An internship report submitted in partial fulfilment of the requirements for the a ward of diploma of science in information technology of muteesa 1 royal university

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FACUTLY OF SCIENCE AND INFORMATION
DIPOLOMA OF SCIENCE AND INFORMATION TECHNOLOGY
A REPORT ON FIELD ATTACHMENT AT MASAKA DIOCESAN MEDICAL SERVICE
BY
SSENDAGIRE PIUS 2021001070
DIT/U/1070/M/DAY
PRATICAL TRAINING REPORT
An internship report submitted in partial fulfilment of the requirements for the award of
diploma of science in information technology of Muteesa 1 royal university.
AUGUST, 2023

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DECLARATION
I Ssendagire pius of registration number of 21/U/DIT/1070/M/D sincerely
declare to the best of my knowledge that am the sole writer of this report and
no one has ever submitted this to faculty of science and information
technology in Muteesa 1 royal University or any other learning institution.
Sign……………………………………………………………………………..
Date……………………………………………………………………………….

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APPROVAL
This report has been compiled and submitted by ssendagire pius under the
guidance of my work supervisor at Masaka Diocesan medical services limited
with the approval of the following supervisors.
Work supervisor.
Name ………………………………………………………………………………………….
Sign……………………………………………………………………………………………..
Stamp…………………………………………………………………………………………

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DEDICATION
I dedicate this report to my guardians, Mr. Ssendagire pius and Mrs. Nakaweesi
Jessica for their encouragement, physical and financial support in my
education.
It has been tough journey but may the almighty God bless you.

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ACKNOWLEDGMENT
I would like to appreciate everyone who gave me a hand both directly and
indirectly towards this successful completion of this internship training. My
humble regards go the overall staff body of Masaka Diocesan Medical
Services limited who worked tirelessly as a team to support us towards
achievement of applicable skills during the field attachment period. My special
appreciation goes to my field supervisors Ssenfuka Frank who permitted and
supported me to work in the various fields and checking up on our progress.
Thank you so much. My utmost gratitude goes to my faculty, all academic and
non-teaching staff members. I would like to thank Madam Lilian, Dean, Faculty
of Science and information Technology for the immediate action and
arrangement made towards our training period through assignment of academic
supervisors. And my humble regards goes to my academic supervisor Nakato
Constance for the support and guidance given to me towards the best of my
capabilities, thank you so much. I am so grateful. In a special way, I would to
recognise my dear friends Buule sudais, , Sharon Namulidwa, Harriet Babirye,
Farida Nakatudde who gave me company during my stay at MDMS and also
Brenda Nabiryo, Halima Hussein, Diana Nabukwasi, and the wonderful
experiences enjoyed with the Communication interns to mention but a few not
forgetting my Campus group mates Namuwaya Phionah, Mutaawe Tonny, Joy
investor, thanks for putting your trust in me as your leader. I am so humbled.
Lastly, I would like to give a heartfelt appreciation to the Almighty God for
making this training possible for me and keeping not only me but also my
benefactors, friends, colleagues and supervisors fine and healthy. Thank you so
much.

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EXECUTIVE SUMMARY
This document is a report about field attachment (internship) done at Masaka
Diocesan Medical services limited Masaka, by the student between 12th 06
2023 and 01st Aug 2015.
Chapter one, contains details of the profile of MDMS, whose mission is “To
provide sustainable quality health services in continuation of Christ’s healing
Ministry through strategic partnerships” packet tracer, web systems design
and hosting, Network configuration, software installation, IT Career
Development training as well as provision of computer hardware and software
solutions countrywide.
Chapter two includes details of the student’s experiences; the position
occupied, the duties and responsibilities such as website design, packet tracer
design, software installations, hardware troubleshooting, system requirements
specification and analysis. The intern had a great relationship with the field
supervisor characterized by independent working, trust, time management,
feedback and support.
Chapter three contains an evaluation of the entire field attachment period,
including details of activities accomplished, benefits derived, skills gained, and
knowledge gained.
Chapter four has the conclusion and recommendations. On the side of the
intern, key strength was his possession of a wide range of computer literacy
skills while the key weakness was his little awareness about office etiquette. In
the recommendations, future interns are advised to get into the practice of
habitual documentation and good record keeping while doing field
attachment, the organization is advised to focus on giving interns strict
deadline-based tasks in order to achieve more outputs in the short time.

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TABLE OF COTENTS
DECLARATION ......................................................................................................................i
APPROVAL.............................................................................................................................ii
DEDICATION....................................................................................................................... iii
ACKNOWLEDGMENT.........................................................................................................iv
EXECUTIVE SUMMARY......................................................................................................v
CHAPTER ONE ......................................................................................................................1
1.0. INTRODUCTION............................................................................................................1
1.1. Introduction.......................................................................................................................1
1.2. Background of the field attachment..................................................................................1
1.2.1. Definition of Field Attachment......................................................................................1
1.2.2. Intentions / purpose of field attachment.........................................................................1
ORGANIZATION STRUCTURE FOR MASAKA DIOCESAN MEDICAL SERVICES
UNDER CARITAS MADDO..................................................................................................3
1.3.1 Mission............................................................................................................................3
1.3.2 Objectives........................................................................................................................4
Strategic objectives ..................................................................................................................4
1.3.3 Key strategies..................................................................................................................4
1.3.4 Goal.................................................................................................................................4
1.3.5 Vision of IT Masaka Diocesan Medical Service Limited...............................................4
1.3.6 Values..............................................................................................................................5
1.4 The main activities of the organization..............................................................................5
CHAPTER TWO .....................................................................................................................6
2.0. MANAGEMENT OF INTERNSHIP EXERCISE ...........................................................6
2.1 Introduction....................................................................................................................6
2.2 Role of the Organisation ...............................................................................................7
2.3 Reporting and Induction at the Organisation ................................................................7
2.4 The department to which the internee was assigned to the work place ..........................8
2.4.1 Category of the department..........................................................................................8
2.4.3 Titles of the head of department ................................................................................9

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2.4.4 Names of officers the intern worked with and what they do ....................................10
2.4.5 The relationship between different officers in executing the duties and responsibilities10
2.6 Role of the university supervisor ..................................................................................11
CHAPTER THREE................................................................................................................12
FINDINGS/OBESVERSATION...........................................................................................12
3.0 Introduction...................................................................................................................12
3.1 What the internee has learnt at the work place .............................................................12
3.1 New knowledge and skills gained in each of the duties and responsibilitis ..................17
3.2 challenges noticed during the internship exercise that’s to say work related ..............17
3.3 challenges faced by workers ........................................................................................18
3.4 Challenges faced by the internees.................................................................................19
CHAPTER FOUR..................................................................................................................20
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENATIONS AT THE
WORK PLACE......................................................................................................................20
4.0 Introduction....................................................................................................................20
4.2 Discussions of the findings ...........................................................................................21
4.3 Recommendations for the identified problems .............................................................21
4.4 conclusion ........................................................................................................................22

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CHAPTER ONE
1.0. INTRODUCTION
1.1. Introduction
This document reports about the field attachment period the student underwent at MDMS,
including the working experiences, challenges encountered during the filed attachment
period, analysis and evaluation of the field attachment program, its benefits and relevance.
In the final chapter, there is a conclusion and recommendations for the betterment of field
attachment programs to be carried out in future at such organizations as MDMS.
This introductory chapter starts by giving a background of Field Attachment in the
perspective of Muteesa 1 Royal University, followed by the profile of MDMS, the
organization of field attachment.
1.2. Background of the field attachment
Several studies done elsewhere have indicated and concluded that a gap really exists
between the quality of graduates produced and what the market demands. For this and
other reasons, training institutions and employers have accepted the need to seek
mitigation steps to bridge the gap. Among other steps, institutions of learning have
introduced internship programs also referred to as field attachment in some of their degree
and non-degree programs. There has also been the realization that imparting the relevant
practical skills is a partnership between the training institution and the prospective
employers through student internships.
1.2.1. Definition of Field Attachment
According to the adopted Muteesa 1 Royal University Polices at policies.mru.ac.ug
website, field attachment is a field-based practical training experience that prepares
trainees for the tasks they are expected to perform on completion of their training.
Currently, field attachment in Muteesa 1 Royal University is known by several names in
different faculties and/or disciplines. The other names for it include: internship, school
practice, community Based Education and Services (COBES), and industrial training.
However, for avoidance of confusion, the term “Field Attachment” was adopted for all
teaching units to mean any approved field based practical work carried out by staff and
students for the purpose of teaching and/or research in places outside the University
control but where the University is responsible for the safety of its staff, students and
others exposed to their activities.
1.2.2. Intentions / purpose of field attachment
The purpose of field attachment at Muteesa 1 Royal University is to produce practically
oriented graduates that meet the required job-related competences of their future

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employers. Additionally, it serves as a linkage between the University and various
partners who consume services and/or products of the University. The specific objectives
of the field attachment program are as follows:-
• To enable students get hands-on/real life experience they are expected to work in
when they graduate.
• To provide an opportunity for students to apply the principles and techniques
theoretically learnt into real-life problem solving situations.
• To provide an opportunity for students and academic staff to interact with the
stakeholders and potential employers and thus appreciate field situations that will
also generate information for curricula review and improvement
• To develop student understanding of work ethics, employment demands,
responsibilities and opportunities.
• To enhance and strengthen linkages between Muteesa 1 Royal University and
various stakeholders.
• 1.3. Objectives of MDMS

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ORGANIZATION STRUCTURE FOR MASAKA DIOCESAN
MEDICAL SERVICES UNDER CARITAS MADDO
Masaka Diocesan Medical Services Ltd is a registered company limited by guarantee
and not having share capital. It was incorporated under cap 110 of the law of Uganda, on
15th
March 2013, Certificate No. 164227. The Company has undertaken to be the
Distributer of JMS in the Greater Masaka region, involved in storage and sale of
products, including pharmaceuticals, medical and surgical sundries, equipment and
instrument as well as laboratory supplies.
Therefore MDMSL distributes pharmaceutical supplies exclusively from JMS assured of
their quality, safety and availability at all times to her consumers. MDMSL supplies
these products to Government health facilities, PNFPs, Private for Profit health facilities,
NGOs and well as pharmacies and drug shops within Greater Masaka.
1.3.1 Mission
“To provide sustainable quality health services in continuation of Christ’s healing
Ministry through strategic partnerships”.

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1.3.2 Objectives
Strategic objectives
1. To increase access to the quality of health services at the Diocesan health
Institutions by 20% in faithfulness to the Mission of the Catholic Church in health
before the end of 2021.
2. To strengthen corporate governance at Health Institutions in line with Diocesan
standards by 15% before the end of 2021.
3. To contribute to the reduction of HIV/AIDS incidences and mitigation of its effects
in Masaka Diocese in line with the 90 90 90 global targets.
4. To increase access to quality and affordable Pharmaceuticals in Masaka Region by
30% before the end of 2021.
1.3.3 Key strategies
1. Continuous Assessment and feedback
2. Peer learning
3. Recognition and certification
4. Contractual employment with targets under the framework of Performance
management
5. Robust M&E
6. Advocacy
7. Institutional capacity building
8. Strategic partnerships at different levels
1.3.4 Goal
To contribute to the provision of sustainable and quality health services in Greater Masaka
region.
1.3.5 Vision of IT Masaka Diocesan Medical Service Limited
“A Diocese with health institutions that meets all health needs of the population without
any discrimination.”

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1.3.6 Values
1. God first
2. High respect for human life
3. Non-discrimination
4. Client centered
5. Transparency and Accountability
6. Mutual respect and Team work
7. Compliance to quality standards
1.4 The main activities of the organization
The Company has undertaken to be the Distributer of JMS in the Greater Masaka region, involved
in storage and sale of products, including pharmaceuticals, medical and surgical sundries,
equipment and instrument as well as laboratory supplies.
1.4.1 The USAID’s Keeping Children Healthy and Safe Activity (KCHS) with funding from
USAID/PEPFAR, is supporting up to 95,000 most vulnerable children and their caregivers in South
Western and Central Uganda to become healthier, better educated, and more resilient. The
project is implemented in 25 districts to offer HIV-sensitive case management services and
supporting up to 110215 children and caregivers in Year 3.
The activity has prioritized support to children with multiple elevated risk factors and children-in-
crisis. Through this approach, the project in particular targeted the following sub-population
groups; Children and adolescents living with HIV (CLHIV/ALHIV), HIV-Exposed infants (HEI);
Children of Female Sex Workers (FSW), and Survivors of Sexual Violence with the goal of
preventing new HIV infections and reducing vulnerability among orphans and vulnerable children
(OVC).
With differentiated care plans to guide the delivery of core services, KCHS works with families,
communities and local government to graduate households to greater self-sufficiency.
KCHS is implemented by TPO-Uganda as the Prime in partnership with MDMS, ACORD Uganda,
AVSI Foundation Uganda, and REPSSI Uganda.
1.4.2 OVC PROJECT

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With funding from the President’s Emergency Plan for AIDS Relief (PEPFAR) through the Centers
for Disease Control and Prevention (CDC) Uganda, Masaka Diocesan Medical Services Ltd
collaborated with RHSP to support provision of comprehensive HIV prevention, care and
treatment services in Bukomansimbi district under OVC project
The main objective of the project is to achieve rapid HIV epidemic control in Masaka region
through implementation of targeted, user-friendly, innovative, evidence-based, efficient, and
sustainable differentiated service delivery models for increased demand, linkage, retention, and
adherence to HIV services. Services provided include care for Orphans and Vulnerable Children
(OVC)
1.4.3 The USAID Integrated Child and Youth Development (ICYD) Activity will deliver basic
education services in 50 target districts and Orphans and Vulnerable Children (OVC) services to
children and youth in 73 target districts. The goal of ICYD is to strengthen young people’s ability
to engage with their environment, address their health and safety needs, and make it more likely
for them to reach their potential.
1.4.4 SINOVUYO (Parenting and care giver programs) approach
This is a I4 weeks parenting and caregiver program. Here, joint and/or weekly sessions are
conducted for the Adolescent Girls and Young Women (AGYW) and their caregivers.
CHAPTER TWO
2.0. MANAGEMENT OF INTERNSHIP EXERCISE
2.1 Introduction
The internship program in Muteesa 1 Royal University is a program meant to assess the
intern’s ability in applying the theoretical knowledge learnt in the classroom in a practical
situation in their respective fields ahead of real job opportunities as well as increasing their
skills and accustoming interns to the working environment in their various fields of work.
The internship was conducted in the Masaka Diocesan medical Services.

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2.2 Role of the Organisation
A pharmacy service, MDMS Pharmacy is a distributor of pharmaceutical supplies, medical
equipment and laboratory supplies exclusively from Joint Medical Stores. We are dedicated
to ensuring the availability at all times, safe, quality and efficacious pharmaceuticals in
greater Masaka region.
Healthcare, The Masaka Diocesan Medical Services (MDMS) Limited monitors and
supervises all health centers within Masaka Diocese. The MDMS Health Office also works
hand in hand with government and Non-government organizations within the region to
provide residents with better access to drugs and other health services. It is also the mandate
of this office to organize seminars and workshops in form of Continuing Medical Education
(CME) trainings to foster and enrich the experiences of health workers in the Diocese. One of
its partners, Life Net International, continues to support this vision through providing
different trainings to health workers in different Health facilities in. Life Net International has
also helped many health facilities acquire medical equipment through co-funding and
campaigns through Non-Communicable Diseases (NCDs)
Community-based cottage training
Masaka Diocesan Medical services(MDMS) provides soft skills as well as empowering
caregivers economically through cottage training at community level using the locally
available and affordable raw materials. This helps caregivers to be dependants and best
positioned to provide for the basic needs of their Households.
Women Empowerment
MDMS empowers adolescent girls and young women through its DREAMS program to
reduce HIV/AIDs prevalence in the Greater Masaka.
2.3 Reporting and Induction at the Organisation
Internship orientations are onboarding events that introduce interns to policies and
procedures and company culture, and also often include training components. The intern
orientation is the recruit’s first impression of organization.
Internship Orientation and Preparation I was very lucky to have a human resource
department that thoroughly explained the detailed requirements and itinerary for my first day
of internship.
My first two weeks of internship took a lot of adapting in order to be able to wake up and
arrive at work in a punctual manner. I never was late for work but it would have made my
mornings easier at the beginning of my internship, had I been used to waking up early in the
morning. I also arrived at my first day of orientation with questions after reading through the
company handbook. I was able to have these questions addressed in a timely manner, due to
the fact that I was prepared.

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2.4 The department to which the internee was assigned to the work place
 Data management department is where I was assigned and Mr Ssenfuka Frank was
my field supervisor.
2.4.1 Category of the department
Monitoring and evaluation officer
The M&E Specialist plays an essential role in tracking and updating M&E data as well as
ensuring the data is of the best quality possible. They implement monitoring systems and
design monitoring tools. They also monitor project activities, outputs and progress towards
anticipated results.
Data collection
Data Collection is important for Monitoring and Evaluation because it allows us to measure
the success of a project or program and identify areas for improvement. Data Collection also
allows us to track progress over time and compare results to goals and objectives.
Data entry
A Data Entry role involves entering data from various tools like home visit tool into the
company computer system for processing and management. A candidate working in data
entry will need to efficiently manage a large amount of information that is often sensitive or
confidential.
Data management
Data Management refers to the practice of collecting, storing, using and archiving data
effectively. All stages of the information lifecycle are strictly governed by data management.
Data Management ensures that an organization is using the most updated form of data
available.
2.4.2 Duties of the department where the internee was assigned to
 Monitoring and Evaluation Specialists are responsible for designing, developing, and
implementing strategies to measure the effectiveness of programs and services. They
must have excellent analytical and problem-solving skills, as well as strong
communication and organizational abilities.
 Entering customer and account data from source documents like home visits within
time limits. Compiling, verifying accuracy and sorting information to prepare source
data for computer entry. Reviewing data for deficiencies or errors, correcting any
incompatibilities and checking output.
 Manage internal company email software Linux programming to include making and
changing file directories, installing programs via terminal command prompt.

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 Manage backups, replications and disaster recovery plans of company mission critical
servers and database files to ensure redundancy.
 Diagnose and resolve network issues; verify IP addresses for network connectivity.
 Contact hundreds of employees to assist with computer replacements using VMWare.
 Used VMware to expand virtual servers in addition to providing backup snapshots.
 Distribute and install new desktop hardware/software, switches, and printers
throughout classrooms.
 Gain exposure to automation with python scripting while setting up a sandbox Cisco
lab space.
 Analyze network data to determine network usage, disk space availability, or server
function.
 Contribute towards the video player application for the set top box which have the
android v4.0.
 Fix and resolve issues of the devices in the company, ranging from printers to
desktops.
 Assemble multiple MATLAB functions design to interpret vibration, force, and
displacement sensitives within engine stages.
2.4.3 Titles of the head of department
Ninzeyi Lawrence he has been M&E-officer at the Masaka Diocesan Medical Services-
caritas MADDO for over 03 years.
In the recent past, he was M&E assistant of Villa Maria Home Care program under
DREAMS project and data officer under HIV/AIDS care and Treatment Program (ACT).
He worked in different institutions including Villa Maria Home Care Program, Uganda
Bureau of Statistics (UBOS) as research assistant, St. Theresa Girls S.S, Bwanda as Data
administrator, Local Government Finance Commission as Data clerk.
Ssenfuka Frank (field supervisor) he has been Monitoring and Evaluation Officer at masaka
diocesan medical services (USAID/TPO/MDMS/KCHS-ACTIVITY)
Assistant monitoring and evaluation officer at masaka diocease medical services
Acasi data manager taso uganda at the aids support organisation(taso)
Operations Supervisor at LYTON EVENTS

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Data Entry Clerk at masaka
2.4.4 Names of officers the intern worked with and what they do
NAME TITLE/ROLE DUTTIES
Dorothy Palesa Nantagya Human Resource and
Operations Officer
 recruiting new staff
 looking after the
health, safety and
welfare of all
employees
 organising staff
training among
others.
Ssenfuka Frank Monitoring and Evaluation
Officer
Responsible for designing,
and implementing strategies
to measure the effectiveness
of programs and services.
Nankabirwa Prossy
District social worker  conduct interviews
with individuals and
families to assess and
review their situation
 undertake and write
up assessments
Lubega Deus Economic strengthening officer responsible for proper
documentation of socio-
economic activities
2.4.5 The relationship between different officers in executing the duties
and responsibilities
According to the internship perspective, the relationship had been perfect; this is because of
the hospitality the have showed be from the start until the end of internship However I had a
hale and hearty relationship with all the staff though some staff did not show interest to
interact freely with the intern due to their positions they held.
The internal supervisor was so much approachable and all the time available for support to
me as far as the training is concern.
2.5 Role of the work supervisor
Where there is learning taking place, there should be an instructor, for this reason, I was
assigned to Mr. Ssenfuka Frank as my internal supervisor who performed the following task.
Together with him, we designed the work plan to act as a guide for the procedures of the
internship program for intended period.

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He conducted general orientation for the purpose of familiarizing the me to the MDMS staff,
both classified and unclassified, on the first day of the first week.
The internal supervisor gave me explanation and guidance on issues which were not
perceptible by me, such as the mission statement, goal and the vision of the MDMS.
He gave me practical assignment on areas of concern to measure whether the I had
understood the subject matter.
2.6 Role of the university supervisor
Being a routine program for Muteesa 1 Royal University, supervisors are usually sent from
the institute to the various places where the interns are carrying out their industrial training,
thus Madam Nakato Constance was my external supervisor, the following are the roles of the
external supervisor:
Inspect and instruct the intern and the internal supervisor respectively, on matters concerning
the internship program, such as providing the internal supervisor with a form to fill in details
about the intern’s performance.
Provide a special guidance to the intern on how to write the final report of the industrial
program and as such he approves it for the award of marks by the examination council.

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CHAPTER THREE
FINDINGS/OBESVERSATION
3.0 Introduction
As a highlight of this chapter, it gives emphasis to the activities performed during the course
as it is the fundamental aspect of the internship program.
3.1 What the internee has learnt at the work place
Being the essence of the industrial training, I was subjected to the following activities as
discussed below:
1. After orientation by the supervisor on the first day. My first task was to
download packet tracer. One of the biggest advantages of cisco Packet tracer
is that is free tool. However, it’s only available to members off cisco
networking academy. After I configured a router and other devices as shown
below,
2. Windows installation was the major task on my second week. There are
many ways to install windows 8 on a PC. Before beginning the procedure, you
need to create a bootable installation media from the ISO file to be able to
install Windows 8 on your machine. You can use a USB flash drive, external
hard drive, or DVD to create the installation media.
Procedure:
Step 1: Connect the Windows 8 bootable USB to the PC or insert the bootable DVD into the optical
drive tray and reboot your machine.
Step 2: Press any key on the keyboard if you see “Press any key to boot from CD or DVD” message on
the screen. But if you are booting from a USB, Windows will automatically start loading the required
files to start the setup process. Once you press the key (if you are using DVD to boot) you will see
Windows loading all the files required to begin the setup process.

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Step 3: In the following screen, select your language, time, currency format, and keyboard
type. Keeping the default options should be fine for most of the users. Click Next button to continue
to the next step.
Step 4. Windows screen, click Install Now button to proceed to the License Agreement
screen. Check I accept the license terms option and click Next button

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Step 5: When you are asked to select the type of installation you want to perform, click on
Custom (advanced) option as you can’t upgrade from Windows 7 to Windows 8 Developer
Preview. Clicking on Custom (advanced) option will take you to drive selection screen where
you need to select the partition on which you want to install Windows 8.
Microsoft recommends a minimum of 16 GB free space for Windows 8 installation. But if
you are planning to install your favourite third-party software on Windows 8, we recommend
a partition with at least 30 GB free space. You can use the disk tools available under Drive
options to delete, format, and create new partitions.

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Microsoft recommends a minimum of 16 GB free space for Windows 8 installation. But if
you are planning to install your favourite third-party software on Windows 8, we recommend
a partition with at least 30 GB free space. You can use the disk tools available under Drive
options to delete, format, and create new partitions.
Select the partition and click Next button to begin installing Windows 8 on your machine.
Your PC may reboot during the process.
Printing machine was my major task on third week. The first task was to download printer
drivers. Here I was configuring computer that was unable to print. I downloaded drivers for

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task alfa 35010i printer. The purpose of printer driver is to enable the printer to
communicate with the computer. I successfully configured the computer and was very able
to print.
The printer also was not printing well and I was assigned a duty to clean the section where
the toner sits. I cleaned it very well using white soft tissue papers to remove distorted ink.
I also shared printer among the staff on network. Network printers can serve the printing
needs of multiple employees with a single printer.
Troubleshooting network connectivity and access to the internet. On troubleshooting I
checked the following:
 Checked if proxy has been added to the browser
 High speed modem/router need resetting or disconnected
 Computer needs to reboot
 Firewalls or software security misconfigured
 Software is misconfigured for access to the internet.
 It was a quite challenging and frustrating problem to solve for the first time due to
lacks of knowledge of what might have caused the problems made me understand
the role of proxy.
On troubleshooting the printer where the piece of paper jammed in the fuser unit, I did the
following,
 Pressed the front door release button
 Opened the front door
 Removed the toner cartridge
 Lifted the jam access cover
 Removed any jammed paper installed the toner cartridge closed the front door
Entering customer and account data from source documents like home visits within time
limits. Compiling, verifying accuracy and sorting information to prepare source data for
computer entry. Reviewing data for deficiencies or errors, correcting any incompatibilities
and checking output.
Manage backups, replications and disaster recovery plans of company mission critical
servers and database files to ensure redundancy.

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3.1 New knowledge and skills gained in each of the duties and
responsibilitis
I accumulated a lot of knowledge and skills during the field attachment. Each of the duties
and responsibilities as listed this section empowered and greatly impacted me on this career
Website Development and Publishing.
At the beginning of the field attachment, I onlyknew some basic HTML, CSS and PHP. New
skills and knowledge acquired included
 Using Bootstrap to create responsive websites,
 SVG to create scalable vector graphics
 New knowledge about the DOM and skills on how to manipulate it,
 Using D3.js to create data driven visualizations,
 Using jQuery to write less and do more JavaScript programing web functionalities.
 Skills of how to easily embed Google maps in a website
Software installations and configurations
. At the beginning of the field attachment, I had software installation skills in a GUI-based
windows environment:
 Had access to high speed Vodafone 4G internet, which was used to download and
install up-to-date versions of all required necessary software for web development.
 Acquired skills of how to install and configure software applications via CLI-based
terminals in Linux.
 I also learnt how to upgrade windows 8.1 to the newly released windows 10
operating system
Computer Hardware Troubleshooting
.During the internship period, I the intern worked on various computer hardware tasks. New
skills and knowledge acquired include:
Learnt how to solve the problem of blue screen of death resulting from MI Errors caused by
malfunctioning adapter cards.
Got more skills in troubleshooting laptops with startup problems caused by failed
power jacks and also discovered how to do powdered toner refill in LaserJet hp printers.
3.2 challenges noticed during the internship exercise that’s to say work
related
You're Afraid to Ask Questions

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All of a sudden, there's an influx of work, and you finally have the chance to prove yourself!
But, you're not sure about x, y, z ... You may feel the pressure to be an independent and
self-sufficient worker, but it's so much better to clarify uncertainties!
Supervisors Forget That You're New to the Field
Your supervisor gives you a project, but the directions don't quite make sense to you, or
you're having trouble seeing the bigger picture. This goes along with "don't assume." Ask,
ask, ask! It's your right as an intern, and it's their duty as a supervisor! They will be
impressed that you care about doing it right the first time or learning more about the overall
field.
It's a New Lifestyle
If you're a recent college graduate, you may be getting used to a new lifestyle that can be
quite jarring. Instead of waking up at ten and going to a few classes a day, you're sitting at a
desk from 9 to 5. You might be living with your parents to save money. The hours and the
new living situation clearly make socializing more difficult than before.
Coping with Unfamiliar Office Culture
It takes time to understand the organizational culture since it varies from office to office.
While some have a rigid structure, others are flexible and trying to observe organizational
structure during the first weeks of socializing poses a challenge for many. Based on your
observation of the prevailing culture, you can decide to be friendly or reserved in your
conduct.
3.3 challenges faced by workers
Lack of communication
Healthy communication is essential at all levels and aspects of the workplace, and a lack of
communication is a common workplace problem. It can also make fixing other challenges
more difficult. If you witness communication issues in your workplace, it's vital to create a
safe space for honest discussion, feedback, and an exchange of opinions. Encouraging
regular meetings, allowing colleagues to be honest, and providing a time and place to
express concerns, thoughts, and ideas positively are crucial to correcting a lack of
communication.
Performance issues
A decrease in performance is an issue that managers often see in their teams. If your team
members don't perform well, it can impact your performance and targets as well.
Performance issues in your team may also influence the company's financials and bottom

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line. It's important to quickly determine the reason for any performance issues while not
damaging any relationships with team members.
Lack of employee recognition
It can be uplifting and motivating for employees when their manager appreciates their hard
work. One challenge a workplace can have is a lack of recognition for an employee's
excellent work. The leadership team can attempt to recognize their team members and
praise them for their excellent work. There are many positive forms of recognition a
manager can say to an employee. Public appreciation and acknowledgment or performance-
based incentives can help motivate the entire team and ensure employees work efficiently.
Conflict management
Conflicts and disputes may arise between team members with divergent perspectives and
viewpoints. Some degree of disagreement and difference of opinion can help improve
innovation and include diverse views in decision-making. But, when left unchecked, conflict
can also negatively impact morale and productivity. In extreme cases, team members might
also leave the company due to issues with their colleagues or immediate supervisors.
Managers usually ensure that all conflicts between employees reach a resolution and team
members don't work against each other.
3.4 Challenges faced by the internees
There's Not Enough Work
As surprising as it may sound to some people, this could pose one of the top internship
problems. You expect you'd be given loads of tasks, but there isn't enough work assigned to
you. Thus, you're bored, underutilized, strumming your fingers at your desk, and tempted to
browse social media
There's Too Much Work
Because interns are just glad to get a foot in the door, some workplaces may take advantage
of young workers by giving them long hours of dull, repetitive work. You get tired and
exhausted at the end of every day, and it gradually affects your internship experience.
Being new at work can be overwhelming, especially if it’s a new workplace with new faces
and unfamiliar jobs.
Coping with Unfamiliar Office Culture
It takes time to understand the organizational culture since it varies from office to office.
While some have a rigid structure, others are flexible and trying to observe organizational
structure during the first weeks of socializing poses a challenge for many. Based on your

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observation of the prevailing culture, you can decide to be friendly or reserved in your
conduct.
Competition from Co-Interns
If you're not the only intern working at a company, you might experience a competitive
environment. Often, it’s not that your co-interns are competitive and trying to outdo you
but they're just being hardworking and high-spirited. So instead of taking it for granted, try
to work harder as your competition will make your internship much better
CHAPTER FOUR
SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENATIONS AT THE WORK PLACE
4.0 Introduction
Being the last chapter for this report, it puts emphasis on the assessment of the internship
program, conclusion as well as the recommendation to the challenges faced during the
training exercise to both the organization and the intern in particular.
4.1 Management of the internship program at the work place
The internship exercise was generally accepted and is recommended by Coordinator Masaka
Diocesan Dreams Consortium (Rev. Fr. Emmanuel Katabaazi S.) As part of their programs
to be implemented in masaka diocesan medical services limited.
Being one of the programs, the MDMS has allocated budget for the trainees, they provided
tea, water and at the end of the month as the staff get their salaries they have incentives to the
trainees as well.
This had given the staff that facilitated the training to put more effort and concern to help the
intern in the day to day activities of the MDMS, hence tightened the relationship between the
staff and the intern.

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During the training the interns are treated like any other staff of the MDMS, they provided
attendance book for the interns to record their in and out times and all staff are to be in office
at 8:00am and work starts at 9:00am till 5:00pm.
Just like the staff, the interns had been instructed to always put on white shirt and a black
trouser when at work; however the security personnel stopped the intern from putting coats
and ties for reasons known best to them.
MDMs as a sensitive institution of the government believes on confidentiality, this is
capitalized by the IT department by locking the computers as well as restricting the
computers for the intern to access other web site that might avail the details of the
organization.
Finally the internship program was very much valued by the MDMS as they accepted interns
who apply to accomplish their industrial training with them and provided them
recommendation letters to open way for their profession.
4.2 Discussions of the findings
Just like any quality program, internship is very much significant as far as the practical part
of learning is concern, some of which are cited as under:
It exposed the intern to the world of employment opportunities, as such, create a link between
the student and the employers which act as a stepping stone for the students to acquire job for
themselves.
It enables the intern to apply the knowledge acquired in the classroom in the work place, as
such increased the effectiveness and efficiency of the intern and improves his ability to work
in an office.
The internship program allows the intern to be innovative in pursuing professional course by
focusing on learning new things about the course pursued.
4.3 Recommendations for the identified problems
As student, a good supervisory relationship is pivotal to successful completion of your
degree. Ifthe relationship is not solid or turns sour, there can be serious consequences. A good
supervisorprovides expert guidance in your research. The support of a good supervisor after
graduation canalso provide you with good connections and references to bootstrap your
career. Read more aboutsupervisory relationships in the reference cited here: (How to Make
the Most out of YourSupervisory Relationship: Advice from Supervisors & Graduate
Students, 2010).Also get into the habit of documenting whatever task you do on a daily basis.
The records madeare not only important and useful when writing your final report, but also
very important as areference in future when faced with similar tasks

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4.4 conclusion
In conclusion, this report has four chapters each laid emphasis on specific aspect of the entire
information about the internship program and some details about the Masaka Diocesan
Medical Service Limited, the placement, procedures and the activities of the internship in the
field went successfully as planned by the institution and backed up by the organization,
therefore, internship is never a waste of time nor it is a misuse of resources, it should be
considered as vital to the intern as a good foundation to a building.

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