Bachelor of Human Resource Management

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https://scholar.ucu.ac.ug/handle/20.500.12311/84

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Analyzing the Effect of Health and Safety Practices on Job Satisfaction: A Case Study of National Drug Authority.
(Nerima Emily Katrina, 2023-08-31) Emily Katrina Nerima
Employees in the different medical fields are exposed to many hazards at their workplace and this is likely to influence their levels of job satisfaction if the correct measures are not put in place by their employers. The most affected employees are those who work in laboratories. The objective of this study was to determine the perceived influence of occupational health and safety practices on job satisfaction among employees of National Drug Authority. The research design was cross-sectional survey and a structured questionnaire was used to collect data which was analyzed using descriptive statistics including percentages and frequencies. Out of the targeted 57 respondents 54 completed their questionnaires representing a response rate of 95%. The research established that occupational health and safety practices influence job satisfaction. Majority of the respondents had a positive perception on the occupational health and safety practices that are in place. They agreed that accident prevention measures in place, wellness programs and health benefits provided by NDA were satisfactory. It established that employees were satisfied with the health benefits, emergency care given to workers injured while on duty. They were satisfied with the wellness programs, health campaigns, health and safety information availed to them, health and safety training and education as well. However, respondents were not as satisfied with the refresher training on health and safety as well as training during change of jobs. With all that, this shows there is a strong relationship between health and safety practices and job satisfaction. It was recommended that NDA facilitate more safety training to equip workers with safety skills which enable reduce accident rates at work and also boost the level of staff job satisfaction so as to keep up with the changing trends in the labor market.
Analyzing the Effect of Job Crafting on Person Environment Fit: A Case Study on Uganda Christian University
(2024-09-20) Grace Mwesigye Ayebare
Workers in their different working environments derive ways and modes through which they can attain environment fit and equally organisation fit. This can majorly be done through job crafting. Job crafting is significant because it entails three dimensions which are, relational, cognitive and task crafting. The purpose of this study is to firstly, establish the level of job crafting of the non – teaching staff of Uganda Christian University. Then, to determine the relationship between job crafting and person environment fit. And finally, to determine the state of person environment fit of workers. The research design was cross sectional meaning that the data was collected from one given point in time. Out of all the 58 questionnaires that were sent out to respondents 53 were answered implying a 91% targeted response rate. From the above findings, job crafting and person environment fit were said to be participated on a moderate level which implies that there is given room for improvement in these areas. There was a positive significant relationship between job crafting and person environment fit.
Assessing the Impact of Leadership Style on Employee Performance in Local Government: A Case of Hoima District Local Government
(NAKANYIKE EMILY BHRM, 2023-08-23) Emily Nakanyike
This study aimed to assess how different leadership styles affect employee performance in Hoima District Local Government. The district's recent performance appraisal prompted this investigation, which focused on three specific objectives: the impact of laissez-faire, democratic, and autocratic leadership styles on employee performance. The study used a cross-sectional design and combined both quantitative and qualitative research methods. The sample size consisted of 54 respondents, and the response rate was 74%. The study employed simple random and stratified sampling techniques. Data collection methods included questionnaires and interviews. The study revealed that there is a positive correlation between employee performance and the laissez faire leadership style, democratic leadership style, and moderate positive correlation with autocratic leadership style in the Local Government. In conclusion, all three leadership styles had a positive impact on employee performance. The recommendation is for leaders to involve employees in the decision-making process of the Local Government by allowing them to participate in committees such as Finance, Disciplinary, Security, procurement, and welfare.
Assessing the Impact of Leadership Style on Employee Performance in Local Government: A Case Of Hoima District Local Government
(Uganda Christian University, 2023-08-20) Emily Nakanyike
This study aimed to assess the impact of different leadership styles on employee performance at Hoima District Local Government. The investigation focused on three specific objectives: the impact of laissez-faire, democratic, and autocratic leadership styles on employee performance. The study used a cross-sectional design and combined both quantitative and qualitative research methods. The sample size consisted of 54 respondents, were involved. The study employed simple random and stratified sampling techniques. Data collection methods included questionnaires and interviews. The study revealed that there is a positive correlation between employee performance and the laissez faire leadership style, democratic leadership style, and moderate positive correlation with autocratic leadership style in the Local Government. In conclusion, all three leadership styles had a positive impact on employee performance. The recommendation is for leaders to involve employees in the decision-making process of the Local Government by allowing them to participate in committees such as Finance, Disciplinary, Security, procurement, and welfare.
Assessing the Impact of Performance Management Systems on Staff Productivity at Rakai District Local Government
(Uganda Christian University, 2023-09-07) Karen Nyakato Acen
The study aimed at assessing the Performance Management Systems on Staff Productivity in Rakai District. The specific objectives of the study are to examine the relationship between training and employee productivity, to establish the relationship between reward system and employee productivity, to find out the relationship between communication and employee productivity at RDLG. The study employed a cross-sectional descriptive design where both qualitative and quantitative research approaches are used. The study targeted top management officials, line managers for different departments, human resource officials, employees and support staff of RDLG. The qualitative data is analyzed using thematic and content analysis whereas quantitative data is analyzed by the Statistic Package for Social Sciences (SPSS, version 21). The study results are interpreted with the use of descriptive and inferential statistics where percentages, mean standard deviation and Pearson correlations coefficients are used. The findings revealed that training is the most important factor that influences employee productivity at RDLG which needs serious attention to ensure its continuity and quality. The results on reward systems indicated that when employees are well motivated and their efforts appreciated, there is a high possibility of increasing their productivity. Results on communication revealed that effective communication plays a significant role in making awareness about organizational goals, objectives and activities among employees. The study recommended that there is a need for the management of RDLG to put in place mechanisms to ensure that training of employees continues and be well elaborated for the employees to gain the required skills and knowledge to continue providing good quality health services to the clients to enhance employee productivity levels, the study recommended that the organization should reward its employees. For every opportunity possible, the management at RDLG should formally recognize good employee efforts for enhanced work performance. Another recommendation by the study is that, effective communication should be used by RDLG management to avail information about the goals, objectives and activities of the organization.
Assessing the Impact of Performance Management Systems on Staff Productivity at Rakai District Local Government
(Uganda Christian University, 2023-09-07) Karen Nyakato Acen
The study aimed at assessing the Performance Management Systems on Staff Productivity in Rakai District. The specific objectives of the study are to examine the relationship between training and employee productivity, to establish the relationship between reward system and employee productivity, to find out the relationship between communication and employee productivity at RDLG. The study employed a cross-sectional descriptive design where both qualitative and quantitative research approaches are used. The study targeted top management officials, line managers for different departments, human resource officials, employees and support staff of RDLG. The qualitative data is analyzed using thematic and content analysis whereas quantitative data is analyzed by the Statistic Package for Social Sciences (SPSS, version 21). The study results are interpreted with the use of descriptive and inferential statistics where percentages, mean standard deviation and Pearson correlations coefficients are used. The findings revealed that training is the most important factor that influences employee productivity at RDLG which needs serious attention to ensure its continuity and quality. The results on reward systems indicated that when employees are well motivated and their efforts appreciated, there is a high possibility of increasing their productivity. Results on communication revealed that effective communication plays a significant role in making awareness about organizational goals, objectives and activities among employees. The study recommended that there is a need for the management of RDLG to put in place mechanisms to ensure that training of employees continues and be well elaborated for the employees to gain the required skills and knowledge to continue providing good quality health services to the clients to enhance employee productivity levels, the study recommended that the organization should reward its employees. For every opportunity possible, the management at RDLG should formally recognize good employee efforts for enhanced work performance. Another recommendation by the study is that, effective communication should be used by RDLG management to avail information about the goals, objectives and activities of the organization.
Change Readiness Among UCU Staff With Special Attention to Employee Participation
(Uganda Christian University, 2024-09-05) Grace Nakikonyogo
This study aims to explore the strategies to enhance employee change readiness on promoting active participation among employees. The research data was collected from Uganda Christian University, Mukono. This study was guided by three main objectives namely, to assess the perceived level of employee readiness for change among non-teaching staff of Uganda Christian University, to examine the level of employee participation during changes in Uganda Christian University, explore the possible contribution of employee participation in fostering employee change readiness. A qualitative approach was employed to collect data from the representatives of 12 respondents from the teaching staff of UCU. These respondents have been at UCU for five years and above. The data collection was done through semi- structured interviews and was done inductively. The results indicated that openness and embrace to change, adaptability, dedication and commitment, sense of control and confidence were considered to be instrumental that influenced employee readiness to change. Other factors that emerged as important included, support from the management, provision of incentives, open communication, training and employee empowerment. The study can be said to have identified some of the successful factors that can identify the readiness of UCU employees from the results.
Effect of job design on employment performance
(Uganda Christian university, 2024-09-26) Mr.Khangire Willington
This study investigates the effects of job design on employee performance in financial institutions, with a specific focus on Post Bank in Mukono District. The research aimed to examine the impact of key job design elements—job rotation, job enlargement, and job enrichment—on employee performance, motivation, and skill development. A quantitative research design was employed, utilizing structured questionnaires distributed to a sample of 48 employees. The data collected was analyzed using descriptive statistics, correlation, and regression analysis to identify patterns and relationships between job design practices and performance outcomes. The findings indicate that job design significantly influences employee performance in financial institutions. Job enrichment was identified as the most effective element, showing a strong positive correlation with employee motivation and productivity. Employees who experienced enriched job roles reported higher levels of job satisfaction and engagement, suggesting that providing more meaningful and challenging tasks can enhance performance. Job enlargement also demonstrated a positive impact, as employees perceived the expansion of their job roles as an opportunity to develop diverse skills, though the extent of this impact varied among respondents.However, job rotation yielded mixed results. While a segment of employees acknowledged an increase in motivation and engagement due to job rotation, a considerable number expressed uncertainty about its effectiveness in fostering a deeper understanding of different roles within the organization. This suggests that while job rotation can be beneficial for skill diversification, its implementation must be carefully managed to ensure it meets the employees' development needs and aligns with organizational goals. The study concludes that well-implemented job design strategies can significantly enhance employee performance by promoting motivation, skill development, and job satisfaction. The research recommends that financial institutions like Post Bank adopt a structured approach to job design, incorporating training programs and mentorship initiatives to support employees in their expanded and enriched roles. This approach is expected to cultivate a more motivated, skilled, and productive workforce, ultimately contributing to the organization's overall performance and success.
Effect of Learning and Development Practices on Employee Retention: A Case Study of Miika Eco Resort Hotel
(Uganda Christian University, 2023-09-01) Rosette Ninsiima
The purpose of this dissertation is to investigate the effects of learning and development practices on employment retention within the context of Mika Eco Resort Hotel. In recent years, employee retention has become a critical challenge for organizations, particularly in the hospitality industry. Therefore, this study aims to examine the relationship between learning and development practices and employee retention, identify specific practices that significantly contribute to retention, and propose strategies for optimizing learning initiatives to enhance employee retention. To achieve these objectives, a mixed-methods research approach was adopted, involving both quantitative and qualitative data collection methods. A sample of 62 employees from Mika Eco Resort Hotel participated in the study, providing valuable insights through questionnaires and interviews. The quantitative data were analyzed using correlation and regression analysis to test the hypotheses, while the qualitative data underwent thematic analysis to identify impactful learning practices. The findings revealed a strong positive correlation between the implementation of effective learning and development practices and employee retention. Specific practices such as personalized career development plans, ongoing performance feedback, and mentorship programs were identified as significant contributors to employee retention. Based on the research outcomes, evidence-based strategies were formulated for organizations to optimize their learning initiatives and foster a culture of continuous growth, ultimately leading to improved employee retention rates. This dissertation contributes to the existing literature on human resource management and provides practical implications for organizations seeking to enhance employee retention through targeted learning and development practices. The research outcomes serve as a valuable resource for Mika Eco Resort Hotel and other hospitality establishments to strengthen their employee retention strategies and create a more engaged and committed workforce.
Effect of recruitment and selection on employee retention
(U.C.U, 2024-09-20) Okumu martin
ABSTRACT The study concluded that organizations like Ntake Bakery should invest in strategic human resource practices that prioritized recruitment and selection to maintain a competitive edge and reduce turnover. Recommendations were provided for enhancing recruitment strategies and improving employee retention within the manufacturing sector. The study investigated the effect of recruitment and selection practices on employee retention at Ntake Bakery, Jinja, Uganda. In the organization, it was observed that employee retention was very significant in organizational success through maintaining knowledge and reducing turnover costs. This study showed how effective recruitment and selection processes enhance retention rates, hence the organization gets to secure the services of its best staff. This was a descriptive survey study that utilized quantitative and qualitative data from employees and managers of Ntake Bakery. The target population was all employees in various departments; however, sample size determination followed Krejci and Morgan's formula, 1970. Sampling was done through stratified random sampling to ensure that different departments were represented in proportion. Data collection was carried out using structured questionnaires and semi-structured interviews to gather information about employee experiences, recruitment practices, and organizational cultures. Indeed, the findings showed that human resource management practices, including recruitmen and selection, did significantly affect employee retention. From the findings, it is identified that linking of recruitment and selection with the organizational objectives and expectations from employees enhance job satisfaction, organizational commitment and hence retention of employees. Other key factors identified by this research retain The study recommended that organizations such as Ntake Bakery invest in strategic human resource practices focusing on recruitment and selection to retain their competitive advantage and minimize their turnover ratio. Recommendations were made to reduce the manufacturing industry's high level of employee turnover and to enhance its recruitment strategies.
Examining the Effect of Job Design on Staff Satisfaction and Productivity. A Case Study of MTN Uganda Head Office Kampala
(Uganda Christian University, 2024-09-13) Josephine Ater Abiting
This study examines the effects of job design on staff satisfaction and productivity at MTN Uganda. The research explores the implementation of job structuring, flexi-time, and flexible work arrangements as part of job design approaches to improve employee satisfaction and performance. Data were collected using questionnaires distributed to a sample of 289 employees across various departments. The findings reveal a positive correlation between well-structured job design and higher levels of employee satisfaction and productivity. The study recommends further refinement of flexible work arrangements to meet evolving employee needs.
Examining the Impact of Employee Training on Organizational Performance: A Case Study of Mukono District Local Government
(Uganda Christian University, 2023-09-12) Ruth Babirye
The study examined the impact of employee training on organizational performance at Mukono District Local Government. It was carried out using an explanatory research design where both qualitative and quantitative research approaches were used. The data were collected using questionnaires and interviews, and during the data collection, a stratified sampling method was used. A sample size of 92 respondents who were management and staff of MDLG was also used in the study. From the findings, the results highlighted the importance of training needs assessment in aligning training objectives Job rotation and formal training courses were identified as effective training methods, while coaching and mentoring also contributed positively. Furthermore, conducting assessments, giving tests, and monitoring employee progress through training evaluation were found to enhance organizational performance. These findings underscore the significance of a comprehensive and well-structured training and evaluation process in fostering growth and success within MDLG. In conclusion, implementing these practices can lead to continued improvement in organizational performance and ultimately contribute to the success of the district. Finally, the study recommends that MDLG should prioritize and strengthen training needs assessment to align training programs with organizational goals and employee development needs. Additionally, MDLG should invest in effective training methods such as job rotation and formal training courses, while promoting coaching and mentoring for skill development. Establishing a comprehensive training evaluation process, fostering a learning culture, encouraging collaboration and knowledge sharing, and conducting long-term impact assessments will contribute to continuous improvement and enhance organizational performance in MDLG.
Examining the impact of labour turnover on organisational performance
(Uganda Christian University, 2024-09-26) Bulya Maria Antonny Cindy
The research examined the impact of labor turnover on organisational performance at Guaranty trust bank Uganda. The study used a cross-sectional approach, combining both qualitative and quantitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point in time, offering a simple form of descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 100 respondents selected from Guaranty Trust bank. Employees were chosen randomly, and those who agreed to participate completed questionnaires along with the company's administrators. The results revealed that turnover negatively impacts organisational performance, and management should enhance training programs to improve employees' job satisfaction.
Examining the Impact of Training and Development on Employee Performance at Uganda National Airlines Company Limited
(Uganda Christian University, 2024-09-04) Tahidi Judith Natasha
The research examined the impact of training and development on employee performance at Uganda National Airlines company Limited. The study used a cross-sectional approach, combining both qualitative and quantitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point in time, offering a simple form of descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 53 respondents selected from Uganda Airlines. Employees were chosen randomly, and those who agreed to participate completed questionnaires and were interviewed along with the company's administrators. The results revealed that training positively impacts employee performance, and management should enhance training programs to improve employees; job satisfaction.
EXPLORING THE IMPACT OF ETHICAL HUMAN RESOURCE PRACTICES ON ORGANISATIONAL PERFORMANCE A CASE STUDY OF UGANDA PRISON SERVICES HEADQUARTERS.
(UGANDA CHRISTIAN UNIVERSITY, 2024-09-24) Nassali Rebecca Ruth
This study explores the impact of ethical human resource practices on organizational performance, focusing on the Uganda Prison Services Headquarters as a case study. The research investigated key HR practices, including fair compensation, timely salary payments, employee engagement, training and development opportunities, anti-harassment policies, and diversity and inclusion initiatives, to understand their influence on employee satisfaction, motivation, and overall organizational effectiveness. Findings reveal significant challenges such as delayed salary payments, perceived unfair compensation, limited employee engagement, and inconsistent policy implementation, which negatively impact organizational performance. The study provides actionable recommendations to address these challenges, including improving financial management, enhancing communication strategies, promoting transparent pay structures, and implementing comprehensive training programs. The findings underscore the importance of ethical HR practices in fostering a positive work environment, enhancing employee performance, and achieving organizational goals
EXPLORING THE RELATIONSHIP BETWEEN WORKPLACE DIVERSITY AND INNOVATION AT WORLD VISION INTERNATIONAL
(Uganda Christian University, 2024-09-26) NIWAHA JOEL
The study aimed to explore the relationship between workplace diversity and innovation at World Vision International in Uganda. The research specifically examined how gender diversity, ethnic diversity, and cultural diversity contribute to the organization’s innovation outcomes, including new product development, process improvement, and market performance. A quantitative research design was adopted, using a sample of 50 respondents drawn from the Human Resources department, based on their experience. Data were collected through structured questionnaires, and the analysis was conducted using descriptive statistics, correlation, and regression analysis. The results indicated that workplace diversity has a positive and significant impact on innovation within the organization. Both gender and ethnic diversity were found to significantly contribute to innovation outcomes, with correlation coefficients of 0.60 and 0.68, respectively. The regression analysis revealed that workplace diversity explained 45% of the variance in innovation, with both gender and ethnic diversity being significant predictors. These findings suggest that organizations like World Vision can enhance their innovation capabilities by fostering a diverse and inclusive workforce. The study concludes with recommendations for organizational policies that promote diversity and innovation and identifies areas for further research.
Human Resource Planning and Organizational Performance: A Case Study of Finn Church Aid Uganda
(Uganda Christian University, 2023-09-01) Joyce Eimani
The study was about human resource planning and organizational performance. A case study of Finn church Aids Adjumani. The objectives of the study were, to examine the nature of human resource planning on organizational performance, to find out factors affecting human resource planning on organizational performance, to assess the relationship between human resources planning on organizational performance. The problem of the study was the looming challenges some organization in Uganda are facing in attracting and retaining skilled and valuable employees to meet service delivery need. The research target a population of so employees of Finn church aids among who were randomly selected according to the department which included the Administration, finance department, information technology and marketing department. The study adapted a descriptive research design which involve surveying people and recording their responses for analysis within the descriptive design. The study also incorporated both qualitative and quantitative approaches to understand better the relationship between variables in the research problem. The cross sectional research was used to help collect views of sample population at a single point of time. The research finding was that human resource planning have a great effect on the performance of the organization. The finding also showed that competitive advantage can be obtain by proper recruitment and selection (fadare,2015) puts it a cross that for organization to gain competitive advantage, they should devise a strategy to carefully recruit and select the most that the training design of the organization is in accordance to the need of employees which enable them to perform better. The finding showed that training and development increase the overall performance of the organization about this is in agreement with Shepard 2003.the study findings further showed. The finding show that regarding the organizations practice of conducting regular workforce analysis to identify skill gap and talent requirements reflects a proactive approach to address skill shortage. This approach could contribute to maintaining a competitive workforce and ensuring that organization has the right talent to achieve its objective. The finding further states that the overwhelmingly positive response (90%) about employees being satisfied with opportunity for career advancement and goal achievement is promising sign. This suggests that the organization is providing a conducive environment for career growth, which can enhance employee motivation and retention. The recommendation to the organization were the organization should address concerns related to collaboration across department, diverse and inclusion effects and potentially varying levels of employee engagement which in long run can contribute to enhancing organizational effectiveness ,employee satisfaction and overall performance. The organization should address the issues of work life balance, employee engagement through clear communication, employee engagement initiative and effective recruitment strategies that in the long run could help the organization align its practices with employee expectations and contribute to improved organizational performance. The organization should invest in other human resource planning methods that have a high effect on the performance of the organization and also prioritize succession planning so as to be more effective to the organization.
IMPACT OF CHANGING DEMOGRAPHICS ON SERVICE DELIVERY OF COMPANIES. A CASE OF MTN UGANDA CUSTOMER SERVICE CENTERS IN KAMPALA UGANDA.
(2024, 2024-09-26) Kambale Kamate Jacob
The study focused on examining the impact of changing demographics on service delivery in MTN Customer service centers in Kampala Uganda. the study was guided by the following objectives: to examine the impact of age on service delivery of companies; to assess the impact of sex on service delivery of companies.; and, to assess the impact of marital and family status on service delivery of companies. In order to give a thorough analysis of the research problem and explore the nature of the relationship between study variables while concentrating on the case's dynamics within its actual setting, a case study research design was used in this study. Furthermore, the majority of the study's methodologies were quantitative. The study used 40 respondents from MTN Centers in Kampala as a sample size. Data was collected using a questionnaire. Data was analyzed through use of percentages, means and standard deviations. Data was presented using frequency tables and interpreted using standard deviations. The study concluded that age has a significant impact on service delivery as it determines easy access to service, affects the way customer care is provided and also determines quality of service. Staff behaviour and attitudes are also decided by the age of staff. The study also concluded that confidentiality is also determined by age. The study also concluded that does not impact service delivery as it does not increase one’s capacity to offer periodic follow-up to services delivered, does not enhance improved public information to customers, improved information sharing with customers is not determined by a staff’s gender and gender of a staff also does not determine how a staff attends customer complaints on time. The study further concluded that the impact of marital and family status on service delivery is substantial as marital and family status determines quality of service, whereas staff behavior and attitudes are also decided by the marital and family status of staff. The study recommends that age should be considered in matters of service delivery as it determines easy access to service, affects the way customer care is provided and also determines quality of service. More so, staff behaviour and attitudes that are also decided by the age should put into consideration when recruiting staff. The study also concluded that confidentiality should also be determined by age as older people tend to keep secrets of customers especially sensitive customer personal details. The study also recommends that gender should be concentrated on when determining service delivery parameters as it does not increase one’s capacity to offer periodic follow-up to services delivered and it does not enhance improved public information to customers or information sharing with customers. The study also recommends that the impact of marital and family status on service delivery should be emphasized it determines quality of service, whereas staff behavior and attitudes are also decided by the marital and family status of staff.
Impact of Compensation Systems on Staff Retention
(Uganda Christian University, 2023-08-19) Margret N Mukabalisa
Employee retention is a critical concern for organizations across various industries, as turnover can result in increased costs and disruptions to operations. The rate at which employees leave the company is becoming more disturbing and this could be as a result of compensation systems used to pay employees and retain competent employees. This study explored the impact of compensation systems on employee retention. The major objectives of this study were to examine the types of compensation systems used by Kiddawalime bakery, to examine the relationship between Compensation systems and employee retention and to identify the challenges involved while compensating employees. The population under the study was 60 employees. Primary data was collected using questionnaires. Hypotheses were formulated to test the relationships between the independent variable and the dependent variables. Result of the study revealed that the compensation systems used are performance based pay and seniority based pay, financial and non-financial there is a significant relationship exist between compensation systems and employee retention, the more an employee is rewarded or compensated, the longer they remain in an organization and there are challenges faced in compensation.
Impact of employee engagement on organizational performance
(Uganda Christian University, 2024-10-10) Bukenya Patrick Michael
This chapter introduced the background of the study, general objective of the study, the problem statement, research questions, scope of the study, the conceptual framework, and significance of the study in the long run. This chapter presented the review of other scholars on the study and as well it specifically talked about the review of the specific objectives of the study in the long run. This section will comprise of the research design, area of the study, study population, sample size determination, sample selection, sources of data, data collection instruments, procedure of data collection, data quality control, data processing and analysis and ethical consideration. This chapter consists of data presentation, analysis and interpretation of the findings on the themes of the study This study presented the summary of the findings and as well talked about the conclusion of the study and in the long run lastly it talked about the recommendation of the study.

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