International Journal of Multidisciplinary Studies and Innovative Research

Empirical and Theological Approaches in Evangelical Missions: A Comparative Analysis of Donald McGavran and Leslie Newbigin's Strategies in the Ghanaian Context

Isaac Bright Fosu Kusi — 2024-09-14

This comparative analysis examines the missiological approaches of Donald McGavran and Leslie Newbigin within the Ghanaian evangelical context, emphasizing their divergent strategies for church growth and societal engagement. McGavran, known as the architect of the Church Growth Movement, advocates for a results-oriented approach, emphasizing the importance of strategic evangelism targeted at homogeneous groups to facilitate numerical church expansion. His methodology, grounded in empirical data and sociological insights, focuses on measurable outcomes, offering a structured framework for mission work. Conversely, Newbigin's missiology presents a theologically rich approach that emphasizes cultural engagement and societal transformation. Influenced by his missionary work in India and Europe, Newbigin argues for the church’s role in challenging societal norms and presenting the gospel as a public truth that addresses broader societal issues. This analysis explores the strengths and limitations of both approaches, highlighting the relevance of McGavran’s strategic focus and Newbigin’s call for cultural engagement in the dynamic and culturally complex Ghanaian context. By synthesizing these perspectives, the study proposes a comprehensive mission strategy that balances the need for numerical church growth with the imperative of societal transformation. This integrated approach enhances the effectiveness of evangelical missions in Ghana and ensures that the church contributes meaningfully to social development. The analysis underscores the importance of a missiological framework that is both contextually aware and theologically grounded, providing valuable insights for contemporary mission strategies in multicultural and pluralistic societies.

The Efficacy of Performance Appraisal Systems in Educational Institutions: Insights from the Jaman North District of Ghana

Aminatu Osman — 2024-09-14

This study investigates the efficacy of performance appraisal systems (PAS) in educational institutions, with a focus on the Jaman North District of Ghana. Performance appraisal systems are critical in enhancing job satisfaction, organizational commitment, and overall educational quality. Despite their importance, many educational institutions struggle with effective implementation due to challenges such as bias, lack of standardized criteria, and insufficient training. This research employs a descriptive case study design, integrating both quantitative and qualitative data collected from 145 staff members of second-cycle public institutions, including teachers, headmasters, and circuit supervisors. The findings reveal that a significant proportion of respondents (59.3%) have undergone performance appraisals. However, a majority (88.3%) reported not receiving formal training prior to their first appraisal, indicating a critical gap that undermines the effectiveness of PAS. The study also highlights the benefits of a mixed-method approach, with logistic regression analysis showing that respondents who experienced both qualitative and quantitative appraisals were significantly more likely to have undergone performance evaluations. Despite these benefits, there is considerable skepticism among respondents about the fairness and motivational impact of the appraisal system, as reflected in the lower mean scores for statements regarding its role in performance improvement and employee motivation. The research aligns with existing literature emphasizing the need for comprehensive PAS that incorporate both qualitative and quantitative measures. It underscores the importance of adequate training for appraisers to ensure transparency and fairness. The demographic data of the respondents, predominantly male with high educational qualifications and significant professional experience, further support the potential effectiveness of PAS if implemented correctly. In conclusion, this study provides valuable insights into the current state and challenges of PAS in the Jaman North District. It calls for targeted interventions to address training gaps and enhance the perceived fairness and effectiveness of performance appraisals. These improvements are essential for leveraging PAS to achieve higher job satisfaction, organizational commitment, and educational quality in Ghanaian educational institutions.

The Pottery-Making of Dangi and Kukuo: Ideological and Functional Perspectives

Basiru Moro — 2024-09-02

The main purpose of this study was to examine the pottery-making ideologies and functions of Dangi and Kukuo in the Upper West and Northern regions of Ghana respectively. The indigenous potters in these communities creatively produce variety of pottery wares with astonishing philosophical concepts irrespective of foreign influences. The ideologies that underpinned the art of indigenous pottery-making in Dangi and Kukuo had not received enough scholarly attention in academia. It was for these reasons that the researchers had to conduct a study to unearth the hidden ideologies and functions associated with the art of pottery-making among the two cultures to help rekindle the loss of faith of most Ghanaian elites of their indigenous cultural values. The research was guided by the framework of cultural ecology theory, also known as human environment relationship theory. The study employed qualitative research approach. The purposive sampling technique was adopted to select ten ‘master potters’ for the study. Direct observation, interviews, photography, and examination of artefacts were employed to gather information from the master potters regarding the concepts associated with pottery-making in both communities. It was revealed among others that, Dangi and Kukuo pottery-making ideologies were highly connected and inseparable from their social life, served as an avenue for the preservation and promotion of their cultural values and societal norms such as: beliefs, tradition and artistic skills of the potters. The study recommended among others that; Dangi pottery-making could be suitable for the establishment of potential cultural tourism. Therefore, agencies like the Municipal Assemblies, Ministry of Trade and Industries, and the Ministry of Tourism and Creative Arts could collaborate to establish cultural tourism in this community. In another development, that of Kukuo pottery-making could be re-engaged to help improve the economic life of the people.

Women in Leadership Positions, Opportunities and Challenges

Rashida Abdul- Rahman — 2024-08-22

In order to accomplish organizational objectives, leaders work with subordinates to influence their behavior. This process is known as leadership. Organizational leaders and their leadership philosophies are largely responsible for organizations' success in achieving their goals and objectives throughout the world. Choosing the right leaders and leadership philosophies can have an impact on workers' dedication, job happiness, and output. Even though gender equality is a topic of discussion in the twenty-first century, women are still underrepresented in senior leadership and management roles in businesses worldwide. There is a strong professional argument for having a diverse mix of genders in senior and executive roles within contemporary companies. Research indicates that businesses with the best records for elevating women outperform their rivals in terms of profitability across the board. However, it seems doubtful that women are not achieving high-level positions. This is confirmed by an analysis of recent data on women in the workforce, research on the connection between gender diversity in senior management and business performance, and literature on gender behavioral differences in the workplace. The gender and salary disparity that still exists between men and women in senior leadership roles is examined in this article. It goes on to address several solutions that could be used to handle this situation.

The Role of Compensation on Job Satisfaction: A Review

Emmanuel Poatob — 2024-08-20

The relationship between pay and job satisfaction is examined in this review, with a focus on how these relationships affect organizational and individual dynamics. Compensation, which includes both monetary and non-monetary benefits, is a major influence on how workers behave and think about themselves in the workplace. The relationship between an individual's subjective feelings and attitudes toward their work is facilitated by job satisfaction, a complex psychological state that is critical to the success of an organization. An overview of compensation is given in the review, along with a description of its various forms and an emphasis on how it affects employee motivation, retention, and attraction. It explores compensation procedures, emphasizing the strategic role that compensation management plays in fostering a welcoming and inclusive environment. Non-financial compensation, which includes opportunities for professional and personal growth as well as recognition and praise, is examined alongside monetary compensation, which includes salaries, bonuses, and incentives. A variety of factors are taken into account when analyzing job satisfaction, including the type of work, compensation, chances for advancement, supervision, and relationships with coworkers. Variables and factors that affect job satisfaction were identified. Work-life balance, opportunities for skill application, engaging tasks, and recognition and appreciation are emphasized as crucial elements that contribute to job satisfaction. It is stressed that providing opportunities for career growth and development is essential to proving an organization's commitment to its workers' professional satisfaction. The review establishes a link between compensation and job satisfaction. Scholars argue that compensation, when aligned with organizational objectives, significantly contributes to employees' contentment. The positive correlation between competitive salaries, performance-based incentives, and job satisfaction is consistently supported across diverse cultural contexts. Furthermore, the review identifies key factors and determinants influencing job satisfaction. Engaging in job tasks, opportunities for skill utilization, work-life balance, recognition, and appreciation are highlighted as critical contributors to job satisfaction. Opportunities for career growth and development are emphasized as pivotal in demonstrating organizational commitment to employees' professional satisfaction. The outcomes of job satisfaction are discussed, emphasizing its impact on employee performance, productivity, retention, and reduced turnover. Organizational commitment, creativity, innovation, and customer satisfaction are identified as tangible outcomes influenced by employees' job satisfaction.