August 2025 Leadership and Management Past papers with answers

Description

QUESTION ONE

GRITTY HARVEST INITIATIVE CO-OPERATIVE SOCIETY (GHICS)
In the year 2014, the Arid and Semi-Arid lands (ASALs) were grappling with persistent drought, low agricultural productivity and widespread food insecurity. In response, four counties in the ASAL region partnered with private agribusiness investors and several non-governmental organisations to form a co-operative society named Gritty Harvest Initiative Co-operative Society (GHICS) under the leadership of Ken Otieno. Their mission was to empower smallholder farmers by introducing innovative farming technologies and improving access to markets. The initial efforts focused on distributing drought-resistant seeds and providing mobile soil testing services to approximately 3,000 farmers. This modest start laid the foundation for broader ambitions.

year 2017, GHICS had expanded significantly to cover over 15,000 farmers. It introduced solar-powered irrigation systems in its pilot sites. These systems increased crop yields by an average of 30%, helping communities to mitigate the effects of erratic rainfall. The society also developed a mobile application that provided localised weather forecasts, pest control advice and best farming practices. This technology proved popular among farmers, many of whom had limited access to extension services. Encouraged by these successes, GHICS launched a digital input-credit programme in the year 2019. This initiative enabled farmers to access seeds, fertilizers and other inputs on credit, payable via mobile money platforms. The programme significantly increased input uptake and was hailed as a transformative approach to smallholder financing. Such innovations helped GHICS secure a Sh.1.5 billion grant from international donors in year 2023, intended to scale the project to benefit 50,000 farmers across the whole ASAL region.

The expanded programme sought to digitise input distribution through biometric verification, expand solar irrigation into various counties and deploy an integrated software platform to track farm yields, input usage and real-time market prices. These ambitious goals placed heavy demands on management, technology and community relations. Julius Kimanzi, an agronomist with over 15 years in government agricultural extension, was appointed as the society’s chief executive officer (CEO) to replace Ken Otieno who had reached the retirement age of 60 years. Julius Kimanzi introduced a strong culture of strict supervision and centralised decision-making. Influenced by assumptions that employees needed close oversight to work effectively, he insisted on daily reporting from field officers and personally controlled key decisions from the headquarter.

One of Julius Kimanzi’s early initiatives was to implement a satellite imaging system to identify eligible farmers for programme inclusion. Although this innovation improved efficiency on paper, it was introduced without consulting employees, county governments or local community leaders. This top-down approach alienated many stakeholders who felt excluded from decision-making processes. Tensions started to build and escalated quickly. Political leaders accused GHICS of undermining their authority and ignoring the social and economic priorities of local populations. Community elders and farmer groups viewed the project as an external imposition rather than a partnership. Protests erupted in several counties, leading to boycotts of irrigation installations. Equipment worth Sh. 100 million was vandalised, causing delays and increased costs.

Despite these clear signs of community resistance, Julius Kimanzi refused to delegate authority or engage in meaningful dialogue with local leaders. He forbade field officers from negotiating with communities, fearing loss of control and potential data tampering. The effect on staff morale was severe; several senior extension officers resigned, citing unprofessional management and disregard for local knowledge. The project timeline slipped, with only 40% of planned irrigation installations completed by the end of the year. Operational expenses rose by 25% and financial audits showed alarming inefficiencies: for every Sh.100,000 spent in some counties, only Sh.35,000 in measurable benefits was realised, compared to Sh.95,000 in more efficient counties.

Adding to the problems, the co-operative society faced a legal challenge when it was discovered that the software platform used for managing farmer data was adapted from an open-source code without securing the appropriate licenses. This oversight exposed the co-operative society to intellectual property infringement risks, which jeopardised current donor funding and raised concerns about data security and ownership rights. Donor agencies issued warnings that ongoing operational and legal shortcomings could threaten future support. Internally, the Board of Directors expressed concern over Julius Kimanzi’s leadership style, noting that his McGregor’s Theory X-inspired micromanagement failed to adapt to the politically sensitive environment which required collaboration, trust-building and empowerment.

Required:
(a) Explain FIVE limitations of the leadership style used by Julius Kimanzi at GHICS. (5 marks)
(b) Identify FIVE risks GHICS is likely to face from the intellectual property issues related to its software platform. (5 marks)
(c) Discuss THREE challenges GHICS faced due to control systems advanced by its CEO. (6 marks)
(d) Evaluate FOUR demerits of introduction of centralised decision making to GHICS. (8 marks)
(e) It is apparent that GHICS under Julius Kimanzi’s leadership did not analyse its political environment.
Explain FOUR impacts of political environment to the co-operative society. (8 marks)
(f) Assess FOUR ways through which quantitative thinking and analysis could guide GHICS decision-making regarding resource allocation. (8 marks)

QUESTION TWO
(a) Highlight FIVE principles of effective conflict resolution. (5 marks)
(b) Discuss FIVE characteristics of authentic leadership style. (10 marks)

QUESTION THREE
(a) With reference to leadership, summarise FIVE roles of power in an organisation. (5 marks)
(b) Evaluate FIVE essentials of an effective control system. (10 marks)

QUESTION FOUR
(a) Explain FIVE characteristics of effective administration. (5 marks)
(b) Examine FIVE current trends in marketing. (10 marks)

QUESTION FIVE
(a) Summarise FIVE methods that could be applied by organisations to control employees’ performance. (5 marks)
(b) Explain FIVE attributes of leadership that could make some experts conclude that leaders are made. (5 marks)
(c) Analyse FIVE challenges faced by the project manager at the closure stage of project life cycle. (5 marks)