Economics Theory, Power and Politics Organization Theory, Organizational Culture Theory, Reform Though Changes in Organizational Culture and Theories of Organizations and Environments. This introductory paper will concentrate on the organizational economics theory and is divided as follows: The introduction talks about the developments of the organization and organization theory from its early stages with detailed definitions. In section 2, theoretical roots in other words literature review on the subject will be presented. At further section, by looking at the perspectives of the 6 pioneering people (Jensen & Meckling, Williamson, Barney & Ouchi, and Rubin) main principles of the classical organization theory are presented one by one. Section 4 mentions strengths and weaknesses of the classical organizational theory and section 5 discusses and concludes the paper.

This research aims to explore the impacts of organizational learning with a mediating role of innovation on organizational performance. Furthermore, this research was conducted in the textile processing sectors in Faisalabad, Pakistan. Organizational learning and its four dimensions managerial commitment, systems perspective, openness and experimentation and the knowledge transfer and integration contribute the significant impact on organizational performance. There was used Structural Equation Modeling to measure the model and used SMART-PLS version 2.0 package. The studies identified some recommendations to textile processing sectors that organizations can provide a platform to facilitate its processing sectors to promote innovation and creativity for improving efficiency and effectiveness in the organization. Findings identify a number of suggestions through which there can be solve problems in the organizations with the use of knowledge, learning and innovative skills in other organizations.

This study aimed to determine the relationship between wages, benefits and employees’ commitment. Many factors can influence employees’ commitment but this research only emphasize on wages and benefits. Wages and benefits will encourage employees to be committed and motivates them to perform better. The more employees are well paid or are paid their expected wages, the more employees are willing to express their dedication to the organization. The wages and benefits will be offered based on the job descriptions and specification of the employees. Through this study, employees’ commitment level can be identified by taking into consideration the wages and benefits that received by employee.

In recent times, many organizations in the Kenyan EPZ industry, have recorded cases of immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and incessant financial distress syndrome, which has led to many entities being merged and acquired or closing down. This may be as a result of lack of effective leadership. It is on this premise that this research work set out to examine the effects of leadership styles on employee performance in Export Processing Zones in Kenya. This was guided by the following specific objectives; determining the effect of transactional leadership style on employee performance, ascertaining the effect of transformational leadership style on employee performance and evaluating the effect of authoritarian leadership style on employee performance in Mombasa in Apparel EPZ Ltd. The study adopted a descriptive research design on a population of 676 which was further sampled to 43 through stratified sampling. The study findings indicated that transactional and transformational leadership style, in which employees are allowed to have sense of belonging, carry out higher responsibility with little supervision, and followers are helped to achieve their visions and needs enhance organizational efficiency. It is concluded that transactional and transformational leadership styles are the best for the management of Export Processing Zones in Kenya to be adopted in order for them to wax stronger in a global competitive environment. It was recommended that managers use a composition of transactional leadership and transformational leadership as a core managerial strategy in the organization. It was also suggested that managers to be trained to use both styles of leadership and along with the increasing need for new skills and competencies of leadership as a result of changes in community, leadership training program is more important whenever.

Performance appraisal (PA) is regarded as an effective tool of Human Resources Management used to measure the frameworks set by any organization to its employees by tracking individual contribution and performance against organizational goals. For organizations to achieve a competitive edge, a good performance Appraisal system must be put in place. This study was carried out to ascertain effects of Performance Appraisal on employee performance in National Bank of Kenya. The specific objective of the study were to determine the Communication, Administrative, Employee Development and Employee Behavior effects of Performance Appraisal on employee performance at National Bank of Kenya. The study adopted a descriptive research design as it intended to gather quantifiable information to be used for statistical inference through data analysis. This was because this method clearly shows effects of Performance Appraisal on the overall employee performance. The target population in this research comprised of 103 employees of National Bank of Kenya limited 5 Branches in Mombasa County. The sampling technique adopted in this research was stratified Random Sampling and a sample size of 56 employees was selected for the study. The main instrument of data collection used in this study was questionnaire which was administered to management staff, clerks and Direct Sales Representatives. The study used descriptive analysis which involved a process of transforming and presenting a mass of raw data into tables, charts, with frequency distribution and percentages. The collected data was analyzed using the Statistical Package for Social Sciences (SPSS) program version 21.Correlation and multiple regression analysis were used to determine the relationship between dependent variable and the independent variables. Descriptive statistics were represented by use of frequencies, measure of central tendencies (the mean, medium and mode) and also measure of dispersions (standard deviation, range and variance).Inferential data analysis was done by using the Pearson Correlation Coefficient which tested the hypotheses, regression analysis and multiple regression analysis. The research study found out that there was a positive and significant relationship between Communication and Employee Performance with a p-value of 0.001 which is below the required value of 0.05 level of significance. There was also a significant and positive relationship between Employee Behavior and employee Performance with a p-value of 0.016 which is less than 0.05 significance level. However an insignificant relationship existed between Administration and employee Performance with a p-value of 0.169 which is above the value of 0.05. Similarly the relationship between Development and Employee Performance and was insignificant with a p-value of 0.669 which is greater than 0.05 significant values. This indicated that performance appraisal according to this study has a great effect on employee performance in Kenyan commercial banks. The study further recommended that all institutions in the banking sector should embrace performance appraisal practice in this study as it greatly influences performance of employees.