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Effect of Leadership on the Quality of Healthcare Provision Provided In Kenya

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dc.contributor.author Ngaruiya, P. Njoroge
dc.date.accessioned 2019-01-17T11:18:33Z
dc.date.available 2019-01-17T11:18:33Z
dc.date.issued 2018
dc.identifier.uri http://erepo.usiu.ac.ke/11732/4168
dc.description A Project Report Submitted to the School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA) en_US
dc.description.abstract The general purpose of the study was to determine the effect of leadership on the quality of healthcare provision provided in Kenya. The study was guided by three research questions; To what extent does motivation influence job satisfaction among employees in healthcare institutions in Kenya? How does dеvеlopmеnt of human capital аffеct quality of health care provided in Kenya? How does sustaining an еffеctivе culture аffеct quality of health care provided in Kenya? Descriptive research was used to capture data concerning the status of a phenomenon and to label what exists with respect to variables or conditions in a situation. The total population for the study was therefore 461 employees. The study adopted a stratified random sampling technique population and a quota of 10% was drawn from each strata. Data from the questionnaires was coded and cleaned using SPSS. It was then analyzed by use of descriptive statistics (percentages, means, and standard deviation) and inferential statistics (correlations and linear regression). The results established that mission and vision define the focus of the institution, there are clearly defined strategies that support the mission, vision and service delivery in the hospital, employees are satisfied with their job, because the supervisor ensures equitable аllocаtion of work to each staff and the hospitals vision and mission are clear to the employees. However, respondents could not reach an agreement on the hospital have vision and mission that are realistic in light with its resources. In addition respondents disagreed that employees supervisor talks enthusiastically about what needs to be done, employees put extra effort in their work because their supervisor аppreciаtes their individual effort. The study established that the hospital encourages employees to be honest and have integrity as they carry out our duties, the current hospital cultivates an environment of trust and teamwork, the hospital expects employees to treat organizational documents as confidential, rewards such as salary increases, bonuses and promotions are pegged to targets met and the hospitals culture has influenced its employees numerical growth. However, respondents could not reach an agreement on the hospital uses re-training to deal with employees who are no longer productive and the hospital ensures that all rules and policies are adhered to. The findings showed that the hospital has put in place training on management practices, there are clear career development plans, there is annual budget set for the operationalization of the human resource planning and top level management supports the operationalization of the human resource planning. However, respondents could not reach an agreement on the current hospital has only engaged qualified professionals, the health facility operates training and development plan as a result of human resource planning and the hospital has optimum number of employees. It is concluded that mission and vision are used to define what the institution will focus on, employees are encouraged to be honest and have integrity, rewards such as salary increases, bonuses and promotions are pegged to targets met such as salary increases, the hospital offers training and management practises and career development plans. Human capital influences organizational performance, top level management supports the operationalization of the human resource planning and the hospital has employees who are qualified to do the job. However the organizations vision and mission are not in line with its resources and employees are not appreciated for the job well done and the hospital does not offer retaining programs, rules and policies are not adhered to The organization should develop vision and missions that are realistic and that are in line with their resources, the organization should develop a culture that will motivate and encourage employees to be more productive, the organization should develop human capital strategies the will enable the organization increase employee satisfaction, reduce employee turnover, develop employee engagement and increase ROI. en_US
dc.language.iso en en_US
dc.publisher United States International University - Africa en_US
dc.subject Leadership en_US
dc.subject Quality of Healthcare Provision en_US
dc.subject Kenya en_US
dc.title Effect of Leadership on the Quality of Healthcare Provision Provided In Kenya en_US
dc.type Thesis en_US


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