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Papers by John Thuku
Nurses constitute the largest health workforce component in the health system. Performance depend... more Nurses constitute the largest health workforce component in the health system. Performance depends on their knowledge, skills and motivation and it is critical that they are provided with the relevant factors to ensure that their performance meets desired standards. Devolution of health in Kenya has faced many challenges particularly with regards to the human resource. The study analyzed the factors that influence the performance of nurses at Rift Valley Provincial General Hospital. The specific objectives of the study were to establish how training influences nurse’s performance, to determine how the work environment influences the performance of nurses and to evaluate how rewards affects performance. The study utilized quantitative method approach. A cross sectional descriptive study design was used. Proportionate stratified purposive sampling was used. A sample of 143 was obtained using the Yamane formula. A self-administered questionnaire was used. Data was coded and entered into Microsoft excel then exported to R Studio statistical program for analysis. Univariate data was analyzed using descriptive statistics namely frequencies and proportions. Results were illustrated in tables. The study was able to establish that majority of the nurses (67; 56%) disagreed that the facility had a training plan. Although the nurses reported sufficient supply of materials, there was inadequate availability of functioning medical equipment which negatively affected their performance. The study was also able to establish that there was inadequate information among nurses with regards to availability of reliable pension scheme. This is because the proportion of those who agreed (47; 37%) and those who disagreed was equal (46: 37). The study revealed that the health facility had no elaborate training plan. There was also inadequate functioning medical equipment hence this negatively affected the nurses’ performance. The study was able to establish that nurses’ remuneration and promotion were not in accordance to their level of education, expertise or merit and this affected their performance. There is an urgent need to develop and create awareness on a training plan and to have fair distribution of training opportunities to the nurses at the hospital. RVPGH to ensure a safe and conducive working environment where nurses are involved in decision making. The County government should come up with measures of matching the remuneration and promotion of nurses to their level of training and expertise and RVPGH to develop non-financial reward mechanisms.
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Nurses constitute the largest health workforce component in the health system. Performance depend... more Nurses constitute the largest health workforce component in the health system. Performance depends on their knowledge, skills and motivation and it is critical that they are provided with the relevant factors to ensure that their performance meets desired standards. Devolution of health in Kenya has faced many challenges particularly with regards to the human resource. The study analyzed the factors that influence the performance of nurses at Rift Valley Provincial General Hospital. The specific objectives of the study were to establish how training influences nurse’s performance, to determine how the work environment influences the performance of nurses and to evaluate how rewards affects performance. The study utilized quantitative method approach. A cross sectional descriptive study design was used. Proportionate stratified purposive sampling was used. A sample of 143 was obtained using the Yamane formula. A self-administered questionnaire was used. Data was coded and entered into Microsoft excel then exported to R Studio statistical program for analysis. Uni variate data was analyzed using descriptive statistics namely frequencies and proportions. Results were illustrated in tables. The study was able to establish that majority of the nurses (67; 56%) disagreed that the facility had a training plan. Although the nurses reported sufficient supply of materials, there was inadequate availability of functioning medical equipment which negatively affected their performance. The study was also able to establish that there was inadequate information among nurses with regards to availability of reliable pension scheme. This is because the proportion of those who agreed (47; 37%) and those who disagreed was equal (46: 37). The study revealed that the health facility had no elaborate training plan. There was also inadequate functioning medical equipment hence this negatively affected the nurses’ performance. The study was able to establish that nurses’ remuneration and promotion were not in accordance to their level of education, expertise or merit and this affected their performance. There is an urgent need to develop and create awareness on a training plan and to have fair distribution of training opportunities to the nurses at the hospital. RVPGH to ensure a safe and conducive working environment where nurses are involved in decision making. The County government should come up with measures of matching the remuneration and promotion of nurses to their level of training and expertise and RVPGH to develop non-financial reward mechanisms.
Nurses constitute the largest health workforce component in the health system. Performance depend... more Nurses constitute the largest health workforce component in the health system. Performance depends on their knowledge, skills and motivation and it is critical that they are provided with the relevant factors to ensure that their performance meets desired standards. Devolution of health in Kenya has faced many challenges particularly with regards to the human resource. The study analyzed the factors that influence the performance of nurses at Rift Valley Provincial General Hospital. The specific objectives of the study were to establish how training influences nurse’s performance, to determine how the work environment influences the performance of nurses and to evaluate how rewards affects performance. The study utilized quantitative method approach. A cross sectional descriptive study design was used. Proportionate stratified purposive sampling was used. A sample of 143 was obtained using the Yamane formula. A self-administered questionnaire was used. Data was coded and entered into Microsoft excel then exported to R Studio statistical program for analysis. Univariate data was analyzed using descriptive statistics namely frequencies and proportions. Results were illustrated in tables. The study was able to establish that majority of the nurses (67; 56%) disagreed that the facility had a training plan. Although the nurses reported sufficient supply of materials, there was inadequate availability of functioning medical equipment which negatively affected their performance. The study was also able to establish that there was inadequate information among nurses with regards to availability of reliable pension scheme. This is because the proportion of those who agreed (47; 37%) and those who disagreed was equal (46: 37). The study revealed that the health facility had no elaborate training plan. There was also inadequate functioning medical equipment hence this negatively affected the nurses’ performance. The study was able to establish that nurses’ remuneration and promotion were not in accordance to their level of education, expertise or merit and this affected their performance. There is an urgent need to develop and create awareness on a training plan and to have fair distribution of training opportunities to the nurses at the hospital. RVPGH to ensure a safe and conducive working environment where nurses are involved in decision making. The County government should come up with measures of matching the remuneration and promotion of nurses to their level of training and expertise and RVPGH to develop non-financial reward mechanisms.
Nurses constitute the largest health workforce component in the health system. Performance depend... more Nurses constitute the largest health workforce component in the health system. Performance depends on their knowledge, skills and motivation and it is critical that they are provided with the relevant factors to ensure that their performance meets desired standards. Devolution of health in Kenya has faced many challenges particularly with regards to the human resource. The study analyzed the factors that influence the performance of nurses at Rift Valley Provincial General Hospital. The specific objectives of the study were to establish how training influences nurse’s performance, to determine how the work environment influences the performance of nurses and to evaluate how rewards affects performance. The study utilized quantitative method approach. A cross sectional descriptive study design was used. Proportionate stratified purposive sampling was used. A sample of 143 was obtained using the Yamane formula. A self-administered questionnaire was used. Data was coded and entered into Microsoft excel then exported to R Studio statistical program for analysis. Uni variate data was analyzed using descriptive statistics namely frequencies and proportions. Results were illustrated in tables. The study was able to establish that majority of the nurses (67; 56%) disagreed that the facility had a training plan. Although the nurses reported sufficient supply of materials, there was inadequate availability of functioning medical equipment which negatively affected their performance. The study was also able to establish that there was inadequate information among nurses with regards to availability of reliable pension scheme. This is because the proportion of those who agreed (47; 37%) and those who disagreed was equal (46: 37). The study revealed that the health facility had no elaborate training plan. There was also inadequate functioning medical equipment hence this negatively affected the nurses’ performance. The study was able to establish that nurses’ remuneration and promotion were not in accordance to their level of education, expertise or merit and this affected their performance. There is an urgent need to develop and create awareness on a training plan and to have fair distribution of training opportunities to the nurses at the hospital. RVPGH to ensure a safe and conducive working environment where nurses are involved in decision making. The County government should come up with measures of matching the remuneration and promotion of nurses to their level of training and expertise and RVPGH to develop non-financial reward mechanisms.