Wednesday, 4 March 2015

REJECT ARROGANCE AT WORK

In one of his laugh-a-minute skits, American humorist Mark Twain reminds us of something we should already know from both Ecclesiastes the Preacher and William Shakespeare’s Hamlet.

It is that, although wisdom always cries out in the street, nobody ever regards it. But, clearly, Kenya’s county chiefs are anything but wise.

Were our county governors sagacious, they would know a hundred times better than to constantly and noisily call the public’s attention to themselves by swaggering in borrowed clothing which — as the great English Bard points out in another tragic play — hangs loose upon each of them “… like a giant’s robe upon a dwarfish thief …”

That is the question. In exactly what way do our county chiefs excel? The answer depends, of course, on what you mean by that verb.

Coming from the Latin excellere, it means to be outstandingly good at your work, to surpass all your competitors in a given task, to perform better than everybody else in your category of service.

Do our county governors excel? Is that why every one of them demands to be called “Your Excellency”? Do they perform better and with greater moral vision and sense of proportion than all of Kenya’s other administrative officials — all the way from the President to the filing clerk and the office cleaner?

Yes, of course, they excel in many things. In the field of grubbing, I know no caterpillar more excellent. In the arena of disrespect for accounting, no jackdaw has ever coped. In the field of strutting, the tausi (peacock) in your garden is far too drab. As a braggadocio, Kenneth Grahame’s Mister Toad was but a debutant.

Blaise Pascal — I think it was — who noticed that, at each meal-time, it takes “more than a little” (plus q’un petit) to fill a European monarch’s belly.

But, even when spurred by the voluptuous Marie Antoinette — the nationally loathed Autrichienne — King Louis could not compete with any of modern Kenya’s county administrators.

The governor is veritably excellent. He excels not only at the “talk show” but also, much more importantly, up-table in the dining room.

There is thus no denying the excellence of His Excellency. And I say “His” only because I am not aware of any woman in the sanctum sanctorum of the headquarters of any county.

What can be denied — and must be condemned — is only the county chief’s shameless parading as a manifestation of excellence his own daily attempt to equate his greed and showmanship with the interests of those who voted him into office. Does your governor excel?

Is he characterised by abnegation, selflessness, moderation both in language and at work? Does he excellently demonstrate intellectual ability, social knowledge, technical skill and the human warmth necessary in imparting these? In short, would you gladly choose the governor as your role model?

What has he recently said or done in the political arena that, to your mind, might rapidly help the county’s mass out of its perpetual smarting in penury?

Can you remember any initiative he has recently taken to ensure that all parents in the county can feed and clothe their children and take them to school and hospital?

If not, doesn’t it raise questions in your head that, at the same time as your conditions are sinking, the governor’s family resides in a house looking like Elizabeth Regina’s palace; he drives a car more sinuous than Phoebus Apollo’s; his family eats four square meals a day; and his son probably attends an aristocratic school in England?

The only reason he demands the epithet “His Excellency” is that he shares the title governor with a Caucasian tyrant of colonial infamy once upon a time imposed on Kenya by another world.

That is why Kenyans must reject this bloated arrogance by individuals whose excellence lies only in their ability to grub.

Tuesday, 3 March 2015

CHALLENGES FACING TRADE UNIONS IN KENYA


*CHAPTER ONE: INTRODUCTION*
*1.1*
*Background of the study*
Employee relations consist of all those areas of
human resource management
that involve
management of relationships with employees-
directly or where trade unions
are
recognised (Bridgford and Sterling, 1991). The
relationship concerns terms
and
conditions of employment and other issues arising
from employment.
According to
Ferner and Hyman (1992), employee relations
practices include processes,
procedures
and channels of communication; the employment
policies and practices; the
development, negotiation and application of
formal systems, rules and
procedures for
collective bargaining, handling disputes and
regulating employment; and
policies and
practices for employee involvement and
communications.
A feature of the employee relations literature has
undergone extensive
change (Baglioni,
1990). Due *et al *(1991) observed that the last
decade witnessed large
scale movement in
the social, political, legal and economic climate of
many countries,
resulting in changes
in the nature of the relationship between
governments, businesses and trade
unions. The
transformation of the various sectors of the
economy has fundamental
consequences for
those working within them. According to Osbourne
and Gaebler (1992), forms
of
privatization, the adoption of quality management
systems, the
decentralization of service
delivery, the adoption of new accounting regimes,
and increasingly
individualized forms
of management impact upon the way people are
managed. Since the 1970s there
has been
a decline in trade union organization within the
Organization for Economic
Co-operation
and Development (OECD) countries, which is
causing some concern among trade
unions
(Bach and Della Rocca, 2000).
------------------------------
*Page 9*
2
*1.1.1 Employee relations in Kenya*
The origin of employee relations system in Kenya
is traced back to the
struggle for
independence, Trade unions’ participation in the
struggle for independence,
made them
be considered organizations that have the capacity
to organize people, a
capacity many
governments would wish to control and keep
checked. The presence of an
authoritarian
government has also affected the employee
relations system in Kenya, the
government
ensured that trade unions did not indulge in
“political activities”. The
unions were
controlled so as to prevent them from emerging as
a force in opposition to
the
government (Mutunga, 2006).
The core of employee relations is the ability of
management and unions to
negotiate
terms and conditions of employment relatively free
of state control or
intervention. In
Kenya this freedom has been relatively less with
the state exercising
control through the
Ministry of Labor and the industrial court. This
influence by government in
employee
relations has been prompted by the states
involvement in business and the
fact that the
state is the single largest employer.
*1.1.2 Trade unions*
A trade union is an organization of workers who
have joined together so as
to try to
improve their interest (Moraa 2006). A trade union
would try to improve
their members’
welfare and regulate the relationship between the
workers and employers.
According to
Cole, a trade union is an association of workers in
one or more
occupations. An
------------------------------
*Page 10*
3
association carried out mainly to advance their
members interests in
connection with their
daily work.
According to Moraa (2006), trade union movement
in Kenya started long before
independence and was involved in the fight
against colonialism. Trade
unionism became
little less than a crusade in Kenya after the II
world war. From the
hesitant beginning in
1950’s and nationalization action in the early
1950’s, to growth and
consolidation in the
1950’s and 1960’s, trade unions in Kenya have
paralleled and greatly
contributed to
nationalism and the realization of an independent
republic under majority
rule. During
the darkest days in the 1950’s it was the trade
union movement which
occupied the center
of the political stage.
According to Okumbe (2001) after Kenya became
independent, trade unions
struggled to
find their role in the new nation, the
disagreements within the trade union
movement
grew within Kenya Federations of Labor (KFL).
Moraa (2006) ascertains that
the recent
legislation and establishment of Central
Organization of Trade Unions has
substantially
restricted the independence of trade unions in
Kenya. Although there is
little government
intervention in the administration either of
Central Organization of Trade
Unions or
individual unions, there is significant government
control over both trade
union structure
and the settlement of industrial disputes through
the Ministry of Labor
(Okumbe, 2001).
There are various types of trade unions in Kenya
each representing a
particular group, for
instance; Craft Trade Union, these consist of skilled
workers who pursue
the same craft.
Originally unions were exclusively for worker who
had acquired their skills
through
------------------------------
*Page 11*
4
traditional apprenticeship like carpenters, masons
etc in Kenya we have
Amalgamated
Union of Kenya Metal Workers. Industrial Unions
which are organized in
particular
industries irrespective of craft, trade, occupational
skills or the grade
of the members. In
Kenya trade unions are industry based, they are
mostly organized on an
industry wide
basis, they include Kenya Chemical & Allied
Workers Union and Kenya Union of
Commercial, Food and Allied Workers. General
Unions, which bring together
all
categories of workers across a range of industries
regardless of craft,
industry or
occupation. They are mostly of these occupations
which cannot be easily
defined as
either craft or industrial like the Kenya Building,
Construction, Timber,
Furniture and
Allied Trades Employees Union. Occupational
Unions that are basically
concerned with
organizing technical, clerical, professional,
supervisory and managerial
staff separately
from other workers e.g. Banking Insurance and
Finance Union Kenya.
*1.1.3 Challenges facing trade unions*
There are many challenges facing trade unions in
their day to day
operations. Workers’
organizations are experiencing serious difficulties
almost everywhere and
are losing
members. Few countries have unionization rates
above 50 percent, while
others have less
than 20 percent of non-agricultural workers in
unions. The Kenyan economy
is largely
agricultural based and therefore the working class
has been small. This has
adversely
affected potential membership of unions and their
capacity to bargain with
employers on
equal terms.
(Mutunga 2006) contents that without job security
and with high
unemployment, the result of course is that labor is
cheaper and workers are
hired and
fired at will. Along with this, unions are
undermined, not to mention the
phenomenon of
more and more cases of gross violation of labor
rights and out right union
busting.
------------------------------
*Page 12*
5
The government and employers look down upon
trade unions and preconceive
them as
chaotic and irresponsible organizations whose
major aim is to disrupt
peace, order and
good governance, this perception attracts
government and employers into
affairs and
activities of trade unions and thus tempts the
government and employers to
control trade
unions activities. Political interference and
intimidation has been a
feature of the Kenya
industrial relations system. The activities of trade
unions have
occasionally attracted the
attention of the political establishments. At times
there has been no clear
difference
between trade union leadership and the political
leadership. Trade union
officials have at
times doubled as politicians and vice versa and this
had tended to be
prejudicial to trade
unionism. Ghai and McAuslan (1970) argue that the
legal status of Central
Organization
of Trade Unions is that of an independently
registered trade union
federation but actions
of the government have appeared at times to
assume it as an adjunct to the
administration.
Trade unions activities in Kenya have therefore not
been clearly divorced
from the
politics of the day.
Kenya has not been left out and has been affected
by globalization. Kenya
liberalized her
economy in 1994 and implemented structural
adjustment programmed prescribed
by the
World Bank and the international monetary fund.
Consequently, through the
Finance Act
No. 4 of 1994 an amendment was introduced to the
employment act. The
amendment
was on regulation of union involvement in
declaring workers redundant and
related
safeguards and procedures. This introduced the
concept of retrenchment
which the law
gives unions no role to play and the benefits
payable are left to the whims
of the
employer. One of the trade unions objectives is to
fight for job security
and workers
------------------------------
*Page 13*
6
benefits therefore; legislations such as amendment
No. 4 of 1994 that was
introduced
when Kenya liberalized her economy adversely
affect the role and
effectiveness of trade
unions.
The trade unions are increasingly faced with
financial constraints
emanating from the
following factors, among others: loss of members
as a result of
organizational
restructuring, leading to loss of revenue since trade
unions depend on
members’
contributions in order to undertake their
operations; splitting of the of
the trade unions,
for instance Kenya Union of Post Primary
Education Teachers from Kenya
Nations
Union of Teachers, thus reducing the financial base
from membership
contributions; and
mismanagement of funds by the union leaders
(Central Organization of Trade
Unions,
2009).
Interventions to the factors above include the
growing perception that
labor will have to
develop new strategies, including strategies that
complement local
organizing with
international campaigns (Tilly 1995). But it is less
clear what sorts of
international
campaigns will be the most effective. Several new
strategies are emerging
or evolving
from old strategies. Targeting multinational
corporations is an old
strategy but it may be
taking on new forms, particularly when combined
with consumer activism
(Anner 2001).
Codes of conduct and private monitoring
mechanisms have offered yet another
albeit
controversial venue (Fung, O’Rourke, and Sabel
2000). Experience has
demonstrated
that as with all organizations, trade unions are
sensitive to wider issues
and events,
particularly labor market changes and the impacts
of neo-liberal state
policies. Such
developments heralded a necessity for trade unions
to adopt measures of
organizational
------------------------------
*Page 14*
7
change, in order to identify means for reform and
revitalization. (Wills,
2001). According
to Hoque and Rahman (1999), because of the fact
that trade union movements
represent a
majority segment of the society, they contribute to
the socio-economic
development of
the country.
*1.1.4 Trade unions in Kenya*
There are 40 registered trade unions in Kenya;
with 32 of them being
affiliated to the
Central Organization of Trade Unions and have a
total membership of
400,000, they
include: Banking Insurance & Finance Union (K)
(BIFU), Transport & Allied
Workers
Union (TAWU), Railways Workers Union (RAWU),
Kenya Local Government Workers
Union (KLGWU) University Academic Staff Union
(UASU) etc, and Kenya National
Union of Teachers (KNUT), Union of Kenya Civil
Servants, and Kenya Union of
Post
Primary Education Teachers (KUPPET) who are not
affiliates of Central
Organization of
Trade Unions. Central Organization of Trade
Unions was established in 1965
as the sole
national trade union federation, affiliated to the
International
Confederation of Free Trade
Unions (ICFTU) and represents some 300,000
workers. (Registrar of Trade
Unions 2010)
Of the eight ILO conventions only convention 87 on
freedom of association
has not been
ratified by Kenya. The Constitution of the Republic
of Kenya Chapter IV,
36. (I) states,
“Every person has the right to freedom of
association, which includes the
right to form,
join or participate in the activities of an
association of any kind”. The
Industrial Relations
Charter, executed by the Government, the Central
Organization of Trade
Unions
(COTU), and the Federation of Kenya Employers
(FKE), gives workers the
right to
engage in legitimate trade union organizational
activities; this is
regulated by The Labor
------------------------------
*Page 15*
8
Relations Act 2007 which regulates the formation
and management of trade
unions and
employer organizations.
*1.2*
*Statement of the problem*
Turner (1966) argued that despite the importance
of collective bargaining,
industrial
peace and harmony has been elusive as trade
union activities are met with
hostility,
retrenchment of workers has also become an
everyday practice; workers are
paid poorly
and work in poor conditions even though they are
unionized. Trade unions
have over the
years found external challenges of globalization,
increased international
competition,
technological change and the de-centralization of
collective bargaining.
Among the
consequences of such changes has been a marked
decline in union density
across most
industrialized societies (Undy, 2008). He observed
that various strategies
have been
adopted by trade unions, including mergers, in the
hope of improving union
behavior.
The activities of trade unions in Kenya are affected
by many factors both
internal and
external. These factors include national and
international laws and
policies of countries
of origin here the corporations operating in the
country come from. Trade
unions have to
adapt to the rapid changing global environment as
well as articulate
members interests, in
the face of challenges posed by national,
international laws and global
human resource
policies. The trade unions also have to manage
challenges posed by the
effects of
globalization and liberalization of the economy.
There have been few studies of an empirical nature
which sought to
determine the
challenges faced by trade unions and evaluated the
effectiveness of the
strategies used to
------------------------------
*Page 16*
9
address the challenges. Studies related to human
relations challenges in
Kenya that are
relevant to this research include those of Mutunga
(2006) investigated the
response of
trade unions to challenges posed by conditions of
work at the Export
Processing Zone.;
Gichira (2007) investigated the challenges of
globalization and their
impact on Kenya
airways; Chumo (2007) undertook a study on the
human resource challenges
arising from
use of temporary employees; a case study of Kenya
Power and Lighting
Company;
Thathi (2008) investigated the human resource
management challenges facing
Kenya
pipeline company in the implementation of
enterprise resource planning.
Njihia (2002)
carried out a survey of women’s participation in
trade unions in Kenya.
Machyo (2003)
undertook an analysis of women’s participation in
Trade Union leadership in
Kenya.;
Businienei (2005) undertook a study of the
moderating effects of Trade Union
membership on employee perceptions of job
security and fair treatment by
management
in the manufacturing industry in Kenya; None of
the above studies focused
on the
challenges facing trade unions in Kenya. This study
therefore seeks to
address the
knowledge gap.
*1.3*
*Objectives of the study*
(i)
To determine the challenges facing trade unions in
Kenya
(ii)
To establish the interventions to address the
challenges faced by trade
unions
in Kenya
------------------------------
*Page 17*
10
*1.4*
*Importance of the study*
It is hoped that the research findings of the
proposed study will be
beneficial to various
stakeholders, including the following:
(i)
The management of the various trade unions will
gain a better understanding
of
the challenges faced by trade unions in Kenya. On
the basis of the findings
of the
study, the leadership of the various trade unions
are expected to implement
measures that could address the identified
challenges from an informed
position
for the benefit of key stakeholders.
(ii)
The policy makers in the Ministry of Labor and
Human Resources, which is
charged with the responsibility of managing the
human resources will gain
insight
into the challenges faced by the trade unions in
Kenya and accommodate the
possible interventions that could be employed to
enhance the unions’
effectiveness in the policies to be formulated.
(iii)
The challenges facing trade unions in Kenya is an
area that is
understudied. The
proposed study is expected to make a significant
contribution to the
growing body
of knowledge in the area of trade unionism. It is
anticipated that the
findings will
be used as a source of reference by other
researchers.

Monday, 2 March 2015

One killed after strong winds destroy tent during Ruto's Kajiado Central campaigns

One person was killed and several others injured when strong
winds destroyed tents during campaigns for JAP Kajiado
Central MP candidate Patrick Tutui.

The tent reportedly fell on a crowd listening to a speech during
the rally held by Deputy President William Ruto in Kajiado on
Monday.

Police said those injured were rushed to Kajiado county
hospital and the dead to Ngatata Health Centre mortuary.
Tutui will vie against ODM Candidate Elijah Memusi in the
March 16 by-election.

Ruto will use the by-election to test his grip on the expansive
Rift Valley constituency ahead of the 2017 general election.
He has camped in the constituency for the last two weeks,
campaigning for Tutui.

Ruto is also set to test the waters for the proposed merger
between his URP and President Uhuru Kenyatta's TNA, even
as he moves to reassure his support base of a stable
relationship in the ruling Jubilee alliance.

His critics have questioned the rationale for the merger that
will see the formation of a single political vehicle ahead of
2017, arguing it is a scheme to “use and dump” him.

Ugandan President Museveni Replaces Finance, Security Ministers

Ugandan President Yoweri Museveni replaced his finance, security and transport ministers in a reshuffle on Sunday, which analysts said was aimed at rewarding his allies ahead of an election due early next year.

Museveni, in power since 1986, is widely expected to seek re-election. He has been under mounting pressure from local and international critics who accuse him of failing to tame pervasive corruption and for seeking to hold onto the presidency for as long as possible.

The president is voted in for a five-year term but there are no limits on how many terms he can serve.

In the reshuffle, Matia Kasaija, a junior finance minister was promoted to finance minister, replacing Maria Kiwanuka, who will become senior presidential adviser for finance.

Charles Rwomushana, a political analyst, said the changes were also aimed at bringing politicians seen as sympathetic to Museveni's former prime minister, Amama Mbabazi, into the cabinet.

Mbabazi is widely expected to stand against Museveni in next year's election.

"The two key objectives of the reshuffle were to show that loyalty pays and also to offer opportunity to those who might defect to Mbabazi," Rwomushana said.

The electoral commission has yet to set an exact date for the election.

Five Things We Learnt from Blues Triumph

Mourinho’s gamble pays off

With Nemanja Matic suspended, Chelsea manager Jose Mourinho sprang a surprise by selecting French defender Kurt Zouma to replace the Serbian in central midfield.

Chelsea had been overpowered by Tottenham in their 5-3 defeat at White Hart Lane on New Year’s day. But Zouma, charged with keeping a close eye on Tottenham playmaker Christian Eriksen, ensured there would be no lack of muscle to Chelsea’s challenge this time.

The 20-year-old rose to the occasion admirably, making Mourinho’s switch look a stroke of genius as he tirelessly tackled and harried the Spurs into submission.

Peerless Terry leads by example

While his personality will always make him a polarising figure, few can deny John Terry remains by far England’s most dominant central defender.

The Chelsea captain delivered a defensive masterclass to keep Tottenham’s in-form striker Harry Kane under wraps and still had time to pop up with the opening goal when his deflected shot found the net in the final minute of the first half.

It was the kind of performance that must make England manager Roy Hodgson wish the 34-year-old would come out of international retirement.

Costa makes his mark

Diego Costa has become the snarling face of Chelsea following his move from Atletico Madrid last year and his recent three game ban for stamping on Liverpool’s Emre Can clearly hadn’t taken the edge off his aggressive style as he clashed with Kyle Walker and shoved a hand into Nabil Bentaleb’s face in the first half.

But, just as importantly, the Spain striker remained a menace in the penalty area, as he proved with Chelsea’s second goal when his astute movement off his marker created space for a powerful shot that deflected in off Walker for a 56th minute own goal.

Kane not able to shine

The precocious Tottenham striker arrived at Wembley hailed as the brightest young striker in English football after netting 24 times in a breakthrough campaign.

However, after a bright start which saw him test Petr Cech with a low strike, Kane, expected to earn his first senior England call-up later this month, experienced a rare off-day in his first major final with a subdued display that left Tottenham desperately short of cutting edge.

More glory to come for Chelsea?

Before they had even kicked off at Wembley, it had already been a good day for Chelsea as Manchester City, their main rivals for the Premier League title, slumped to a 2-1 defeat at Liverpool.

A victory for Manuel Pellegrini’s side at Anfield would have closed the gap on leaders Chelsea to just two points, but instead Mourinho and company were able to focus on winning their first silverware of the season knowing their advantage at the top of the table remained intact.

GOVERNOR TUNAI IS CLEAN ON 'MAU FOREST' CONFRONTATIONS

........MAU Forest problem is national government problem, It was not even fixed by Raila,  and Ntimama too failed to bring solutions, The county government of Narok has its time.

Ladies and gentlemmen what matters is how you see the problem and "Your first impression of a thing sets up your subsequent beliefs. If the subject looks inept to you, you may assume everything else they do is inept. That's my main judgemental on Narok crisis. Many a times people have spoken ill about Narok county government not giving it a prescription on its right course and the capabilities of its public duty hence political tension that has jeopardize the life if innocent souls in Narok who expect more good this from their first devolved government.

Narok political supremacy is a hint of past intrusive into our future. Its a long due decision to support status quo. Mau forest scheme is not in exception. Everyone else knows that Mau forest is a water catchment area and should be safe guarded for prosperity and future orients.

Settlements in Mau Forest has been a major source of friction between our politicians. Calls for those occupying forest land to vacate have resurfaced and true to our culture, there are people politicising the issue.

l support mau settlers be removed in forest and the National government is purely tasked to do that. l once said that l am for truth and justice not considering who is it for or against.

Former Minister William ole Ntimama was in power and did everything not to bring a lasting solution in narok mau forest. They are now calling eviction without advice on how they should be resettled. let's just be rational and say people be removed from the catchment are and compensated just like it happened in many parts of Kenya. (if he did why stalemate till now)

In 2009 During massive mau eviction & compelled compensations of squatters took a political dimensions. The government was in question and in that political correctness and incorrectness was maimed.

Mau Forest saga has again come into "question" and stalemate should not be politically presumed.

“What is the point of being alive if you never at least tried to do something remarkable?” like settling mau menace in your year of leadership– I ask?

People like Ole ntutu Narok senator is squarely believed to have contributed to people encroaching may forest in his years of leadership as Narok south MP. The solution herein should be approach in a sober manner that will see leaders reaching amicable solution to safe the forest.

Narok Governor Samuel Ole Tunai has oflate been quoted out of context that he support people being in mau forest, I think the allegations are pure political which his opponent needs a political mileage, ln a clip of media Tunai has urged National government to swiftly come in and act in a way that will see squatters in mau forest resettled as early as possible. The settlers need better and alternative homes before they are forcely evicted.

Narok leaders are now trying to apply wrong medicine to a wrong illiness. The future of Narok lies not in propagating hate but by coming together and facing the reality and sharing love. The political Design is directed toward human beings and to design is to solve human problems by identifying them and executing the best solution.

MAU FOREST in its context is not a National issue and county government has absolutely no any hand in dealing with it, unless the political uprising is purely directed on ignorance than on the concern of our supreme constitution which every elected leader should abide by it.

In MAA Land they say Each Warrior wants to leave the mark of his will, his signature, on important acts he touches. This is not the voice of ego but of the human spirit, rising up and declaring that it has something to contribute to the solution of the hardest problems, no matter how vexing!. without prejudice.

Let's fight for SOLUTIONS and AVOID the POLITICAL CONFRONTATION.

SAFARICOM to withdraw rugby, athletics and football funding

Safaricom chief executive Bob Collymore says his company
will pull out of all sponsorship deals with three federations in
Kenya, denying them hundreds of millions of shillings in
funding.

Mr Collymore plans to cut off the football, athletics and rugby
federations, which have been marred by controversies and
claims of corruption that have led to a push for a regime
change to reform the three sectors.

Speaking exclusively to Business Daily , Collymore said that
the lack of transparency has dented the image of football,
athletics and rugby management and they have to put their
houses in order.

Safaricom signed a Sh140-million-a-year deal with Kenya
Rugby Union in 2013 to sponsor the local Sevens circuit (Dala
Sevens, Christie Sevens, Kabeberi, Driftwood and Prinsloo
Sevens) under the Safaricom Rugby Sevens Series banner.
Last year, the sponsorship agreement was renewed for a
further three years.

The mobile giant also sponsors the Safaricom Athletics Series,
which last year saw Sh47.5 million poured into 15 Athletics
Kenya and community races, in addition to funding national
trials and events such as the Sportsman of the Year gala
(Sh12 million in 2013).

“I can’t think of any solid corporate leader that wants to get
into space where you don’t have control over how your money
is spent. It’s not my own, it’s my shareholders’ money ...we
are custodians of shareholders’ money and I can’t think of any
sponsor who wants to get into activities where unethical
behaviour continues,” said Collymore.

Safaricom’s football sponsorship is limited to stadium,
security and team welfare matters thanks to the management
woes that dog the sport.

An attempt to fund a youth football tournament, Sakata Ball,
was scuppered in 2012 — after two successful outings in
which the mobile giant spent Sh130 million — when FKF
demanded 20 per cent of the sponsorship money.

The company has now ventured into sponsoring arts and
medical campaigns. Last week, the telco sponsored a jazz
festival in Nairobi.

Safaricom will not sponsor any federation until they
demonstrate proper management of the funds that are
allocated to them, the CEO said.

“There are things that demand our money; a lot of things are
demanding our money. We will move money to the federations
provided that people can demonstrate they know how to
manage it.”

Collymore said sport is important and once the federations
come clean, they will get behind them.