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Lecturers’ Perceptions of Factors that Attract Talent in a Ghanaian Higher Learning Institution
Justice Solomon Korantwi-Barimah,
Alex Ofori,
Faisal Mohammed,
Emmanuel Addai Kyeremeh
Issue:
Volume 7, Issue 1, March 2019
Pages:
1-10
Received:
2 October 2018
Accepted:
25 October 2018
Published:
7 May 2019
Abstract: Creating a sustainable competitive advantage requires higher learning institutions to attract, motivate, develop and retain the talented staff they need now and in the future. However, the technical universities in Ghana are facing significant challenges in attracting and retaining talents to academic positions since their conversion. Besides, there exists limited research on factors that attract talented academics to these institutions as preferred employers. The main objective of this study was therefore to examine lecturers’ perceptions of factors that attract talents to academic positions within a Ghanaian higher learning institution; in this instance, Sunyani Technical University (STU). A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The study participants comprised of 23 lecturers selected from the university under study. The findings show that nine themes are related to the attraction of talents to the universities: career development and advancement, opportunities to make a contribution, employer branding and prestige, job security, flexible working hours, intellectual stimulation, innovation, opportunity to apply skills and autonomy. The results challenge higher learning institutions to develop a superior employer brand with a strong employee value proposition (EVP) that would attract, develop and reward talented academics for their work efforts. The study provides important practical guidelines that could assist the university studied and other higher learning institutions to attract talented lecturers and become employers of choice.
Abstract: Creating a sustainable competitive advantage requires higher learning institutions to attract, motivate, develop and retain the talented staff they need now and in the future. However, the technical universities in Ghana are facing significant challenges in attracting and retaining talents to academic positions since their conversion. Besides, ther...
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Education for Health in Communities with Weak Basic Sanitation in Sumbe
Maria Lusinga Secundua,
Augusto José Fazenda
Issue:
Volume 7, Issue 1, March 2019
Pages:
11-17
Received:
16 October 2018
Accepted:
22 December 2018
Published:
11 June 2019
Abstract: The present study was conducted to diagnose the quality of the practice of the Nursing Technician in Health Education in communities with poor basic sanitation, in Sumbe, Kwanza Sul province, Angola. The sample consisted of the Nursing Technicians who work in the fishing communities of Karimba, Kikombo and Salinas de Ngunza, in Sumbe, and the managers of the health sector of the municipality and the province. The survey, interview and participant observation were used as methods and the main conclusion obtained was that there are weaknesses in the practice of health education, what hinders its promotion.
Abstract: The present study was conducted to diagnose the quality of the practice of the Nursing Technician in Health Education in communities with poor basic sanitation, in Sumbe, Kwanza Sul province, Angola. The sample consisted of the Nursing Technicians who work in the fishing communities of Karimba, Kikombo and Salinas de Ngunza, in Sumbe, and the manag...
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The Role of Leadership Style in Organisational Change Management: A Literature Review
Issue:
Volume 7, Issue 1, March 2019
Pages:
18-31
Received:
8 April 2019
Accepted:
2 June 2019
Published:
12 June 2019
Abstract: The role of leadership style in organisational change management has been investigated considerably in this article. Authors have made efforts to cover and present wide-ranging literature on the role of leadership style in organisational change. It was discovered in various literature reviewed that there are several leadership styles that can act as promoter in change management processes; ranging from authoritarian leadership, transformational leadership, laissez-faire leadership, servant leader, transactional leadership, democratic leadership, strategic leadership, bureaucratic leadership, to consultative and participative leadership. It was learnt further that leadership is one of the leading factors in bringing affirmative change in organizations. For instance, leadership is when the leader guides employees towards the direction they desire them in order to achieve organizational goals. It was also discovered that leadership has become an essential component for a successful change in any organization in order to face the ever contentious market competitiveness. In addition, the review as well, covered the concepts of leadership and organisational change management and their types in detail.
Abstract: The role of leadership style in organisational change management has been investigated considerably in this article. Authors have made efforts to cover and present wide-ranging literature on the role of leadership style in organisational change. It was discovered in various literature reviewed that there are several leadership styles that can act a...
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