ghanaopendata/ghanaian-research-english huggingface dataset:
Mothers' Health-seeking Behaviour for Children Under five Years in Rural Communities in the Cape Coast Metropolis

This study was conducted to investigate mothers’ health-seeking behaviour for children under-five years in rural communities in the Cape Coast Metropolis. Specifically, the study looked at mothers' perception of childhood illness; motivations and challenges to health-seeking behaviour. The study employed a qualitative approach. Guided by the adapted planned behaviour theory, 42 mothers were purposively selected and interviewed. Thirty mothers from five communities within five kilometers radius to healthcare facility and 12 mothers from two communities outside five kilometers radius to healthcare facility were chosen. The analysis was presented with text and quotations. The results of the study showed that malaria was common among all the selected communities. It was noted that respondents' level of education influenced their perception of childhood illness while subscription to health insurance motivated respondents to seek health care regardless of their background characteristics. Decisions on time to initiate action and where to seek health care were affected by the respondents’ religion, poor communication was stated by low income earners while unavailability of health facility was mentioned as a challenge to health seeking. It is recommended that the Cape Coast Metropolitan Health Directorate should organise refresher courses for health workers in the Metropolis to enhance their communication skills. Also, further studies need to be done on religion and mothers’ health-seeking decision making.

Source: UCC
Mothers/Caregivers Age and Family Structure Predicted Knowledge on Recommended Nutrition Practices for Children under 5 Years

Introduction: There are recommendations regarding infant and young child feeding and when followed children’s growth are optimum. These feeding practices are age definitive, starting from exclusive breastfeeding, to the transition of the child to complementary foods. Objective: The objective of this study was to assess factors that determine nutritional knowledge among mothers/caretaker regarding children under five years. Methods: A cross sectional study design employing quantitative methods was chosen for this study. The study population comprised 285 caregivers and their children aged of 6 and 59 months. Respondents were chosen randomly from four hard-to-reach communities and two peri-urban communities within three sub-municipalities, who lived in and accessed child welfare services during the study period. Face-to-face interviews were used to collect background and nutritional knowledge data from the respondents. Maternal/caretaker knowledge on recommended nutritional practice was split into two with scores were greater than 7 out of the 13 knowledge items was considered as good. STATA version 14 was used to analyze data and statistical significance determine at 95% confidence interval. Results: The average age of the children under 5 years and their mothers/caretakers were 32 months and 29 years respectively. About 73% had nuclear family structure. Results of Chi square and Fisher’s exact tests for association indicated that, mother’s/caretaker’s age (p<0.001), family structure (p=0.010) and access to media information (p<0.001) were significantly associated with mother’s good nutritional knowledge on recommended practices. Mothers/caretakers age (OR=0.17; 95%CI: (0.70-0.43); family structure (OR=0.30; 95% CI (0.11-0.78) and access to media (AOR=5.12; 95% (2.46-10.69) predicted mothers nutritional knowledge. Conclusions: Maternal/caretaker factors predicted nutritional knowledge when feeding a child in both peri-urban and rural areas. These factors should be considered when promoting child nutrition.

Source: UCC
Mothers’ and Grandmothers’ misconceptions and socio-cultural factors as barriers to exclusive breastfeeding: A qualitative study involving Health Workers in two rural districts of Ghana

Background Education on exclusive breastfeeding (EBF) practices is usually given in the form of health talks by health workers (HWs). The need for HWs to be well-informed about cultural practices and misconceptions that act as barriers to EBF has been documented in literature. This information can guide HWs in developing interventions such as health talks which are culturally sensitive. However, this has not been explored from the perspectives of HWs in Ghana. In this paper, we report mothers’ and grandmothers’ misconceptions and cultural practices that are barriers to EBF in two rural districts in Ghana from the perspectives of Community Health Workers and Community Health Volunteers. Methods We used qualitative data collected in the Kwahu Afram Plains South and North Districts of Ghana through nine focus group discussions (FGDs) among HWs and followed the data saturation principle. All FGDs were audio-taped, transcribed verbatim and translated from local dialects to English. The emerging themes were used in writing a narrative account, guided by the principles of the thematic analysis. Results Our main findings included mothers’ and grandmothers’ perceptions that HWs themselves do not practice EBF. Mothers had the perception that grandmothers did not practice EBF but their children grew well, and gestures of babies suggested their readiness to start eating. Misconceptions revealed included beliefs that breastmilk is watery in nature and does not satisfy infants. Another misconception was that babies gain weight faster when not exclusively breastfed but fed on infant formulas. A custom of giving corn flour mixed with water or light porridge during the first few days after birth to welcome newborns was also reported. Conclusions The reports of the HWs revealed that several socio-cultural factors and misconceptions of mothers and grandmothers negatively influence EBF practices of mothers. Findings from this study highlight the need for HWs to provide culturally appropriate counselling services on breastfeeding not only to mothers but also to grandmothers and fathers in order to promote EBF and reap its benefits.

Source: UCC
Motivating teachers and students of the Senior High School for effective teaching and Learning: The case of Akuapem-North District

The objective of this study was to examine the issues of motivation on teaching and learning using content and process theories of motivation. Stratified sampling procedures were used to select a sample of 304 respondents. Research instruments for data collection were questionnaire and interview guide with a response rate of 98 percent.Motivation in teaching and learning has adverse effects in raising the moral of teachers and students. Basically, teachers were to encourage students by giving frequent, early, positive feedback that supports students’ beliefs that they can do well. However, literature and observation in the study showed that most students and teachers are not given the necessary motivation to learn and teach which adversely affects academic performance. Although content theories helped in determining the level of satisfaction or dissatisfaction, individuals evaluated their work based on certain expectations which were informed by their socio-economic, institutional and personal environments.The study recommended that the Ghana Education Service should establish a salary review committee to discuss vividly the salary structure for teachers. Also was the introduction of a new professional path for teachers with transparent promotion criteria based on performance.

Source: UCC
Motivation and attitude among kitchen staff in SHSS in the kwawu east district

The study set out to examine the motivation and attitude towards work among kitchen staff in senior high schools (SHSs) within the Kwawu East District. Specifically, it involved an examination of the motivational needs of the staff, the strategies used to motivate kitchen staff and the factors influencing job attitudes of staff. A cross-sectional design was adopted to survey 42 kitchen staff and seven school Principals. Interview schedules were used to collect data from the kitchen staff and interview guides were used to elicit data from the Principals. The data were analysed using descriptive statistics, such as means, medians, frequencies, and percentages. Chi-square tests with their associated p-values were used to test for the statistical significance of the association between the study variables. The qualitative data were discussed on thematic areas of the objectives. The study found that the motivational needs of the kitchen staff was mostly on the increment of their salary. Other needs concerned their job security, career progression, benefits and training. However, none of the needs of the staff had been fulfilled by the school management. Good social relations, good supervision, interest and job security reinforced positive attitudes among the staff, whereas negative work attitudes among the kitchen staff were underlain by low salary, lack of in-service training, lack of retirement benefits, low recognition of efforts, and monotony of work. The study recommends that kitchen staff and school Principals should formal complaints to the Directorate and solicit funds for the salaries, replacement of kitchen ware, training of kitchen staff, as well as improving the working environment of the kitchen.

Source: UCC
Motivation and attitude of teachers in New Juaben municipality

The objective of this study was to examine the extent to which motivation affects the attitude of teachers using content and process theories of motivation. Stratified and systematic sampling procedures were used to select a sample size of 64 teachers comprising of 43 males and 21 females and purposive method was also employed to select 16 key informants consisting of 11 Heads of Institutions in both public and private schools and 5 senior personnel at the New Juaben Municipal Education office. Instruments for data collection were questionnaire and interview guide. Some of the most important motivation packages available to teachers were; study leave with pay, welfare fund, good interpersonal relation, shared responsibility, and maintenance of discipline, in the case of public schools. However, in the case of private schools factors such as fringe benefits, favourable work environment, and possibility of getting salary advance were indicated. Respondents were satisfied with both intrinsic and extrinsic motivation factors. Age, sex and school taught produced significant differences in the level of job satisfaction. The perception of inequity is the most important factor for job dissatisfaction. Although content theories helped in determining the level of job satisfaction or dissatisfaction, the process theories; equity and expectancy theories explain adequately the reasons for job dissatisfaction and attitude of teachers in the New Juaben Municipality. In other words, teachers evaluated their job based on certain expectations which were informed by their socio-economic, institution and personal environments. Hence, any solution to the teachers’ problem should address inequity issues that lead to job dissatisfaction taking into consideration the conditions prevailing in the labour market in general.

Source: UCC
Motivation and classroom teaching in geography

Several factors influence the teaching and learning of geography in the classroom situation. Prominent among these factors is motivation. Motivation may be described as a state of arousal in which an individual wishes to achieve a specific goal and exerts effort to do so. In the classroom, efficient learning would be impossible if motivation was absent. But this appears to be the situation in many geography classes. There are classroom situations in which student motivation is at a minimum and in which learning is correspondingly slow. In such unmotivated classes, there are geography teachers who leave their students with half formed and hazy concepts; teachers who make no attempt to select teaching procedures that will be interesting to students; teachers who criticize students negatively rather than constructively; such classes are also characterized by strained personal relationships between students and their teachers. To address these worrying concerns in the geography classroom, this article is devoted to the discussion of principles, practices and specific suggestions aimed at enabling the geography teacher to make more effective use of motivation in classroom situations.

Source: UCC
Motivation and employee retention: Perception of staff of First Atlantic Merchant Bank

Retaining employees forms the basis for developing competitive advantage in any organization including banks. It is therefore imperative to consider employee retention role in the banking institutions. One factor that influences employee retention is motivation. This study primariliy assessed how financial and non-financial reward benefits motivate employeees at First Atlantic Merchant Bank with (FAMB) and how these in turn influence their employee retention. Specific objectives were to examine whether there are differences in fators which motivate managers and non-managers, the challenges of motivation and employee retention, and the effect of motivation and employee retention. Data was collected from both employees and management using purposive and imple random techniques. Data analysis was done by using descriptive statistics, Pearson correlation coefficient and independent sample test, and qualitative techniques. The outcome of the study shows that pay, fringe benefits, allowance, promotion, training and development and recognition. Again the study found that managers were found to be more motivated when given non-financial rewards whiles other staff members who are not managers were motivated by financial rewards. Further, the study found that the relationship between employee motivation and job retention was positive. From the human resource management perspective, the study recommends the use of both intrinsic and extrinsic factors to motivate employees, the need to achieve equity in in motivational sytems, and using different motivational packages by understanding individual psychologies regarding motivation.

Source: UCC
Motivation and Employees Performance at the University of Health and Allied Sciences, Ho.

This research explored the University of Health and Allied Sciences-Ho 's connection between motivation and employee routine. The research also investigated the variables that inspire workers as well as the variables that demotivate workers. The investigator followed the design of correlational analysis and used a formal questionnaire to gather data from the university's 271 employees. The responses were analysed using version 22 of the IBM SPSS. A reasonable positive connection between stimulus and employee performance was found in the study. It was also revealed that at the University of Health and Allied Sciences-Ho, the ability to improve expertise, opportunities to achieve personal goals, a strong salary structure, a policy that promotes delegation and routine reviews were sources of stimulus. The researcher also found that factors that demotivate employees were low pay scales relative to employment, slight or no appreciation for noble work, unfair treatment by administration and unfriendly co-workers. The researcher proposed the implementation of non-monetary compensation programs, the establishment of specific job descriptions and the organisation of a yearly award procedure to improve employee motivation.

Source: UCC
Motivation and Health Workers Performance at the St. Francis Xavier Hospital in Assin Foso Metropolitan Assembly

ABSTRACT The purpose of the study was to examine motivation of health workers and their performance in Ghana, precisely, health institutions at St. Francis Xavier Hospital in Assin Foso Metropolitan Assembly. In other to achieve the main objective, the following research objectives were asked to guide the study: assess the motivational packages available for the health workers, assess the level of performance of the health workers and examine the effect of motivation on health workers’ performance. The quantitative research method and the explanatory research design were employed in the study. Out of the 290 employees, Yamane (1967) formula was used to randomly sample 176 respondents. Structured questionnaires were distributed to the sampled respondents of which 170 of them were appropriate for analysis. This constituted 96.6% response rate. Data obtained were analysed using descriptive and inferential statistical tools such as frequencies, means, standard deviations and regression. The study found that that motivation packages given to employees included bonuses, commissions, autonomy at work, and job security. It was found that, both monetary and non-monetary packages have a strong significant influence on health workers’ performance. It was concluded that, both monetary and non-monetary motivation had a strong influence on health workers’ performances. It was also recommended that management should focus on developing clear structures in order to strengthen and also enhance the non monetary motivation currently available to health worker

Source: UCC
Motivation and Job Performance among Staff of the Customs Division of Ghana Revenue Authority

The main aim of the study was to investigate the effects of motivation on the employee performance of the Custom Division of the Ghana Revenue Authority. The specific objective of the study was to determine the level of knowledge of the motivation of the employee, to identify the main factors of the motivation packages, to assess the relationship between the motivation and the performance of the employee of the Customs Division of the Ghana Revenue Authority. The sample size for the study was 150 respondents. The descriptive survey was used for the study. The results of the correlation analysis showed that the promotion was positively related to employee performance with a Pearson correlation coefficient of r = 0.465 and was statistically significant at 5% significance level, since the p-value is less than 0.05. The survey found that the available motivational packages included promotion, job security, recognition and bonuses. The results also showed that job security was positively correlated with the worker with a Pearson correlation coefficient of r = 0.549 and that it was statistically significant at a significance level of 0.000 because the p value is less than 0.05. Thus, it was concluded that motivation has statistically significant positive effect on employee performance. Customs Division of the Ghana Revenue Authority must motivate its employees basis on individual performance and merit.

Source: UCC
Motivation and performance of employees of the produce buying company in the Wassa Amenfi West District

The globalisation of businesses and advancement in Information Communication Technology (ICT) is reshaping the world of work and changing the way employees behave and the way managers manage their employees. Motivating and retaining employees have become an important and complex task for managers. This study sought to examine the effects of motivation on employee performance at the Produce Buying Company (PBC) in the Wassa Amenfi West District (WAWD). It also investigated the factors which motivate employees to join the PBC and assessed employees’ level of satisfaction with the conditions of service of the company. The study employed a descriptive survey design and a sample of 126 respondents of the PBC in the Wassa Amenfi West District through the stratified sampling technique. Questionnaires were distributed proportionately and administered to respondents in seven cocoa districts, in line with the strength of their staff. The study found that adequate pay and healthy working environment were the dominant factors that motivated employees of the PBC. It was also revealed that the majority of the respondents were satisfied with conditions of service offered by management of the company. Most of the respondents felt that productivity of the company has increased as a result of the motivation they received. It is recommended that management should ensure the timely payment of commissions to ensure that employees are motivated to give off their best.

Source: UCC
Motivation and Performance of the Middle Level Man Power in Academic Libraries: The Case Study Of University Of Cape Coast Library, Ghana

The main aim of this paper is to find out the factors that motivate middle level man power at University of Cape Coast, Ghana. The descriptive survey design was used to explore and report the current situation on the effects of motivation on senior staff performance at University of Cape Coast Library. Eighty senior staff responded to the questionnaire in all. Quantitative analysis was made using simple descriptive statistical tools. Comparatively, the findings revealed that senior staffs at University of Cape Coast library work in an environment which was encouraging. Secondly, opportunities exist for career development.Thirdly, the level of job satisfaction was high. However, staffs were not enthused by the level monetary rewards. Stakeholders of University of Cape Coast are enlightened on what it takes to motivate the various categories of staff. The advocacy role supposed to be played by the leading members of staff of the Library to ensure efficiency of staff if paramount

Source: UCC
Motivation and teachers' performance: A case study of private junior secondary schools in the Ga district-Greater Accra region

The study seeks to investigate the motivational factors that have beenresponsible for teachers’ high output leading to excellent student performance in private Junior Secondary Schools in the Ga District of the Greater Accraregion. The study involves 150 teachers sampled from 25 schools. The descriptive survey design was used because it is practical and versatile and indicates how data are collected, organised and displayed in tables and graphs. Teacher motivation and teacher competency instruments were administered, from which the following findings were made: teachers were highly motivated and were satisfied with their job in terms of relationship among colleagues, recognition by stakeholders, supervision and involvement in decision making. However the study reveals that teachers were dissatisfied with their salary levels and conditions of service. High student and teacher performance were also due to effective supervision and administration. The private schools have clear set goals, unalloyed persistence in ensuring quality results from pupils and the resolve to demand quality work from teachers. It was recommended based on the findings and conclusions that private school heads should incorporate teacher welfare in their planning. Secondly the GES must raise its salary levels since most private schools use their salary scale in paying their teachers. Thirdly, teachers should be involved in all decisions taken that would help make the school sustainable.

Source: UCC