This study examined how expatriate employees perceive the challenges in their work environment in the NGO sector in Nairobi, Kenya. The study question was “how do expatriate employees’ workings in the NGOs sector in Kenya perceive the challenges in their work environment?” The study was anchored on person-environment fit theory and the culture shock theory of adaptation to explain the strategies employed by expatriate employees to cope with challenges in their work environment. The research design used was a descriptive survey with a target population of 2394 NGOs based in Nairobi, Kenya. The study sample consisted of 120 expatriates, although only 84 participated in the final study drawn from 60 NGOs. Questionnaires were used to collect the data. Data was analyzed using SPSS. The result showed that expatriate employees working in the Kenyan NGOs respond to challenges in their work environment by finding a fit between the Kenyan culture and that of their countries. However, sometimes there is a big clash between the two cultures which makes it difficult for the expatriates to adjust well. Some have devised some strategies to interact with the locals that have improved their communication skills and ability to work on the assignments. In cases where conversing in the local languages has been a challenge, the expatriates have sought the help of locals as interpreters. Some expatriates accompanied by their families to provide psychological support. The study therefore recommends that since the expatriate employees seem to have integrated well into the Kenya society, they can be a great source of strength to those who are taking up new assignments in this country -Kenya. The future studies could focus on how the extent of expatriate employees ‘adjustment to the conditions in the host country affects their performance. In addition, they are a source of transmission of management ‘know-how’. This makes them a strong pillar as the local employees rely on their explicit knowledge and tacit knowledge to manage the NGOs even after their repatriation.

This study focused its attention to the link among firm size and CEO compensation of firms listed at the NSE.Previous researchers have identified firm's characteristics that influence the firm's ability to perform. The identified characteristics include firm size, age, reputation and legitimacy. A firm's characteristics could be described through reference to resources the firm owns and by the organization's objectives. Previous researches examined the factors influencing CEO compensation revealed a lack of consensus to the explanation of increases in CEO'S compensation. While most of the studies confirm linkages between organizational performance and CEO compensation, they measured organizational performance using financial indicators of performance, this study investigates the link between firm size and CEOs compensation. The study's population constituted 40 firms listed at the NSE. A mixed design was adopted in the study. Primary data was gathered to capture the opinion of board members on firm size characteristics that determine levels of CEO'S compensation using semi structured questionnaire. Secondary sources of data were used to gather information on financial performance from the financial statement of the listed organizations for 2016-2017 financial periods. Descriptive statistics, correlations, linear, multiple and stepwise regression were applied in analyzing and interpreting the data that was collected. The research revealed that there was significant and positive relationship between firm size and CEOs compensation. The findings of this study are of benefit to board members of organizations in identifying the performance measures that are important to consider when making decisions on CEO remuneration.

There is growing concern that over recent decades CEOs tend to earn overwhelmingly more than the average worker. This throws the researchers to question the economic benefit of paying CEOs huge amount of money while we have discouraged workers who may become less productive and therefore lowering the firm profitability. Researchers have taken positions on both sides of the debate over whether the level of CEO's pay is economically justified or is the result of managerial power. This study sought to establish the extent of power that CEO's possess among Kenya firms listed at the Nairobi Securities Exchange. CEO's power was measured in terms of structural power, ownership power, CEO tenure and Board composition. The study used secondary data. Data was collected from 60 firms listed at the NSE. Using a cross sectional design, a regression model was fitted to show the relationship between CEO's power and CEO's compensation. Descriptive and inferential results were obtained. The findings revealed that in the Kenyan context CEO's power does not significantly influence CEO's compensation. CEO's pay is market-determined and reflects the bidding by firms for scarce executive talent. The increase in CEO's pay is due to the rise in incentive compensation that links pay to firm performance and aligns the incentives of managers with those of shareholders.

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This study examined the link between organizational performance, firm size and CEO’S compensation of firms listed at the NSE. Past studies on the determinants of CEO’S compensation revealed a lack of consensus to the explanation of increases in CEO’S compensation. While most of the studies confirm linkages between organizational performance and CEO’S compensation, they measured organizational performance using financial indicators of performance, the current study investigates the relationship between organizational performance and CEO’S compensation but differs from the previous studies by expanding the measures of organizational performance to include the balanced scorecard measures of financial indicators, customer satisfaction, internal processes and learning and growth elements of performance. Additionally, the study sought to find out the moderating role of firm size on the relationship between organizational performance and CEO’S compensation. The theoretical foundation of this study was based on agency theory. A conceptual model and conceptual hypothesis were drawn from literature and provided directions for this study. The study’s population constituted 60 firms listed at the NSE. Descriptive crossectional survey was adopted for this study. Primary data was collected to capture the opinion of board members on factors that determine levels of CEO’S compensation using semi structured questionnaire. Secondary data was gathered from the financial statements of the listed firms for 2015-2016 financial periods. Descriptive statistics and stepwise regression were used to analyze and interpret the collected data. The study revealed that there was significant and positive relationship between organizational performance and CEO’S compensation. The study further found that firm size had a significant moderating effect on the relationship between organizational performance and CEO’S compensation.