Thesis:

The influence of motivational managerial leadership on service delivery in dairy milk societies in Koibatek sub county, Baringo County, Kenya.

This study examines the influence of motivational managerial leadership on service delivery in dairy milk societies in Koibatek Sub-County. It is based on Vroom's Expectancy Theory, which emphasizes that motivation is driven by the belief that effort leads to performance, performance leads to desired outcomes, and these outcomes are valued by the individual. The study addresses the persistent challenge of improving service delivery across dairy societies and explores how managerial leadership employs motivational strategies to enhance performance. The objectives include identifying motivational leadership features, determining their relationship with service delivery, assessing the impact of motivation on employee work output, and evaluating how leadership influences employee mental inspiration. Utilizing a descriptive research design, to ensure adequate representation, the researcher has set a sample size of 235 respondents out of a total population of 300 individuals. This includes 8 top management managers, 32 employee lead managers, and 195 employees, questionnaires, interviews, and case studies. Data were analyzed using qualitative and quantitative methods, with results presented in tables, figures, and charts, offering actionable insights for improving service delivery and profitability in dairy societies. The findings indicated that the influence of motivational leadership on service delivery, focusing on four primary objectives. Each objective addressed different aspects of the relationship between leadership practices, employee motivation, and the quality of service provided within organizations. The findings from this study provide valuable insights into how motivational leadership can directly and indirectly impact service delivery. The results of this study confirm that key features of motivational leadership, such as recognition, encouragement, empowerment, and communication, significantly influence service delivery. Leaders who provide positive reinforcement, acknowledge employee achievements, and create an environment that fosters open communication contribute to higher employee satisfaction and performance. The relationship between motivational leadership practices and service delivery was found to be both strong and direct. Motivational leadership techniques such as goal setting, individualized attention, and providing feedback are closely tied to enhanced employee performance and satisfaction, which translates into improved service quality. Motivation was identified as a critical factor influencing service delivery. Employees who are motivated by intrinsic and extrinsic rewards, recognition, and personal growth opportunities are more likely to deliver high-quality services. This study found that motivation is not only driven by external incentives but also by internal factors such as personal fulfillment, a sense of purpose, and alignment with the organization’s values. The study also investigated how motivational leadership influences employee inspiration and its subsequent effect on service delivery. It was found that leadership practices that inspire employees such as providing a vision, fostering a sense of belonging, and empowering employees to take ownership of their work lead to higher levels of service excellence. Based on the findings of this study, several recommendations can be made to enhance the role of motivational leadership in improving service delivery within organizations. The researcher recommended that leaders should also focus on empowering employees by delegating authority and providing the resources needed for employees to perform their roles effectively. Empowerment fosters a sense of ownership, which can increase motivation and lead to improved service delivery. Aligning organizational goals with employees’ values is equally important.