Master of Business Administration

Influence Of Strategic Management Practices on Public Service Delivery in Meru County Government, Kenya

Mon, 01 Sep 2025 00:00:00 GMT

Influence Of Strategic Management Practices on Public Service Delivery in Meru County Government, Kenya Mary Mukiri, Mwiki Strategic management practices refer to deliberate and systematic actions undertaken by organizations to set objectives, formulate strategies, allocate resources, and make informed decisions to achieve their goals. These practices involve analyzing both internal and external environments, identifying strategic priorities, and implementing structured plans that guide an organization toward improved performance. Within the Meru County Government, strategic management practices are essential in enhancing efficiency, accountability, and quality of service delivery. The purpose of this study was to examine the role of strategic management practices in influencing service delivery in the Meru County Government. The study was guided by four specific objectives: to explore the relationship between performance measurement and service delivery; to determine the effect of resource allocation on service delivery; to assess the role of employee training in improving service outcomes; and to evaluate the contribution of strategic planning to enhanced service delivery. The study adopted a descriptive research design and collected quantitative data from a target population of 150 staff members drawn from the Finance, Supply Chain, and Administration departments of the Meru County Government. A census approach was employed, thereby including all 150 staff members in the study. Primary data were collected using structured questionnaires after obtaining a research permit from Kenya Methodist University. Respondents were informed about the study’s purpose and gave consent prior to participation. Data collected were coded, analyzed, and presented using descriptive and inferential statistics. The findings revealed that strategic planning and employee training play a significant role in improving service delivery within the county government. Performance measurement systems were found to be well-utilized, while resource allocation had an indirect but important effect. The study concluded that integrating planning, performance evaluation, training, and resource management enhances service outcomes. It recommends strengthening performance measurement through digital tools, aligning resources with strategic priorities, institutionalizing continuous staff training, and engaging stakeholders in regular strategic reviews.

Effect Of Employee Engagement Programs on Organizational Performance of Meru County Government, Kenya

Mon, 01 Sep 2025 00:00:00 GMT

Effect Of Employee Engagement Programs on Organizational Performance of Meru County Government, Kenya Ireen, Mung’athia Mukiri Low morale of the staff, which had negatively affected the organizational performance, caused by a lack of increment in budgetary allocations towards general staff capacity building and engagement programs. The general objective of the study was to examine the effect of employee engagement programs on organizational performance of the Meru County Government, Kenya. The specific objectives were to determine the effect of training programs, wellness programs, employee feedback mechanisms, and employee involvement in decision-making on the organizational performance of the Meru County Government, Kenya. Human capital, social exchange, and participative decision-making, were the three theories of the study. Through a descriptive research design, 11 CECs, 11 directors, 11 administrators and 251 middle-level employees were included. The middle-level employees answered the questionnaires, whereas the senior-level management were interviewed. A pilot study was conducted in the Tharaka Nithi County Government. Additionally, the Cronbach alpha method was used to measure reliability. The study assessed content and criterion validity. SPSS software version 24 was used to analyze descriptive statistics such as frequencies, percentages, and means. Additionally, inferential statistics such as model summary and ANOVA were developed. Thematic method was used in the analysis of interview responses. The correlation coefficient for training programs was r = 0.501 at α <0.002; wellness programs was r = 0.387 at α < 0.001; employee feedback mechanisms was r = 0.653 at α < 0.003; and employee involvement in decision-making was r = 0.476 at α < 0.001. It was found out that all the four, were vital towards enhancing the performance of the county government. On training, there is the need for the county government leadership to develop an adequacy policy framework that would increase the budget allocated to training and development programs. On wellness programs, the departmental managers need to be more supportive of current employee wellness programs. On employee feedback mechanisms, HR management should come up with clear patterns of offering feedback on the issues raised by the employees or at least acknowledge them. Future studies should expand the study to even private corporations to gain more insights on the employee engagement programs present within their contexts. Key Terms: Employee Engagement Programs, Organizational Performance, Meru County Government, Kenya

Financial Literacy on Investment Decisions Among Public Secondary School Teachers Under Teacher Service Commission in Meru County Kenya

Tue, 01 Jul 2025 00:00:00 GMT

Financial Literacy on Investment Decisions Among Public Secondary School Teachers Under Teacher Service Commission in Meru County Kenya May, Chorongo Kitawa In Kenya, the education sector receives the greatest share of the national budget, with a sizable amount going toward teacher wages because of their high employment rates. The purpose of this study was to assess how financial literacy affected the investment choices made by public secondary school teachers in Meru County, Kenya. As stated in the Solution SACCO annual report for 2022, it aimed to comprehend the difficulties teachers encounter when preparing for their financial future and the part financial literacy plays in this regard. The study specifically examined the influence of debt management knowledge, saving literacy, budgetary skills, and risk diversification on the investment choices of these teachers. The research was grounded in several theoretical frameworks, including Financial Literacy Theory, Prospect Theory, Dual Process Theory, and Goal Setting Theory, which provided a foundation for the review of related literature. The analysis was conducted in accordance with the conceptual framework and goals of the study. 1,825 teachers working in public secondary schools throughout Meru County were part of the target group. Both primary and secondary sources of data were used in the descriptive study approach. Purposive sampling was utilized in the study to choose schools from Meru County's nine sub-counties, and 328 respondents were chosen by simple random selection. Thirty teachers in Tharaka Nithi County, or 10% of the sample size, participated in a pilot study of a self-administered questionnaire to verify the validity of the research instruments. The questionnaire was improved by academic supervisors' feedback, which cleared up any misunderstandings and removed unnecessary items. The distribution and collecting of surveys were accomplished utilizing the drop-and-pick approach. Following collection, the data was examined for flaws, including typographical errors and unanswered questions. After being coded, the data was analyzed using the Statistical Package for Social Sciences (SPSS). Regression analysis, ANOVA tests, and coefficients of determination were used to investigate correlations and develop the model equation before the results were displayed in tables. Pearson correlation analysis was used to evaluate hypotheses, and descriptive statistics such as mean and standard deviation were computed. Reports, frequency distribution tables, and infographics provided summaries of the results. With an R2 value of 0.691 from the multiple regression analysis, financial literacy variables accounted for 69.1% of the variation in investment choices made by Meru County's public secondary school teachers. Specifically, knowledge in debt management, saving, and risk diversification demonstrated significant positive effects on investment decisions, with coefficients of 0.045, 0.363, and 0.340, respectively, and p-values below 0.05. Conversely, budgetary literacy showed a positive but statistically insignificant relationship with investment decisions, as reflected in a p-value of 0.138 and a coefficient of 0.078. According to the data, teachers in public secondary schools often follow good financial habits, such as avoiding loan defaults, closely examining credit terms, making timely loan repayments, and using unsecured loans sensibly. The study suggested encouraging teachers who work for the Teachers Service Commission (TSC) to adopt a saving and investing mindset. It also emphasized the need for more studies to examine non-financial aspects that can affect educators' investment choices.

Influence Of Adaptive Capability on Growth of Deposit-Taking Savings and Credit Cooperative Societies in Meru County, Kenya

Mon, 01 Sep 2025 00:00:00 GMT

Influence Of Adaptive Capability on Growth of Deposit-Taking Savings and Credit Cooperative Societies in Meru County, Kenya Faith Kinya, Ngutiku The study focused on the growth of Deposit-Taking Savings and Credit Cooperative Organizations (DT-SACCOs) in Meru County, Kenya, amid a general national decline in their numbers. Despite the large customer base making deposits and savings, consistent growth has been elusive. The research examined the impact of market competition, technology adoption, management capability, and product innovation on DT-SACCO growth in Meru County, Kenya. It was guided by the dynamic capabilities’ theory, resource-based view theory, and Schumpeter’s theory of innovation. A mixed-method approach using both quantitative and qualitative data was employed. Data were gathered from 10 DT-SACCO headquarters in Meru County through a descriptive survey design. Respondents included 10 purposively sampled branch managers and 170 randomly sampled officers. Data collection methods included interviews, questionnaires, and secondary financial reports. Validity and reliability were assessed using various methods, including Cronbach’s alpha. SPSS version 27 was used for both descriptive and inferential statistical analysis. Findings revealed at a 99% significance level and α < 0.001, the market competition correlation coefficient value was r = r=0.609. This showed that market competition had a moderately high influence on growth. The technology adoption correlation coefficient value was r = 0.830 with α < 0.000. This demonstrated a high influence of technology adoption on growth. The management capability correlation coefficient value is r = r=0.320 with α < 0.002. This showed that management capability had the least influence on growth. The correlation result for product innovation is r = r=0.571 with α < 0.003. This showed that product innovation had a moderate influence on growth. Furthermore, market competition strategies excluded staff, contributing to high turnover. Technology adoption, though advanced with internet and mobile banking, suffered from cybersecurity threats. Weak institutional frameworks hindered management effectiveness. Product innovation was inconsistent due to unpredictable market demands. The study recommends the need for the management to develop policies to emphasize on how staff can be included in making decisions to improve their commitment level to the organization and take advantage to market competition. If there are policies that encourage staff involvement in decision making, it will enhance cohesion and effective operations. The study recommends that in terms of technology adoption, there is need to give priority to cybersecurity and consistent training in technology, to reduce operational risk exposure. In terms of management capability, the results have categorically pointed out the need for explicit institutional policies that are crucial towards banking processes, management of risk, and staff mentorship programs. When such policies are implemented, the management should ensure that they are in line with SASRA’s oversight. In terms of product innovation, the findings pointed out the need for established policies that guide on customer feedback mechanism, research and development, as measures to enable the DT-SACCOs effectively adapt to market shifts.

Influence Of Contractor Evaluation Criteria on Procurement Performance in the State Department of Roads in the Upper Eastern Region, Kenya

Sat, 01 Nov 2025 00:00:00 GMT

Influence Of Contractor Evaluation Criteria on Procurement Performance in the State Department of Roads in the Upper Eastern Region, Kenya Gaichugi, Lenity Mutwiri The performance of the contractors significantly influences the quality, time line, and financial aspect of road building works. This research study aimed at establishing the influence of various criteria used in assessing contractors upon performance in procurements with respect to the financial ability, technical capacity, experience, and organizational ability of the contractors in the State Department of Roads in the Upper Eastern Region of Kenya. A descriptive study was employed on a sample of 93 individuals, who were selected, and all of them worked in management positions in three parastatals in Kenya, including the Kenya National Highways Authority (KENHA), which had 30 employees, the Kenya Urban Roads Authority (KURA) had 23 employees, and the Kenya Rural Roads Authority (KERRA) had 40 employees. The complete sample in the research of 93 respondents took part in the census. Primary data were collected using drop and pick later type of questionnaires where the respondents were allowed a week to complete the questionnaires at their convenience after which they were to be returned and analysed. The quantitative and qualitative data were obtained. Quantitative data was evaluated using descriptive and inferential statistics including means, percentages, ranges, correlation coefficients, standard deviations and frequencies, whereas the content analysis was employed to search themes and stories in qualitative data. The analysis was conducted with the help of SPSS (Version 22) and the relationship between independent variables and the efficacy of the procurement was assessed according to a regression model. The mean results of 3.93 and 4.29 respectively revealed that the factors of financial capability such as cash flow management and bonding capacity have great impacts to the procurement performance. Technical capability is also crucially necessary, and particularly the competency of the workforce (mean = 4.98). Although the variable of organization capability shows varying strength reflecting the importance of scalability and flexibility, there is significant correlation between contractor experience and performance (mean = 4.60) (mean = 4.46). In conclusion, despite the bring in different effectiveness in terms of the organizational capabilities, financial stability, and experience in technical expertise are so essential in improving the procurement out-turn. The technical capacity of the contractor with a general mean score of 4.98 was the highest impact factor on procurement performance. Where the level of financial capability and the experience that was involved was moderate in its significance, the least significant but yet significant factor was where it came to the organizational capability of the contractor. State Department of Roads ought to focus on well experienced contractors, promote technical education as well as breakthroughs in technology, narrow down on financial vetting mechanisms, and review organizational flexibility. It can be studied in the future the impact of regulatory rules on the work of contractors and the efficiency of the procurement process using innovative technologies such as blockchain and artificial intelligence (AI).

Influence of human capital development on employee performance in Kenya power and lighting company, Kenya

Wed, 01 Oct 2025 00:00:00 GMT

Influence of human capital development on employee performance in Kenya power and lighting company, Kenya Jattani, Dida Golompo Employee performance is a critical determinant of organizational success, impacting productivity, service delivery, and competitive advantage. High levels of employee performance are essential for organizations to meet their strategic goals, enhance operational efficiency, and remain adaptable to market demands. In Kenya Power and Lighting Company (KPLC), employee performance is closely linked to the capacity of the workforce to meet the evolving demands of the energy sector. To improve performance, KPLC recognizes the importance of human capital development (HCD), specifically employee training, career development, performance management, and knowledge management, in bridging skill gaps and optimizing workforce output. Despite the importance of these strategies, there is limited empirical research exploring the individual and joint effects of these human capital components on employee performance within utility organizations. This study investigated the influence of human capital development, specifically employee training, career development, performance management, and knowledge management, on employee performance at KPLC. Grounded in Experiential Learning Theory, Social Cognitive Career Theory, Goal-Setting Theory, and Social Exchange Theory, the research employed a descriptive cross-sectional design. The target population consisted of 1,200 employees in the Mount Kenya Region, from which a sample of 300 respondents was selected using stratified cluster sampling. Data were collected using structured questionnaires and analyzed through both descriptive and inferential statistical methods. Diagnostic tests, including normality, multicollinearity, and homoscedasticity, were conducted to ensure the robustness and validity of the regression model. The multiple regression analysis revealed an adjusted R² value of 0.797, indicating that 79.7% of the variation in employee performance was explained by the four human capital development dimensions examined. The overall model was statistically significant (F = 69.857, p < 0.001), confirming that the independent variables significantly explain variations in employee performance. Specifically, all four components of human capital development had notable positive effects on employee performance. Employee training showed a significant positive impact (β = 0.395, p = 0.000), career development (β = 0.428, p = 0.001), performance management (β = 0.512, p = 0.000), and knowledge management (β = 0.601, p = 0.000) each demonstrated strong contributions to performance enhancement. These results underscore the vital role of structured human capital development initiatives in boosting employee engagement and productivity. Notably, knowledge management exhibited the greatest influence, highlighting its role in fostering organizational learning, collaboration, and enhanced productivity. The study concludes that the strategic application of integrated human capital development initiatives significantly enhances employee performance at KPLC. The findings suggest that utility organizations should institutionalize structured training programs, career progression pathways, transparent performance management systems, and knowledge-sharing platforms to optimize workforce potential. These insights offer valuable implications for policymakers, HR practitioners, and corporate leaders seeking to improve organizational performance through effective workforce development.

Influence Of Human Resource Management Practices on Employees’ Productivity in Isiolo County Government Kenya

Fri, 01 Aug 2025 00:00:00 GMT

Influence Of Human Resource Management Practices on Employees’ Productivity in Isiolo County Government Kenya Ismail, Issack Abdinoor A descriptive cross-sectional study was conducted to assess the relationship between the human resource management practices and employee productivity in Isiolo county government. The study was guided by four objectives; to determine the influence of recruitment on employees’ productivity; to establish the influence of employees’ relations on employees’ productivity; to examine the influence of performance training on employees’ productivity and to determine the influence of compensation on employees’ productivity in Isiolo county government. The study sample 320 respondents from 1600 employees. These employees were the directors, managers and operational staff who were further sampled using simple random method to obtain 40 directors, 58 managers and 222 operational staff as the sample size. Further, the study undertook a pre-test study in Marsabit county government whose feedback was assessed using Cronbach Alpha coefficient to test the reliability. Questionnaires are used in the current study as means of data collecting. Findings were presented by use of tables. All along the investigation, ethical issues were adhered to. A total of 320 structured questionnaires distributed to respondents in Isiolo County, out of which 287 were completed, resulting to 90.0% response rate. The data collection tools were reliable, (r=0.809 on 65 items). Majority of the study participants were male 167(58.2%) aged between 36 and 45 years 125(43.6%). Most of the respondents had completed undergraduate degree 134(46.7%) and have a work experience of 6 to 10 years 144(50.2%). The model explained total variance of 87.7% on dependent variable (R2 = .877). The resulting regression model was reported as: Employee productivity= 61.886 + .906 Recruitment + .139 Employees relations +.187 performance training + .005 Compensations. This implied that when all independent variables (Recruitment, Employee Relations, Performance Training, Compensations) are zero, the baseline value of employee productivity is 61.886 units (B = 61.886; Std. Error =.683; t-value =90.608; Sig.= .000). The study concluded that human resource management practices; recruitment, employee relations, and performance training significantly influence employee productivity in the Isiolo county government. Nonetheless, compensations do not significant influence employees’ productivity in Isiolo county government. The study recommends that Isiolo County Government improve recruitment by clearly defining qualifications and implementing rigorous screening processes. It should foster open communication and involving employees in decision-making to enhance employee relations and productivity. For performance training, the county should conduct regular needs assessments, offer interactive and cross-training programs, and establish personalized development plans with mentorship.

Influence Of Transformational Strategies on Firm Performance Among Deposit Taking Saving and Credit Cooperative Organizations in Meru County

Mon, 01 Sep 2025 00:00:00 GMT

Influence Of Transformational Strategies on Firm Performance Among Deposit Taking Saving and Credit Cooperative Organizations in Meru County Veronica, Wanjiku Kariuki The study examined how transformation strategies affected the performance of deposit-taking SACCOs (DT-SACCOs) in Meru County, Kenya, amid rising cases of fraud and irregular account activities often attributed to poor recruitment and staff vetting. Specifically, the research investigated the influence of industry evolution, technological change, and organizational culture on SACCO performance. Descriptive research design was used, targeting 10 registered DT-SACCOs. The respondents were 10 branch managers, 10 operations managers, 196 staff. The study was guided by resource-based view theory, human capital theory, and two-factor theory. Data was collected from 10 branch managers, 10 operations managers, and 168 staff across operations, marketing, and customer care departments. Managers were selected through purposive sampling, while other employees were chosen randomly. Interviews were conducted with managers, and structured questionnaires were administered to other staff. A pre-test was carried out in Isiolo County’s Unison DT-SACCO. Data analysis involved descriptive statistics and inferential tests such as Pearson correlation, ANOVA, and regression. The findings showed that industry evolution, technology, and organizational culture significantly influenced SACCO performance. The correlation for operational transformation, was 0.815 at α <0.010; industry evolution was 0.459 at α <0.030; technological change was 0.587 at α < 0.000; organizational culture was 0.317 at α <0.020. The study concluded that centralized decision-making was found to delay operations, highlighting a need for policy-driven decentralization. Limited staff involvement in industry changes hindered responsive, customer-focused leadership. Technological change was challenged by cyber threats, underfunding, and lack of skilled personnel, while organizational culture suffered from ineffective conflict resolution and poor internal relationships. The study recommends empowering lower management levels through decentralized authority, improving staff communication on sector changes, strengthening cybersecurity measures, and enhancing ICT recruitment and infrastructure. Additionally, fostering a customer-centric culture and improving internal harmony could significantly boost performance outcomes. Future studies should consider transformational strategies in non-deposit-taking SACCOs.

Financial Literacy on Investment Decisions Among Public Secondary School Teachers Under Teacher Service Commission in Meru County Kenya

Wed, 01 Jan 2025 00:00:00 GMT

Financial Literacy on Investment Decisions Among Public Secondary School Teachers Under Teacher Service Commission in Meru County Kenya KITAWA, MAY KITAWA In Kenya, the education sector receives the greatest share of the national budget, with a sizable amount going toward teacher wages because of their high employment rates. The purpose of this study was to assess how financial literacy affected the investment choices made by public secondary school teachers in Meru County, Kenya. As stated in the Solution SACCO annual report for 2022, it aimed to comprehend the difficulties teachers encounter when preparing for their financial future and the part financial literacy plays in this regard. The study specifically examined the influence of debt management knowledge, saving literacy, budgetary skills, and risk diversification on the investment choices of these teachers. The research was grounded in several theoretical frameworks, including Financial Literacy Theory, Prospect Theory, Dual Process Theory, and Goal Setting Theory, which provided a foundation for the review of related literature. The analysis was conducted in accordance with the conceptual framework and goals of the study. 1,825 teachers working in public secondary schools throughout Meru County were part of the target group. Both primary and secondary sources of data were used in the descriptive study approach. Purposive sampling was utilized in the study to choose schools from Meru County's nine sub-counties, and 328 respondents were chosen by simple random selection. Thirty teachers in Tharaka Nithi County, or 10% of the sample size, participated in a pilot study of a self-administered questionnaire to verify the validity of the research instruments. The questionnaire was improved by academic supervisors' feedback, which cleared up any misunderstandings and removed unnecessary items. The distribution and collecting of surveys were accomplished utilizing the drop-and-pick approach. Following collection, the data was examined for flaws, including typographical errors and unanswered questions. After being coded, the data was analyzed using the Statistical Package for Social Sciences (SPSS). Regression analysis, ANOVA tests, and coefficients of determination were used to investigate correlations and develop the model equation before the results were displayed in tables. Pearson correlation analysis was used to evaluate hypotheses, and descriptive statistics such as mean and standard deviation were computed. Reports, frequency distribution tables, and infographics provided summaries of the results. With an R2 value of 0.691 from the multiple regression analysis, financial literacy variables accounted for 69.1% of the variation in investment choices made by Meru County's public secondary school teachers. Specifically, knowledge in debt management, saving, and risk diversification demonstrated significant positive effects on investment decisions, with coefficients of 0.045, 0.363, and 0.340, respectively, and p-values below 0.05. Conversely, budgetary literacy showed a positive but statistically insignificant relationship with investment decisions, as reflected in a p-value of 0.138 and a coefficient of 0.078. According to the data, teachers in public secondary schools often follow good financial habits, such as avoiding loan defaults, closely examining credit terms, making timely loan repayments, and using unsecured loans sensibly. The study suggested encouraging teachers who work for the Teachers Service Commission (TSC) to adopt a saving and investing mindset. It also emphasized the need for more studies to examine non-financial aspects that can affect educators' investment choices.

Factors that influence girl child education in secondary schools of Ilchamus-Mukutani Sub-County, Baringo County, Kenya

Wed, 01 Jan 2025 00:00:00 GMT

Factors that influence girl child education in secondary schools of Ilchamus-Mukutani Sub-County, Baringo County, Kenya Lempassy Lemelwai, Rebecca Girls’ education should be allowed so as to grasp key concepts that enables them communicate better, perform basic arithmetic and improve their reasoning abilities. However, there have been rampant cases of high number of drop-out rates among girls in secondary schools in Kenya. The general objective was to investigate the factors that influence girl child education in secondary schools of Ilchamus-Mukutani Sub-County, Baringo County, Kenya. The specific objectives were to examine the influence of socioeconomic factors, cultural factors, learning facilities, and goal settings on girl-child education in secondary schools of Ilchamus-Mukutani Sub-County, Baringo County, Kenya. The study was informed by three theories which are Maslow's hierarchy of needs, gender relations theory and cognitive theory. The study used the descriptive research design to gain comprehensive understanding of the factors that influence girl child education. The unit of analysis comprised of 6 girls and mixed secondary schools located in Ilchamus-Mukutani Sub-County, Baringo County, Kenya. The respondents of the study were 1,652 female students, 6 principals and 46 teachers. The principals were sampled through purposive method to have 6 principals representing each secondary school. Furthermore, the teachers and female students were sampled through simple random method as a way of ensuring that all get an equal chance of being involved in the study. This was especially after the sample size had been determined through the Nassiuma (2000) formular to have 38 teachers and 198 female students. The female students were issued with a questionnaire that was different from the questionnaire issued to their teachers. Additionally, the principals were interviewed through an interview guide. A pilot test was conducted in Pemwai Girls High School in Baringo Central Sub-County. Reliability was examined through Cronbach alpha coefficient. Furthermore, the study conducted three types of validities which are content, criterion and construct validity. Descriptive data was analyzed through the SPSS software where various descriptive statistics like frequencies, percentages and mean were provided. Additionally, correlational, model summary and ANOVA were part of inferential analyses that were also provided. The presentation of the results was done through tables, figures, pie charts and graphs. The interview responses were analyzed through thematic method. The findings were that, secondary schools were still struggling with finances, had low number of teachers and increased insecurity in the area. In addition, few milestones were made by the schools in creating cultural awareness to impact knowledge among girls on their responsibility to the community. Further, inadequate counseling facilities, science laboratories, and conducive classes, were a major problem facing the secondary schools. Notably, lack of focus despite the set goals, indiscipline cases and negative peer pressure, were the major impediments affecting the girls’ education. The recommendations are that the political and community leaders should consider channeling their frustrations and predicaments to security agencies instead of engaging in clashes. There should be surveillance mechanism by the school administration on the girls that have stopped coming to school and report the matter to the relevant authority for action. The teachers should develop training programs that seek to equip girls with clear concentration methods.