This study examines the impact of an adhocracy culture on organizational performance in financial institutions, specifically focusing on Watu Credit Limited in Kenya. Adhocracy culture emphasizes innovation, flexibility, risk-taking, and entrepreneurial spirit, which can influence employee engagement, client satisfaction, and organizational adaptability. This article explores how Watu Credit Limited has incorporated adhocracy principles into its operations, analyzes the outcomes in terms of financial performance and market growth, and discusses the broader implications for the Kenyan financial sector. The research established that organizations need to incorporate the different aspects of organizational cultures that align with their objectives to boost performance. The various organizational cultures are geared towards cementing the connections between the employees and their seniors and between employees with the organization. The findings further brought to the fore the fact that the presence of rules providing clear guidelines, ways of doing things through processes and procedures for employees was the most prevalent culture within Watu Credit Ltd characterized by the hierarchy type of culture. In conclusion, the study reiterates that for an improved organizational performance, the presenting culture in an organization is expected to anchor and align with the intended approaches and the running of operations by the staff on a continuous basis through a culture that excites employees and incorporating a sense of belonging within the organization. The study suggestions are that organizations incorporating financial institutions need to emphasize the incorporation of an effective corporate culture that proactively drives policies and strategy implementation and thereby creating a competitive advantage that is sustainable against the competitors and ensure that the organization builds good customs that will drive high performance.

This study examined how strategic management practices influenced the social sustainability of microfinance institutions in Kitui County, Kenya. Specifically, the study focused on the influence of strategic planning, strategy implementation, and strategy evaluation on social sustainability of the MFIs. The study was anchored on the Triple Bottom Line Theory. A descriptive survey research design was adopted. The target population were 5 Microfinance Institutions (MFIs) and 150 leaders. A census method was used to select all the leaders and MFIs to form the sample size. Questionnaires were used in the collection of primary data. Quantitative analysis was applied with the help of the Statistical Package for Social Services version 24. The data was described using percentages and displayed using tables, pie charts, and figures. Multiple regression analysis was employed to determine the relationship between social sustainability of MFIs and strategic management practices. From the findings, strategic management practices addressed 39.2% of the social sustainability of MFIs in Kitui County. Moreover, strategic planning (b=.617, p<0.05), strategy implementation (b=.819, p<0.05) and strategy evaluation (b=.254, p<0.05) had a positive and significant influence on the social sustainability of MFIs in Kitui County, Kenya. It was concluded that the indicators of strategic management practices examined had a statistically significant influence on the social sustainability of MFIs in Kitui County, Kenya. This study recommends that the management of the MFIs in Kitui County should dedicate more time and resources in strategic planning and implementation. The management of the MFIs should ensure that their employees are conversant with the overall strategic vision/Mission, goals and Objectives of the MFI’s.

Leadership's commitment and proactive involvement are crucial in driving and sustaining the vision, mission, and goals of an organization. Strategic change management practices offer a structured framework for guiding institutions through complex transformations, helping government entities achieve their strategic objectives, boost competitiveness, and ensure long-term reliable service delivery. A compelling vision for change, combined with well-defined key priorities, provides a roadmap for efficient public service delivery. In Kenya, passport processing times can vary between one to two weeks after biometrics are taken, but delays are common due to issues like government printer breakdowns and high application volumes. Given these challenges, this study aimed to assess strategic transition planning and its impact on service delivery at the National Registration Bureau (NRB) of Embu County, with a specific focus on leadership commitment. The study used a correlational research design, sampling all 173 employees of the Kenya National Registration Bureau in Embu. Data were collected using structured questionnaires and analyzed with SPSS version 26, applying descriptive statistics and inferential analysis. Cronbach’s Alpha Coefficient (≥ 0.7) was used to ensure reliability. Results revealed a strong relationship between leadership commitment and service delivery (r=0.854, p=0.000). The study recommends that NRB adopt a digital registration system to streamline processes and reduce errors, while leaders should establish a clear vision aligned with the broader NRB objectives.

The ability to delegate effectively, articulate a vision that inspires positive change, and cultivate employee confidence are fundamental characteristics of an effective leader. The objective was to examine authentic leadership and organizational performance within Kenya's public sector, focusing on the National Treasury as a case study. The theoretical framework included goal-setting theory, adaptive leadership theory, and authentic leadership theory, which served as the foundational theory. A descriptive research design was employed for this research work. The target population consisted of 300 employees, from which a random sample of 171 was selected. Questionnaires were adopted as the primary tool for data collection. A pilot study was conducted with ten randomly chosen employees from the target population, who were not included in the final analysis. Quantitative data were analyzed using SPSS Version 27. Prior to drawing general conclusions, the uncoded raw data collected from the field were examined, and results were presented in tabular form. The relationships between variables were illustrated through inferential statistics. The findings indicated that relational transparency significantly influences organizational performance, establishing it as a crucial predictor of performance. Additionally, the results revealed that an internalized moral perspective also has a significant effect on organizational performance. The study proposed several recommendations for enhancing the National Treasury and similar organizations: Given that relational transparency enhances performance, it is essential for managers at the National Treasury to maintain balance and consistency in their objectives, motivations, and values, while also being transparent in their communications with staff. Through self-disclosure, leaders can foster trust and intimacy, thereby enhancing teamwork and collaboration.

This research focused on examining personal growth programs and their effect on performance of organizations in Garissa County. In this study the Transformational Leadership Theory, Organizational Learning Theory and the Human Capital Theory were used with the anchor theory being the Transformational Leadership Theory. Descriptive survey research design was employed and the target population in this case consisted of the 414 educational public organizations in Garissa County where senior level employees were the respondents. Data was collected using structured questionnaires and analysed using descriptive and inferential statistics with the help of SPSS. The findings showed that personal growth programs had a significant and positive effect on the organizational performance of public organizations in Garissa County. The study recommended that future research should examine the long-term effect of personal growth programs on organizational performance.

In many societies, pastoral communities remain among the most politically and economically marginalized groups. The inhabitant for these community surrounding Nairobi has been subdivided and converted to settlement land by other communities and hence straining the grazing land for the cattle which has been their main economic activity for the community. The main objective of the study was to assess the livelihood improvement strategies among pastoral communities in response to land sub-divisions in Kajiado County. Specifically, the study focused on literacy improvement strategy, economic activities diversification and conflict resolution mechanisms as the key livelihood strategies which formed the independent variables. Marxism theory of conflict resolution was the underpinning theory. Cross-sectional descriptive design was adopted and the target population comprised of 26 regional pastoral livelihoods resilient projects implanted within Kajiado County. The unit of observation comprised of 51 project managers and projects team. The data was collected using questionnaire method and analyzed using descriptive statistics (mean and standard deviation) and inferential statistics mainly multiple regression models. Prior to data collection a pilot study was conducted and the data was used to determine the reliability of the research instruments using Cronbach Alpha. The study found that the three livelihood strategies considered in this study including literacy improvement strategy, economic activities diversification and conflict resolution mechanisms are the main ones used by community to respond to the challenges as a result of land sub-division in Kajiado County. The study concludes that with community increased in literacy levels and adoption of various economic activities as well as adopting various conflict resolution methods have enabled positive response through improving their economic status. The study recommends that the government should intensify and implements more strategies for livelihoods which enables community to adopt new norms and embrace modern methods which generally will improve their economic and social status.

Spiritual values are pivotal in shaping servant leaders, impacting church growth and membership. Recent observations in Kenyan churches indicate a decline in commitment and involvement levels, often attributed to inadequate leadership structures and a lack of spiritual values. This research sought to determine how spiritual values affected church growth of Kenya Assemblies of God church in Mombasa County. The study was grounded in servant leadership theory and employed a descriptive research design. Targeting 1810 members across 6 branches of the Kenya Assemblies of God church in Mombasa County, a sample size of 300 was selected using stratified random sampling. Data collection involved administering structured questionnaires to respondents, with 233 returned, indicating a response rate of 78%. Prior to data collection, a trial study was conducted with 30 randomly selected church members to assess the instrument's accuracy and reliability. The findings revealed that spiritual values positively influenced church growth, whereby the coefficient values were; r= 0.037; p-value was less than 0.05, that is, p= 0.004. The results further showed that an increase in spiritual values led to an increase in church growth while a decrease of the same was related to lower church growth. The study recommends Pentecostal churches to engage youth opinions and involvement in church affairs, while advocating for servant leadership policies, ultimately concluding that spiritual values impact church growth in the Kenya Assemblies of God church in Mombasa County.