Browsing by Author "Kiwanuka, Keefa (Supervisor)"

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The Effect of Human Resource Practices on Students’ Performance At St. John Bosco Core Primary Teachers’ College Nyondo, Uganda
(Uganda Management Institute, 2015-01) OKELLO, Patrick Ginyakol; Oluka, Pross (Supervisor); Kiwanuka, Keefa (Supervisor)
The study examined how human resource practices affect students’ performance at St. John Bosco Core PTC, Nyondo. The study had specific objectives namely; to examine supervisory support practices, staff appraisal practices and continuous professional development practices and their effect on students’ performance. Using a case study design with qualitative and quantitative aapproaches, data was collected from managers, teaching and support staff. In data analysis, means to show the central tendency of responses and correlations as well as regressions to show the magnitude of the effect of the independent variable on the dependent variable were obtained. Study findings revealed that supervisory support significantly affects students’ performance since the relationship between the two variables was (r = 0.635, p = 0.000) and the coefficient of determination was (R2 = 0.404); showing that 40.4% variation in students’ performance is explained by changes in the supervisory support in the institution. It was also revealed that staff appraisal significantly affects students’ performance. The correlation between the dependent and independent variable was (r = 0.725, p = 0.000) while, a coefficient of determination was (R2 = 0.526); indicating 52.6% chance change of the overall variance in students’ performance is explained by performance appraisal in this College. It was further established that since there is a positive significant relationship between continuous professional development practices and students’ performance (r = 0.5, P = 0.000), the former significantly affect the latter at the College. Staff supervisory support, staff performance appraisal and continuous professional development practices of staff help in improving the quality of students’ performance. It is rrecommended that independent consultants be hired to train managers on how to implement more effective modes of supervisory support, staff appraisal and professional development.
The Effect of Leadership Style on Organization Performance in Uganda: A case Study of Fort Portal International Nursing School Kabarole District
(Uganda Management Institute, 2015-01) LWANGA, David; Bananuka, Arimpa EkochuJosylin(Supervisor); Kiwanuka, Keefa (Supervisor)
This study investigated the relationship between leadership style and organization performance in Uganda using Fort Portal International Nursing School (FINS) as a case study. The objectives of the study were; to establish the effect of democratic leadership style on the performance of FINS, to establish effect of autocratic leadership style on the performance of FINS; to establish the effect of laissez faire leadership style on the performance of FINS. The study adopted a cross-sectional design that employed both quantitative and qualitative approaches. Structured questionnaires were administered for collection of quantitative data and focus group discussions were held to generate qualitative data plus documentary review. A sample of 113 respondents were obtained from the targeted population of 160 respondents using Krejcie and Morgan table of population sample determination, this sample population was selected using random sampling and purposive sampling techniques. The data collected was analyzed using Statistical Package for the Social Sciences (SPSS) to determine correlation between the tow variables and result indicated that there was a positive relationship between democratic style of leadership and organization performance, negative relationship between autocratic and laissez faire styles of leadership and organization performance. This means that that the dimensions of independent variable are significant predictors of organization performance at Fort Portal International Nursing School. Hence the overall conclusion was that leadership style has had an impact on the performance of Fort Portal International Nursing School (FINS). Therefore it is recommended that democratic leadership style should be adopted by the leaders of Fort Portal International School in order to achieve its vision and overcome the growing competition.
Factors Afffecting Sustainability of Christian Based Child Care Non Government Organisation in Entebbe Municipality, Uganda
(Uganda Management Institute, 2015-01) LUBEGA, Mark John; Bakibinga, Florence Sajjabi (Supervisor); Kiwanuka, Keefa (Supervisor)
The study focused on examining the factors affecting the sustainability of Christian Based Child Care Non Government Organisations in Entebbe Municipality. The study was based on the following research objectives: to assess the relationship between financial factors and sustainability of Christian Based Child Care NGOs in Entebbe Municipality; to establish the influence of management factors on the sustainability of Christian Based Child Care NGOs in Entebbe Municipality; and to examine the relationship between human resource and sustainability of Christian Based Child Care NGOs in Entebbe Municipality. The study employed a cross sectional survey design and both quantitative and qualitative approaches were used. In total, a sample of 142 respondents were chosen who included 30 top administrators and 112 staff members. Questionnaires and interviews were used. Quantitative data was analyzed using Pearson correlation coefficient and qualitative data was analysed using content and thematic analysis. The study findings revealed that there was a strong positive significant relationship between financial factors and sustainability of Christian Based Child Care NGOs in Entebbe Municipality; there was a strong positive significant relationship between management factors and sustainability of Christian Based Child Care NGOs in Entebbe Municipality and lastly human resource management factors and sustainability of Christian Based Child Care NGOs in Entebbe Municipality were significantly positively related. (i) Good internal controls enables NGOs to manage the funds very well for example the accou nting systems adequately function. It was observed that NGOs have strong fund management framework, once the controls are in place, then the organisation needs to monitor its effectiveness. Monitoring tools consist primarily of performance ratios that managers and directors need to track to ensure that funds are being managed properly. Findings further revealed that NGOs in Entebbe have well-functioning internal audit system. (ii) It was observed that planning in most NGOs is done by the top level management and sometimes by the technical committee. The planning exercise has helped to create room for sustainability. Findings revealed that some of the NGOs do carry out supervision control of the activities, control is provided by comparisons of actual results against the planned. It was observed that some NGOs have put in place a monitoring and supervision mechanisms although in some NGOs, these are not efficient. It was recommended that: (i) the audit process in CBCC NGOs need to be governed in a more effective manner so that risks of substandard audits can be minimized and/or their effectiveness enhanced so as to ensure NGO sustainability. (ii)There is need for NGOs to stick to a management style that will ensure sustainability. (iii)There is need to empower employees by explaining tasks and allowing them to manage their duties, checking in with them for clarification as needed as an avenue to ensure that they work towards sustainability. There is need to create an environment of open communication for employees to approach the managers on matters that will help the NGO become self-sustaining.
Motivational Strategies and Employee Retention in Vocational Training Institutions in Uganda: A case of Nile Vocational Institute, Njeru
(Uganda Management Institute, 2016-01) NAKIYIMBA, Hajira; Kiwanuka, Keefa (Supervisor); Bakibinga Sajjabi, Florence Sajjabi (Supervisor)
The study examined the relationship between motivation and employee retention in Vocational Training Institutions in Uganda: A Case of NVI, Njeru. The objectives of the study were to establish the relationship between rewards and employee retention; investigate the relationship between the working environment and employee retention; establish the relationship between career development and employee retention in NVI, Njeru. Reward system, working environment and career development opportunities characterized motivation (Independent Variable) while employee intention to leave and turnover characterized employee retention (Dependent Variable). Relevant textbooks, reports and minutes were reviewed. The study adopted a descriptive research design and employed qualitative and quantitative approaches of research. Data were collected from a sample of 97 respondents using self-administered questionnaires and key informant interviews. The data was analyzed using Statistical Package for Social Scientists (SPSS), frequency counts and Pearson’s correlation coefficient were produced. The study revealed that there was significant strong relationship between rewards (r = 0.489), working environment (r = 0.687) and employee retention; there was a negative weak relationship between career development opportunities (r -0.016) and employee retention. The study concluded that: Rewards and Working environment greatly affect employee retention while employee retention was less dependent on career development opportunities in NVI, Njeru. The researcher recommends that: the reward system should be made more competitive and attractive to enhance employee retention; variety of motivation strategies on recognition, rewards, and career growth opportunities ought to be adopted and made clear to all employees and good working environment should be established in NVI, Njeru.