| dc.contributor.author | N, Letting | |
| dc.contributor.author | E. M, Siringi, | |
| dc.date.accessioned | 2023-06-07T08:20:39Z | |
| dc.date.available | 2023-06-07T08:20:39Z | |
| dc.date.issued | 2016 | |
| dc.identifier.issn | 2311 7575 | |
| dc.identifier.uri | http://repository.mua.ac.ke/repository/handle/1/76 | |
| dc.publisher | Management University of Africa | en_US |
| dc.subject | UNIVERSITIES by their very nature should embrace diversity in their structures and the selection and appointments of its human resources especially at the top echelons. However, Kenya as a country faces a challenge of ethnicity which is persistently in the media houses year in year out. This article interrogates this critical issue with special reference to appointments of Vice Chancellors in universities in Kenya and assess how these has affected negatively the process of development in universities and Kenya as a country. Using desk and content analysis research approach, a survey of empirical and theoretical studies were studied and research findings obtained. The study reveals that nepotism and tribalism practices are taking a centre stage in employment of staff in public universities contrary to laid down employment guidelines by the Government of Kenya. Further, appointment of Vice-Chancellors in public universities is skewed towards six major tribes in Kenya, contrary to equal employment opportunities legislations enacted by parliament relating to gender affirmative action as well as the marginalized groups and persons living with disability. The study concludes that the marginalized and persons living with disability are groups affected and therefore not benefitted appointments even after the promulgation of new Constitution of 2010. The study recommends review of the criteria and procedure of appointment to curb ethnicity and nepotism in order to ensure that inclusivity of the gender, marginalized and persons living with disability is catered for. Key words: Ethnicity, Development, Tribalism, University appointment, Vice Chancellor | en_US |
| dc.subject | UNIVERSITIES by their very nature should embrace diversity in their structures and the selection and appointments of its human resources especially at the top echelons. However, Kenya as a country faces a challenge of ethnicity which is persistently in the media houses year in year out. This article interrogates this critical issue with special reference to appointments of Vice Chancellors in universities in Kenya and assess how these has affected negatively the process of development in universities and Kenya as a country. Using desk and content analysis research approach, a survey of empirical and theoretical studies were studied and research findings obtained. The study reveals that nepotism and tribalism practices are taking a centre stage in employment of staff in public universities contrary to laid down employment guidelines by the Government of Kenya. Further, appointment of Vice-Chancellors in public universities is skewed towards six major tribes in Kenya, contrary to equal employment opportunities legislations enacted by parliament relating to gender affirmative action as well as the marginalized groups and persons living with disability. The study concludes that the marginalized and persons living with disability are groups affected and therefore not benefitted appointments even after the promulgation of new Constitution of 2010. The study recommends review of the criteria and procedure of appointment to curb ethnicity and nepotism in order to ensure that inclusivity of the gender, marginalized and persons living with disability is catered for. Key words: Ethnicity, Development, Tribalism, University appointment, Vice Chancellor | en_US |
| dc.title | Appointment of Vice-Chancellors in Public Universities in Kenya: The Nexus between Ethnicity and University Employment | en_US |
| dc.type | Article | en_US |
