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.
A study of the existence of glass ceiling in the telecommunication sector of ...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.
An Appraisal Of Indexing And Abstracting Services In The Institute Of Educati...iosrjce
The paper appraised indexing and abstracting services in the Institute of Education Library, Ahmadu
Bello University, Zaria. It was guided by three research questions, to what extent are indexing and abstracting
services utilized by customers of the Institute of Education Library, Ahmadu Bello University Zaria, Nigeria?
What are the challenges of indexing and abstracting services in the Institute of Education Library, Ahmadu
Bello University Zaria, Nigeria? Survey research method was adopted for the study and Random sampling
technique was used to draw sample for the study. The population of the study consists of the professional
Librarians and academic staff of the Institute of Education, Ahmadu Bello University Zaria. Structured
questionnaire was used as the instrument for data collection, 22copies out of 30copies of the questionnaire were
successfully retrieved. Frequency tables and percentages were used in analyzing the data collected. The
findings of the study reveal that, indexing and abstracting services are available with the exception of Reviews,
Author’s abstract and descriptive abstracting services. Indexing services are moderately utilised with 59%
response rate while abstracting services are not utilised with 50% response rate. Inadequate facilities,
insufficient funds and lack of awareness are the major challenges militating against the effective provision of
indexing and abstracting services in the Institute of Education library, Ahmadu Bello University, Zaria. Among
the recommendations: The Institute library should provide more Abstracting services such as Reviews, Author’s
abstract and descriptive abstracting service to mention a few.
Childhood Factors that influence success in later lifeiosrjce
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.
This study was undertaken to present the functions of gender for promotion and describe the forms of gender discrimination in the workplace. The researchers present knowledge about the Gender discrimination in the workplace and the study is deemed significant for it benefit the following sectors and groups of person; This study is therefore useful socially, economically and academically. Socially it enables employees to co-exist peacefully without discriminating against others due to their ethnic background, gender or race. The researchers used descriptive method, method of research which is a fact-finding study with adequate and accurate interpretation of data. It describes with emphasis what actually exist such as the current condition of the phenomenon. The respondents of the study were the employees and employers of selected business establishments in Cabanatuan city. First, the researchers presented the profile of the respondents as to age; sex; highest educational attainment; length of service and period of promotion granted .Next is the functions of sex in promotion and the forms of discrimination in the workplace. For the summary of findings and conclusions, majority of the respondents are not new in their work, female dominated the study, respondents were promoted after their provisionary period. Female are more supportive and approachable while male are more cooperative in the study. The respondents are continue seeking knowledge to be promoted or to have a higher position. Respondents are not new in service or in their job. Respondents are promoted after their provisionary period. Male easy recognize the scenario and straight forward in decision making. Men prefer a hierarchical leadership structure because it allows for easier role clarity and delegation of authority. Employers and employees are both believe in the patriarchal leadership that male are superior but women communicate properly in the workplace because they are more perfectionist and meticulous .Male are direct to the point in controlling the organization ,they do not use any further words to give their thought unlike women. And it is not usual for male to have corrective actions in every undertakings. Women are more efficient and almost perfectionist in all actions to be done .Women are less competent than men and lacking in leadership potential, because of these perceptions, women encounter greater challenges to or skepticism of their ideas and abilities at work. Men and women are correctly predicting the differential experiences that they would encounter with professional advancement and are making sound decisions. It is also possible that women are overestimating the negative consequences associated with power, that men are underestimating them, or both.
The motivation to undertake this research was built against the background of changes experienced within the FMOH between 2015 and 2017. During this time, the leadership of the Federal Ministry of Health was able to transform the potential of the department of medical supplies into reality by building new infrastructure and creating an enabling work environment through the effective leadership and vision of the new Minister of Health in Sudan (Mustafa, 2017). It is no longer a cliché to note that effective leadership is a problem in Africa with such narratives as mediocre, poor and catastrophic used to appraise the performance of leaders particularly in political and other public service positions (Rotberg, 2004). However, whilst this negative characterization remains dominant, and rightfully so, there are glimpses of effective leadership in some places.
A study of the existence of glass ceiling in the telecommunication sector of ...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.
An Appraisal Of Indexing And Abstracting Services In The Institute Of Educati...iosrjce
The paper appraised indexing and abstracting services in the Institute of Education Library, Ahmadu
Bello University, Zaria. It was guided by three research questions, to what extent are indexing and abstracting
services utilized by customers of the Institute of Education Library, Ahmadu Bello University Zaria, Nigeria?
What are the challenges of indexing and abstracting services in the Institute of Education Library, Ahmadu
Bello University Zaria, Nigeria? Survey research method was adopted for the study and Random sampling
technique was used to draw sample for the study. The population of the study consists of the professional
Librarians and academic staff of the Institute of Education, Ahmadu Bello University Zaria. Structured
questionnaire was used as the instrument for data collection, 22copies out of 30copies of the questionnaire were
successfully retrieved. Frequency tables and percentages were used in analyzing the data collected. The
findings of the study reveal that, indexing and abstracting services are available with the exception of Reviews,
Author’s abstract and descriptive abstracting services. Indexing services are moderately utilised with 59%
response rate while abstracting services are not utilised with 50% response rate. Inadequate facilities,
insufficient funds and lack of awareness are the major challenges militating against the effective provision of
indexing and abstracting services in the Institute of Education library, Ahmadu Bello University, Zaria. Among
the recommendations: The Institute library should provide more Abstracting services such as Reviews, Author’s
abstract and descriptive abstracting service to mention a few.
Childhood Factors that influence success in later lifeiosrjce
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.
This study was undertaken to present the functions of gender for promotion and describe the forms of gender discrimination in the workplace. The researchers present knowledge about the Gender discrimination in the workplace and the study is deemed significant for it benefit the following sectors and groups of person; This study is therefore useful socially, economically and academically. Socially it enables employees to co-exist peacefully without discriminating against others due to their ethnic background, gender or race. The researchers used descriptive method, method of research which is a fact-finding study with adequate and accurate interpretation of data. It describes with emphasis what actually exist such as the current condition of the phenomenon. The respondents of the study were the employees and employers of selected business establishments in Cabanatuan city. First, the researchers presented the profile of the respondents as to age; sex; highest educational attainment; length of service and period of promotion granted .Next is the functions of sex in promotion and the forms of discrimination in the workplace. For the summary of findings and conclusions, majority of the respondents are not new in their work, female dominated the study, respondents were promoted after their provisionary period. Female are more supportive and approachable while male are more cooperative in the study. The respondents are continue seeking knowledge to be promoted or to have a higher position. Respondents are not new in service or in their job. Respondents are promoted after their provisionary period. Male easy recognize the scenario and straight forward in decision making. Men prefer a hierarchical leadership structure because it allows for easier role clarity and delegation of authority. Employers and employees are both believe in the patriarchal leadership that male are superior but women communicate properly in the workplace because they are more perfectionist and meticulous .Male are direct to the point in controlling the organization ,they do not use any further words to give their thought unlike women. And it is not usual for male to have corrective actions in every undertakings. Women are more efficient and almost perfectionist in all actions to be done .Women are less competent than men and lacking in leadership potential, because of these perceptions, women encounter greater challenges to or skepticism of their ideas and abilities at work. Men and women are correctly predicting the differential experiences that they would encounter with professional advancement and are making sound decisions. It is also possible that women are overestimating the negative consequences associated with power, that men are underestimating them, or both.
The motivation to undertake this research was built against the background of changes experienced within the FMOH between 2015 and 2017. During this time, the leadership of the Federal Ministry of Health was able to transform the potential of the department of medical supplies into reality by building new infrastructure and creating an enabling work environment through the effective leadership and vision of the new Minister of Health in Sudan (Mustafa, 2017). It is no longer a cliché to note that effective leadership is a problem in Africa with such narratives as mediocre, poor and catastrophic used to appraise the performance of leaders particularly in political and other public service positions (Rotberg, 2004). However, whilst this negative characterization remains dominant, and rightfully so, there are glimpses of effective leadership in some places.
Running head: LITERATURE REVIEW 1
Running head: LITERATURE REVIEW 17
LITERATURE REVIEW
Student’s Name:
Instructor’s name:
Affiliation:
Course:
Date:
CRITIQUE: WHO GETS THE CARROT AND WHO GETS THE STICK?
In this qualitative article, the researchers studied the gap in gender pay in leadership positions in the globe today. The purpose of the research was to find out whether there existed any parity in the payment and company performances of male and female employees in managerial positions. The researchers conducted a thorough literature review in which the following subject categories were studied: the existence of a pay gap between males and females in top executive positions, how managerial compensation packages are structured and their effect on company performance.
This category encompassed prior research studies on women and paid, from previous research articles such as from The Wall Street Journal and The Equal opportunities commission of 1999. They also studied the effect of work performance on pay, founded on the agency theory by Eisenhardt. The romance of leadership was also studied from several sources including over thirty thousand research articles belonging to thirty-four different companies. From the literature review, the researchers developed a designed a study to establish the relationship between pay and company performance, in a real setting of an organization and using companies’ archived economic data. The hypothesis formulated included: there is a variation in the allocation of bonuses, where male executive directors get higher bonuses than the female ones and that there is a variation in the sensitivity of directors ‘bonuses to company performance, where female bonuses are less sensitive than male ones (Kulich, 306).
The population studied encompassed directors in just a sample of the United Kingdom listed firms. The researchers were particularly concerned with the industrial affiliations, the stock market data and the accounting data when either a male or a female director was on board. This made a total of ninety-six paired managing directors. The researchers examined various compensation measures, performance measures and set up various controls to standardize the data. Data analysis was done by use of univariate nonparametric Wilcoxon method because many of the employees used in the study had not received any bonuses in that year of the study. The hypotheses were then tested on Tobit’s regression framework. The results of the study supported both hypotheses strongly. They show that there indeed exists a gender pay gap between males and females since female directors earn averagely nineteen percent less than their male counterparts. There is also evidence of little sensitivity in company performance of women directors’ pay compared to male one.
RESEARCH PROJECT 1
RESEARCH PROJECT 2
INTRODUCTION
The management composition of any organization has been considered to be among the most important factors that determine the success of any organization. This is from the top to the bottom in the employee hierarchy as each member of the management has a role to play that leads to the overall success of the organization. An organization is therefore obligated to hire the most efficient management, especially at the top, for it to increase its chances of succeeding in its sphere of operation. Furthermore, with the continued rooting of globalization, managers are required to have certain qualities that will warrant their success in their expatriate assignments. This research project, therefore, seeks to find out the issues that determine the success of a particular manager.
The research question on the other will be 'Does the use of local staff in international branches of the company yield higher productivity than current levels'. The hypothesis formulated is that when a company uses local staff, it is able to adapt better to the requirements of the local country. Through research, three types of staffing policies have identified in international businesses (and are among the options open to be used by companies): the geocentric approach, ethnocentric approach and the polycentric approach. I will review each of the policies and recommend the strategy that should be pursued by the firm. The most eye-catching staffing policy is undoubtedly the geocentric approach. This is despite the fact that it has several impediments to adopting it.
Staffing Approach
Strategic Appropriateness
Advantages
Disadvantages
Ethnocentric
International
Overcomes absence of qualified managers in host state
Unified Culture
Helps transfer core competencies
Produces resentment in host country
Can lead to cultural myopia
Polycentric
Multidomestic
Alleviates cultural myopia
Cheap to implement
Limits career mobility
Isolates headquarters from foreign subsidiaries
Geocentric
Global and translational
Uses human resources efficiently
Helps put in place a strong culture and a network of informal management
Expensive
An ethnocentric staffing policy is one whereby all key management positions are occupied by parent-country nationals. A polycentric staffing policy on the other hand needs the host-country citizens to be hired to manage subsidiaries, while the parent-country citizens occupy major positions at their corporate headquarters. The third, which is the geocentric staffing policy, looks for the best individuals for key jobs all over the organization, notwithstanding the nationality.
BACKGROUND RESEARCH
Sending employees to work in foreign countries has been a trend fo ...
Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
Remembering that all research has some error, respond to at least on.docxhennela
Remembering that all research has some error, respond to at least one colleague’s post and comment on how we as social change agents and critical consumers of research can balance the usefulness with the error in the research. Do we throw the research out because of too much error, or is there something useful that it can tell us?
Describe how you think the research in the article is useful (e.g., what population is it helping? What problem is it solving?).
The analysis that uncovers qualities and shortcomings and a proposed introduction toward open centered methods are cleared up. Keeping in mind the end goal to put this directing approach into impact, changes are vital, and their administration is talked about in detail. Subjective and quantitative estimation of the MOJ's availability for change allows the detailing of a particular proposition that is firmly upheld by hypothetical and pragmatic research in the administration of progress (Sirirat, Somboon, & Rachada, 2010, p. 17). The population that the research is helping is public administrative agencies that provide services to the people locally.
Using Y=
f
(X) +E notation, identify the independent and dependent variables.
Using the Y=
f
(X) +E notation, I identified the independent variable is the level of position a person is in that determines the length of work far as years with the company is concerned. We also could narrow the research down as to the gender to determine who kept which position longer, male or female?
How might the research models presented be wrong? What types of error might be present in the reported research?
Many things can be taken into consideration when it comes to research and presenting the information into data. The analysis could be too broad or missing information for the participating participants. The age bracket for the data as well could have some inconsistencies as well if a person dies will data is being collected for research or if more people have been hired or fired that could cause discrepancies in data as well.
References
Sirirat, C., Somboon, S., & Rachada, D. (2010).
Mandates for Change Management in the Ministry of Justice under the State Administration Act (no. 5)
of 2002.
International Employment Relations Review
,
16
(2), 17-36.
...
An Examination of Effectuation Dimension as Financing Practice of Small and M...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.
Does Goods and Services Tax (GST) Leads to Indian Economic Development?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.
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Running head: LITERATURE REVIEW 1
Running head: LITERATURE REVIEW 17
LITERATURE REVIEW
Student’s Name:
Instructor’s name:
Affiliation:
Course:
Date:
CRITIQUE: WHO GETS THE CARROT AND WHO GETS THE STICK?
In this qualitative article, the researchers studied the gap in gender pay in leadership positions in the globe today. The purpose of the research was to find out whether there existed any parity in the payment and company performances of male and female employees in managerial positions. The researchers conducted a thorough literature review in which the following subject categories were studied: the existence of a pay gap between males and females in top executive positions, how managerial compensation packages are structured and their effect on company performance.
This category encompassed prior research studies on women and paid, from previous research articles such as from The Wall Street Journal and The Equal opportunities commission of 1999. They also studied the effect of work performance on pay, founded on the agency theory by Eisenhardt. The romance of leadership was also studied from several sources including over thirty thousand research articles belonging to thirty-four different companies. From the literature review, the researchers developed a designed a study to establish the relationship between pay and company performance, in a real setting of an organization and using companies’ archived economic data. The hypothesis formulated included: there is a variation in the allocation of bonuses, where male executive directors get higher bonuses than the female ones and that there is a variation in the sensitivity of directors ‘bonuses to company performance, where female bonuses are less sensitive than male ones (Kulich, 306).
The population studied encompassed directors in just a sample of the United Kingdom listed firms. The researchers were particularly concerned with the industrial affiliations, the stock market data and the accounting data when either a male or a female director was on board. This made a total of ninety-six paired managing directors. The researchers examined various compensation measures, performance measures and set up various controls to standardize the data. Data analysis was done by use of univariate nonparametric Wilcoxon method because many of the employees used in the study had not received any bonuses in that year of the study. The hypotheses were then tested on Tobit’s regression framework. The results of the study supported both hypotheses strongly. They show that there indeed exists a gender pay gap between males and females since female directors earn averagely nineteen percent less than their male counterparts. There is also evidence of little sensitivity in company performance of women directors’ pay compared to male one.
RESEARCH PROJECT 1
RESEARCH PROJECT 2
INTRODUCTION
The management composition of any organization has been considered to be among the most important factors that determine the success of any organization. This is from the top to the bottom in the employee hierarchy as each member of the management has a role to play that leads to the overall success of the organization. An organization is therefore obligated to hire the most efficient management, especially at the top, for it to increase its chances of succeeding in its sphere of operation. Furthermore, with the continued rooting of globalization, managers are required to have certain qualities that will warrant their success in their expatriate assignments. This research project, therefore, seeks to find out the issues that determine the success of a particular manager.
The research question on the other will be 'Does the use of local staff in international branches of the company yield higher productivity than current levels'. The hypothesis formulated is that when a company uses local staff, it is able to adapt better to the requirements of the local country. Through research, three types of staffing policies have identified in international businesses (and are among the options open to be used by companies): the geocentric approach, ethnocentric approach and the polycentric approach. I will review each of the policies and recommend the strategy that should be pursued by the firm. The most eye-catching staffing policy is undoubtedly the geocentric approach. This is despite the fact that it has several impediments to adopting it.
Staffing Approach
Strategic Appropriateness
Advantages
Disadvantages
Ethnocentric
International
Overcomes absence of qualified managers in host state
Unified Culture
Helps transfer core competencies
Produces resentment in host country
Can lead to cultural myopia
Polycentric
Multidomestic
Alleviates cultural myopia
Cheap to implement
Limits career mobility
Isolates headquarters from foreign subsidiaries
Geocentric
Global and translational
Uses human resources efficiently
Helps put in place a strong culture and a network of informal management
Expensive
An ethnocentric staffing policy is one whereby all key management positions are occupied by parent-country nationals. A polycentric staffing policy on the other hand needs the host-country citizens to be hired to manage subsidiaries, while the parent-country citizens occupy major positions at their corporate headquarters. The third, which is the geocentric staffing policy, looks for the best individuals for key jobs all over the organization, notwithstanding the nationality.
BACKGROUND RESEARCH
Sending employees to work in foreign countries has been a trend fo ...
Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Narrations of Work-Life Balance among Academic Staff in an Open Distance Lear...QUESTJOURNAL
ABSTRACT: This study explores Work-Life-Balance among academic staff in an Open Distance Learning institution. A qualitative case study is used. Data for the research was collected from 16 academic staff using purposeful sampling. Academics describe the work-life experiences in the context of five overarching themes: (a) time demands, (b) ideal academic (c) career advancement (d) technology, and (e) work environment. This analysis revealed that academics’ work-life experiences are driven by a dearth of time and an excess of roles. Their involvement in multiple, interdependent roles although enriching through career advancement, presents ongoing time-based conflicts due to intense pressures of work. The tension associated with juggling roles significantly impacts their personal well-being and career satisfaction. Recommendations for this study are twofold; those that aid the university management towards more poignant work-life balance policies in the university and the need to conduct more research in Work-Life-Balance in Open Distance Learning institutions.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
Remembering that all research has some error, respond to at least on.docxhennela
Remembering that all research has some error, respond to at least one colleague’s post and comment on how we as social change agents and critical consumers of research can balance the usefulness with the error in the research. Do we throw the research out because of too much error, or is there something useful that it can tell us?
Describe how you think the research in the article is useful (e.g., what population is it helping? What problem is it solving?).
The analysis that uncovers qualities and shortcomings and a proposed introduction toward open centered methods are cleared up. Keeping in mind the end goal to put this directing approach into impact, changes are vital, and their administration is talked about in detail. Subjective and quantitative estimation of the MOJ's availability for change allows the detailing of a particular proposition that is firmly upheld by hypothetical and pragmatic research in the administration of progress (Sirirat, Somboon, & Rachada, 2010, p. 17). The population that the research is helping is public administrative agencies that provide services to the people locally.
Using Y=
f
(X) +E notation, identify the independent and dependent variables.
Using the Y=
f
(X) +E notation, I identified the independent variable is the level of position a person is in that determines the length of work far as years with the company is concerned. We also could narrow the research down as to the gender to determine who kept which position longer, male or female?
How might the research models presented be wrong? What types of error might be present in the reported research?
Many things can be taken into consideration when it comes to research and presenting the information into data. The analysis could be too broad or missing information for the participating participants. The age bracket for the data as well could have some inconsistencies as well if a person dies will data is being collected for research or if more people have been hired or fired that could cause discrepancies in data as well.
References
Sirirat, C., Somboon, S., & Rachada, D. (2010).
Mandates for Change Management in the Ministry of Justice under the State Administration Act (no. 5)
of 2002.
International Employment Relations Review
,
16
(2), 17-36.
...
An Examination of Effectuation Dimension as Financing Practice of Small and M...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.
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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.
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Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions in Rivers State
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 17, Issue 12 .Ver. II (Dec. 2015), PP 98-104
www.iosrjournals.org
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 98 | Page
Secretarial Performance and the Gender Question (A Study of
Selected Tertiary Institutions in Rivers State.
1
Dr. Sam Otamiri MNIM,
2
Ogbonda, G.A.
1
Dean, Faculty of Business Education St. John’s Diobu Campus, Ignatius Ajuru University of Education
Port Harcourt, Nigeria.
2
Rivers State University of Science and Technology, Port Harcourt, Nigeria.
Abstract: The research was mounted to investigate how gender impacted on the job performance of the
secretary. Secretaries working in two State owned Universities in Rivers State, Nigeria were used. The
population was 102 and sample was 32. One questionnaire designed to elicit information from administrators
on the performance activities of their secretaries was used. Four null hypotheses bothering on critical job areas
of the secretary were formulated. The areas covered included computer operation and data processing;
organizing and covering of meetings, supervision of other staff; and handling of office materials and equipment.
The chi-square parametric test was applied in testing the hypotheses at 0.05 alpha level. Results revealed that
the calculated chi-square value for all the hypotheses were greater than the critical table values indicating that
there are significant differences in the job performance of male and female secretaries in the job areas so
investigated. A further breakdown of the data revealed that while the male secretaries were better in computer
operation and data processing, and in organizing and covering meetings, the female secretaries were better in
the areas of supervision of staff and handling of materials and equipment.
Keywords: Administrators, Gender, Job Performance, Office Materials & Secretaries
I. Introduction
Gender equality and inequality has become topical in recent discourse in various areas of endeavour. It
is common fact that the issue of gender appears to favour men in all areas where they are mentioned. Perhaps
because it is generally believed that men possess more skill and ability endeavours.
It is common knowledge that the job of a Secretary is usually referred to as a females’ job even when
we have many men also doing the job. Even advertisement and recruitment of Secretaries in many organizations
– public or private favour women. Today’s Secretary is no longer the typist and shorthand writer of old. There is
widespread evidence to prove that today’s Secretary operates more like information manager than a coffee-
fetching waiter.
Even when women seem to dominate the Secretarial field, men were the first entrants. Ogbondah
(2014) posit that men were in ancient times and all through the middle ages, the ones who developed the
shorthand, took notes, handled correspondences and administrative duties and otherwise assisted leaders in
confidential matters from the 1860s to the late 1870s.
Ogbondah went on to assert that it was until the industrial revolution and the development of the
typewriter during the 1860s and 1880s that women began to get involved into stenographic positions, and
diminished male dominance.
The recent development in information and communication technology and the introduction of
computer-based technology into Secretarial job put male and female gender side by side in the secretarial
workplace. Here lies the need to consider and measure performance of secretaries along gender lines.
II. The Problem
With the preponderance of male and female practitioners of the Secretarial profession, one wonders
what influences gender choice among employers of labour. Whereas female secretaries are seen as more
humble, cautious, better dressed, more pleasant, the men on the other hand appear more creative, more skilled,
could put in extra hours and can work under any amount of pressure. Whereas men’s strength and ability could
be undermined by their non-succulent nature, women secretaries could also be hampered by other exigencies
like lateness, truancy due to pregnancy and childbirth.
The big questions still remain unanswered in terms of general duty performance, who is better? What
are the major duties of the Secretary? Over and above theoretical formulations, in practical terms which of the
genders perform more? Who is a better Secretary – Male or female?
2. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 99 | Page
III. Related Reading
Job performance relates to the worker’s ability to accomplish set objectives and responsibilities
associated with the position. We must accept here at first instance that in the present day workplace, there is no
particular task that is seen as the exclusive reserve of any gender. Men and women compete for recognition in
almost all life endeavours (Otamiri, 2011).
Whereas the above assertion stands true, Ewubare (2004) posit that women all over the world and more
in developing countries of Africa are highly discriminated. According to her, women are under-utilized, under-
represented in the socio-economic structure, neglected and indeed oppressed. Anele (2008) commenting on
intellectual bias and gender, observed that a lot of men believe that because majority of the world’s renowned
scientists and intellectuals are men, therefore men must be intellectually superior to women. Nowell and
Hedges, (1998) and Ballatine (2001) also argue that gender differences in education and performance persist
even in developed countries of the world even after several decades of intense scrutiny and policy change.
Unger and Crawford (1992) developed two theoretical perspectives for the discussion of gender
differences in occupational performance. According to them, the first perspective views gender as an individual
property that is correlated with occupational and job variables and the individual differences between men and
women as a result of these correlates. They observed that sex is a career variable for differences in experience
and personal history that determine the difference obtained. By this perspective, Unger and Crawford (1992)
assert that when the correlates of gender are controlled, differences between men and women in the workplace
disappear.
The second perspective in their view treats gender not only as a property that individuals bring with
them to the workplace, but also as an institutionalized character of the workplace, of occupations and
occupational environments. But Acker (2000) sounding rather more succinctly, opined that only efficient and
competent persons should handle the position of Secretary in organizations and discrimination against the
females based on old conceived belief in gender inequality should be discouraged.
Hall and Rabinowitz (1970) had much earlier posited that it is not the person’s sex that determines the
job performance of work. Some employers prefer male Secretaries due to their steadiness in the performance of
their job, while others prefer female Secretaries because of the good qualities they possess. They concluded that
job performance is not a gender attribute and that employers should employ Secretaries based on qualification,
experience and skills.
IV. Methodology
The study adopted the descriptive survey design, which focused on determining how gender impacted
on the job performance of Secretaries in the employ of tertiary institutions in Rivers State. The population
comprised of One Hundred and Two (102) male and female Secretaries in Rivers State University of Science
and Technology and Ignatius Ajuru University of Education. The sample stood at 32 made of 16 males and 16
females.
Four research hypotheses were formulated for the study to cover specific areas of the Secretary’s task
namely – computer operation and Data processing; handling of office materials and equipment; supervision of
office staff and organizing and covering meetings. The hypotheses read thus:
(1) There is no significant difference in the performance of male and female Secretaries in Computer Operation
and Data Processing.
(2) There is no significant difference in the performance of male and female Secretaries in handling office
materials and equipment.
(3) There is no significant difference in the performance of male and female secretaries in the supervision of
office staff.
(4) There is no significant difference in the performance of male and female Secretaries in organizing and
covering meetings.
To gather data for the research, a questionnaire was designed with statements of activity of the
Secretary in the chosen variables and on a four-point likert scale of Not all (1); Sometimes (2); Frequently (3);
Very Frequently (4); In the analysis of the research, data collected through responses given in the instrument
were classified, tabulated and analysed using percentages. The chi-square method was applied in testing the
hypotheses to determine whether to accept or reject any of the hypotheses. The formula for calculating the chi-
square is given as follows:-
X2
= ∑ (Fo – Fe)2
Fe
Where Fo = Observed frequency
Fe = expected frequency
∑ = Sum of
3. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 100 | Page
X2
= Value of chi-square
To calculate the expected Frequency (Fe)
Fe = Row total X Column total
Grand total (GT)
Degree of freedom is established by
DF = (R – 1) (C – 1)
Where
R = Number of Rows
C = Number of columns
Assumed level of significance is 50% or 0.05 alpha level.
V. Decision Rule
If the calculated chi-square value is greater than the table value, the null hypothesis is rejected, while it
is accepted if the calculated value is less than the table value.
VI. Results
The results from the data generated and analysed using the chi-square are presented here-under. For
easier understanding of the presentation, the results are presented along the line of the hypotheses tested.
Decisions reached according to the decision rule are specified after every analysis.
Hypothesis One (1): There is no significant difference in the performance of male and female Secretaries in
Computer Operation and Data Processing
Computer Operation and Data Processing
S/No Questions NA S F VF Total
1. Does perfect typing, typesetting, formatting - 4 12 9 25
2. Excellent in spread sheet and excel 2 6 15 2 25
3. Very competent in Internet, www and Networking 4 4 13 4 25
4. Excellent in social network applications 1 4 9 11 25
5. Efficient in handling of correspondence 5 4 14 2 25
Cell O E O-E (O-E)2
/∑
1. - - -
2. 2 (6 x 25) ÷ 125 = 1.2 0.8 0.533
3. 4 (6 x 25) ÷ 125 = 1.2 2.8 6.533
4. 1 (6 x 25) ÷ 125 = 1.2 -0.2 0.033
5. 5 (6 x 25) ÷ 125 = 1.2 3.8 12.033
6. 4 (22 x 25) ÷ 125 = 4.4 -0.4 0.036
7. 6 (22 x 25) ÷ 125 = 4.4 1.6 0.582
8. 4 (22 x 25) ÷ 125 = 4.4 -0.4 0.036
9. 4 (22 x 25) ÷ 125 = 4.4 -0.4 0.036
10. 4 (22 x 25) ÷ 125 = 4.4 -0.4 0.036
11. 12 (63 x 25) ÷ 125 = 12.6 0.6 0.29
12. 15 (63 x 25) ÷ 125 = 12.6 -2.4 0.457
13. 13 (63 x 25) ÷ 125 = 12.6 0.4 0.013
14. 9 (63 x 25) ÷ 125 = 12.6 -3.6 0.156
15. 14 (63 x 25) ÷ 125 = 12.6 1.4 2.064
16. 9 (28 x 25) ÷ 125 = 5.6 3.4 2.314
17. 2 (28 x 25) ÷ 125 = 5.6 -3.6 0.457
18. 4 (28 x 25) ÷ 125 = 5.6 -1.6 5.207
19. 11 (28 x 25) ÷ 125 = 5.6 5.4 2.314
20. 2 (28 x 25) ÷ 125 = 5.6 -3.6 2.314
Total 35.444
Computed (calculated) X2
= 35.444
Degree of freedom (df) = (R – 1) (C – 1)
= (5 – 1) (4 – 1)
4 x 3
= 12
Significant level 5% = 0.05
Critical value = 21.03
4. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 101 | Page
Using the table given in Appendix B, the percentage critical value at 12 degrees of freedom is 21.03 our
observed value of X2
is 35.444 and this is greater than the 5% critical value. X2
> X2
0.05, 12 i.e. X2 > 35.444.
Decision Rule
Accept Null hypothesis (Ho) if X2
< critical value
Reject Null hypothesis (ho) if X2
> critical value.
However, the computed or calculated value of X2
is 35.444 which is greater than critical value of
12.03. Therefore, we reject Null hypothesis (Ho) and accept Alternate hypothesis (HA) which means that there is
significant difference in the performance of male and female secretaries in Computer Operation and Data
processing. Further examination of the Data shows that male secretaries perform better than the female
secretaries in Computer operation and Data processing.
Hypothesis Two (2): There is no significant difference in the performance of male and female Secretaries in
Organizing and Covering Meetings.
VII. Organizing and Covering Meetings
S/No Questions NA S F VF Total
6. Proper handling of meeting notices - 9 11 5 25
7. Competent in preparation and distribution of agenda 4 6 7 8 25
8. Covers meetings competently (shorthand/longhand) 5 5 10 5 25
9. Efficient production and distribution of minutes of meeting 2 4 15 4 25
10. Excellent drafting of motions and resolutions 5 6 10 4 25
Total 16 30 53 36 125
Cell O E O-E (O-E)2
/∑
1. - - -
2. 4 (16 x 25) ÷ 125 = 6.7 -2.7 1.088
3. 5 (16 x 25) ÷ 125 = 6.7 1.8 1.013
4. 2 (16 x 25) ÷ 125 = 6.7 0.8 0.2
5. 5 (16 x 25) ÷ 125 = 6.7 1.8 1.013
6. 9 (30 x 25) ÷ 125 = 6 3 1.5
7. 6 (30 x 25) ÷ 125 = 6 0 0
8. 5 (30 x 25) ÷ 125 = 6 -1 0.167
9. 4 (30 x 25) ÷ 125 = 6 -2 0.667
10. 6 (30 x 25) ÷ 125 = 6 0 0
11. 11 (53 x 25) ÷ 125 = 10.6 0.4 0.015
12. 7 (53 x 25) ÷ 125 = 10.6 -3.6 1.223
13. 10 (53 x 25) ÷ 125 = 10.6 -0.6 0.033
14. 15 (53 x 25) ÷ 125 = 10.6 4.4 1.826
15. 10 (53 x 25) ÷ 125 = 10.6 -0.6 0.034
16. 5 (26 x 25) ÷ 125 = 5.2 -0.2 7.692
17. 8 (26 x 25) ÷ 125 = 5.2 2.8 1.508
18. 5 (26 x 25) ÷ 125 = 5.2 2.8 7.692
19. 4 (26 x 25) ÷ 125 = 5.2 -0.2 0.277
20. 4 (26 x 25) ÷ 125 = 5.2 -1.2 0.277
Total 26.225
Computed (calculated) X2
= 26.225
Degree of freedom (df) = (R – 1) (C – 1)
= (5 – 1) (4 – 1)
4 x 3
= 12
Significant level 5% = 0.05
Critical value = 21.03
Using the table given in Appendix B, the percentage critical value at 12 degrees of freedom is 21.03
our observed value of X2
is 26.225 and this is greater than the 5% critical value. X2
> X2
0.05, 12 i.e. X2 >
26.225.
Decision Rule
Accept Null hypothesis (Ho) if X2
< critical value
Reject Null hypothesis (ho) if X2
> critical value.
However, the computed or calculated value of X2
is 26.225 which is greater than critical value of
12.03. Therefore, we reject Null hypothesis (Ho) and accept Alternate hypothesis (HA) which means that there is
5. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 102 | Page
significant difference in the performance of male and female secretaries in Organizing and covering meetings.
From the data presented and analysed, it could be concluded that male Secretaries performed better than female
Secretaries in Organizing and covering meetings.
Hypothesis Three (3): There is no significant difference in the performance of male and female Secretaries in
Supervision of other staff.
Supervision of other staff
S/No Questions NA S F VF Total
11. Keep and maintain proper attendance register - 4 6 15 25
12. Ensures punctuality and regularity of staff 1 2 9 13 25
13. Carries out proper appraisal of staff 7 8 4 6 25
14. Effective discharge of responsibilities 3 10 9 3 25
15. Effective coordination of work assignment in office 2 5 10 8 25
Total 13 29 38 45 125
Cell O E O-E (O-E)2
/∑
1. - - -
2. 1 (13 x 25) ÷ 125 = 2.6 -1.6 0.985
3. 7 (13 x 25) ÷ 125 = 2.6 4.4 7.446
4. 3 (13 x 25) ÷ 125 = 2.6 0.4 0.062
5. 2 (13 x 25) ÷ 125 = 2.6 -0.6 0.138
6. 4 (29 x 25) ÷ 125 = 5.8 -1.8 0.559
7. 2 (29 x 25) ÷ 125 = 5.8 -3.8 2.490
8. 8 (29 x 25) ÷ 125 = 5.8 2.2 0.834
9. 10 (29 x 25) ÷ 125 = 5.8 4.2 3.041
10. 5 (29 x 25) ÷ 125 = 5.8 -0.8 0.441
11. 6 (38 x 25) ÷ 125 = 7.6 -1.6 0.337
12. 9 (38 x 25) ÷ 125 = 7.6 1.4 0.258
13. 4 (38 x 25) ÷ 125 = 7.6 -3.6 1.705
14. 9 (38 x 25) ÷ 125 = 7.6 1.4 0.258
15. 10 (38 x 25) ÷ 125 = 7.6 2.4 0.758
16. 15 (45 x 25) ÷ 125 = 9 6 4
17. 13 (45 x 25) ÷ 125 = 9 4 1.778
18. 6 (45 x 25) ÷ 125 = 9 -3 1
19. 3 (45 x 25) ÷ 125 = 9 -6 4
20. 8 (45 x 25) ÷ 125 = 9 -1 111
Total 30.201
Computed (calculated) X2
= 30.201
Degree of freedom (df) = (R – 1) (C – 1)
= (5 – 1) (4 – 1)
4 x 3
= 12
Significant level 5% = 0.05
Critical value = 21.03
Using the table given in Appendix B, the percentage critical value at 12 degrees of freedom is 21.03
our observed value of X2
is 30.201 and this is greater than the 5% critical value. X2
> X2
0.05, 12 i.e. X2 >
30.201.
Decision Rule
Accept Null hypothesis (Ho) if X2
< critical value
Reject Null hypothesis (Ho) if X2
> critical value.
However, the computed or calculated value of X2
is 30.201 which is greater than critical value of
12.03. Therefore, we reject Null hypothesis (Ho) and accept Alternate hypothesis (HA) which means that there is
significant difference in the performance of male and female secretaries in the supervision of office staff. A
closer examination of the analysis revealed that the female Secretaries performed better than male Secretaries in
Staff Supervision and Control.
6. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 103 | Page
Hypothesis Four (4): There is no significant difference in the performance of male and female Secretaries in
the Handling of Office Materials and Equipment.
Handling of Office Materials & Equipment
S/No Questions NA S F VF Total
16. Keep proper inventory of materials and supply 4 4 10 7 25
17. Ensure orderly and decent use of office equipment - 4 13 8 25
18. Effective at economic order quantity 4 6 10 5 25
19. Effective at office supply management 1 6 6 12 25
20. Proper arrangement and use of equipment 2 2 11 10 25
Total 11 22 50 42 125
Cell O E O-E (O-E)2
/∑
1. 4 (11 x 25) ÷ 125 = 22 -18 14.73
2. - (11 x 25) ÷ 125 = 22 -22 22
3. 4 (11 x 25) ÷ 125 = 22 -18 14.73
4. 1 (11 x 25) ÷ 125 = 22 -21 20.05
5. 2 (11 x 25) ÷ 125 = 22 -20 18.18
6. 4 (22 x 25) ÷ 125 = 44 -40 36.36
7. 4 (22 x 25) ÷ 125 = 44 -40 36.36
8. 6 (22 x 25) ÷ 125 = 44 -38 32.82
9. 6 (22 x 25) ÷ 125 = 44 -38 32.82
10. 2 (22 x 25) ÷ 125 = 44 -42 40.10
11. 10 (50 x 25) ÷ 125 = 10 0 0
12. 13 (50 x 25) ÷ 125 = 10 3 0.9
13. 10 (50 x 25) ÷ 125 = 10 0 0
14. 6 (50 x 25) ÷ 125 = 10 -4 1.6
15. 11 (50 x 25) ÷ 125 = 10 1 0.1
16. 7 (42 x 25) ÷ 125 = 8.4 -1.4 0.233
17. 8 (42 x 25) ÷ 125 = 8.4 -0.4 0.019
18. 5 (42 x 25) ÷ 125 = 8.4 -3.4 1.376
19. 12 (42 x 25) ÷ 125 = 8.4 3.6 1.543
20. 10 (42 x 25) ÷ 125 = 8.4 1.6 0.305
Total 274.226
Computed (calculated) X2
= 274.226
Degree of freedom (df) = (R – 1) (C – 1)
= (5 – 1) (4 – 1)
4 x 3
= 12
Significant level 5% = 0.05
Critical value = 21.03
Using the table given above, the percentage critical value at 12 degrees of freedom is 21.03 our
observed value of X2
is 274.226 and this is greater than the 5% critical value. X2
> X2
0.05, 12 i.e. X2 >
274.226.
Decision Rule
Accept Null hypothesis (Ho) if X2
< critical value
Reject Null hypothesis (Ho) if X2
> critical value.
However, the computed or calculated value of X2
is 274.226 which is greater than critical value of
12.03. Therefore, we reject Null hypothesis (Ho) and accept Alternate hypothesis (HA) which means that there is
significant difference in the performance of male and female secretaries in handling of office materials and
equipment. Further examination of the results showed that female Secretaries were better in the handling of
office materials and equipment than male Secretaries.
7. Secretarial Performance and the Gender Question (A Study of Selected Tertiary Institutions…
DOI: 10.9790/487X-1712298104 www.iosrjournals.org 104 | Page
VIII. Findings and Conclusions
Consequent upon the data generated for this study and the subsequent testing of the four hypotheses raised, the
following findings and conclusions were reached.
(1) It was revealed that there exist a significant difference in the performance of male and female Secretaries in
Computer Operation and Data Processing. From the results it was revealed that male Secretaries performed
more than the females in Computer Operation and Word Processing.
(2) It is hereby concluded that there exist a significant difference in the job performance of male and female
Secretaries in the handling of office materials and equipment. Further examination of data revealed that
female Secretaries do better in this respect than the males.
(3) It was concluded that there is a significant difference in the job performance of male and female Secretaries
in Staff Supervision and Control.
(4) The research concluded that there exist a significant difference between the job performance of male and
female Secretaries in organizing and covering meetings. It was however found that male Secretaries
performed better in this respect than female Secretaries.
Conclusively, the research assets that there really exist some significant differences in the job
performance of male and female Secretaries. It therefore follows that gender was a factor in the determination of
job performance of Secretaries.
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