Browsing by Author "Kyohairwe, Stella (Supervisor)"

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An Analysis of Social Constraints Affecting Participation of Persons with Disabilities in Development Programmes: A case Study of Luuka District.
(Uganda Management Institute, 2016-01) BYABAGAMBI, Leonard; Kyohairwe, Stella (Supervisor); Komakech, Innocent (Supervisor)
The study analyzed the social constraints to participation by Persons with Disabilities (PWDs) in development programmes in their communities with specific focus to Bukooma sub-county Luuka district. It was guided by three research objectives which were; examine the influence of cultural beliefs, attitudes and perception of disability on the participation of PWDs in development programmes in Bukooma Sub-county. The study used a cross sectional survey design including quantitative and qualitative approaches. The study population involved; PWDs, sub-county councilors for PWDs, community members, service providers, Ministry officials at Principal Level, sub-county technical teams and Non-disabled councilors. Data was collected using questionnaires and interviews. In data analysis frequencies, percentages, means were obtained, correlations and regressions were used to show the magnitude of effect the independent variables have on the dependent variable. Study findings revealed that cultural beliefs are positively associated with participation of Persons with Disabilities in the development programmes (r=.389, p=.000) with coefficient of determination R2=0.152, which shows that 15.2% variation in participation of PWDs in the development programmes is explained by changes in cultural beliefs. Hence improvement in cultural beliefs would lead to 15.2% chance change in the participation of Persons with Disabilities in the development programmes. Findings also revealed a significant relationship between attitudes and participation of Persons with Disabilities in the development programmes (r=.677, p=.000) with a coefficient of determination R2 of .459 that indicates 45.9% chance change in participation of PWDs in the development programmes being explained by changes in attitudes. Also it was found out that there is a positive significant relationship between perception on disability and participation of PWDs in the development programmes in Bukooma Sub-county, Luuka District (r=.513 p=.000) with a regression coefficient determination of R2 =263, meaning that there is 26.8% chance change in participation of PWDs in the development programmes if attitudes are improved. It was therefore concluded that a wide number of negative beliefs are held against persons with disability, community members have negative attitude towards the effectiveness of PWDs in addressing community development tasks and the different negative perceptions held against person with disability affect effective participation of PWDs in community development projects. It is therefore recommended that there is need to sensitize community members against existing prejudice that PWDs are a curse and prioritize involvement of PWDs in development programmes at different stages of development programmes
Human Resource Management Practices and Performance of International Non Governmental Organisations in Uganda:A case of Amref Uganda
(Uganda Management Institute, 2015-09) KASEKENDE, Joan Makayi; Barifaijo, Maria Kaguhangire(Supervisor); Kyohairwe, Stella (Supervisor)
The study examined the relationship between Human Resource practices and performance of international Non-Government Organisations management in Uganda. The study was premised on the following research objectives: to establish the relationship between performance management and effectiveness of management of International NGOs, to establish the relationship between training and effectiveness of management of International NGOs, to establish the relationship between rewards and effectiveness of management of International NGOs and to establish the relationship between employee involvement in decision making and effectiveness of International NGOs. The study employed a cross sectional survey design and both quantitative and qualitative approaches. In total, a sample of 50 respondents was observed who included top, middle and lower level staff. In collecting the data, the researcher used questionnaires and interviews and data was analyzed using the Pearson correlation coefficient. The study findings revealed that that there is a positive significant relationship between performance management and effectiveness of management of International NGOs, further more findings revealed that there is a positive significant relationship between training and performance of AMREF, further more findings revealed that there is a positive significant relationship between rewards and performance of AMREF and lastly job design and employee involvement in decision making and performance of AMREF are positively significantly related. It was concluded that: The majority indicated that they are dissatisfied with the nature and expertise of the trainers, while the minorities were not satisfied nature and expertise of the trainers. The majority of the respondents agreed that the company needs to plan before undertaking trainings. These results showed that employee involvement in decision making explained a strong variation in effectiveness of management meaning that employee involvement in decision making is a motivating factor. It was recommended that the performance appraisal programme in AMREF should be well thought out and tailored for the firm. The appraisal process must be viewed as a continuous activity rather than a one-a-year event. Managers should be encouraged to engage in careful, systematic and professional planning and implementation of the performance management system. The trainings should aim at fulfilling the designated objectives of the company. Training should also be linked to the needs of the employees and the organisation. A reward system that rewards high performance and discourages low and mediocre performance should be put in place. A comprehensive and holistic reward system, which includes various rewards such as financial rewards, public acknowledgments, merit awards, promotions, greater work responsibilities, learning and study opportunities, should be developed and communicated to staff. Much greater emphasis must be given to non-monetary rewards.
Organisational Factors Influencing Employee Retention in Rakai Area Development Programme of the World Vision, Uganda
(Uganda Management Institute, 2015-01) NAMARA, BagumaCharity; Kateshumbwa Mwesigye, Edgar Mwesigye(Supervisor); Kyohairwe, Stella (Supervisor)
The study examined organizational factors influencing employee retention at Rakai Area Development Programme of the World Vision Uganda. The study was premised on the following research objectives: to examine the influence of work place policies on employee, to establish the influence of work place culture on employee retention, to assess the relationship between work place leadership style and employee retention and to establish the influence of job design on employee retention at Rakai Area Development Programme of the World Vision Uganda. The study employed a cross sectional survey design and both quantitative and qualitative approaches. In total, a sample of 33 respondents was chosen who included staff and support staff of Rakai Area Development Programme of the World Vision Uganda. In collecting the data, the researcher used questionnaires and interviews and data was analyzed using Pearson correlation coefficient and regressions analysis. The study findings revealed that that there is a positive significant relationship between work place policies and employee retention, further more findings revealed that there is a positive significant relationship between work place culture and employee retention, further more findings revealed that there is a positive significant relationship between work place leadership style and employee retention and lastly job design and employee retention are positively significantly related. It was observed that the policy of being sent to an area where somebody cannot easily get acclimatized to the existing conditions presses the employees so hard. It was observed that it is a policy that each staff should reside in her parish of work. Vehicles should be parked at 6pm. The most notable cultural practice was religious devotion and decent dressing. It was observed that leadership style is not democratic but authoritarian. Under this style, some employees desire to be pushed. Whenever they are not pushed there is delay in delivery of results. Findings further revealed sometimes the employees are given unclear roles and responsibilities. It was further revealed that some tasks are allocated on the basis of friendship at Rakai Area Development Programme. It was recommended that: there is need to design policies that are employee friendly or socialization policies. Policies that limit employ accessibility to company property like vehicles should be discarded. The organization should strengthen the culture of training. Providing ample training and development opportunities can discourage turnover by keeping employees satisfied and well-positioned for future growth opportunities. Managers need to reinforce employee productivity and open communication, to coach employees and provide meaningful feedback and inspire employees to work as an effective team. In order to achieve this, organizations need to prepare managers and supervisors to lead and develop effective relationships with their subordinates. World Vision can hire third party specialists to pinpoint the root causes of their workforce challenges. By identifying the root causes, customized action plans can be tailored to fit your organization’s need to and create a retention program customized to your organization.
Work Force Diversity and Labour Productivity in Regional Referral Hospitals in Uganda: A case Study of Fort Portal Regional Referral Hospital.
(Uganda Management Institute, 2015-01) KALENZI, Victor; Karyeija, Gerald (Supervisor); Kyohairwe, Stella (Supervisor)
This study investigated the effects of workforce diversity on labour productivity of employees in Uganda regional referral hospitals with Fort Portal Regional Referral hospital as a case study. The study specifically looked at; the relationship between gender and labour productivity of employees, cultural differences and labor productivity and the relationship between the level of education and labor productivity. The study used a case study design with both quantitative and qualitative approaches. The study population included top management, middle management and operation management. Structured questionnaires were used in the study to collect quantitative data and interviews were used to collect qualitative data from key informants. The results of the survey were analyzed to obtain frequencies, percentages and correlations. Study findings reveal that there is a positive significant relationship between gender and labour productivity (r=251, p=.010). Therefore improvement in gender sensitive balancing and respect leads to improvement in labour productivity. Also there is a positive significant relationship between culture and labour productivity (r=.217, p=0.27), implying that improvement in cultural aspects and respecting cultural values leads to improvement in labour productivity. There is a positive and significant relationship between education and labor productivity (r=325, p=0.001), therefore improvement in education helps improve labour productivity. It was therefore recommended that there is need to put in place a comprehensive gender based policy, promote gender inclusion, introduce sensitization to appreciate different cultural differences, put in place an education and training policy and encourage mentorship.