College of Humanities & Social Sciences

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    Patriarchy and participation of women in politics: a study of the nomination of females as district chief executives in Northern Region.
    (KNUST, 2018-06) Awuku, Kelly Etse
    The historical subordination of women especially in public life has been widely discussed and efforts are being made globally to reverse this trend. Ghana for that matter Northern Region, is not insulated from this global trend. Thus, this study selectively focuses on patriarchy and participation of women in politics: a study of the nomination of females as District Chief Executives in Northern Region of Ghana. An attempt to find out factors accounting for the difficulties associated with the confirmation of females as District Chief Executives, the study adopted the mix research approach where quantitative and qualitative methods were employed; ninety (90) questionnaires were administered to 90 participants in a survey. Interviews and focus group discussions were also organized in Savelugu Municipality, Sagnarigu District and Tolon District. The findings indicate that, socio-cultural practices and beliefs hinder the confirmation of females as District Chief Executives in the region. Lack of commitment in implementing Affirmative Action as well as financial constraints are among the reasons why women‟s presence at the District Chief Executive positions are not being felt much. These factors, however, are not insurmountable. It is therefore a wake-up call on government, civil society, women groups and political parties to engineer the adaption of a national Affirmative Action policy which will have the endorsement of all political parties. It is believed that the adoption of this strategy and the establishment of a special fund to support women in politics or women seeking for District Chief Executive positions will reverse the trend.
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    Labour turnover within public Technical Universities a case of Ho Technical University.
    (KNUST, 2018-11) Kumadey, Patrick
    In recent times, one could easily see employees leaving the Public Technical Universities complaining about their efforts not been realized. Thus they are not motivated according to how they performed their duties. This causes a lot of financial lost to organisations for recruitment and selection. The current economic trend has called for effective and efficient management of resources; both human and financial if any Public Technical University is to thrive well and compute favorably well with others. In view of this, the present researcher wishes to investigate labour turnover within the Public Technical Universities. The research was conducted considering the following methods; study area, research design, population of study, sample size determination, sampling techniques, data collection instrument, data collection procedure, and data analysis. After the analysis the present researcher found that labour turnover has negative effect on the Public Technical Universities and many employees retired at age sixty which the organisation cannot control. We recommend that organisations should recruit the young ones to understudy the old ones. Employees should be given further education by management as most of them are privately furthering their education, employees dependents should be sponsored in terms of education at the first cycle level and adequate steps should be taken to ensure that the salaries and incentives are sufficient to attract, retain and encourage both existing and new workforce.
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    Factors that contribute to employee turnover in the health sector: a case of Bawku West District, Upper East Region.
    (KNUST, 2018-11) Atuba, Samuel Azure
    This study was aimed at ascertaining the factors that contribute to employee turnover in the health sector among health employees in Bawku West District in the Upper East Region of Ghana. The study adopted the quantitative research approach where data gathered from health workers were quantified. The survey research method was also adopted with health workers responding to survey questionnaires. The target population was employees working at the Zebilla Hospital and the Binaba Health Centre respectively in the Bawku West District in the Upper East Region of Ghana. Doctors, nurses, senior professionals, cleaners and other health workers were selected for the study. The other health workers included finance officers, human resource personnel, nurse managers, biomedical scientists. The cluster and purposive sampling techniques were used to select seventy two (72) participants from the population. Primary and secondary data were gathered. The primary data was solicited by using questionnaire. Descriptive quantitative analysis using frequencies, means, standard deviations and percentages were used in analysing the data. The results of the study indicated that the Zebilla Hospital and the Binaba Health Centre of the Bawku West District in the Upper East Region have staff shortage. Employees were experiencing high turnover intentions. Turnover was found to result mainly from internal conditions rather than external factors. Moreover, it was revealed that, turnover decreases performance, demoralises the remaining employees and increases organisational cost. The study recommended that, to ensure high employee retention rate, the Ghnana Health Service (GHS) of the region must institute incentive and retention packages and other conditions of service to attract these staff to stay and work in the district and the region at large.
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    The impacts of employee training and development on revenue mobilization of metropolitan, revenue mobilization assemblies in Ghana: a case study of the Ahafo Ano North Municipal Assembly.
    (KNUST, 2018-11) Mamudu, Seidu
    The study focused on the impacts of employee training and development on the revenue mobilization of Metropolitan, Municipal District Assemblies in Ghana with a case study of the Ahafo-Ano North Municipal Assembly. It specifically found out the various source of revenue available to the Assembly, the training mechanisms that is in existence if any at the Assembly, and finally, found out how employee training and developments impacts on their revenue mobilization level. A case study method was used for the research which allowed for an extensive research. A purposive sampling technique was used to select respondents. Both primary and secondary source of data was gathered through the use of interviews and questionnaire as well as secondary source of data from the assembly records and articles. Both quantitative and qualitative data analysis procedures were used. The theoretical framework for this study was based on the Human Capital Theory laid down by Mincer, (1958) and Schulz, (1961). This study identified different source of revenue available to the Municipality but due to lack of frequent training for employees, several of these revenues are left untapped. Regular capacity building of employees could therefore be embarked on by management for the revenue mobilization team to increase their level of performance.
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    The impact of motivation on employee performance: the perspective of management of University of Ghana.
    (KNUST, 2018-11) Ankrah, Thelma
    Human resource remains a critical resource in organizational life in spite of the fact that artificial intelligence increasingly plays significant role in organizational life Stajkovic, & Luthans, F. (2003). Contemporary institutions face a dilemma of having to retain their skilled labour force while having to keep cost in manageable levels (Grant, 2008). Moreover, they should be able to manage their entire work force, while maintaining highly motivated employees in the context of cost cutting regime. The outcome of this challenge is that, there tends to be significant differences in the perspectives of the nature, form and efficacy of motivational packages of management and employees. This study thus sought to examine the perspectives of motivational packages deployed at the University of Ghana by the management. The study thus used descriptive research design to provide some explanations of the university management’s perspectives of motivational packages deployed in the university and their impact on the employees. The study’s findings indicate that the management is satisfied of the extent of motivation deployed. They are relatively satisfied with the impact on the employees, although they think that the responses could be better.