Browsing by Author "Mtike, Rubbie Mzumara"

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    The Changing Face of Corporate Governance in the World: – A Critical Literature Review of INSEAD Panel of Board of Directors' A Midst Uncertain Time
    (2020) Mtike, Rubbie Mzumara; Prof. Nyakora, Musa
    This critique is on the discussion by INSEAD Panel at the Global Business Leaders Conference which took place in Abu Dhabi, United Arab Emirates on the future of governance. Following the video discussion, literature review on governance was done to strengthen the stand taken in this critique. Governance should be a driving factor to success. However, companies have been casualties affecting millions of employees who lose their jobs. Governance rules in isolation have proved unsuccessful. Pomposity, greed and abuse of positions have led to failing companies, organizations even governments. Board members who become irrelevant due to the changing world have contributed to the dysfunction of governance leading to the fall of many companies. Therefore, I recommend training the Board should include ethics as this is an umbrella for good decisions regardless of context. Board members need also be independent to be able to make decisions without undue influence. The board should begin to use the stakeholder view which benefits society. Communication has to flow both ways for informed decisions to be made. The critique concludes that there is hope for governance once ethics begin to reign and ensure justice for every stakeholder. Support for the company will be ensured in return by the society who are the customers of the company as it does not exist in a vacuum. Governance is everywhere. Each individual around the globe should strive to make a difference in improving the future of governance.
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    Gender inequality and disparity in enterprises and its effect on work performance in Malawi: an analysis of culture, age, gender
    (Adventist University of Africa, 2023-04) Mtike, Rubbie Mzumara
    There have been numerous studies on gender inequality and its persistence since 18th century. Despite studies, international, regional and national laws and policies, gender inequality continues to persist. This study was to explore the persistence of gender inequality among employees and its impact on gender disparity at the workplace in medium and large enterprises in Mzuzu City, Malawi. The elimination of gender inequality is inadequately addressed leading to persistence of gender inequality. The research questions were: 1. Is there a relationship between gender disparity and perceptions towards gender equality at the workplace? 2. What Is the relationship between employees’ performance and perceptions towards gender equality at the workplace? 3. To what extent does culture affect employees’ perceptions towards gender equality at the workplace. 4. What is the effect of employees’ age on employees’ perceptions towards gender equality at the work place? 5. What is the impact of gender on employees’ perceptions towards gender equality at the workplace? Cross-sectional quantitative research design was used to explore the effect of culture, age and gender on employees’ perspectives towards gender equality and how it correlates with gender disparity and work performance at the workplace. Questionnaires were administered to human resource department and 383 employees from 26 enterprises from a population of 85,089 employees and 262 companies in Mzuzu city. Correlation and multiple regression analysis were done using PASW where correlation revealed statistically significant relationship between gender disparity (r=.141, p = 0.006 ˂ 0.05), work performance (r = .451, p = 000 ˂ 0.05) with dependent variable employees’ perceptions towards gender equality. Multiple regression showed culture with 14% variance on employees’ perception towards gender equality with (β = -.137, t = - 2.87, p=.004 ˂ 0. 05) and was statistically significant. Age and gender were not statistically significant. Moderating variables between culture and employees’ perceptions towards gender equality, Gender inequality was statistically significant with (β = -.185, t = -3.646, p=.000 ˂ 0. 05) and Education was not. Therefore, culture moderated by gender inequality has an effect on the employees’ perceptions towards gender equality at the workplace. Strategies towards Gender equality have to be contextualized.