| dc.description.abstract | Employees' satisfaction with internal communication variables, have reflective consequences
on their attitude to work, management and organisation in general. It is therefore imperative
for management to communicate effectively to the satisfaction of employees. However, in
Africa especially Kenya, there has been a gap in knowledge regarding how organizations
conduct internal communication and whether or not employees are satisfied with the process
of such communication. There is scanty literature describing the Kenyan situation. This study
examined how employees of Lake Victoria South Water Services Board communicate and
exchange information internally. The overall objective was to examine the influence of
internal corporate communication on employee work satisfaction at the Lake Victoria South
Water Services Board (LVSWSB). The specific objectives were to examine the existing
internal corporate communication practices at LVSWSB; investigate the attitudes and
perceptions ofthe employees towards internal communication practices at the LVSWSB; and
assess how the internal corporate communication practices influence employees' work
satisfaction at the LVSWSB. The study was based on Excellence Theory by Grunig (1992a)
which addresses how, why, and to what extent do communication contributes to the
achievement of organizational objectives. The study adopted descriptive research design.
Study participants were drawn from water sector institutions serving under the LVSWSB in Kisumu
County. Study population comprised 119 members whereby census was used to pick the
participants since the population was small. Data collection methods were through
administration of semi structured questionnaires and interview schedule. The study employed
both quantitative and qualitative approaches. Quantitative data was analysed using
descriptive statistics, and content analysis was applied in analysing the qualitative data. The
study found that there were inherent practices which included, delayed feedback
mechanisms, low inclusivity in decision making, inadequate adoption of technology, and
preference of conventional and formal communication approaches and that internal corporate
communication had an influence on work satisfaction. Therefore, the LVSWSB and its
affiliate institutions demonstrated communication efficiency gaps which needed redress to
enhance frictionless service delivery to its stakeholders. In conclusion, it is recommended
that water sector institutions' management seek to address existing communication gaps by
sensitisation on the importance of internal corporate communication and its bearing on work
satisfaction. Further, it is recommended that LVSWSB adopts a comprehensive
communication policy that is formally cascaded to affiliate institutions for the purpose of
enhancing productivity in the competitive and dynamic business environment. | en_US |
