000			03224nam a22002897a 4500
003			KE-MeUCS
005			20250325144817.0
008			250217b xxu||||| |||| 00| 0 eng d
020			_a0000
040			_cKE-MeUCS _dKE-MeUCS
050			_aHD30.65.G8 2024
100			_aGuyo, Hussein Boru
110			_aMeru University of Science and Technology _99593
111			_aMasters thesis
245			_aManagement by objectives on employees' performance in Isiolo county government : _ba research project submitted in partial fulfilment of requirements for conferment of the degree of master of business administration of Meru University of Science and Technology / _cHussein Boru Guyo
260			_aMeru: _bHussein Boru Guyo, _c2024.
300			_axii, 101p.
504			_aIncludes bibliographic references and appendices
520			_aManagement by Objectives (MBO) is a performance management approach where employees and managers collaborate to set individual goals aligned with broader organizational objectives. While MBO's potential benefits are recognized, its effectiveness, particularly in the context of varying organizational cultures and appraisal purposes, remains unclear. This study aimed to investigate the relationship between MBO and employee performance within Isiolo County Government. Previous research in Kenya has primarily focused on specific MBO components like monitoring and evaluation rather than its overall impact on performance. To address this gap, the study examined the influence of planning, monitoring, and evaluation on employee performance in Isiolo County. Grounded in socio-analytic, mirror, and agency theories, this descriptive research involved 260 employees across seven county ministries. Data was collected using a questionnaire subjected to pilot testing and reliability analysis (Cronbach's alpha = 0.78). Content validity was established through expert review. Statistical analysis revealed evidence of effective planning, monitoring, and evaluation practices in Isiolo County. Process review and monitoring significantly influenced evaluation outcomes. Additionally, planning and monitoring positively impacted overall employee performance. However, the study found no significant influence of evaluation on performance. Based on these findings, the study recommends continuous improvement in planning and monitoring processes to enhance employee performance. Moreover, there is a critical need for organizations to refine their evaluation systems. To gain a deeper understanding of the long-term impact of evaluation on employee performance in Kenyan county governments, longitudinal research is warranted
650			_aManagement by objectives; Thesis- Meru University of Science and Technology
650			_aManagement by objectives; Thesis- Employee performance- Isiolo county government
650			_aEmployee performance; Isiolo county government- Thesis
650			_aIsiolo county government; Employee performance-Thesis
650			_aMBO; Isiolo county government; Employee performance-Thesis
650			_aEmployee objectives; Employee performance; Isiolo county government- Thesis
942			_2lcc _cTH _tSK
999			_c88593 _d88592