School of Business (SB)

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Browsing School of Business (SB) by Subject "Academic staff"
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    Assessing the commercialization of university research projects among academic staff in Makerere University: a case of Makerere University College of Health Sciences
    (Makerere University, 2023-10) Kinene, Peter Muganwa
    The purpose of the study was to explore the commercialization of university research projects by academic staff in the College of Health Sciences at Makerere University. The qualitative research method was used against an exploratory research design. Using the formula by Yamane (1967), the sample size was 17 academic staff. A purposive technique sampling technique was used because the study targeted a specific college and only the staff that are actively involved in academic research. An interview guide was deployed as the best instrument to gather information exhaustively considering the complexity of the topic. The data was examined by content analysis using both NVIVO and ATLAS software. The policies affecting commercialization of research projects at in the college were intellectual property management policy (2008); research and innovation policy (2008); intellectual property act; research and innovation policy (2008); copy right law of Uganda; the policy of restricting staff to only work only Makerere university academic programs with the exception of a few people and; patent act. The barriers to commercialization of research projects were: limited financial support and funding; limited finances and capital; financial constraints; limited incentives; poor orientation; low commitment; limited experience and skills; limited policies on research commercialization; lengthy process in obtaining legal rights; limited infrastructure; limited understanding of products and services; inadequate government support; lack of training in intellectual property laws; no commercialization office at the college; too many conditions from funders (foreign and local); and a few others. The recommendations for the commercialization of university research projects by academic staff according to the participants were: training of staff about the commercialization process; encourage researcher to commercialize research; create incentive forums to aid the understanding of commercialization; seek more funding; seek government support; negotiate for better conditions from funders; there reach out to all stakeholders; optimize the commercialization process; establish a research commercialization office at the college; establishing a commercialization incubation centre; initiate a committee for beefing up the commercialization of research projects; improve the profit-sharing ratios from the copyrights; encourage multidisciplinary approach; reduce bureaucracy and; awareness campaigns among citizens on the importance of health science products and services.
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    Examining employee performance among academic staff at Kyambogo University
    (Makerere University, 2024-09) Kiconco, Babra
    This study investigated employee performance among academic staff at Kyambogo University, focusing on three objectives: assessing performance levels, examining evaluation methods, and identifying strategies for improvement. Guided by Fredrick Herzberg’s two-factor theory, a descriptive research design was employed with a sample of 191 participants from various Schools and Faculties. The study revealed a demographic profile of predominantly young, married academic staff with high educational qualifications (Bachelor's, Master's, and PhD). Most staff had tenure of less than 5 years, indicating a relatively young workforce with significant turnover. Performance among academic staff showed strong organizational commitment through high compliance with timetables, yet challenges in time management and task completion. Performance evaluation methods varied, including student evaluations and peer reviews, though issues of standardization and feedback consistency were noted. Strategies to improve performance emphasized motivational factors such as role alignment and supportive strategies, alongside knowledge management and structured development programs. These findings suggested opportunities for enhancing organizational effectiveness and employee satisfaction through improved performance management practices. In conclusion, this study provided insights into academic staff performance at Kyambogo University, highlighting the importance of organizational commitment and effective performance management strategies. Recommendations included refining evaluation processes and implementing tailored development initiatives to support continuous improvement and enhance overall organizational outcomes. Despite its contributions, this study faced several limitations that warrant consideration for future research. Firstly, the sample size and scope of the study, limited to Kyambogo University, restricted the generalizability of findings to other institutions or contexts. Future research could employ mixed-method approaches or triangulation techniques to validate results and mitigate bias.
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    Examining the relationship between institutional support, research processes and research output of academic staff: A case of Makerere University
    (Makerere University, 2012-01) Namawejje, Enid Sajjabi
    The purpose of this study was specifically set out to examine the relationship between institutional support, research processes and research output of academic staff at Makerere University. The study adopted a descriptive analytical research design to achieve the purpose. The study found out that awareness of the research process, availability and accessibility of the research funds were significant predictors of research output at Makerere University. Contrary to the widespread belief that there is low research output at Makerere University, findings of this study reveal a fairly high level of research output. The challenge however, is on visibility of the research outputs caused by choice of form of dissemination. This could be partly the reason why it is widely believed that research output at Makerere University is low yet the findings of this study attest to the contrary. With regard to the study findings the researcher recommends that the university should increase its percentage contribution towards the research fund so as to increase research outputs
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    Human resource capacity assessment for Humanity and Social Sciences Colleges in Makerere University
    (Makerere University, 2013-10) Muhereza, Rivan Peter
    The study sought to assess Human Resource capacity in the Humanity and Social Sciences College of Makerere University. The study also focused on analyzing the HR situation of the new colleges and how it is affecting the HR delivery of academic offerings at Makerere and then established the possible mechanisms to address the above challenges. The study employed in-depth face to face interview method where College principals/ academic leadership and college administrators from three Colleges were interviewed. The use of an interview guide aided these interviews. The study also utilized documents review/ analysis collected from the library, internet and College HR and Registrars’ offices. It was established that growth in academic staff has not kept pace with student enrollments. The resultant capacity deficit means that vacancy rates in the university staff positions frequently run between 35 and 48 percent. Most departments had student teacher ratios bellow the NCHE required standards and this mismatch presented a huge challenge to the learning process as a whole. It was noted, for example, that the workload that accompanies responsibility for large student numbers imposes significant career-stalling burdens on young scholars denying them so many opportunities to advance. The anxiety that comes with such a burden, in a context that demands high standards of research productivity, discourages potential academics. The study suggests different mechanisms to mitigate challenges include: reviewing the NCHE ratios in line with the establishment, borrowing funds for infrastructural development, lifting the ban on staff recruitment especially at senior level, building the capacity of the existing Human Resources through capacity building workshops, improving communication and transparency by operationalising the communication policy, re-decentralizing the financial management system and presenting financial reports to all stakeholders for accountability purposes, making principals members of senate and management. The researcher recommends for an immediate review of the establishment and financial management system of the university, evaluation of staff by students, monitoring of performance by coordinators, open recruitment to tap into the outside labor market and leaving academic staff to concentrate on research while secretarial work is left to administrators.
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    Recruitment procedures and its effect on retention of academic staff at Makerere University.
    (Makerere University, 2012) Kisale, Ben
    The study aimed at investigating recruitment procedures and their effect on retention of academic staff at Makerere University using a case of College of Education and External Studies. The objectives were to examine whether the recruitment procedures used at Makarere University significantly fitted employees’ values with those of co-workers and the College of Education and External Studies, whether there was a significant effort in the retention of academic staff at Makarere University College of Education and External Studies and whether the recruitment procedures significantly affected retention of academic staff at Makarere University College of Education and External Studies. A case study research design was used. Stratified sampling was used to select a sample of 75 academic staff and 5 administrative staff. Quantitative data analysis consisted of descriptive statistics (frequencies and percentages) and inferential statistics (one-sample t-test and regression) while thematic approach was used to analyze qualitative data. It was established that at the Makerere University, person-environment (P-E) value fit recruitment procedures; person-person (P-P) value fit recruitment procedures and perceptual value fit recruitment procedures were not adhered to during recruitment of most of the academic staff. The study found out that there were low rates of staff retention and high turnover rates at the College of Education and External Studies Makerere University. Furthermore, recruitment procedures significantly affected retention of academic staff at Makerere University College of Education and External Studies. The researcher recommends that Makerere University managers should improve its recruitment procedures in order to fit academic staff values with value of the College of Education and External Studies and should adopt a logical performance-based process that is well documented during hiring of academic staff. Lastly, Makerere University should maintain a stable workforce at College of Education and External Studies as a key element in effective talent management strategy and should adopt retention practices that are turnover preventive and tailor-made to individuals at College of Education and External Studies.