This research proposal is subdivided in to three main subsections or chapters, which have been named as chapter one, chapter two and the chapter three. Chapter one, also referred to as the introduction and it contains the background of the study, statement of the problem, purpose of the study, objectives of the study, the research questions, significance of the study, limitations of the study and definitions of terms. Chapter two, also referred to as the literature review contains the introduction bit of it, review of related studies which has been categorized in to theoretical review, empirical review, critical review, and a summary of the above. In general the chapter contains literature material which has been sourced or obtained from other written documents such as books, magazines, journals among others.

Customer experience remains a key success factor for financial institutions. With the current digital evolution, which has seen an increase in the number of customers, financial institutions have been pushed to re-design their products to adapt to the expectations of the growing digital customers. In a bid to avoid losing out to FinTech companies, banks have moved from their domain to design financial products fitting digital customer opportunities. Some customers prefer to undertake banking and pay bills from the comfort of their homes and transact on 24-hour basis. As a result, the trustworthiness of the banking applications, their ease of use, accessibility, assurance of customer privacy, availability of quality network and web interface is vital for speedy, convenient and reliable offering of satisfactory banking services leading to customer loyalty and positive referrals to their friends. However, Digital banking has also come with several risks including loss of funds and increasing cases of money laundering. Some customers also prefer hard cash because of illiteracy, lack of proper governing regulations and inadequate technological infrastructure. Even with the introduction of mobile, internet banking and electronic banking cards, some of the micro finance institutions customers are reluctant in utilizing the channels. The objective of this study was to determine the effects of digital banking on customers’ experience among microfinance bank institutionsin Kenya. The conceptual framework in this study was based on the Technology Acceptance Model (TAM) and expectancy disconfirmation theory. For this purpose, the study used descriptive research design and a sample of 400 digital banking customers were selected. Further, primary data was relied upon and was collected using structured questionnaires. A quantitative approach was used to analyze data through SPPS software and the results interpreted and presented using tables and figures. Pearson correlation techniques were used to establish the nature of relationship between the independent and the dependent variables while regression technique was used to determine the effect of digital banking channels on customer experience among microfinance institutions in Kenya. The study concluded that mobile banking, internet banking and electronic card banking in the microfinance institutions are significant determinants of thecustomer experience amongdigital banking customers of microfinance institutions in Kenya. The study recommended that the microfinance institutions in Kenya ought to tap on the benefits of the digital banking channels to enhance the experience of their customers. However, the adoption of digital channels comes with its package of challenges including cyber-attacks. The security of the technology systems ought to be enhanced to avoid loss of customer funds and information. The study was limited to digital banking customers in microfinance sector only leaving out customer experiences from other financial sectors including Savings and Credit Cooperatives (SACCO), insurance companies, commercial banks and credit unions.

Workforce diversity is a multi-faceted phenomenon that will continue to evolve as the world becomes a global marketplace. No doubt many believe workforce diversity is fundamental for employee performance. This study sought to find out the effect of workforce diversity on employee work performance, using the MEKAB plc. In the context of this study the term workforce diversity was defined as the similarities and differences among employees in terms of ethnic background, gender and education. These similarities and differences formed the independent variables of this study. Literature review was done and an attempt was made to link the various published studies with this study with a view to discovering how each variable effect on employee work performance at the MEKAB. The most unfortunate is that there are no Work force Diversity (WFD) related studies done in Ethiopian context to the knowledge of the researcher. So the purpose of this study was twofold. The primary goal was to fill the research gap on the area in Ethiopian context by examining work force diversity practices of Case Study Affiliate Company and its effect on employee performance. To achieve the objective of the thesis, the research method used was explanatory survey design study. Through the use of primary and secondary data sources, the researcher has gathered the necessary information regarding WFD practices of the case study company MEKAB PLC and its effect on employee’s performance besides intensive literature review to identify gapes and different scholars point of view on WFD and demographic diversity model. The data collected from primary sources were analyzed quantitatively (using descriptive inferential method of analysis).The summarized responses were used to examine the effect of each variable on employee work performance. Correlation Coefficient analysis showed a significant level of association between performance and the tested variables of diversity. It became evident that workforce diversity has significant correlation between gender and employee performance the finding of this study showed gender, ethnic and employee performance is positively linked and education diversity has no significant effect on work performance of the employee. This study could be a guideline for future studies. It is therefore important for the institution to realize the need to capitalize on these demographic categories in order to stay ahead of other company or organization.

Small and Micro Enterprises (SMEs) play an important role in the Kenyan Economy. The sector contributes approximately 80.6 percent of new jobs created in the country every year. Despite their significance, SMEs are faced with threat of failures with past statistics indicating that three out of five fail within the first few months. Although the role of factors such as access to funds and culture have been widely studied, influence of financing constraints on operation, profitability and growth have not received much emphasises. To bridge the gap, this research investigated the influence of financing constraints on operation, profitability and growth of SMEs. Survey research design was used because it involves interaction between the researcher and the respondent. Stratified random sampling was applied to select a sample size of 246 SMEs from a population of 677. Primary data was collected through use of questionnaires while secondary data was collected through documentary analysis of past sales records. The data was analysed by use of descriptive statistics. Inferential statistics which include Pearson’s Correlation coefficients, Regression and chi-square test were also applied. The results show that majority of the interest rates between 15% and 31% charged by financial institutions were high but businesses could survive so long as loan availability was not a challenge. Better financial skills had an influence on the SMEs’ growth, operation and profitability. Access to finance was a major constraint to business growth since majority of the respondents (36.3%) cited lack of bank financing as a major problem. This study recommends that the government ought to provide conducive institutional environment in formal banking and non-banking set up, providing regulatory frameworks and fostering competition so that the rates of interest provided by the institutions can reduce to a reasonable market rate. It should revise its regulatory framework in order to create and encourage an environment that encourages more financial institutions in the study area. Since majority of small enterprises lack finance, government should establish friendly small loaning system.

study argued that flexible work arrangements have a lengthy historical background but have experienced gradual adoption. However, with the onset of the COVID-19 pandemic, companies globally, particularly for nonessential employees, were compelled to implement flexible work arrangements as a crucial safety measure. The purpose of the study was to determine the effects of flexible working arrangement on job satisfaction in MNCs in Nairobi County, Kenya. The study focused on these objectives: to determine the effect of flexibility in work location on job satisfaction of employees in multinational companies in Nairobi, to ascertain the influence of flexibility in work scheduling on job satisfaction of employees in multinational companies in Nairobi, and to establish the influence of flexibility in the number of hours worked on job satisfaction of employees in multinational companies in Nairobi. This study was based on two key theories: Herzberg’s Two Factor Theory that supports job satisfaction, and flexible firm theory which underpins flexible work arrangements. The study used descriptive research design, and questionnaires to collect data from the respondents. The findings were presented using descriptive and inferential statistics. The study findings revealed that flexible working arrangements have an impact on employee job satisfaction within multinational corporations. Notably, flexibility in work location emerged as a significant contributor to job satisfaction in multinational companies located in Nairobi County, Kenya. The study reported a positive relationship between flexibility in work location, flexible work scheduling, flexible working hours, and job satisfaction. All these aspects of flexible arrangements were found to be significant factors affecting job satisfaction in multinational corporations. As a practical recommendation, the study suggested that organizations consider adopting a combination of flexible working arrangements, along with other motivational factors, to enhance employee job satisfaction.

This research project investigated the impact of occupational health and safety practices on employee performance at Rift Valley Academy (RVA) in Kenya. The study investigated specific occupational health and safety programs and policies at Rift Valley Academy; evaluated the effect of work environment on employee performance within Rift Valley Academy; and examined the role of leadership and management in organization health and safety on employee’s performance. This research was carried out using an explanatory research design. Data was collected through questionnaires to assess the level of adherence to OHS policies and its impact on employee performance using indicators such as absenteeism, job satisfaction and overall productivity. The target population consisted of all permanent employees working in Rift Valley Academy. The population size was 303. This study used the stratified sampling technique to select a cross section of staff at different departments. The sample size of the study was 120 respondents sampled from all departments at RVA. Primary data was collected primarily using questionnaires containing both open and closed ended questions. Data collected was first cleaned, sorted and matched, coded and analyzed using the Statistical Package for Social Scientist (SPSS) to obtain descriptive statistics such as means, standard deviation, percentages and frequencies used to describe the data. The first objective sought to evaluate the specific occupation health and safety programs and practices and policies adopted at RVA. The study established that majority agreed that there exists OHS practices such as safety inspection, safety trainings and safety audits at RVA and that OHS plays an important role in employee performance and that laws and regulations have been enforced to ensure adherence to OHS practices and thus ensure safety of employees at work. The second objective sought to determine the influence work environment on employee performance at RVA. Majority of the employees from RVA agreed that RVA provides a work environment that is safe and has adequate facilities and arrangements for employee welfare and it ensures employee health and safety for employees. The third objective sought to determine the role of leadership and management in OHS on employee performance. This study revealed that leadership and management at RVA ensured that resources were available and accessible to employees to support physical health and mental health at work and ensure that employees carried out their job safely. The study concluded that Occupational Health and Safety programs and practices at RVA plays a crucial role employee performance. To ensure employees maintain good performance at work, the school has ensured that employees are aware of safety programs and policies and procedure, they are provided with the right necessary training on health and safety and safety inspections and audits are done on a regular basis. RVA has also ensured that safety committees are set up and are working to ensure the safety of employees. Along with that, RVA has also ensured that it promotes a good working environment both physically, socially and mentally. It was recommended that employees need to be involved fully in the safety decision making process and this should be an agenda driven by the top management in order to increase commitment levels at RVA, Secondly, RVA needs to invest more time to educate the employees about set policies and set objectives. Thirdly, there is a need for RVA to offer motivation to the employees, and such incentives would lead to more commitment to employee performance. Lastly, RVA has formulated Standard OHS practices for employees therefore through the various departmental heads, closer supervision should be done to ensure all employees adhere to the set OHS practices.

This research project investigated the impact of occupational health and safety practices on employee performance at Rift Valley Academy (RVA) in Kenya. The study investigated specific occupational health and safety programs and policies at Rift Valley Academy; evaluated the effect of work environment on employee performance within Rift Valley Academy; and examined the role of leadership and management in organization health and safety on employee’s performance. This research was carried out using an explanatory research design. Data was collected through questionnaires to assess the level of adherence to OHS policies and its impact on employee performance using indicators such as absenteeism, job satisfaction and overall productivity. The target population consisted of all permanent employees working in Rift Valley Academy. The population size was 303. This study used the stratified sampling technique to select a cross section of staff at different departments. The sample size of the study was 120 respondents sampled from all departments at RVA. Primary data was collected primarily using questionnaires containing both open and closed ended questions. Data collected was first cleaned, sorted and matched, coded and analyzed using the Statistical Package for Social Scientist (SPSS) to obtain descriptive statistics such as means, standard deviation, percentages and frequencies used to describe the data. The first objective sought to evaluate the specific occupation health and safety programs and practices and policies adopted at RVA. The study established that majority agreed that there exists OHS practices such as safety inspection, safety trainings and safety audits at RVA and that OHS plays an important role in employee performance and that laws and regulations have been enforced to ensure adherence to OHS practices and thus ensure safety of employees at work. The second objective sought to determine the influence work environment on employee performance at RVA. Majority of the employees from RVA agreed that RVA provides a work environment that is safe and has adequate facilities and arrangements for employee welfare and it ensures employee health and safety for employees. The third objective sought to determine the role of leadership and management in OHS on employee performance. This study revealed that leadership and management at RVA ensured that resources were available and accessible to employees to support physical health and mental health at work and ensure that employees carried out their job safely. The study concluded that Occupational Health and Safety programs and practices at RVA plays a crucial role employee performance. To ensure employees maintain good performance at work, the school has ensured that employees are aware of safety programs and policies and procedure, they are provided with the right necessary training on health and safety and safety inspections and audits are done on a regular basis. RVA has also ensured that safety committees are set up and are working to ensure the safety of employees. Along with that, RVA has also ensured that it promotes a good working environment both physically, socially and mentally. It was recommended that employees need to be involved fully in the safety decision making process and this should be an agenda driven by the top management in order to increase commitment levels at RVA, Secondly, RVA needs to invest more time to educate the employees about set policies and set objectives. Thirdly, there is a need for RVA to offer motivation to the employees, and such incentives would lead to more commitment to employee performance. Lastly, RVA has formulated Standard OHS practices for employees therefore through the various departmental heads, closer supervision should be done to ensure all employees adhere to the set OHS practices.

Employees are backbones of an organization and Training plays a key role to achieve organizational goals by minimizing the gap between employees’ actual and desired skill. The main purpose of this study is to assess employees’ training practices and challenges conducted by Kenya Railway Share Company. The study employed a descriptive type of research design. Primary data collected through structured questionnaire and Semi-structured interview. A total of 112 questionnaires were distributed to employees from Head office and Lebu station are selected by using a stratified sampling technique. From the total distributed, 101(90.2%) questionnaires were properly filled and returned. Semi-structured interview was also used with sample from the management of the organization by using purposive sampling technique. After collecting the desired data, simple descriptive analysis such as frequency count, percentage, and mean are used to present and analyze using SPSS for primary data which is collected through questionnaires. According to the collected data, results of the study reveals, training need assessment is not clearly identified, weak participation of employees and lack of management follow up, training is not given frequently, lack of setting a measurable objective, gaps are seen in training design and implication, not formal training evaluation has been conducted, and communication gap with trainers. Based on the findings, the researcher recommended, the organization should assess, follow, evaluate, and carefully revise each training processes and practices to make the training practice more effective in the EDR.

The call for decent wages without any form of discrimination and the justification of the level of wages paid to employees, whether in the private or public sector and to males or females, is ever loud today, even in developing countries. This is particularly important since any form of wage inequality reflects economic inequalities and may further exacerbates households’ income inequality. This study therefore sought to contribute to the literature on the determinants of wages in the Kenya labour market; estimating the private-public sector wage gap and to understand the factors associated with public sector employment. The study was guided by a cross-sectional descriptive research design; employing quantitative methods to establish the drivers of wage inequalities among paid employees in the Greater City Metropolitan Area (GAMA). The study used the Blinder Oaxaca decomposition method to estimate sector-wage gap, the Heckman two stage model to establish the determinants of public sector employment, and probit regression to find the factors associated with wages in Kenya using an analytical sample of 876 wage workers drawn from the seventh round of the Kenya Living Standards Survey (GLSS 7) data. The results indicate that private sector workers earn relatively lower wages than their counter-parts with the same level of human capital in the public sector. However, the wage gap becomes statistically insignificant when observed among formal private and formal public sector wage workers. Also, gender, age, education, sector of employment, and formalization of employment (formal/informal dichotomy) contribute significantly to the wage levels of workers in Kenya. It is imperative for the Government of Kenya through the Ministry of Employment and Labour relations to deepen compliance to the labour laws in the private sector to ensure fairness since the returns to education are higher in the public sector and for males due to the huge informal nature of the private sector

study investigates the factors influencing employee creative work behavior within Geosynthetics Industrial Works Plc (GIW) in Ethiopia, focusing on job autonomy, perceived work significance, work difficulty, supervisory support, and psychological safety. Adopting a mixed-methods research approach, the study integrates quantitative data from structured surveys and qualitative insights from interviews, targeting all 380 core employees, including process owners, senior managers, production supervisors, and non-managerial staff. A sample size of 197 was determined using Yamane's formula, with simple random sampling for surveys and purposive sampling for interviews. Quantitative data analysis involved descriptive statistics, correlation, and multiple linear regression, while qualitative data underwent thematic summarized and condensed form . The findings reveal that all five factors significantly predict the creative climate at GIW, with psychological safety being the strongest predictor. The study concludes that enhancing job autonomy, perceived work significance, challenging tasks, supervisory support, and psychological safety can foster a more creative work environment. Recommendations include increasing job autonomy, emphasizing the significance of work, providing challenging tasks, improving supervisory support, and strengthening psychological safety to drive organizational innovation and success. | P a g e