International Journal of Multidisciplinary Studies and Innovative Research

Students’ Attitude Towards Online Counselling: The Case of Higher Institutions in the Sunyani Municipality

2024-07-19T19:28:19+00:00

The study explores university students' attitudes towards online counselling within higher institutions in the Sunyani Municipality, focusing on Sunyani Technical University (STU) and the University of Energy and Natural Resources (UENR). As a result of the technological revolution and the impact of the COVID-19 pandemic, online counselling has emerged as a viable alternative to traditional face-to-face counselling. This research adopts a descriptive survey design, utilizing a sample size of 380 students selected through simple random sampling. The data were collected using a structured questionnaire and analysed using descriptive and inferential statistical methods. The findings indicate that students view online counselling as beneficial, particularly appreciating its convenience and flexibility in fitting into their busy schedules. However, despite recognizing its benefits, students expressed reservations about utilizing online counselling services, citing concerns about the lack of personal interaction, difficulties in establishing trust, and discomfort in discussing personal issues online. Gender-based differences were also observed, with male students demonstrating a more favourable attitude towards online counselling services than their female counterparts. The study underscores the need for online counselling platforms to address trust-building and personal connection issues to be more effective. Additionally, tailored strategies may be necessary to encourage female students to engage more with online counselling. These findings provide valuable insights for policymakers and educational institutions in designing and implementing more effective online counselling services that cater to the diverse needs of students in higher education.

The Impact of Organizational Culture on the Organizational Commitment of Lecturers at Private Universities in Ghana

2024-06-29T14:22:36+00:00

The purpose of this research is to look at the impact of organizational culture on the organizational commitment of lecturers in Ghanaian private universities. It sought to ascertain how the four components of organizational culture, namely clan, market, adhocracy, and hierarchical culture, influence organizational commitment. The data for this study was collected using a self-administered questionnaire and a survey research approach using a quantitative research design. This study's population included 120 lecturers from eight private universities in Ghana. The study discovered that organizational culture affects the organizational commitment of lecturers at Ghana's private universities. Clan culture and hierarchy culture, in particular, had a substantial impact on the organizational commitment of lecturers in Ghanaian private universities, whereas adhocracy culture and market cultures had no significant impact on organizational commitment. The study concludes that efforts to improve organizational commitment in private universities can only be accomplished by investigating the dimensions of organizational culture that will increase the level of commitment in the organization. Based on the findings, the study recommends that administrators of private universities establish frameworks in which all lecturers have equal influence and a family-like mentality. A culture that values collaboration, staff growth, and support produces a favorable work environment that increases lecturers' commitment to their institutions.

Knowledge, Attitude and Practice on Non-pharmacological Management of Hypertension among Hypertensive Patients Attending Kintampo Municipal Hospital

2024-04-06T18:58:21+00:00

Hypertension is a silent killer, responsible for 9.4 million deaths out of the total 17 million attributed to cardiovascular diseases in 2016. It can be prevented or controlled through lifestyle modifications. In recognizing the importance of non-pharmacological approaches in managing hypertension, this study was conducted to assess the knowledge, attitude, and practice of non-pharmacological management of hypertension among hypertensive patients attending Kintampo Municipal Hospital. A hospital-based descriptive cross-sectional study design was employed, and a simple random sampling technique was used. A total of 183 participants were included in the study out of the 255 hypertensive patients on the register using Yamane’s formula with each respondent administered a closed-ended questionnaire. Data was analyzed using Stata version 15. There was a poor knowledge of hypertension and its non-pharmacological management among respondents. The attitude and practice toward non-pharmacological management of hypertension were negative among the respondents. A chi-square analysis showed a statistically significant association between respondents’ knowledge of non-pharmacological management of hypertension and their level of education (X² [4, N=183] = 8.69, P=0.031, Փ_c=0.244). The attitude toward non-pharmacological management of hypertension and the age category of the respondents was significantly associated (X²[3, N=183] = 11.54, P=0.048, Փ_c=0.498). There was a lack of knowledge regarding lifestyle management among patients with hypertension, which was linked to a low degree of formal education. Negative attitudes and poor practices for the lifestyle management of hypertension were also due to the lack of knowledge. To ensure adherence to lifestyle modifications, it is necessary to strengthen education on lifestyle management of hypertension at the hypertension clinic among hypertensive patients.

Optimised Open Pit Design Using Minessight Software - A Case Study at the Bisha Mining Share Company, Eritrea East Africa

2024-07-17T08:07:07+00:00

This study investigates the optimization of open pit design using the Lerchs-Grossman (LG) method within the Minesight Economic Planner software, focusing on the Volcanogenic Massive Sulphide (VMS) orebody at the Bisha Mining Share Company in Eritrea, East Africa. The primary objective is to develop an optimized pit outline that ensures both profitability and safety, considering geological, geotechnical, and economic factors. The research employs a systematic methodology encompassing literature review, comprehensive data collection, and iterative pit optimization and design processes. Key inputs include geological data, geotechnical parameters, and economic variables such as fluctuating metal prices. Geotechnical assessments by BGC Engineering provided critical insights into slope stability and rock mass characteristics, essential for safe pit design. The LG method facilitated the generation of optimized pit shells, which were refined to produce detailed pit designs incorporating practical mining considerations. Results indicated an optimized pit containing 28.31 million tonnes of ore with significant grades of gold, silver, copper, and zinc, with a minimal deviation of 2% from the detailed design. This study underscores the efficacy of integrating advanced computational tools and multidisciplinary data in open pit optimization, demonstrating the approach's robustness in achieving feasible and profitable mining operations. The findings also highlight the importance of dynamic economic modeling and continuous geotechnical evaluation to adapt to market fluctuations and ensure long-term operational stability. This research contributes valuable methodologies and insights for the mining industry, promoting enhanced efficiency, safety, and sustainability in open pit mining practices.

The Impact of Process Consultant Personality Traits on the Success of Consulting Assignments

2024-06-29T13:03:40+00:00

The dynamic character of today's business environment has increased the importance of consulting assignments, particularly those involving organizational development (OD) and change management. This study investigates the impact of process consultants' personality traits on the success of consulting assignments, addressing a significant gap in empirical research concerning the influence of individual personality factors on consulting outcomes. The study utilized a quantitative research design, employing standardized questionnaires to assess personality attributes, client satisfaction, and consulting assignment success. The Big Five Inventory (BFI) was used to measure personality traits, while custom-developed questionnaires evaluated client satisfaction and consulting outcomes. Data collection was conducted through online surveys distributed to process consultants using purposive and snowball sampling strategies. The collected data were analyzed using SPSS, with Pearson correlation coefficients and multiple regression analysis employed to explore the relationships between personality traits and consulting success. The reliability of the questionnaire items was confirmed with a Cronbach's Alpha of 0.898, indicating high internal consistency. The regression model revealed that emotional stability was the only significant predictor of consulting assignment success among the Big Five traits (β = 0.282, p = 0.007). Other traits, such as extraversion, agreeableness, conscientiousness, and openness to experience, showed positive but non-significant associations with consulting success. The study found that emotionally stable consultants, who remain calm and composed under pressure, significantly contribute to successful consulting outcomes. Traits like extraversion and agreeableness, while traditionally viewed as advantageous, did not significantly predict consulting success, highlighting the importance of balancing these traits with active listening and assertiveness. Conscientiousness, typically associated with high-quality work, was not a significant predictor, suggesting that extreme conscientiousness may hinder adaptability. Openness to experience showed a non-significant negative impact, emphasizing the need for practical implementation strategies. This study underscores the pivotal role of emotional stability in the success of consulting assignments while challenging conventional perceptions of the Big Five traits. To enhance consulting assignment success, it is recommended that consulting firms prioritize emotional stability in recruitment and training, using psychological evaluations and stress management techniques.

Socio-demographic factors Influencing National Health Insurance Registration for Free Maternal Healthcare among Pregnant Women in a Rural District in Ghana

2024-05-10T02:55:54+00:00

Access to maternal healthcare services is crucial in reducing maternal mortality rates, particularly in rural areas of developing countries like Ghana. The National Health Insurance Scheme (NHIS) in Ghana offers free maternal healthcare services to registered pregnant women, yet uptake remains low in rural districts. Understanding the socio-demographic factors influencing NHIS registration among pregnant women is essential for targeted interventions to improve maternal health outcomes. A cross-sectional study was conducted in a rural district in Ghana, involving pregnant women accessing antenatal care services. A structured questionnaire was administered to collect socio-demographic data and information on NHIS registration status. Data were analyzed using descriptive statistics and logistic regression to determine factors associated with NHIS registration. The prevalence of National Health Insurance Scheme (NHIS) registration among the interviewed pregnant women was exceptionally high, reaching 98%, with approximately 87% maintaining active NHIS membership. NHIS registration exhibited statistically significant associations with marital status (χ2=7.20; p=0.01). Moreover, the maintenance of active NHIS membership was significantly associated with various demographic factors, including age (χ2=5.00; p=0.03), educational level (χ2=8.77; p=0.00), marital status (χ2=5.38; p=0.02), and gestational age of pregnancy (χ2=5.84; p=0.02). Married respondents demonstrated a twofold likelihood of NHIS registration compared to their unmarried counterparts (AOR=2.05, [95%CI (1.53-39.69)], p=0.013). Conversely, respondents aged over 19 years were 0.5 times less likely to maintain active NHIS membership compared to teenage respondents (AOR=0.95, [95%CI (1.00-6.667)], p=0.050). Notably, respondents in their 35th week of pregnancy exhibited twice the likelihood of maintaining active NHIS membership compared to those with pregnancies below 35 weeks (AOR=2.08, [95%CI (1.03-61.80)], p=0.047). Socio-demographic factors such as age, education level, marital status, and gestational age of pregnancy significantly influence active membership of National Health Insurance for free maternal healthcare among pregnant women in rural Ghana. These findings underscore the importance of targeted interventions to address socio-demographic disparities and enhance NHIS registration among pregnant women, ultimately improving maternal and child health outcomes in rural Ghana.

Performance Appraisal and It’s Fairness on Employees

2024-06-24T09:03:29+00:00

Performance appraisal is a crucial process in any organization as it affects employees' job satisfaction, motivation, and career development. The perception of fairness in performance appraisals is an essential factor that influences employees' attitudes toward their work and their relationship with their managers. The review examined the perception and the fairness of performance appraisal and its effect on organizational commitment. The study made use of secondary data in the form of published information by other writers. The fairness in performance appraisals is subjective and varies among employees. Differences in perceptions can be attributed to factors such as personal experiences, organizational culture, and individual personality traits. Additionally, research has shown that the perceived fairness of performance appraisals can significantly affect organizational commitment. To ensure a fair and effective performance appraisal process, the review recommends that organizations should consider implementing strategies that promote transparency, open communication, and equal treatment for all employees. To be relevant, the appraisal must include all the pertinent criteria for evaluating performance and exclude criteria that are irrelevant to job performance.