ghanaopendata/ghanaian-research-english huggingface dataset:
Traffic education for children by means of heuristic learning and art therapy.

Child traffic fatality has given rise to concerns from different kinds of professionals and bodies seeking to find an antidote to the issue. Accounting for such fatalities among children include the diminutive size of children, occluding vehicles, poor distance judgement, minimal utilisation of peripheral vision, and inattentiveness. Child traffic education has been the prescription for this case. But education has been restricted to the conventional “look left and right before crossing the road”, cautions and precautions. The nature of the child, and child road safety have attracted other expertise besides engineering, into education. Consequently new methods of teaching children traffic lessons have evolved. This study used art therapy to assimilate traffic culture into children. Seventy-one children, aged between five and ten from Ghana and the Republic of Ireland, were studied. The children were carefully observed in a one year longitudinal study. The study population wholly went through 11 therapy sessions. Individually, each child went through at least three and at most four therapy sessions, from which they produced a total of 262 drawings which formed the basis for studying the children‟s behaviour in traffic in a pre-survey and post-survey design. Theories of child development, psychology and art education were applied to the children to aid teaching and learning. It was recommended, inter alia, that road safety authorities in Ghana should shift focus from knowledge-based learning to behaviour-affecting learning in child traffic education. To easily accomplish this, teachers and parents should engage children in art, especially in the use of colours, to prepare and develop children‟s creative and cognitive perceptual abilities, to break their restriction to stereotype thinking.

Source: KNUST
Traffic sequencing with genetic algorithm case study: La Paz traffic intersection

Managing traffic flow at complex intersections is a challenging task. The intersection under study is situated at La Paz on the N1 highway. One can see wreckages of crushed vehicles at different locations of the highway. Within one month of its commissioning, the road registered fifteen (15) accidents with huge loses to life and property. Between February 2012 and December 2013, 489 accidents had been recorded on the road with 350 people sustaining severe injuries. Two hundred (200) pedestrians had also been knocked down by speeding cars while 70 pedestrians died on the spot. These accidents occur when pedestrians attempt to cross the road. Some identified causes of these accidents are inefficient traffic order sequence, inadequate green time allocation, and non user friendly traffic installations. The breadth of the highway is about 50 metres with no islands for pedestrians use. There are no overhead footbridge or underground passage at the intersection for pedestrian use. These causes lots of chaos at the intersection and leads to road block and heavy traffic during rush hours. To save lives and properties, and improve traffic flow, the intersection is investigated to propose new ways of improving pedestrian safety and traffic flow sequence. Genetic Algorithm approach was used to find an optimal traffic flow sequence for the intersection. The intersection was simplified into a ’plus’ intersection that has traffic streams moving in fourteen directions. The streams were encoded and put through the genetic algorithm process. The output was evaluated for both computational efficiency and accuracy. The program returned a flow sequence that is very efficient. It gives hope that soon, the chaos and accidents at the intersection will become history

Source: KNUST
Traffic, Safety and Economic effects of highway bypass on communities in Ghana: Apedwa-Kibi-Bunso case study.

The Kumasi-Accra Road is a section of the National highway network (route N6) and like most national road networks in Ghana, it passes through towns. The continuous cluster of these towns and communities along the highways and their attendant negative effects on traffic mobility and safety has increased the demand for bypassing them.

Source: KNUST
Training and development and employee performance in District Assemblies in Ghana (Bosomtwe District Assembly)

Training and development is one key human resource management function undertaken by business organizations to ensure that organizational goals and objectives are achieved through the acquisition, motivation and maintenance of qualified and competent employees. It is for this reason that organizations with positive training philosophy invest in the development of the skills and competencies of their employees in order to have competitive advantage over other organizations. Such organizations employ a variety of training programmes and activities aimed at equipping employees to higher levels of performance. This study was therefore an attempt to find out the effects of training and development on employees of District Assemblies in Ghana especially in the Bosomtwe District Assembly. District Assemblies were chosen for this study because of the pivotal roles that are expected of them in Ghana’s quest to implement decentralization. Decentralization requires that local government institutions have the appropriate manpower and logistics to facilitate the performance of their devolved functions. The study uncovered the following fact in the training and development of employees in the District Assemblies; Training and development has positive effect on employee performance. However, its conduct is fraught with many challenges. Most training programmes in District Assemblies are often targeted at senior management employees leaving out the junior employees. Again, the methods of training are usually classroom; seminars, orientation programmes and not on–the–job training. These and other discovered facts all came into light as a result of the questionnaires administered at the Bosomtwe District Assembly. The research was a case study and the sampling technique used was stratified sampling. The researcher therefore made recommendations for aggressive policies and measure to address the challenges identified in order to build the capacity of staff at the District Assemblies of Ghana.

Source: KNUST
Train Terminal, Asoprochona (Tema)

Over dependence on road transportation for both inter and intra cities coupled with overpopulation in major cities in Ghana such as Tema has resulted in heavy vehicular traffic on roads, increased road accidents, lose of precious time in traffic and increase in fuel consumption. Government as part of its long term plan to curtail this problem is carrying out an expansion and modernization of the existing rail network from southern Ghana to the north. This will help link Ghana to neighboring countries such as Burkina Faso, Mali etc. This has made it necessary to construct modem train stations and terminals where freight and passengers can be handled in the transportation process. This vision and desire by government and Ghana Railway Company has led me to choose and design a modem train terminal in Tema-Asoprochona. This facility is expected to serve as a place where passengers and freight originate, terminates or are handled in the transportation process. It is also expected to serve as a catalyst for development along the beach area south west of Sakumono, where the facility will be constructed.

Source: KNUST
Training needs analysis in forest services division

The study was undertaken at Forest Services Division (FSD) to determine the actual tasks performed by the various staff categories, find out those tasks that pose problems for them and their causes, identify training gaps and find out staff perception about training. The interview-questionnaire approach was adopted together with personal field assessment. The study revealed that there were variations in the actual tasks performed by the various staff categories and their official job description. The Forester’s position had no job description. It was observed that stall in all categories encounter problems in the performance of their tasks that were either training dependent or training independent. The training dependent problems were due to deficiencies in the pre-service training, stall having served for long periods without training, changes in the policies and priorities of FSD and lack of orientation for staff promoted to new positions among others. The training independent problems included poor incentives and lack of motivation. It was unearthed that staffs had a positive perception about training and were desirous to upgrade old skills or acquire new ones relevant to their jobs. Among the recommendations are made are that; 1. Job descriptions should be revised to reflect the actual tasks perform by staff 2. Work should commence to develop a comprehensive job description for the Forester’s position 3. There is the need for greater collaboration between FSD and the Forestry training institutions in the country and stall pr noted should he given the requisite in-service training. Training programmes have been put forward to address training gaps identified for all categories of staff whilst a suggestion had also gone to Management to promptly address the issue of poor logistics, incentives and motivation that negatively impinge on staff performance.

Source: KNUST
Training and employee retention: evidence from selected tertiary institutions in Ghana.

The significant role of training in enhancing individual-level outcomes such as employee self-efficacy, job satisfaction and employee retention in Ghana and many parts of the world cannot be over-emphasised. Yet, there is a paucity of empirical studies that investigates the intervening mechanisms between training and outcomes such as employee retention in tertiary institutions in Ghana. Using the Ability, Motivation and Opportunity theory, this study, addressed this research gap by examining the relationships that exist between training, job satisfaction, self-efficacy, organisational climate and employee retention. The study adopted a quantitative approach using responses from 278 respondents from selected tertiary institutions in Ghana. Data collected were analysed using the Statistical Package for Social Sciences to run descriptive and regression, mediation and moderation analyses. The results indicated a significant and positive relationship between training and employee selfefficacy. The study found positive and significant relationships between training (as an independent variable) and self-efficacy, job satisfaction and employee retention (allas dependent variables). The study revealed that self-efficacy partially mediated the relationship between training and job satisfaction and that job satisfaction partially mediated the relationship between training and employee retention. However, the findings did not support the hypotheses that organisational climate moderated the relationship between training and job satisfaction as well as between training and employee retention. It was recommended that human resource practitioners in these institutions should prioritise training to improve job satisfaction and retention. Training policies and programmes should be adequately communicated to employees through appropriate channels. Finally, a conducive organisational climate including good working conditions and effective management style should be created to improve self-efficacy and employee retention.

Source: KNUST
Training as a tool for enhancing employee’s performance (a case study of Garden City University College, Kenyase –Kumasi).

A highly productive institution and well constituted employees is the hallmark of any successful entity. This study therefore sought to examine training as a tool for enhancing employees’ performance of Garden City University College, (GCUC). This research employed both descriptive and exploratory research techniques to answer the research questions in line with achieving its set objectives. As a result, a target population of staff and management of the institution categorized into management and employees served as the source of data. A sample size of 50 employees comprising both academic and nonacademic staff of GCUC was used using stratified and simple random technique employed in selecting respondents. Data collection was with a well formulated questionnaire and face-to-face semi-structured interview guide and data analysis completed using Statistical Package for Social Sciences (SPSS) software version 20.0. The study found out that staff were mostly aged between 41-50 years, majority of them were married. Trainings that were mostly organized were on-the-job training; where coaching was mostly done. It was also found that majority of employees of GCUC affirmed that the on-the-job training has upgraded their performance. Challenges to training were identified to be that some of the employees were not given the right training which was as a result of lack of strategic planning by the management. Implementation of skills and knowledge was not always attained. The study concludes that training was indispensable in enhancing and promoting performance but the proper training planning was not effectively done. It is recommended that strategic planning should be done by a well constituted training planning committee. Experts should be employed to give high grade training on technological devices, customer care and interpersonal relationship of employees.

Source: KNUST
Training, Employee Learning and Task Performance: A Case Study of Commission on Human Rights And Administrative Justice, (Chraj) Ashanti & Brong-Ahafo Regions

ABSTRACT Organizations make great efforts to enhance the capabilities of their employees to maximize performance; hence the need for efficiency and effectiveness of training and learning programs. Notwithstanding the huge financial resources being invested in human resource development, there still exist performance deficiencies. It was against this background that the research was conducted with the objective to critically examine employee training and learning and their effects on task performance at CHRAJ in Ashanti and Brong-Ahafo regions of Ghana. The study adopted a mixed method. A sample size of 151 respondents which constitutes the entire CHRAJ members of staff in Ashanti and Brong-Ahafo regions was used in the survey. Questionnaires were administered to the entire staff whilst management was interviewed on the research topic. The researcher used statistical package for social science (SPSS), in analysing the quantitative data and content analysis for the qualitative data .The study revealed that the training methods available at CHRAJ include lecture, discussion, brainstorming, role play, mentoring/coaching, apprenticeship and internship. The research also revealed that employees experienced learning due to training. This is evidenced by majority of the respondents who agreed that they experienced a relatively permanent change in behaviour after training. The study showed that employees’ learning tends to promote better task performance. It further revealed that no training needs assessments was carried out to determine the employees’ training requirements and employees were selected for training on an adhoc basis. Following from these findings, it was recommended that effective training needs assessment should be conducted in order to determine employees’ training needs before selection for training.

Source: KNUST
Training of Firefighters: A Case for the Provision of Basic And Specialized Facilities

In the wake of recent fire outbreaks in Ghana which have resulted in the loss of property and in some fatalities, the competence of the Ghana National Fire Service has been brought to the fore, especially with regard to their training. Currently, there is only one firefighting training school in Ghana and as a result, the facilities available (most of which were not purposely designed for the functions to which they are being used) are subjected to a lot of pressure. Through careful studies and analysis of similar fire service facilities in other countries, the standard components required for firefighting training schools in terms of facilities, both basic and specialized are established. The materials and design elements specified for the various buildings in a firefighting training school are also established. This research concludes that firefighting should not be underestimated. Every effort should be made to provide the best and appropriate facilities and environment for its training as this will eventually lead to an overall improvement in the response and performance of firefighters to distress calls. This will ultimately lead to a reduction in the damage and casualties resulting from fire outbreaks in Ghana.

Source: KNUST
Training, employee learning and task performance: a case study of commission on human rights and administrative justice, (CHRAJ) Ashanti & Brong-Ahafo Regions.

Organizations make great efforts to enhance the capabilities of their employees to maximize performance; hence the need for efficiency and effectiveness of training and learning programs. Notwithstanding the huge financial resources being invested in human resource development, there still exist performance deficiencies. It was against this background that the research was conducted with the objective to critically examine employee training and learning and their effects on task performance at CHRAJ in Ashanti and Brong-Ahafo regions of Ghana. The study adopted a mixed method. A sample size of 151 respondents which constitutes the entire CHRAJ members of staff in Ashanti and Brong-Ahafo regions was used in the survey. Questionnaires were administered to the entire staff whilst management was interviewed on the research topic. The researcher used statistical package for social science (SPSS), in analysing the quantitative data and content analysis for the qualitative data .The study revealed that the training methods available at CHRAJ include lecture, discussion, brainstorming, role play, mentoring/coaching, apprenticeship and internship. The research also revealed that employees experienced learning due to training. This is evidenced by majority of the respondents who agreed that they experienced a relatively permanent change in behaviour after training. The study showed that employees’ learning tends to promote better task performance. It further revealed that no training needs assessments was carried out to determine the employees’ training requirements and employees were selected for training on an adhoc basis. Following from these findings, it was recommended that effective training needs assessment should be conducted in order to determine employees’ training needs before selection for training.

Source: KNUST
Transesterification of palm kernel oil using calcium oxide as catalyst

The study focused on using locally produced palm kernel oil, palm ethanol and CaO catalyst from guinea fowl eggshells for biodiesel production. The physicochemical properties such as density (0.8936±0.00008165 g/ml), viscosity (83.32±0.193cP/P), refractive index (1.4540±0.00036), pH (5.89±0.084 mol/L H+), acid value (13.9±0.3 mgKOH/g), saponification value (283.305±23.24 mgKOH/g) and iodine value (20.7±5.77 mgI2/g) of the crude oil was determined. The transesterification process was carried out by optimizing reaction conditions using the One-Factor (OFAC) at a time method. The biodiesel produced from optimum conditions had density (0.877±0.001g/ml), iodine value (13.97±1.037 mgI2/g) and cetane index (76.215±0.531). The results also gave a kinematic viscosity (7.87±0.531 mm²/s), pour point (8.667±0.943°C), acid value (0.92±0.145 mgKOH/g) and saponification value (161.75±11.017 mgKOH/g).

Source: KNUST
Transformation of juncaceae into varied artifacts: exploring the frontiers of textile art production in Southern Volta

Juncaceae are swamp tall grass, which is used to weave mat in Southern Volta while in other countries, they are used in diverse ways. Formerly, concerns about sustainable development focus on environmental protection without the culture and identity of the society. The objective of the study is to examine the Juncus materials and improve upon their strength and colour, to produce innovative interior decoration products. Exploration and experiments were used to address the set objective-based conceptual framework adapted from the Engineering Method Steps Model and Art Studio Based Approach. It was identified that very few people were aware of the three (3) different types of Juncus namely Juncus Acutiflorus, Juncus Inflexus, and Juncus Effusus found in the Southern Volta. Moreover, the study found out that harvesting Juncus at the right time and cleaning them before weaving improves upon the strength, colour, ply and weave structure. Dyes and print paste fastness were poor with reactive dye, vat dye, water base print paste, fabric paste, acrilex and acrylic but red and green suede have excellent fastness. Variations in weave structure and sizes resulted in a wide range of products, incorporating kente cloth and Ewe symbols in some of the products. The study identified that the neglect of the Juncus was due to a lack of innovation and awareness in the industry

Source: KNUST
Transformational and transactional leadership styles and employee commitment at Valley View University.

This study assessed the effect of transformational and transactional leadership styles on employees affective, normative and continuance commitment at the Valley View University. A descriptive case study survey approach was utilized in the research methodology with a total of one hundred and seventeen (117) employees participating in the study through the administration of questionnaires. The findings of the study showed a significant positive relationship between transformational leadership style and employees‟ affective commitment (β=.202, p=.029) while an insignificant negative relationship exists between transformational leadership style and employees normative commitment (β=-.155, p=.096). However, the findings also showed an insignificant positive relationship between transformational leadership style and employees continuance commitment (β=.019 p=.840). The findings of the study showed a significant positive relationship between transactional leadership style and employees affective commitment (β=.270, p=.003) while an insignificant negative relationship exists between transactional leadership style and employees‟ normative commitment (β=-.105, p=.261). An insignificant positive relationship also exists between transactional leadership style and employees‟ continuance commitment (β=.078, p=.405). The study therefore recommended the need for the management of Valley View University to pay much attention to leadership related issues by organizing regular training and seminars for managers and supervisors on how best they can adopt transformational and transactional leadership styles to enhance employees‟ commitment. The study also recommended the need for management to provide employees with both good remuneration packages as well as career advancement opportunities in order to enhance their commitment levels to the organization.

Source: KNUST
Transformations in Sirigu Wall Painting and Fractal Art Simulations

Traditional wall painting is an old art practiced in many different parts of the world. This art form has existed since pre-historic times according to (Skira, 1950) and (Kissick, 1993). In Africa, cave paintings exist in many countries such as “Egypt, Algeria, Libya, Zimbabwe and South Africa”, (Wilcox, 1984). Traditional wall painting mostly by women can be found in many parts of Africa including Ghana, Southern Africa and Nigeria. These paintings are done mostly to enhance the appearance of the buildings and also serve other purposes as well. “Wall painting has been practiced in Northern Ghana for centuries after the collapse of the Songhai Empire,” (Ross and Cole, 1977).

Source: KNUST