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ItemChallenges of adjusting to the new environment: A case of newly appointed and posted teachers in Kampala Secondary Schools(Makerere University, 2010-05)The study set to establish challenges of adjusting to the environment by newly appointed and posted teachers, a case Kampala Secondary schools. The problem of the study was uncertainty and anxiety in the lives of newly appointed and posted teachers as they adjust to the new environment, manage discipline and adjust to the teachers’ code of conduct. The study was carried out along the following objectives; the new environment affects adjustment of newly appointed and posted teachers, discipline management measures of newly appointed and posted teachers enable them to overcome the indiscipline of students and the teachers’ code of conduct helps in the adjustment of the newly posted and appointed teachers. The study was conducted using a self administered questionnaire and interview guide. The study was analysed using descriptive statistics of the views of the respondents. Most of the frequency tables were drawn with the help of the Statistical Package for Social scientists 11.0 (SPSS 11.0) programme. It was analysed along the research questions that guided the study. The findings of the study indicated that the teachers encountered the challenges of school routines, relationships with colleagues, lack of finances and attractive incentives and need for new orientation. Discipline management measures of newly appointed and posted teachers enabled them to overcome the indiscipline of students by building of the students’ characters, establishing good relationships with the students and forwarding undisciplined students to administration. Lastly, the study found out that newly appointed and posted teachers have to adjust to the teacher’s code of conduct, it is easy and proper to maintain professional attitudes towards colleagues and relate with the parents of the students in the monitoring of the students progress. From the study, it was concluded that, the new environment affects adjustment of newly appointed and posted teachers because they encounter new challenges in the environment to which they are posted, involvement of newly appointed and posted teachers in the management of discipline in schools promotes discipline and the code of conduct is important in helping the new teachers adjust to the new environment. From the study, the following recommendations were made; school administrators should establish a better work environment for newly appointed and posted teachers to easily adjust. This can be through routines that are reasonable, putting in place residences for teachers or availing them transport. School administrators need to help newly appointed and posted teachers in the implementation through attending to the indiscipline cases forwarded them, making them meet talk to parents of the undisciplined students, making the students write apologies, support them in counselling the students and enforcing school rules and regulations. And the newly appointed and posted teachers should be accessed the teachers’ code of conduct. They have to be made aware of the teachers’ code of conduct, be constantly reminded about it and be given a copy such that they understand the requirements of the teaching profession.
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ItemThe making of African musical instruments in Buganda( 2015-03-03)This particular audio is about the making of.......
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ItemPerformance of Music( 2015-03-03)This research is about gospel music in Church and how it is performed.
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ItemEthnobotanical assessment of Moringa oleiferaLam. in Southern Benin (West Africa).(Ethnobotany Research & Applications, 2014-11-24)For decades, plant species, particularly those used as non-tree forest products (NTFPs), have been known to play an important role in the livelihood of local populations, particularly in rural Africa. The present study investigated the uses of various parts of Moringa oleifera Lam. in southern Benin. It aimed at capturing indigenous knowledge on the uses of M. oleiferaas a preliminary step toward future efforts to devise better management options of this plant species. An ethnobotanical survey was carried out in southern Benin (Guineo-Congolese zone) with a sample of 439 informants (201 women and 238 men) belonging to Fon, Waci, Xwla, Sahouè, Djerma, Kotafon, Aïzo, Goun, and Yoruba socio-cultural groups. It was found that M. oleiferais known in South Benin under different local names depending on the socio-cultural group. Leaves were the most used part followed by roots, bark, seeds, and pods. Leaves are eaten as a vegetable and also used for medicinal purposes. They are consumed fresh or dried and reduced to powder. Different parts of M. oleiferaare used to treat up to 34 diseases according to the local populations. Leaves are also used as fodder for pigs, sheep, and rabbits. The seeds are used to carry out rites for blessing and attracting customers. The study showed that M. oleifera plays an important role in rural areas of South Benin where it is used as a nutritional and medicinal plant. Local populations could benefit by further adoption of the species in agroforestry systems.
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ItemReward systems, job satisfaction, organizational commitment and employee performance in public higher institutions of learning in Uganda.(Makerere University, 2011-08)The objective of the study was to investigate the relationship between reward systems, job satisfaction, organizational commitment and employee performance among academic and administrative staff of public higher institutions of learning in Uganda. The study involved 300 respondents selected from two institutions in Uganda that is Kyambogo University and Makerere University Business School. Data was collected using self administered questionnaires. In order to answer the research questions, the research used SPSS 19 version for data operation and analysis. Cross tabulation was used to describe the demographic sample used in the study. The results of Pearson correlation showed a significant positive relationship between the variables (reward systems, job satisfaction, organizational commitment and employee performance). The regression analysis showed that almost 38% of the variance in employee performance can be accounted for by reward systems, job satisfaction and organizational commitment with reward systems as the significant predictor of employee performance. Therefore the researcher concluded that in addressing employee performance among academic and administrative staff in these institutions it’s important to first manage the reward systems given, understand how to build job satisfaction and address the levels of organizational commitment.