This study examined the relationship between effective communication and staff commitment at the School of Finance and Banking in Kigali, Rwanda. A survey was conducted of 78 staff members using a questionnaire to assess perceptions of communication and commitment. The results showed a weak but statistically significant positive correlation between effective communication and staff commitment. This implies that higher levels of effective communication are linked to increased staff commitment. However, prior reports found staff commitment to be low at this institution. The researchers aimed to determine if communication influences commitment levels in order to help address issues of low retention and motivation among employees.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
One of the most important factors that positively influence the performance of lecturers is the motivation toward work, which determines the self-discipline to improve the professional skills, morale, work attitude, and the performance of lecturers. This paper was conducted with the main purpose is to find out job motivational factors affecting on performance of lecturers with the application of reliable model in the situation of economic and administration in Hanoi, Vietnam. By surveying 490 lecturers at universities in Hanoi, the research has shown the relationship of seven motivational factors to lecturers’ performance, of which the greatest impact is “assessment”, followed by “incentives”, “recognition”, “colleagues”, “superiors”, “working conditions”, and finally “works itself”. Finally, based on the results, the research has proposed suggestions to help policymakers develop programs and action targets that enhance the motivation and performance of the teaching staffs in universities; step by step improving the quality of higher education according to the goals that Vietnamese Party and State have set for the higher education sector these days.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
One of the most important factors that positively influence the performance of lecturers is the motivation toward work, which determines the self-discipline to improve the professional skills, morale, work attitude, and the performance of lecturers. This paper was conducted with the main purpose is to find out job motivational factors affecting on performance of lecturers with the application of reliable model in the situation of economic and administration in Hanoi, Vietnam. By surveying 490 lecturers at universities in Hanoi, the research has shown the relationship of seven motivational factors to lecturers’ performance, of which the greatest impact is “assessment”, followed by “incentives”, “recognition”, “colleagues”, “superiors”, “working conditions”, and finally “works itself”. Finally, based on the results, the research has proposed suggestions to help policymakers develop programs and action targets that enhance the motivation and performance of the teaching staffs in universities; step by step improving the quality of higher education according to the goals that Vietnamese Party and State have set for the higher education sector these days.
The Effects of Organizational Changes Towards Students' EmotionNada Rahmah Majied
This paper have been presented at 5th Global Conference Business and Social Science (GCBSS) organized by Global Academy of Training and Research (GATR) at Bangsar South-Kuala Lumpur- Malaysia, 4-5 May, 2017.
Abstract:
Organizational change can produce a number of positive and negative emotional responses. This study uses the Theory of Emotional Contagion (Hatfield, Cacioppo & Rapson, 1993) where negative as well as positive feelings can be transferred to others. The aims of the study are to examine the effects of perception on technological change, leadership change and structural change towards students’ emotions; and to analyze the mediating effect of experience on perception and emotion resulting from organizational changes. The study employs the quantitative research design using the survey method with the self-administered questionnaire. A total of 223 respondents was collected from among the undergraduate students at a faculty in a public university who have faced organizational changes (technological, leadership and structural). Results reveal that perceptions of technology, leadership and structural changes are found to have moderate effects on students’ emotions. However, experiences of change partially mediate students’ emotion and perception of technological, leadership and structural changes. Experience with organizational changes affects students’ emotions badly. This implies that the Emotional Contagion Theory holds true for organizational changes as the hypotheses are supported.
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
There are still many prevalent problems surrounding the high school curriculum. This can be seen with
many teachers still struggling with students’ retention on subjects being taught, as well as students having
difficulty with test taking. A focal point with the matter is the subjects themselves that are taught, as both teachers
and students complain about how many of the school subjects do not object towards practical skill sets needed
towards real life. In several countries, students are taught subjects related to vocation, career, finances, and even
investment. A main reason as to why these countries suffer less from economic distress, as well as having more
successful outputs for students, is because financial education is well implemented into the high school curriculum.
The purpose for this paper is to show case studies of various countries showing success due to financial education
taught in schools, and to therefore prove the point that financial education is needed all around for the youth.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
The general purpose of the study is influence of dictatorial and charismatic leadership style of librarians’ on productivity of staff in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. Two research questions were framed for the study. The study covered the entire population of 294 staff in academic libraries in Imo State. 286 copies of the questionnaire were completed and returned for analysis representing 97.3%. The finding shows that dictatorial style of leadership does not involve subordinates in planning. The study recommended that there is need for staff to undergo in service training and refresher courses on the modern rudiments of leadership styles. This will enable them to adopt the appropriate leadership styles which will enhance staff productivity.
Reward System Variables and Job Satisfaction of Librarians in Academic Librar...Premier Publishers
The general purpose of the study is reward system variables and job satisfaction of librarians in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. The study covers the entire population of One hundred and seven (107) librarians in academic libraries in Imo State. One hundred and five (105) copies of the questionnaire were completed and returned for analysis representing 98.1%. The findings showed that when the rate of compensation improves or increases positively, the rate of librarians’ satisfaction increases in direct proportion. Again, as the rate of welfare benefit increases the rate of satisfaction and job commitment increases. The study recommended that compensation should be given to workers both in direct and indirect forms, integrating the two into a package that will encourage the achievement of an organization’s goal. Welfare services should be formulated and implemented in order to encourage workers. The academic libraries should set in motion strategies to address child welfare package to library employees. Prompt payment of salary and salary increment as when due should be given a priority in any organization.
Talent Retention and Employees’ Resilience of Telecommunication Companies in ...Premier Publishers
This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamane’s formula for sample size determination. The research instrument was validated through the supervisor’s vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
Employee Mentoring and Organizational Effectivenessijtsrd
This study examines the relationship between mentoring and organizational effectiveness. Mentoring in the workplace is a comprehensive business strategy that utilizes the skills and expertise of more experienced employees as resources to those who are new to the company or those who are less experienced in certain areas within the company. The paper after a critical review of the available literature revealed a significant relationship between mentoring and organizational effectiveness. Based on the above conclusion, the paper recommend that There should be more organized formal corporate mentoring programs supported by relevant policies and management will power Management should develop a program advisory team on mentoring with defined objectives, regularly evaluating their performance against set standards and correcting unhealthy deviations from standards where such exist. Victor Barinua | Ibe, Uchenna Mabel "Employee Mentoring and Organizational Effectiveness" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49978.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49978/employee-mentoring-and-organizational-effectiveness/victor-barinua
The Effects of Organizational Changes Towards Students' EmotionNada Rahmah Majied
This paper have been presented at 5th Global Conference Business and Social Science (GCBSS) organized by Global Academy of Training and Research (GATR) at Bangsar South-Kuala Lumpur- Malaysia, 4-5 May, 2017.
Abstract:
Organizational change can produce a number of positive and negative emotional responses. This study uses the Theory of Emotional Contagion (Hatfield, Cacioppo & Rapson, 1993) where negative as well as positive feelings can be transferred to others. The aims of the study are to examine the effects of perception on technological change, leadership change and structural change towards students’ emotions; and to analyze the mediating effect of experience on perception and emotion resulting from organizational changes. The study employs the quantitative research design using the survey method with the self-administered questionnaire. A total of 223 respondents was collected from among the undergraduate students at a faculty in a public university who have faced organizational changes (technological, leadership and structural). Results reveal that perceptions of technology, leadership and structural changes are found to have moderate effects on students’ emotions. However, experiences of change partially mediate students’ emotion and perception of technological, leadership and structural changes. Experience with organizational changes affects students’ emotions badly. This implies that the Emotional Contagion Theory holds true for organizational changes as the hypotheses are supported.
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
There is growing agreement that the non-conventional methods of employee development can well
influence employee development. The focus of this paper is to identify the non-conventional methods of staff
development and how they enable development of employees at the work place with employee relations as the
mediator. The study has reviewed literature with regard to employee development, non-conventional methods to
employee development and the employee relations
There are still many prevalent problems surrounding the high school curriculum. This can be seen with
many teachers still struggling with students’ retention on subjects being taught, as well as students having
difficulty with test taking. A focal point with the matter is the subjects themselves that are taught, as both teachers
and students complain about how many of the school subjects do not object towards practical skill sets needed
towards real life. In several countries, students are taught subjects related to vocation, career, finances, and even
investment. A main reason as to why these countries suffer less from economic distress, as well as having more
successful outputs for students, is because financial education is well implemented into the high school curriculum.
The purpose for this paper is to show case studies of various countries showing success due to financial education
taught in schools, and to therefore prove the point that financial education is needed all around for the youth.
Influence of Dictatorial and Charismatic Leadership Style of Librarians on Pr...Premier Publishers
The general purpose of the study is influence of dictatorial and charismatic leadership style of librarians’ on productivity of staff in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. Two research questions were framed for the study. The study covered the entire population of 294 staff in academic libraries in Imo State. 286 copies of the questionnaire were completed and returned for analysis representing 97.3%. The finding shows that dictatorial style of leadership does not involve subordinates in planning. The study recommended that there is need for staff to undergo in service training and refresher courses on the modern rudiments of leadership styles. This will enable them to adopt the appropriate leadership styles which will enhance staff productivity.
Reward System Variables and Job Satisfaction of Librarians in Academic Librar...Premier Publishers
The general purpose of the study is reward system variables and job satisfaction of librarians in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. The study covers the entire population of One hundred and seven (107) librarians in academic libraries in Imo State. One hundred and five (105) copies of the questionnaire were completed and returned for analysis representing 98.1%. The findings showed that when the rate of compensation improves or increases positively, the rate of librarians’ satisfaction increases in direct proportion. Again, as the rate of welfare benefit increases the rate of satisfaction and job commitment increases. The study recommended that compensation should be given to workers both in direct and indirect forms, integrating the two into a package that will encourage the achievement of an organization’s goal. Welfare services should be formulated and implemented in order to encourage workers. The academic libraries should set in motion strategies to address child welfare package to library employees. Prompt payment of salary and salary increment as when due should be given a priority in any organization.
Talent Retention and Employees’ Resilience of Telecommunication Companies in ...Premier Publishers
This study investigated the relationship between talent retention and employee resilience of telecommunication companies in Rivers State, Nigeria. Talent retention was conceptualized the independent variable while interpersonal competence, adaptability, and pro-activeness were used as measures of the dependent variable. The study adopted the cross-sectional survey in its investigation of the variables. The primary source of data was generated through a self- administered questionnaire. A sample of one hundred and nine (109) respondents were drawn from a population of one hundred and thirty-four (134) respondents, using the Taro Yamane’s formula for sample size determination. The research instrument was validated through the supervisor’s vetting and approval while the reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. Data generated were analyzed and presented using both descriptive and inferential statistical techniques. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. Empirical findings revealed that talent retention positively and significantly influences employee resilience of telecommunication companies in Rivers State, Nigeria. The result of the findings further revealed that talent retention of telecommunication companies in Rivers State, Nigeria gave rise to interpersonal competence, adaptability, and pro-activeness. The study recommends that management of telecommunication companies should do their best to retain employees who have been a positive impact on the companies and use it to motivate other employees working within the designated department in the company.
Employee Mentoring and Organizational Effectivenessijtsrd
This study examines the relationship between mentoring and organizational effectiveness. Mentoring in the workplace is a comprehensive business strategy that utilizes the skills and expertise of more experienced employees as resources to those who are new to the company or those who are less experienced in certain areas within the company. The paper after a critical review of the available literature revealed a significant relationship between mentoring and organizational effectiveness. Based on the above conclusion, the paper recommend that There should be more organized formal corporate mentoring programs supported by relevant policies and management will power Management should develop a program advisory team on mentoring with defined objectives, regularly evaluating their performance against set standards and correcting unhealthy deviations from standards where such exist. Victor Barinua | Ibe, Uchenna Mabel "Employee Mentoring and Organizational Effectiveness" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49978.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49978/employee-mentoring-and-organizational-effectiveness/victor-barinua
Informational Communication and Leadership Aspect Influence of College Deans ...ijtsrd
This paper examined the informational communication and leadership aspect influence of college deans in a rural state university in Catarman, Northern Samar, Philippines. It made use of 83 sample research participants, all are faculty members in the eight 8 academic units of the University of Eastern Philippines Main Campus, who answered the instruments lifted from the study of Jennifer de Guia. The results indicate that the informational communication and leadership aspect of the academic heads are influential. Leah A. de Asis | Brenfred N. Romero | Karene Maneka A. de Asis-Estigoy | Amador A. Estigoy "Informational Communication and Leadership Aspect Influence of College Deans in a Rural State University" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-1 , December 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47997.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/47997/informational-communication-and-leadership-aspect-influence-of-college-deans-in-a-rural-state-university/leah-a-de-asis
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
The study examined the association between self-development and employee commitment in
telecommunication firms in Nigeria. Personal initiative to learn, improved personal capability, personal
changed mentality and increased participation served as dimensions of self-development which is the predictor
variable while affective commitment, normative commitment and continuance commitment were used as
measures of the criterion variable. A cross sectional survey was adopted, and a total of 226 employees drawn as
sample out of a population of 550 employees from four firms comprising of MTN, Globacom, Airtel and
9Mobile using the Krecjie and Morgan’ s table. Data collected were analysed using Pearson Moment
Correlation Coefficient with SPSS version 21. It was found that self-development leads to employee
commitment. Therefore we conclude that self-development brings about employee commitment. Based on the
above conclusion, it was recommended that telec
Learning transfer in leadership programs.docxSara239500
Understand the importance of leadership development initiatives in corporate environments. It is not enough to evaluate our programs using formative and summative evaluations or implementing the Kirkpatrick evaluation model to gain insights into how participants implement the knowledge or skills after training. We must understand how to design a program that has elements that will promote transfer before, during, and after the program. This paper will examine the impact of learning transfer and the models used to understand better how to achieve this. Afterward, a deep dive will be done into the relationship between learning transfer and leadership development and what elements can be incorporated before, during, and after the programs that can impact transfer.
1
2
Title of Paper
Your Name
Rasmussen College
COURSE#: Course Title
Professor’s Name
Assignment Due Date
Title of Paper
NO LONGER THAN 2-3 PAGES, INCLUDE CITATIONS AND REFERENCE PAGE
Introduction (add paragraph with literature support)
Caring (add paragraph with literature support)
Professional Identity (add paragraph with literature support)
Professional Organization (add paragraph with literature support)
Conclusion
References
Author’s Last Name, First initial. Middle initial. (Year). Title of article. Journal Title, Volume Number(Issue number), Page numbers.
Prepare a Learning Activity
Akita Roberson
ID-5000 v4: Fundamentals of Instructional Design
Northcentral University
May 16, 2021
Learning Objectives
The learning objectives are to promote better communication and listening skills and develop
approaches in implementing or enforcing positive attitudes in the workplace. The outcome is
enforcement of better leadership skills improving overall organizational performance. The objective is
to increase employee and supervisor cohesion which was the leading cause of dysfunction resulting in
client complaints. Nevertheless, the learning activity will entail discussion and practice sessions whereby
communication skills will be the focus. It is noteworthy that communication skills are most effective
when other facets such as listening skills, teamwork, non-verbal communication skills, and empathy are
addressed. Therefore, the discussion will involve the appreciation of communication skills in the
workplace and the other factors that influence them.
As previously mentioned, communication skills entail other aspects that determine their
effectiveness. The first facet to be addressed will be listening skills; each student will be informed on the
importance of listening skills in enforcing communication skills. For effective communication, it is
essential that various listening skills such as informational listening where verbal and non-verbal
messages are passed for learning or awareness purposes (Černevičiūtė & Strazdas, 2018). Numerous
other types of listening skills can have potential. The second aspect that will be addressed in improving
the learner’s communication skills is teamwork. According to Sonoda et al. (2017), teamwork is a
necessary aspect of organizational functionality. However, it is greatly affected by ineffective
communication skills resulting in poor performance. Therefore, for any team to be successful, effective
communication is necessary; the value of the notion is expressed in the needs of the newly promoted
supervisors and working staff (Sonoda et al., 2017). The lack of effective communication resulted in poor
quality service increasing client complaints.
Need to be more explicit with the learning objective (remember the ABCD framework for writing objectives) and the learning activity. How will we know/measure when learners have "better communication and l ...
12Title of PaperYour NameRasmussen CollegeCOUREttaBenton28
1
2
Title of Paper
Your Name
Rasmussen College
COURSE#: Course Title
Professor’s Name
Assignment Due Date
Title of Paper
NO LONGER THAN 2-3 PAGES, INCLUDE CITATIONS AND REFERENCE PAGE
Introduction (add paragraph with literature support)
Caring (add paragraph with literature support)
Professional Identity (add paragraph with literature support)
Professional Organization (add paragraph with literature support)
Conclusion
References
Author’s Last Name, First initial. Middle initial. (Year). Title of article. Journal Title, Volume Number(Issue number), Page numbers.
Prepare a Learning Activity
Akita Roberson
ID-5000 v4: Fundamentals of Instructional Design
Northcentral University
May 16, 2021
Learning Objectives
The learning objectives are to promote better communication and listening skills and develop
approaches in implementing or enforcing positive attitudes in the workplace. The outcome is
enforcement of better leadership skills improving overall organizational performance. The objective is
to increase employee and supervisor cohesion which was the leading cause of dysfunction resulting in
client complaints. Nevertheless, the learning activity will entail discussion and practice sessions whereby
communication skills will be the focus. It is noteworthy that communication skills are most effective
when other facets such as listening skills, teamwork, non-verbal communication skills, and empathy are
addressed. Therefore, the discussion will involve the appreciation of communication skills in the
workplace and the other factors that influence them.
As previously mentioned, communication skills entail other aspects that determine their
effectiveness. The first facet to be addressed will be listening skills; each student will be informed on the
importance of listening skills in enforcing communication skills. For effective communication, it is
essential that various listening skills such as informational listening where verbal and non-verbal
messages are passed for learning or awareness purposes (Černevičiūtė & Strazdas, 2018). Numerous
other types of listening skills can have potential. The second aspect that will be addressed in improving
the learner’s communication skills is teamwork. According to Sonoda et al. (2017), teamwork is a
necessary aspect of organizational functionality. However, it is greatly affected by ineffective
communication skills resulting in poor performance. Therefore, for any team to be successful, effective
communication is necessary; the value of the notion is expressed in the needs of the newly promoted
supervisors and working staff (Sonoda et al., 2017). The lack of effective communication resulted in poor
quality service increasing client complaints.
Need to be more explicit with the learning objective (remember the ABCD framework for writing objectives) and the learning activity. How will we know/measure when learners have "better communication and l ...
Organizational Effectiveness of Naval State University: Proposed Institutiona...Dr. Amarjeet Singh
This research sought to study the organizational
effectiveness of Naval State University (NSU), Biliran,
Philippines. It was intended to answer the organizational
effectiveness of the delivery of service by the present
academic organizational set-up in terms of: Instruction,
Research, and Community Extension. The study used the
descriptive survey method through the aid of focus group
discussion and researcher-made guided questions as the
main instrument for data collection. There were items in
the instrument that were patterned from the accreditation
activities by the Accrediting Agency of Chartered Colleges
and Universities in the Philippines (AACUP). The
researcher tapped a third party who was an expert in
conducting focus group discussions. The expert researcher
who conducted the FGD was not connected with the Naval
State University to avoid any biases. The activity of FGD
was recorded with the consent of the key informants. The
key informants were the key officials of the university. And
they come up with only one answer in each item or
indicator. The data were recorded according to the
frequencies and corresponding percentage. After analyzing
and interpreting the processed data, the Organizational
Effectiveness of NSU in the areas of: Instruction, Research
and Community Extension were rated as very effective. But
some indicators were identified for needed improvements.
And the institutional capacity building as designed in the
study should be implemented accordingly.
Perception of Managerial Competencies Significant For Gulf College Educationa...inventionjournals
This study examines the perception of managerial competencies significant for gulf college educational leaders and managers. Twenty three (23) respondents are utilized in the study to measure their management skills in terms of communication, planning and administration, teamwork, strategic action, selfmanagement and multicultural. The researchers made use of descriptive-evaluative method. This is a research method that focuses on present condition with a purpose of discovering new truth such as increased extent of knowledge, new generalization, an increased insight into factors that are operating, discovery of new causalrelationship, or more accurate formulation of the problem to be solved. Specifically, descriptive-evaluative is a design that will appraise carefully the worthiness of the current study. Results show that managerial competencies of the respondents have no significant relationship with their profile. Although the result is not significant, still it is important to note that managerial competencies are reflection of effective performance of every educational leader and manager of the institution. Hence; the degree of influence of the respondents’ profile and their managerial competencies displayed that the degree of influence is not significant since the pvalue is consistently below 0.5. However, it is worthy to consider that only fifteen (15) percent of the combined indicators influenced the managerial competencies of the respondents.
1. G.J.C.M.P., Vol.4 (5):17-23 (September-October, 2015) ISSN: 2319 – 7285
17
Effective Communication and Staff Commitment in the School of Finance and
Banking in Kigali - Rwanda: An Experimental Study
*Pascal Kiiza & **Epiphany Odubuker Picho
*University of Rwanda - Rwanda
**Muni University - Uganda
Abstract
The purpose of the study was to investigate the relationship between Effective Communication and Staff
Commitment in the School of Finance and Banking in Kigali - Rwanda. A cross-sectional survey design was used with
the target sample size of 97 out of 130 parent population. The total number of questionnaires that were filled and returned
was 78, giving a high response rate of 80.5 percent. Due to the heterogeneous nature of the population, the researchers
used stratified sampling and random sampling. Descriptive analysis involving frequencies, percentages and Pearson
Product Moment Correlation Coefficient for inferential statistics were carried out. The correlation between the two
variables was weak at 0.355, and significant at 0.001 value. The results were linearly correlated and this implied that
Effective Communication is positively correlated with staff commitment; whenever employers are effective in
communication, staff are likely to be more committed and vice versa.
Keywords: Effective Communication and Staff Commitment.
Introduction
The study aimed at investigating the relationship between Effective Communication and Staff Commitment in the
School of Finance and Banking in Kigali - Rwanda. This chapter presents the background, problem statement, purpose,
objectives, research questions, hypotheses, scope and the significance of the study.
The background is broken into four perspectives, namely; the historical, theoretical, conceptual and contextual
perspectives.
Historical Perspective
The Government of Rwanda has various objectives that act as the point foci in its policy formulation and
implementation. Among these is one of devising and implanting policies that promote the welfare of all its citizens. It
was in pursuit of this objective that the School of Finance and Banking (SFB), a public institution of higher learning, was
established in June 2002 and took up its training mandate in 2004, offering Masters in Business Administration (MBA),
with specializations in Banking, Finance, Project Management and ACCA (Association of Chartered Certified
Accountants) programme, a professional course in accountancy. In addition, tailor-made short-courses and professional
programmes were designed in various management disciplines to meet the changing needs of business leaders and
managers. In 2005, a Cabinet meeting decided that the Management Faculty that was part of Kigali Institute of
Technology (KIST) was to be transferred to the School of Finance and Banking (SFB) with effect from January 2006.
Therefore, in addition to Master of Business Administration (MBA), SFB started offering Bachelor of Business
Administration (BBA) programme in Accounting, Finance, Human Resources Management and Marketing
specializations. Today, various undergraduate programmes and short- courses are being implemented to cater for the
needs of Rwandan and regional labor market so as to transform the SFB into an international business school.
According to National Council for Higher Education of Rwanda (NCHE, 2010) report on public higher institutions,
School of Finance and Banking was among the leading institutions where staff commitment was reported to be low, this
situation was worse during 2008 & 2009 academic years.
Theoretical Perspective
Since time immemorial, effective communication as an aspect of leadership has been based on numerous theories
that have been categorized into historically distinct approaches that focus either on traits, behaviors, situational
contingencies and transformational leadership. These theories attempt to simulate reality and thereby show
interrelationship of the various factors that are perceived to be involved in communication as an aspect of leadership
process which takes place between leaders and followers (Woodcock, 2010). The study was guided by perceived
organizational support theory (POS). The theory encompasses the degree to which employees believe that their
organization values their contributions and cares about their well-being (Eisenberger & Rhoades, 2002). According to
Eisenberger & Rhoades (2002), this theory holds that in order to meet socio emotional needs and to assess the benefits of
increased work effort, employees develop beliefs of perceived organizational and perceived supervisor support. Due to
the norm of reciprocity, this support makes the employee feel obligated to exhibit beneficial organizational commitment;
all these are realized through effective communication. Additionally, research has shown collectivism to be an individual
level trait (Woodcock, 2010). Collective individuals are more group oriented and therefore, more committed to social
groups. In short, POS theory arouses employees’ sense of obligation to help organizations to reach objectives, enhancing
employees’ emotional commitments to organizations, and make employees dedicate to organizations willingly. In this
study, the researcher examined the extent to which perceived organizational support relates with employee commitment
2. G.J.C.M.P., Vol.4 (5):17-23 (September-October, 2015) ISSN: 2319 – 7285
18
in an attempt to identify a mechanism by which, effective communication as an aspect of leadership exerts its effect on
staff commitment in the School of Finance and Banking in Kigali.
Conceptual Perspective
Conceptually, effective communication as an aspect of leadership is one of the world’s oldest and most topical
issues. Researchers usually define leadership according to their individual perspectives and the aspects of the
phenomenon of most interest to them. Gerber, Nel & van Dyk (1996), for example, define leadership as an interpersonal
process through which a leader directs the activities of individuals or groups towards the purposeful pursuance of given
objectives within a particular situation by means of communication. Gardner (1990) & Vecchio (1997) describe
leadership as the process of influencing the activities of an individual or a group in efforts toward goal achievement in a
given situation. In this study, leadership practices were used to refer to the process of guiding the behavior of others
towards the goals of an organization and these included effective communication, which form the particular concern of
the study, hence, the conceptualization of the variable.
The study adopted Caldwell’s (1993) definition of communication in which he defines the concept as one in which
information is widely-dispersed and there are uninhibited flows of communication up, down and across the organization.
The researcher hypothesized that information provided to employees which is narrow in scope, restricted to the task at
hand, or disjointed and unrelated does not assist in the promotion of commitment to the staff. On the other hand,
communication which is open, interactive, persuasive, coordinated, and integrated is much more likely to promote staff
commitment.
With regard to commitment, Pfeffer (1998) looks at this concept as the social and psychological processes whereby
members of an organization develop and maintain an attachment to the organization. In other words, commitment occurs
when the interests of an individual merge with the interests of an organization, resulting into creation of identifications,
based on those interests. This study however adopted Meyer and Allen’s (1991) conceptualization of commitment as a
form of psychological attachment to an employing organization. While it is imperative that efforts are made to elicit staff
commitment, it is equally imperative that the leaders of education institutions demonstrate the practices necessary to be
successful leaders, specifically, through effective communication.
Contextual Perspective
Although many institutions claim that their employees are their greatest asset and agents of their success, the notion
of staff commitment is often overlooked, yet it is of great importance to organizational functioning. Given the fact that
institutional leaders usually work in unpredictable situations where they often experience stress and frustrations, the
question is what factors prevent their employees from being committed to the goals and values of their organizations. In
many developing countries, Rwanda making no exception, initiatives for improving education systems have often been
short-lived. Individuals implementing such initiatives seem to lack an understanding of effective leadership practices,
including, effective communication, ultimately resulting in lack of commitment from subordinates. According to NCHE
for Rwanda (2010) report on public higher institutions, School of Finance and Banking was among the leading
institutions where staff commitment reported to be low. This situation was worse during 2008 & 2009 academic years. A
study by Public Service Commission (2010) found that 68 percent of public sector employee had changed institutions
more than once between 2008 & 2009. One of the main causes of low staff commitment was poor management of human
resources, according to this report.
It is believed that leaders must, among other things, put in place adequate mechanisms of communication, as a way
of empowering their subordinates for commitment to occur. This study aimed at determining the extent to which
effective communication affect staff commitment in the SFB since no study had been conducted in Rwanda, with
particular reference to the SFB, to find out whether effective communication has an influence on staff commitment.
Statement of the Problem
Like other organizations, educational institutions have long recognized human capital as a competitive advantage
for their effectiveness. Where there is effective communication amongst these most critical organization resource, there
are usually commitment of the staff, which leads to an effective organization with high level of output. In interaction with
some members of staff, the researchers have noted with concern that most of the employees are not committed to their
work with many of them expressing a strong desire to leave if they happen to get employment elsewhere, claiming that
they stand nothing to lose if they left the school and demonstrating low signs of commitment to the school and many
other expressions of discontent. In corroboration, according to NCHE (2010) report on public higher institutions, School
of Finance and Banking was among the leading institutions where staff commitment was reported to be low, this situation
was worse during 2008 and 2009 academic years. To date, no empirical study has been conducted to find out the factors
that explain the above phenomenon, but the researchers suspect effective communication as an aspect of leadership
practice, to exert a significant influence in accounting for low staff commitment. Accordingly, this posed the need to
inquire about the relationship between effective communication, as an aspect of leadership practice and employee
commitment in the School of Finance and Banking, Kigali in order to deal effectively with the problem.
Specific Objectives
To establish the relationship between effective communication and staff commitment in the School of Finance and
Banking in Kigali
Scope
Geographically, the study was carried out in the School of Finance and Banking which is one of the higher public
institutions in Rwanda. It was legally established under School of Finance and Banking statute law No. 21/2002. It is
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located at Mburabuturo in central Kigali City in Kicukiro District. The content scope of the study focused on effective
communication, as an aspect of leadership practices and staff commitment in the study arena.
Conceptual Framework
The researchers conceptualize the independent variable (IV) as effective commutation, which is a leadership
practice, while the dependent variable (DV) is staff commitment. The researchers postulate that in organizations where
there is effective communication, the level of staff commitment to their jobs is likely to be high and vice-versa. The
extraneous variables that are likely to compete with the independent variable to explain the dependent variable include
level of funding and remuneration; the researchers ensured they are held constant as a way of controlling their influence
in explaining the variability on the dependent variable.
Methodology
This section highlights the research design, target population, sample and sampling techniques that were used in in
the study. The section also presents the instruments used in data collection, quality control techniques, research procedure
and analysis of data by various appropriate techniques.
The research adopted a cross sectional survey design. The rationale for this choice was to enable the researchers to
collect a lot of information from a number of respondents at one point in time and its results to be generalized to a larger
population within defined boundaries (Amin, 2005) and the use of both quantitative and qualitative research paradigms
were to allow methodological triangulation to enrich the findings with more credibility. The study population composed
of both the 70 teaching and the 60 non-teaching staff of the School of Finance and Banking, all together tattling 130
employees.
From the parent population of 130, a sample of size of 97 was chosen as determined by Krejcie & Morgan (1970),
as cited by Amin (2005). However, the total number of questionnaires that were completely filled and returned was 78
respondents which gave a highly satisfactory response rate of 80.5 percent. Due to the heterogeneous nature of the
population, the researchers used stratified random sampling where from each sub population, a proportionate sample was
obtained in order to ensure that all groups had fair representation in the study. Random sampling was then used because
of the advantage it has in avoiding bias in that, each member in the target population has an equal opportunity of being
chosen (Amin, 2005).
The researchers used both primary and secondary methods of data collection. For the case of primary methods of
data collection, field data was collected with the help of a self-administered questionnaires and an interview as explained
in the following paragraph.
Questionnaire was used in collecting data pertaining to the objectives of the study. The literature review revealed
that for most of the organization commitment, researchers have used questionnaires as an instrument of data collection.
For this study, the questionnaire survey was selected because it was specifically developed to reach several respondents
at the same time. This made it ideal to explore the correlation between effective communication as a leadership practice
and staff commitment in an academic setting. The questionnaire included items that elicited information on effective
communication. Similarly, items on the dependent variable (staff commitment) were formulated. Specifically, this
research used a closed-ended questionnaire, based on a five point Likert scale responses that ranged from strongly
disagree to strongly agree, with codes ranging from 1 to 5. Subsequently, overall scores for each respondent were
computed from the results of the raw data by obtaining the average of all valid responses intended to obtain each
respondent’s opinion in relation to the independent variables and the dependent variable. The closed-ended questionnaire
was particularly preferred because they are easy to quantify and analyze (Amin, 2005).
The researchers also carried out interviews with some administrators of the SFB. According to Trochim (1996)
interviews are useful in data collection because they contain probing questions that allow flexibility in asking and
obtaining in-depth information from respondents. This allowed the researchers to triangulate the quantitative findings of
the staff with the qualitative data from the administrators.
For the secondary data, the study begun with a review of relevant literature sources that were published in the same
field such as research reports, journals and other relevant library materials. Data quality was ensured by checking the
validity and reliability of the questionnaire.
Critical validation of the instrument was also done by the experts who rated the degree to which the instrument
actually measures the traits for which it was designed to measure as recommended by Amin, 2005, following the study
objectives. The researchers then computed the validity coefficient using the Content Validity Index (CVI). This was
established by the proportion of number of items declared valid over the total number of items. The CVI of 0.7 indicated
that the instrument was valid since it was not below the minimum recommended value of 0.7 (Amin 2005).
The reliability coefficient was computed using Cronbach’s alpha formula coefficient. This was done in order to
assess the reliability of the questionnaire. This method was deemed appropriate because most of the items in the
questionnaire were closed ended and since Cronbach’s alpha coefficient gives the average correlation of all items in the
questionnaire, the researcher considered it more suitable to compute the overall reliability of the instrument. Table 1
presents a summary of the reliability coefficient.
Table 1 summary of the reliability coefficient
Cronbach's Alpha Number of Items
.894 36
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From Table 1, the average correlation between the items in the questionnaire was .894 which was above 0.7, the
normal degree for accepting reliability of instruments (Nunnally & Bernstein, 1994), implying that the questionnaire was
reliable for use in data collection.
Permission to carry out the research was obtained from relevant Officials of the School of Finance and Banking in
Kigali. Data was collected, coded and entered into computer using the Statistical Package for Social Sciences (SPSS) for
analysis. Descriptive analysis was done involving the presentation of findings in form of frequency tables with their
respective percentages. Inferential analysis involved the use of the Pearson Product Moment Correlation Coefficient. For
qualitative data, the researchers used a critical assessment of each response, examining it using thematic interpretation in
accordance with the study objectives. These were presented qualitatively in form of quotations.
Results
In this research, the contention of the researchers was that in organizations where effective communication is the
norm, commitment of the staff is likely to higher. As such, statements were formulated in the questionnaire on which
participants were independently asked to rate the communication aspects used by the institution. These responses were
based on a five-point Likert scale on which respondents were asked to indicate their level of agreement or disagreement
with each of the items. The responses to these statements provided a basis on which the researchers rated the way
communication was perceived by institutional staff which were later correlated with the responses on the level of
commitment among the staff. Table 2 presents the frequency counts of respondents’ opinions as regards effective
communication as well as their corresponding percentages.
Table 2 Responses on effective communication
Frequency Percent
I always receive supportive communications with
immediate supervisor & upper management
Strongly disagree 2 2.6%
Disagree 10 12.8%
Neutral 20 25.6%
Agree 38 48.7%
Strongly agree 8 10.3%
I have a free exchange of ideas & views affecting
the employees & the institution
Strongly disagree 2 2.6%
Disagree 26 33.3%
Neutral 26 33.3%
Agree 18 23.1%
Strongly agree 6 7.7%
I am regularly provided with feedback from the
meetings
Strongly disagree 8 10.4%
Disagree 24 31.2%
Neutral 14 18.2%
Agree 28 36.4%
Strongly agree 3 3.9%
I always hold meeting with my boss to discuss my
duties & responsibilities
Strongly disagree 7 9.0%
Disagree 10 12.8%
Neutral 19 24.4%
Agree 33 42.3%
Strongly agree 9 11.5%
I always get feedback from supervisors Strongly disagree 3 3.9%
Disagree 19 25.0%
Neutral 19 25.0%
Agree 28 36.8%
Strongly agree 7 9.2%
Communication in the institution helps employees
to develop greater trust for their bosses
strongly disagree 4 5.3%
Disagree 8 10.5%
Neutral 19 25.0%
Agree 27 35.5%
Strongly agree 18 23.7%
My leader/ supervisor is good at negotiating with
his subordinates
Strongly disagree 6 7.8%
Disagree 16 20.8%
Neutral 20 26.0%
Agree 32 41.6%
Strongly agree 3 3.9%
I am given regular, accurate information about my
job
Strongly disagree 2 2.7%
Disagree 13 17.6%
Neutral 16 21.6%
Agree 34 45.9%
Strongly agree 9 12.2%
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In relation to how the staff of the School of Finance and Banking perceived effective communication, the frequency
counts show some of the major areas in which communication was favourably or unfavourably rated or where
respondents neither agreed nor disagreed. Specifically, most of the staff indicated that they always received supportive
communications with their immediate supervisors and management. This was reported by a total of 46 (59.0%)
participant who agreed 38 (48.7%) and strongly agreed 8 (10.3%). However, notwithstanding the above revelation, the
information received hardly/rarely involved a free exchange of ideas and views that affected the employees and the
institution. This indicates that according to 28 (35.1%) respondents, the communication was mainly directives from the
supervisors with little or no input of the subordinates which factor is not healthy for the well-being of the institution
because if the staff are not involved, they may feel sidelined in making institutional programmes which factor may lead
to a loss of commitment.
Relatedly, although feedback from the meetings are important as a way of keeping employees abreast with the
operations of the institutions, some respondents totaling 32 (41.6%) pointed out that they were not regularly provided
with this feedback although a look at the findings indicates that almost the same number were regularly provided with the
feedback as indicated by 31 (40.3%) of the respondents. The different ways in which feedback was provided to
subordinates included:
Through “written communication, meeting arrangements or mails or text messages on their phones or
through meetings and office notes” as revealed by Interviewees from Academic services unit, Finance
unit and Students’ affair unit.
In the same Table 2, the findings revealed that meetings were always held to discuss the duties and responsibilities
of subordinates and in view of this revelation, most of the staff maintained that this communication goes a long way in
helping employees to develop greater trust for their bosses. This is further demonstrated by among others, supervisors
skills at negotiating with their subordinates together with regular provision of accurate information about their staff,
which all play a vital role in enhancing, not only trust, but also helpful in relation to enhancing employee commitment in
an organization and in this context, the School of Finance and Banking in Kigali. This assertion is verified using a
Pearson correlation coefficient summarized in Table 3.
Table 3: Correlation between effective communication and staff commitment
Effective
communication
Staff Commitment
Effective
communication
Pearson Correlation 1 .355(**)
Sig. (2-tailed) .001
N 78 78
Staff Commitment Pearson Correlation .355(**) 1
Sig. (2-tailed) .001
N 78 78
** Correlation is significant at the 0.01 level (2-tailed).
Table 3 shows the results of the correlation between the responses on effective communication and those on staff
commitment. Computed from a sample of 78 respondents, the value of the correlation for the two variables was equal to
0.355. Since this value was positive, the findings imply that in instances where the staff perceived communication as
being effective, there was also likelihood for them to respond favorably on items relating to employee commitment. The
sig. value for this correlation was given at 0.001 which was less than 0.01. This indicates that effective communication is
significantly correlated with staff commitment in the School of Finance and Banking in Kigali. The results therefore
suggest that the level of staff commitment is significantly correlated with how the staff perceive communication. In other
words, whenever communication channels are perceived as being effective the staffs are likely to be committed to the
organizations they work for than when they are unfavorably perceived, hence, a linear correlation exists between the
independent and the dependent study variables.
Discussion
This section entails the discussion of the findings in relation to the research objectives that guided this study. The
literature reviewed have been used to discuss the findings of this study to show the gaps that this study has filled.
Following the discussion are the conclusions and recommendations.
The objective of this study was to find out the relationship between effective communication and staff commitment
in the School of Finance and Banking in Kigali. The inferential statistics given by the Pearson Correlation coefficient
revealed that the two variables are positively correlated. This suggests that if the SFB wants to foster greater commitment
from its staff, must first provide evidence of effective communication to their employees. However, considering the
significant relationship between effective communication and staff commitment in the SFB with the rate of this
correlation that equal 0.355, the findings indicate that the relation between these two variables is not so intense. This
implies that there are other factors which affect staff commitment and this points to the directions in which future
researches should take, much as effective communication has it share in staff commitment.
With regard to the significant correlation between effective communication and staff commitment, the findings
corroborate with most of the recent empirical studies such as Putti, et al (1990) who explored the impact of
communication on organizational commitment and the analysis of the results showed a positive relationship between
communication and organizational commitment. It is also in tandem with the finding of Potvin (1991) who as well
established a definite positive relationship between communication satisfaction and employees' organizational
commitment. Similarly, the results match with Varona’s (1996) findings whose research showed an explicit positive
relationship between communication satisfaction and employees' organizational commitment. Therefore, in addition to
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other factors that were beyond the scope of this research, the valuable benefits of employee commitment can be achieved
through high levels of effective leader communication. Accordingly, it is the way HRM practices are communicated that
is a key concern in attaining staff commitment in the SFB. Specifically, when organizational practices are communicated,
the result has been the development of affective commitment as in Acas (2000), cited by Nakitto (2009).
Organizational loyalty is best nurtured when communication practices take place in an organizational culture that
places high value on and engenders trust in employees. In support of this contention, Reina and Reina (1999) identified
communication trust as one of the major components of cultures that embody trust in the workplace. Equally important,
these authors theorize that culture and communication practices have an interactive influence with each other. Most
communication experts agree that active listening is a major factor. Active listening includes such behaviors as
empathetic body language (eye contact, appropriate gestures and expressions), posing helpful questions, validating
employee expression through considerate conversation turn-taking, and paraphrasing to ensure mutual understanding.
Seldom does an employee work in absolute isolation, instead, workers interact with peers, and management on a
daily basis; this makes effective communication in the workplace to be imperative and an essential skill for both
employers and employees. An effective workforce is necessarily one in which co-workers are able to work together as a
team and effective communication has a critical role to play. In this study, it has been established that effective
communication is one of the most important ways in which managers can foster a culture of commitment in their staff. In
line with the findings obtained, institutions of higher learning and other organizations should communicate and discuss
how their decisions were made together with their staff. All in all, good communication and openness is vital and the role
of staff should be recognized and positively supported, as it is a vital component in the creation and maintenance of
employee commitment. An organization which ignore the importance of effective communication in likely to crash-land
in no time.
Conclusions
In this study, it was envisaged that for staff commitment to occur, effective communication in the SFB should,
among other factors, improve. Specifically, the findings necessitated the rejection of the null hypotheses. Consequently,
the rejection of the null hypotheses implied that there was reasonable proof to believe there was a significant relationship
between effective communication and staff commitment. Therefore, arising from the research findings and subsequent
discussion, it is concluded that effective communication is significantly and positively correlated with staff commitment
in the School of Finance and Banking in Kigali; hence, it requires that leadership should improve on commutation if staff
commitment is to improve to give its share, in staff commitment.
Recommendations
Since a significant relationship has been established between staff perceptions about effective communication and
their commitment towards the SFB, it is important for administrators of the SFB to consider effective delivery of
communication to their staff. This communication needs to establish credibility and to be practiced consistently if it is to
become effective. Credibility will develop from the integration between communication strategies and practices and other
institutional strategies, as well as from perceptions about managerial behaviours in general. Three of the principal items
are the extent to which superiors are open to ideas, the extent to which they listen and pay attention to their subordinates,
and the extent to which supervisors offer guidance to their employees in solving job-related problems this
recommendation applies to SFB, but not limited to it, as it can be generalized to all educational institutions with similar
characteristics like Muni University, especially given the infant stage which places it in a position to learn more from
other similar institutions.
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