The aim of this study was to investigate factors influencing consumer buying decision towards selected fast moving consumer goods (FMCG) in Nairobi. Quantitative approach along with explanatory research design was applied. The study was conducted on consumer of laundry detergent in Nairobi. A sample of 385 respondents was taken through convenience no probability sampling method, of which a total of 288 valid responses were obtained and used for the analysis. Structured self-administered questionnaire was used to collect the primary data and using SPSS 20.0, both descriptive and inferential analyses were conducted for correlation and multiple linear regression analysis to attain the intended objectives. The Finding indicates that product quality, price, availability, advertisement and brand awareness significantly influence buying decision of consumers in Nairobi, but, product quality, price and availability were the most significant and the demographic profile of shoppers indicates that the market is highly dominated by the purchasing decisions of females within the households in Nairobi plus Retailer's recommendation, friend and family as well as exposure to brands in shops have been identified as the most important sources of information. An important implication for marketers is the development of marketing strategies based on the right knowledge of the decision maker and shopper. Results also give direction for companies and marketers of such products to give attention to consumer’s behavior to be successful.

Employee performance is an important factor that influences the success of organizations in any sector. However, poor employee performance is a key issue in the Kenyan financial services sector. To improve performance, organizations invest significantly in training and developing their employees. In this regard, the current study investigated the effect of retention bonding contracts on the performance of employees in the Kenyan financial services sector. This study was informed by the Social Exchange Theory (SET) and the organizational justice theory (OJT). The philosophy that guided the current research is positivism. The descriptive cross-sectional survey was employed to examine the association between retention bonding and employee performance. The population consisted of 3100 employees working for 93 FinTech companies in Kenya. The sample size comprised of 306 employees selected from FinTech companies. First, the findings revealed that that retention bonding period had a significant positive regression coefficient. Secondly, the results showed that retention bonding amount also had a significant regression coefficient. In addition, the regression coefficient for retention bonding fairness was also significant. The implication of these findings is that improving aspects of retention bonding period, such as duration of retention, flexibility in determining the duration, employee input in determining the duration, and parameters used to determine the duration, can lead to improvements in employee performance in FinTech companies in Kenya. Additionally, these findings suggest that improving aspects of retention bonding amount, such as reasonable bonding amounts, factoring years an employee has worked, penalties, pro-rating the amount and parameters used to determine the amount, can improve the performance of employee in FinTech companies in Kenya. The results also indicate that improving the fairness of retention bonding in terms of reducing its restrictiveness and penalizing language, providing payback options, and clear communication of retention bonding to employees, can help improve the performance of employees in FinTech companies in Kenya.

Nothing gets done in an organization without workers, including the most valuable assets such as machines, supplies, and cash. Because of the dynamic nature of humans, it is critical that employees receive continual training and development in order to compete in today's marketplace. Employee performance is the most important factor in improving an organization's overall performance. This study will look at how training and development affect employee performance, specifically at the Bank of Abyssinia. As a result, the research design was a descriptive and correlational study. To achieve the purpose of this study, 100 questionnaires were issued, and 92 of them were successfully gathered and analyzed using descriptive statistical analysis (mean and standard deviation), correlation, and regression analysis using SPSS 26. Version. Both primary and secondary source of data were used for this Study. The method of data collection was questionnaire in the form of both open ended and closed ended questions. Through the selection of four branches (one from each), as well as district and head office staffs, this study was carried out throughout all four grade branches of BOA, ranging from Grade 1-3 and the corporate branch. according to the fact that branches with the same grade are uniform in every respect according to the standards of the bank, and because they all have the same organizational structure, behavior, and culture, as well as the same working environment, branches will be chosen at random. Finally, after the study, the researcher found that the training design and employee performance were positively correlated and had strong correlation between them. Then, the recommendations were based on the findings which affects employees’ performance in the case of Bank of Abyssinia.

The purpose of this dissertation is to analyse the factors affecting professional employee intention and turnover in the American international corporation (AIC), Kisii Town, Kenya. The research design is explanatory in nature, and both qualitative and quantitative data were collected via interview and questionnaire, respectively. Questionnaires were used to gather quantitative data from professional employees, while qualitative data were gathered via interview (with senior Administration and HR staff) and review of secondary sources. Out of the 75 questionnaire distributed 72 responses were received and then transferred to excel sheet and then proceed through SPSS 20 Statistical tool. Qualitative data gathered through interview and secondary sources were analyzed via the systematic analysis, while quantitative data gathered via questionnaire were analyzed via correlation and regression analyses. The major factors affecting the employee’s intention turnover in AIC organization fall into three groups, namely personal, pull and push factors. According to this study pull factor was the significant factor which influence employee's to leave the organisation. Employee intention is one of the major challenges faced by the AIC organization due to which the turnover rate of employee increases. The researcher also examined the turnover intention of professional employees with regard to gender, age and length of service. Based on the research findings, participants gave a mixed response for staying and leaving the organisation. However, from their response it is clear that, as part of the retention strategy, they want the AIC organization to improve salary, transparent and fair management system, work and life balance and offering family package like children's education as part of the benefit. This research can be considered by the employers, management and Human resource staff of AIC organisation to improve their internal working environment and take some experience from other similar organisation to reduce employee turnover.

This study is about assessing Credit risk management of Nib international Bank S.C to achieve the intended objective of the study, Descriptive research was employed. Purposive sampling techniques were used to focus on limited number of informants who have deep insight about the issue. Accordingly, the size of the sample ware 143 which include all city Branch Managers and loan officers, credit analysts, Follow-up officer Customer Relationship Manager and Controllers of the bank. Questionnaires and interview were used as a primary data gathering instrument while annual reports and information from book of account were used as an instrument to gather secondary data relevant for the study. Descriptive statistics was used to analyze the data. Accordingly, the research found out that, credit risk policy and strategy of the bank is not renewed timely, the bank has no procedure to detect borrows associated with crime, internal risk rating system is not utilized to total portfolio and value and existence of collateral is not checked periodically Based on the findings the research suggest that, the bank should review its credit risk management strategy and policy periodically, develop policy enable to identify borrowers associated with crime and adjust its Management Information system in a manner it provide adequate information for decision makers.

The rapid changes in technological advancement implications are for companies to keep up with the trends and exploit them to their advantage. The manufacturing sector has been signaled as one of the industries that have been slow in its digital transformation. Kenya’s manufacturing sector has not been able to leverage digital transformation to enhance its performance and is behind in meeting its Vision 2030 goals. Therefore, this study assessed the influence of technological, organisational, and environmental factors on DT in Kenya’s manufacturing firms in the Nairobi region. The study was anchored on the technology organisation and environment (TOE) Framework and Diffusion of Innovation (DOI) theory. A positivist research philosophy fits with the study’s objective and is thus adopted. A descriptive correlational design is used as the study aims to describe the association between factors that may influence digital transformation. The target population was 725 firms from which a sample size of 176 was selected as the units of analysis. In each of the 176 firms, a senior manager involved in strategy implementation was purposively and conveniently sampled. The data was gathered using a Likert scale-based questionnaire that waschecked for validity and reliability in a pilot study from which the internal consistency of items was assessed. The output indicated that technology, organisation, and environment factors together explained 47.5 % of the change in DT adoption in manufacturing firms and was significant at the 95 % confidence level. Independently, technological factors had a .577 positive and statistically significant effect on DT adoption. The study therefore concludes that increasing technological factors in manufacturing firms will contribute to an increase in DT adoption while organizational and environmental factors do not have any effects on DT adoption. the study recommends that manufacturing firms focus on using technology that has affords them a relative advantage over the existing technology.

COOP is struggling to improve and keep its service quality towards increase customers positive perceptions by providing and implementing like modern banking systems (core banking system, e-banking, mobile banking, and internet banking), technological instruments (ATM, POS) and other many banking services tools. However, there are some problems and difficulties observed on its service quality, handling of customers compliant, reliability, responsiveness and other services to apply effectively and efficiently as expected. (Co-operative bank of Kenya reviewed 2015/16 first quarter performance). In this regard, a research should be carried out on the service quality of COOP to fill the gap and give possible recommendation to make the customers more satisfied and the service delivery quality better. In light of the above discussion, it is deemed essential for COOP to be fully aware of its customer satisfaction in relation with the service offered to them. If COOP does not asses the magnitude of its customer actual perceptions of the service and make appropriate measure the result may have a direct impact on customer defection. COOP in the banking industry of the country should pay more attention for service quality to meet their customer’s expectation.

This research aimed to examine the barriers emerging from organisational structure, communication strategies and management commitment to corporate strategy implementation. The independent variables within the framework were organisational structure, communication strategies and management commitment, and the dependent variable was corporate strategy implementation. The research used a case study design with a quantitative approach. A nonprobability sampling technique with a total population sampling procedure was used guided by the three specific objectives (i) To assess the influence of organisational structure on strategic leadership in managing corporate strategy implementation (ii) To determine the influence of communication strategies on strategic leadership in managing corporate strategy implementation at Safina Media Group and (iii) To identify the contributing factors to management commitment in facilitating corporate strategy implementation at Safina Media Group. The main data collection instrument was a questionnaire distributed to 55 workers in total, and all 55 usable responses were received and analysed through SPSS 25. The objectives of the study were achieved through descriptive analysis. The analysis revealed that the highest rated barriers to effective strategic leadership are the information management system, poor communication, innovativeness and technology (M = 2.31, DS = 0.99 and M = 3.3304, SD = 1.27 and M = 2.26, SD = 1.04 and 2.28, SD = 1.99) respectively. This could be interpreted that a poor information management system, poor communication, poor innovativeness and low technology form barriers to effective strategic leadership in corporate strategy implementation at Safina Media Group. The findings and conclusion give recommendations that Management needs to understand the importance of managing information, communication, and technological innovations in a long-term perspective. Staff should be given information to carry out their human resource activities as well as make individual holders of management positions aware of the consequences of weak relationships with any employee on corporate strategic implementation. Last but not least, this similar study should be carried out with other entities of similar characteristics for comparison of the findings obtained and the validity of outcomes.

This research paper explores challenges of obstetric fistula with the aim of assessing the lived experiences, challenges and solutions of women survived from obstetric fistula at Hamelin Hospital. The study was undertaken utilizing an in-depth interview and eight participants were purposely selected and 5 participants were interviewed as data saturation reached on the 5th participant. Methodologically the research study is used Qualitative research method and case study. In-depth interview used as a main tool to capture qualitative data. Open-code categorization and content analysis is used for analyzing data. The key findings of the research indicate that first; the participant’s sexuality and sexual experiences before marriage in that they denied having any intimate relationship or sexual interaction before marriage and stated that their parents or caretakers forced into marriage without their consent at early age. Second; Life, challenges and cope-up mechanism after developing fistula they faced many challenges medical and psychosocial. Their coping mechanisms was staying at home and isolating self. Third, perspectives about the future life and how do they shape it they were optimistic about their future after their repair. Fourth, predictions on fistula treatment and rehabilitation services participants were very satisfied by the treatment and very happy about the rehabilitation program. The interventions designed and implemented to understand effects of obstetric fistula and what impact it has in their psychosocial and economic situations, identifying areas of potential concern for supporting and the intervention activities. It helps to develop mechanisms that enable to explore and build up the strength of individuals and communities, which would ultimately help to prevent and manage obstetric fistula

The main purpose of this research is to examine the Effect of Compensation on Turnover intention in the case of Kenya wildlife conservation authority. In conducting the study both quantitative and qualitative methods of data analysis were used. The quantitative data were gathered through a questionnaire, and the qualitative data were collected through the administration of the interview. The researcher used a random sampling technique to select the sample respondents for the study. Accordingly, 297 employees were selected from the Head Office of EWCA to participate in this study. Questionnaires were distributed to sample respondents and all questionnaires were returned. Explanatory or causal types and descriptive research designs have been used. Descriptive and inferential statistics were employed to analyze the quantitative data collected. On the other hand, the qualitative data collected through interviews were analyzed qualitatively. Findings showed that both financial and Non-Financial compensations had a positive effect on employee turnover intention. It was recommended that the compensation Schemes should be revised periodically, taking into account the market conditions, the nature of the job, and the employees’ desires and needs. Adequate compensation has to be provided and offered to employees based on their performance.