Teleworking Strategies and Performance of Non-Governmental Organizations in Kenya: A Case of World Vision Kenya

Purpose: This study sought to establish the effect of teleworking strategies on the performance of Non-Governmental Organizations in Kenya, a case of World Vision Kenya. The specific objectives of the study were: to evaluate the effect of communication strategies and work schedules on the performance of World Vision Kenya. The study was anchored on communication theory, inter-role conflict theory, resource based theory and technology adoption model. Methodology: This study adopted case study research design and the target population were 121 World Vision Kenya employees working at the Headquarters in Nairobi. The census method was used in this study. The researcher collected primary data from respondents using a structured questionnaire. Using a data collecting form, the study also extracted secondary data from World Vision Kenya yearly reports covering key indicators of performance, specifically funds raised annually and number of people benefitting from WVK programs from 2019 to 2022. The researcher used the Statistical Package for Social Sciences (SPSS version 21) to analyze the data. Findings: The study established that dissemination of timely information which has been reviewed to ensure accuracy and completeness enhances organizational performance. The study also established that there was moderation in allowing employees choose their shifts so as to give room for work life balance. The study concluded that teleworking strategies had a positive and significant effect on performance of World Vision Kenya. Unique Contribution to Theory, Policy and Practtice: This study recommended that the management could consider teleworking as part of their organizational strategy, and conduct regular feedback surveys on the effectiveness of the teleworking, to gain valuable insights for refining the teleworking strategies and addressing any challenges or areas for improvement. It is also recommended that employees should be given leeway to choose working shifts and timelines when working remotely for enhanced work life balance, while maintaining accountability.