y y

NAME; INDEX # SUBJECT;

EMMANUEL OBEN TMA 126/10 RESEARCH PROPOSAL

y y y y

THE IMPACT OF JOB ROTATION IN AN EMPLOYEE PERFORMANCE A case study of Tema Port

y y

Introduction: Organizational commitment is employees commitment to the organization. It has two facets; one the organizations perspective and the other employees. Commitment can be in form of the nature of relationship between an employee and the organization or relationship to a variety of entities. Commitment can be observed as an attitude or mindset where the commitment arises due to convergence of goals and values and develops prospectively. Organizational commitment has been defined as a psychological state that characterizes an employees relationship with an organization and has implications for the decision to continue membership of the organization (Meyer and Allen 1991).

Organizations are faced with the challenges of human resource development and management. Todays business environment requires that companies maintain maximum flexibility in order to adapt to the changing demands of the marketplace. For decades, multinational companies from around the world have eagerly embraced globalization and strived to develop and implement a worldwide competition. An aggressive campaign to boost profitability, increase market share, and improve customer satisfaction has been launched by a group of leaders.

In response to this development, small and mid size companies are using contract workers to augment their regular or core work force. There are both core workers (employed on long-term, permanent contract) and contract workers (employed on shortterm, temporary contract) in the companies. So employment depending on customer demand cannot be stable and guaranteed. They can be brought in for just the duration of a particular project, or the company may choose to develop a long-term relationship with selected individuals. These workers augment the regular work force, offering firms the flexibility to assign additional labour tasks. The quality of work performed and the level of employee motivation are the potential weak points in contract employment arrangements. Contract work is characterized by job insecurity and a lack of control and lead to a lack of organizational commitment and job satisfaction.

Employee turnover is significant to labour productivity and subsequent organizational success. Labour turnover is an inevitable phenomenon in the labour market. Voluntary and involuntary turnover of employees involve costs of separation, recruitment and training and job search for both firm and the employee.

y It is clear that the organization has a responsibility to lead engagement, and there are

several key areas the organization can address to encourage engagement among its employees. Leadership, effective management, open, two-way communication, pay and benefits, fair and equal treatment, employing the right workforce, career development and training, working hours, and health and safety are all aspects of the work environment that organizations can control and influence and have been found to impact upon engagement levels. However, there is no one size fits all model of engagement, and different employees will place different emphases on the extent to which they value each of these elements in return for going the extra mile.
y

Secondly, attracting and retaining the right caliber of employees is critical to the success of every organization. It is the dream of every employer to retain his employees. This is because, the process of recruitment is a very hectic task considering the time and cost involved in recruiting new staff each time a position is left vacant by an employee.

Labour turnover has become an undeniable reality in many organizations. Getting and keeping efficient employees is a challenge for every organization regardless of the type of institution. Employees move from one organization to the other in search of higher paying jobs.

Without adequate compensation, current employees are likely to leave and replacement will be difficult to find. Compensation does more than provide for the physiological needs of employees. What a person is paid indicates his or her worth to an organization. It is therefore one of the major methods used to attract employees and motivate them for more effective performance.

Salaries and wages as well as other incentives and employee benefits are important to an organization because they are a source of determining employee satisfaction and affect the quality of workers that an organization can attract.

y y

Statement of Research Problem The maritime industry in Ghana has become very competitive in recent years due to privatization of some aspect of the activities in our ports and the improvement in service delivery through the use of advance technology. Though a number of companies may cause the employee to leave the organization, job dissatisfaction appears to be the major adverse effect. To retain efficient employees, management must ensure that steps are taken to overcome the compensation problems in the organization. In order to maximize the best out employees, the authorities at the Tema Port have resorted to employee rotation an attempt to reduce employee burden. As much as this desirable for the organization it is affecting the employees performance in several ways. The purpose of this study is to identify the impact of employee rotation on employee performance.

y y

Significance of the Study This study will bring to light the significant of compensation as a tool for employee retention and will contribute to knowledge and literatures that will focus on how reward can be well managed to enable management develop a broader perspective on the human resource. Furthermore, this study is to provide valuable information for human resource practitioners and the Human Resource Department of Ghana ports and harbours authority to improve the process of rewarding its employees.

y y

Main Objectives of the Study The specific objectives of the study are:

y y y y

1. To identify the types of work assigned to employees 2. To determine factors the influence employee rotation. 3 To identity the effect of compensation and retention of employees. 4. To determine the influence of employee rotation on employee performance on the job

y y y

Scope of Study

Essentially, the study will be limited to the employees of Ghana Ports and Harbour Authority. The scope of this study covers all activities of GPHA with regard to whether they had been able to attract more workers and what measures they have taken to retain productive employees.

y y

Limitation of Study There is no research without a problem and this research was no exception. Although it would have been ideal to conduct this study on the ports in Ghana, due to time constraints, financial and human resources needed for this study, the study is limited to examining the impact of the shift-system on employee performance.

y y

Research methodology This section focuses on the procedures to be used in this study to examine the impact of job rotation on employee performance and the comprehension of its concepts. It restricts the study to the description of the methods used in data collection and analysis in order to arrive at research conclusions. It further describes the procedures that were followed and instruments used in relevant data collection and analysis.

y y

Research design The study will be conducted at Tema Port. The researchers interest in Tema Port arises from his many years of working at the port. The researcher will sample officials of the Tema Port and employees. The choice of these samples is to ensure that no detail within the reach of the researcher is left out.

y y

Data collection The researcher will interview fifty (50) carefully selected respondents. Responses to questions would be coded, tabulated and processed using the Statistical Package for Social Sciences (SPSS) software and will be analyzed using frequencies with mean, mode and median indicated. Percentages will be worked out to indicate positions with measures of central tendencies and measures of dispersions. Dependent and independent variables will be used for regression analysis. Other data will be statistically treated for scientific, objective interpretations.

Deriving from the above, data will be presented in tables, graphs, charts, etc. Findings will be deduced from these followed by logical conclusions which will form the basis for appropriate recommendations.

y y

Ethical Permission Before embarking on interviews, administering the research instrument (questionnaire), and other data collection method suitable for this study, permission will be sought from relevant individuals and departments of agencies to be sampled. This is to avoid unauthorized acquisition of data and rights infringement.

The researcher intends to avoid request for names of respondents, as this will not form the basis for analyzing the research instruments. Commercially sensitive data will be

handled with utmost discretion and for analytical purpose only. This will form part of my proposal to relevant departments whose staff I intend to seek data and documents for analysis so as to facilitate my findings.

y y

NAME; INDEX # SUBJECT;

EMMANUEL OBEN TMA 126/10 RESEARCH PROPOSAL

y y y y

THE IMPACT OF JOB ROTATION IN AN EMPLOYEE PERFORMANCE A case study of Tema Port

y y

Introduction: Organizational commitment is employees commitment to the organization. It has two facets; one the organizations perspective and the other employees. Commitment can be in form of the nature of relationship between an employee and the organization or relationship to a variety of entities. Commitment can be observed as an attitude or mindset where the commitment arises due to convergence of goals and values and

develops prospectively. Organizational commitment has been defined as a psychological state that characterizes an employees relationship with an organization and has implications for the decision to continue membership of the organization (Meyer and Allen 1991).
y

Organizations are faced with the challenges of human resource development and management. Todays business environment requires that companies maintain maximum flexibility in order to adapt to the changing demands of the marketplace. For decades, multinational companies from around the world have eagerly embraced globalization and strived to develop and implement a worldwide competition. An aggressive campaign to boost profitability, increase market share, and improve customer satisfaction has been launched by a group of leaders.

In response to this development, small and mid size companies are using contract workers to augment their regular or core work force. There are both core workers (employed on long-term, permanent contract) and contract workers (employed on shortterm, temporary contract) in the companies. So employment depending on customer demand cannot be stable and guaranteed. They can be brought in for just the duration of a particular project, or the company may choose to develop a long-term relationship with selected individuals. These workers augment the regular work force, offering firms the flexibility to assign additional labour tasks. The quality of work performed and the level of employee motivation are the potential weak points in contract employment arrangements. Contract work is characterized by job insecurity and a lack of control and lead to a lack of organizational commitment and job satisfaction.

Employee turnover is significant to labour productivity and subsequent organizational success. Labour turnover is an inevitable phenomenon in the labour market. Voluntary and involuntary turnover of employees involve costs of separation, recruitment and training and job search for both firm and the employee.

y y It is clear that the organization has a responsibility to lead engagement, and there are

several key areas the organization can address to encourage engagement among its employees. Leadership, effective management, open, two-way communication, pay and benefits, fair and equal treatment, employing the right workforce, career development and training, working hours, and health and safety are all aspects of the work environment that organizations can control and influence and have been found to impact upon engagement levels. However, there is no one size fits all model of engagement, and different employees will place different emphases on the extent to which they value each of these elements in return for going the extra mile.
y

Secondly, attracting and retaining the right caliber of employees is critical to the success of every organization. It is the dream of every employer to retain his employees. This is because, the process of recruitment is a very hectic task considering the time and cost involved in recruiting new staff each time a position is left vacant by an employee.

Labour turnover has become an undeniable reality in many organizations. Getting and keeping efficient employees is a challenge for every organization regardless of the type of institution. Employees move from one organization to the other in search of higher paying jobs.

Without adequate compensation, current employees are likely to leave and replacement will be difficult to find. Compensation does more than provide for the physiological needs of employees. What a person is paid indicates his or her worth to an organization. It is therefore one of the major methods used to attract employees and motivate them for more effective performance.

Salaries and wages as well as other incentives and employee benefits are important to an organization because they are a source of determining employee satisfaction and affect the quality of workers that an organization can attract.

y y

Statement of Research Problem The maritime industry in Ghana has become very competitive in recent years due to privatization of some aspect of the activities in our ports and the improvement in service delivery through the use of advance technology. Though a number of companies may cause the employee to leave the organization, job dissatisfaction appears to be the major adverse effect. To retain efficient employees, management must ensure that steps are taken to overcome the compensation problems in the organization. In order to maximize the best out employees, the authorities at the Tema Port have resorted to employee rotation an attempt to reduce employee burden. As much as this desirable for the organization it is affecting the employees performance in several ways. The purpose of this study is to identify the impact of employee rotation on employee performance.

y y

Significance of the Study This study will bring to light the significant of compensation as a tool for employee retention and will contribute to knowledge and literatures that will focus on how reward can be well managed to enable management develop a broader perspective on the human

resource. Furthermore, this study is to provide valuable information for human resource practitioners and the Human Resource Department of Ghana ports and harbours authority to improve the process of rewarding its employees.
y y y y y y

Main Objectives of the Study The specific objectives of the study are: 1. To identify the types of work assigned to employees 2. To determine factors the influence employee rotation. 3 To identity the effect of compensation and retention of employees. 4. To determine the influence of employee rotation on employee performance on the job

y y y

Scope of Study

Essentially, the study will be limited to the employees of Ghana Ports and Harbour Authority. The scope of this study covers all activities of GPHA with regard to whether they had been able to attract more workers and what measures they have taken to retain productive employees.

y y

Limitation of Study There is no research without a problem and this research was no exception. Although it would have been ideal to conduct this study on the ports in Ghana, due to time constraints, financial and human resources needed for this study, the study is limited to examining the impact of the shift-system on employee performance.

Research methodology

This section focuses on the procedures to be used in this study to examine the impact of job rotation on employee performance and the comprehension of its concepts. It restricts the study to the description of the methods used in data collection and analysis in order to arrive at research conclusions. It further describes the procedures that were followed and instruments used in relevant data collection and analysis.

y y

Research design The study will be conducted at Tema Port. The researchers interest in Tema Port arises from his many years of working at the port. The researcher will sample officials of the Tema Port and employees. The choice of these samples is to ensure that no detail within the reach of the researcher is left out.

y y

Data collection The researcher will interview fifty (50) carefully selected respondents. Responses to questions would be coded, tabulated and processed using the Statistical Package for Social Sciences (SPSS) software and will be analyzed using frequencies with mean, mode and median indicated. Percentages will be worked out to indicate positions with measures of central tendencies and measures of dispersions. Dependent and independent variables will be used for regression analysis. Other data will be statistically treated for scientific, objective interpretations.

Deriving from the above, data will be presented in tables, graphs, charts, etc. Findings will be deduced from these followed by logical conclusions which will form the basis for appropriate recommendations.

Ethical Permission

Before embarking on interviews, administering the research instrument (questionnaire), and other data collection method suitable for this study, permission will be sought from relevant individuals and departments of agencies to be sampled. This is to avoid unauthorized acquisition of data and rights infringement.

The researcher intends to avoid request for names of respondents, as this will not form the basis for analyzing the research instruments. Commercially sensitive data will be handled with utmost discretion and for analytical purpose only. This will form part of my proposal to relevant departments whose staff I intend to seek data and documents for analysis so as to facilitate my findings.

y y

NAME; INDEX # SUBJECT;

EMMANUEL OBEN TMA 126/10 RESEARCH PROPOSAL

y y y y

THE IMPACT OF JOB ROTATION IN AN EMPLOYEE PERFORMANCE A case study of Tema Port

y y

Introduction: Organizational commitment is employees commitment to the organization. It has two facets; one the organizations perspective and the other employees. Commitment can be in form of the nature of relationship between an employee and the organization or relationship to a variety of entities. Commitment can be observed as an attitude or mindset where the commitment arises due to convergence of goals and values and develops prospectively. Organizational commitment has been defined as a psychological state that characterizes an employees relationship with an organization and has implications for the decision to continue membership of the organization (Meyer and Allen 1991).

Organizations are faced with the challenges of human resource development and management. Todays business environment requires that companies maintain maximum flexibility in order to adapt to the changing demands of the marketplace. For decades, multinational companies from around the world have eagerly embraced globalization and strived to develop and implement a worldwide competition. An aggressive campaign to boost profitability, increase market share, and improve customer satisfaction has been launched by a group of leaders.

In response to this development, small and mid size companies are using contract workers to augment their regular or core work force. There are both core workers (employed on long-term, permanent contract) and contract workers (employed on shortterm, temporary contract) in the companies. So employment depending on customer demand cannot be stable and guaranteed. They can be brought in for just the duration of a particular project, or the company may choose to develop a long-term relationship with

selected individuals. These workers augment the regular work force, offering firms the flexibility to assign additional labour tasks. The quality of work performed and the level of employee motivation are the potential weak points in contract employment arrangements. Contract work is characterized by job insecurity and a lack of control and lead to a lack of organizational commitment and job satisfaction.
y

Employee turnover is significant to labour productivity and subsequent organizational success. Labour turnover is an inevitable phenomenon in the labour market. Voluntary and involuntary turnover of employees involve costs of separation, recruitment and training and job search for both firm and the employee.

y y It is clear that the organization has a responsibility to lead engagement, and there are

several key areas the organization can address to encourage engagement among its employees. Leadership, effective management, open, two-way communication, pay and benefits, fair and equal treatment, employing the right workforce, career development and training, working hours, and health and safety are all aspects of the work environment that organizations can control and influence and have been found to impact upon engagement levels. However, there is no one size fits all model of engagement, and different employees will place different emphases on the extent to which they value each of these elements in return for going the extra mile.
y

Secondly, attracting and retaining the right caliber of employees is critical to the success of every organization. It is the dream of every employer to retain his employees. This is because, the process of recruitment is a very hectic task considering the time and cost involved in recruiting new staff each time a position is left vacant by an employee.

Labour turnover has become an undeniable reality in many organizations. Getting and keeping efficient employees is a challenge for every organization regardless of the type of institution. Employees move from one organization to the other in search of higher paying jobs.

Without adequate compensation, current employees are likely to leave and replacement will be difficult to find. Compensation does more than provide for the physiological needs of employees. What a person is paid indicates his or her worth to an organization. It is therefore one of the major methods used to attract employees and motivate them for more effective performance.

Salaries and wages as well as other incentives and employee benefits are important to an organization because they are a source of determining employee satisfaction and affect the quality of workers that an organization can attract.

y y

Statement of Research Problem The maritime industry in Ghana has become very competitive in recent years due to privatization of some aspect of the activities in our ports and the improvement in service delivery through the use of advance technology. Though a number of companies may cause the employee to leave the organization, job dissatisfaction appears to be the major adverse effect. To retain efficient employees, management must ensure that steps are taken to overcome the compensation problems in the organization. In order to maximize the best out employees, the authorities at the Tema Port have resorted to employee rotation an attempt to reduce employee burden. As much as this desirable for the organization it is affecting the employees performance in several ways. The purpose of this study is to identify the impact of employee rotation on employee performance.

y y

Significance of the Study This study will bring to light the significant of compensation as a tool for employee retention and will contribute to knowledge and literatures that will focus on how reward can be well managed to enable management develop a broader perspective on the human resource. Furthermore, this study is to provide valuable information for human resource practitioners and the Human Resource Department of Ghana ports and harbours authority to improve the process of rewarding its employees.

y y y y y y

Main Objectives of the Study The specific objectives of the study are: 1. To identify the types of work assigned to employees 2. To determine factors the influence employee rotation. 3 To identity the effect of compensation and retention of employees. 4. To determine the influence of employee rotation on employee performance on the job

y y y

Scope of Study

Essentially, the study will be limited to the employees of Ghana Ports and Harbour Authority. The scope of this study covers all activities of GPHA with regard to whether they had been able to attract more workers and what measures they have taken to retain productive employees.

Limitation of Study

There is no research without a problem and this research was no exception. Although it would have been ideal to conduct this study on the ports in Ghana, due to time constraints, financial and human resources needed for this study, the study is limited to examining the impact of the shift-system on employee performance.

y y

Research methodology This section focuses on the procedures to be used in this study to examine the impact of job rotation on employee performance and the comprehension of its concepts. It restricts the study to the description of the methods used in data collection and analysis in order to arrive at research conclusions. It further describes the procedures that were followed and instruments used in relevant data collection and analysis.

y y

Research design The study will be conducted at Tema Port. The researchers interest in Tema Port arises from his many years of working at the port. The researcher will sample officials of the Tema Port and employees. The choice of these samples is to ensure that no detail within the reach of the researcher is left out.

y y

Data collection The researcher will interview fifty (50) carefully selected respondents. Responses to questions would be coded, tabulated and processed using the Statistical Package for Social Sciences (SPSS) software and will be analyzed using frequencies with mean, mode and median indicated. Percentages will be worked out to indicate positions with measures of central tendencies and measures of dispersions. Dependent and independent variables will be used for regression analysis. Other data will be statistically treated for scientific, objective interpretations.

Deriving from the above, data will be presented in tables, graphs, charts, etc. Findings will be deduced from these followed by logical conclusions which will form the basis for appropriate recommendations.

y y

Ethical Permission Before embarking on interviews, administering the research instrument (questionnaire), and other data collection method suitable for this study, permission will be sought from relevant individuals and departments of agencies to be sampled. This is to avoid unauthorized acquisition of data and rights infringement.

The researcher intends to avoid request for names of respondents, as this will not form the basis for analyzing the research instruments. Commercially sensitive data will be handled with utmost discretion and for analytical purpose only. This will form part of my proposal to relevant departments whose staff I intend to seek data and documents for analysis so as to facilitate my findings.

y y

NAME; INDEX # SUBJECT;

EMMANUEL OBEN TMA 126/10 RESEARCH PROPOSAL

y y

y y

THE IMPACT OF JOB ROTATION IN AN EMPLOYEE PERFORMANCE A case study of Tema Port

y y

Introduction: Organizational commitment is employees commitment to the organization. It has two facets; one the organizations perspective and the other employees. Commitment can be in form of the nature of relationship between an employee and the organization or relationship to a variety of entities. Commitment can be observed as an attitude or mindset where the commitment arises due to convergence of goals and values and develops prospectively. Organizational commitment has been defined as a psychological state that characterizes an employees relationship with an organization and has implications for the decision to continue membership of the organization (Meyer and Allen 1991).

Organizations are faced with the challenges of human resource development and management. Todays business environment requires that companies maintain maximum flexibility in order to adapt to the changing demands of the marketplace. For decades, multinational companies from around the world have eagerly embraced globalization and strived to develop and implement a worldwide competition. An aggressive campaign to boost profitability, increase market share, and improve customer satisfaction has been launched by a group of leaders.

In response to this development, small and mid size companies are using contract workers to augment their regular or core work force. There are both core workers (employed on long-term, permanent contract) and contract workers (employed on shortterm, temporary contract) in the companies. So employment depending on customer demand cannot be stable and guaranteed. They can be brought in for just the duration of a particular project, or the company may choose to develop a long-term relationship with selected individuals. These workers augment the regular work force, offering firms the flexibility to assign additional labour tasks. The quality of work performed and the level of employee motivation are the potential weak points in contract employment arrangements. Contract work is characterized by job insecurity and a lack of control and lead to a lack of organizational commitment and job satisfaction.

Employee turnover is significant to labour productivity and subsequent organizational success. Labour turnover is an inevitable phenomenon in the labour market. Voluntary and involuntary turnover of employees involve costs of separation, recruitment and training and job search for both firm and the employee.

y y It is clear that the organization has a responsibility to lead engagement, and there are

several key areas the organization can address to encourage engagement among its employees. Leadership, effective management, open, two-way communication, pay and benefits, fair and equal treatment, employing the right workforce, career development and training, working hours, and health and safety are all aspects of the work environment that organizations can control and influence and have been found to impact upon engagement levels. However, there is no one size fits all model of engagement,

and different employees will place different emphases on the extent to which they value each of these elements in return for going the extra mile.
y

Secondly, attracting and retaining the right caliber of employees is critical to the success of every organization. It is the dream of every employer to retain his employees. This is because, the process of recruitment is a very hectic task considering the time and cost involved in recruiting new staff each time a position is left vacant by an employee.

Labour turnover has become an undeniable reality in many organizations. Getting and keeping efficient employees is a challenge for every organization regardless of the type of institution. Employees move from one organization to the other in search of higher paying jobs.

Without adequate compensation, current employees are likely to leave and replacement will be difficult to find. Compensation does more than provide for the physiological needs of employees. What a person is paid indicates his or her worth to an organization. It is therefore one of the major methods used to attract employees and motivate them for more effective performance.

Salaries and wages as well as other incentives and employee benefits are important to an organization because they are a source of determining employee satisfaction and affect the quality of workers that an organization can attract.

y y

Statement of Research Problem The maritime industry in Ghana has become very competitive in recent years due to privatization of some aspect of the activities in our ports and the improvement in service delivery through the use of advance technology. Though a number of companies may cause the employee to leave the organization, job dissatisfaction appears to be the major

adverse effect. To retain efficient employees, management must ensure that steps are taken to overcome the compensation problems in the organization. In order to maximize the best out employees, the authorities at the Tema Port have resorted to employee rotation an attempt to reduce employee burden. As much as this desirable for the organization it is affecting the employees performance in several ways. The purpose of this study is to identify the impact of employee rotation on employee performance.
y y

Significance of the Study This study will bring to light the significant of compensation as a tool for employee retention and will contribute to knowledge and literatures that will focus on how reward can be well managed to enable management develop a broader perspective on the human resource. Furthermore, this study is to provide valuable information for human resource practitioners and the Human Resource Department of Ghana ports and harbours authority to improve the process of rewarding its employees.

y y y y y y

Main Objectives of the Study The specific objectives of the study are: 1. To identify the types of work assigned to employees 2. To determine factors the influence employee rotation. 3 To identity the effect of compensation and retention of employees. 4. To determine the influence of employee rotation on employee performance on the job

y y

Scope of Study

Essentially, the study will be limited to the employees of Ghana Ports and Harbour Authority. The scope of this study covers all activities of GPHA with regard to whether they had been able to attract more workers and what measures they have taken to retain productive employees.

y y

Limitation of Study There is no research without a problem and this research was no exception. Although it would have been ideal to conduct this study on the ports in Ghana, due to time constraints, financial and human resources needed for this study, the study is limited to examining the impact of the shift-system on employee performance.

y y

Research methodology This section focuses on the procedures to be used in this study to examine the impact of job rotation on employee performance and the comprehension of its concepts. It restricts the study to the description of the methods used in data collection and analysis in order to arrive at research conclusions. It further describes the procedures that were followed and instruments used in relevant data collection and analysis.

y y

Research design The study will be conducted at Tema Port. The researchers interest in Tema Port arises from his many years of working at the port. The researcher will sample officials of the Tema Port and employees. The choice of these samples is to ensure that no detail within the reach of the researcher is left out.

y y

Data collection The researcher will interview fifty (50) carefully selected respondents. Responses to questions would be coded, tabulated and processed using the Statistical Package for

Social Sciences (SPSS) software and will be analyzed using frequencies with mean, mode and median indicated. Percentages will be worked out to indicate positions with measures of central tendencies and measures of dispersions. Dependent and independent variables will be used for regression analysis. Other data will be statistically treated for scientific, objective interpretations.
y

Deriving from the above, data will be presented in tables, graphs, charts, etc. Findings will be deduced from these followed by logical conclusions which will form the basis for appropriate recommendations.

y y

Ethical Permission Before embarking on interviews, administering the research instrument (questionnaire), and other data collection method suitable for this study, permission will be sought from relevant individuals and departments of agencies to be sampled. This is to avoid unauthorized acquisition of data and rights infringement.

The researcher intends to avoid request for names of respondents, as this will not form the basis for analyzing the research instruments. Commercially sensitive data will be handled with utmost discretion and for analytical purpose only. This will form part of my proposal to relevant departments whose staff I intend to seek data and documents for analysis so as to facilitate my findings.