CALL FOR PAPERS: INTERNATIONAL JOURNAL OF RESEARCH (IJR)

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ISSN: 2348-6848 | Website: http://ijrjournal.com

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Call for Papers: International Journal of Research (IJR)

 Dear esteemed researchers and scholars,

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Performance of Sangguniang Kabataan Officials in Barangay Adlay as Mandated by Republic Act No. 10742

  

Mack Ronald M. Erlina1, Analyn S. Boncalo2, Audi Kondessa N. Gortifacion3, Alvin J. Sumampong4

Hazel B. Montalba5Nescile Jake  B. Ganto6, Liza L. Chua7

 

1,2Student, AB-Political Science, Saint Paul University Suriga

3,4,5,6 Faculty, College of Education, Culture and the Arts, Saint Paul University Surigao

Dean, College of Education, Culture & Arts, Saint Paul University Surigao, Surigao City, Philippines

 

Abstract

The Sangguniang Kabataan (SK) is the youth council in the Philippines that serves as a platform for young individuals to participate in local governance and advocate for the needs and interests of the youth in their communities. The study aimed to assess the perception of the performance of the Sangguniang Kabataan Officials in Brgy. Adlay as mandated by Republic Act No. 10742. The study anchored the essential instrument to Rule 2, Section 8 of the Rules and Regulations Implementing Republic Act No. 10742, otherwise known as the Sangguniang Kabataan Reform Act of 2015. The study was conducted in Barangay Adlay, Carrascal, Surigao Del Sur, during the second semester of the academic year 2021-2022. The study administered three groups of participants: Elected Barangay Officials (10), Sangguniang Kabataan Officials (5), and  Katipunan ng Kabataan (102). Frequency Count and Percentage Distribution, Mean and Standard Deviation, and Analysis of Variance (ANOVA) were used to treat the data.  The majority were male; aged between 25-30 years old and College Level. Based on the study’s findings, the overall performance of the Sangguniang Kabataan (SK) in Barangay Adlay received a positive rating, with Barangay Officials perceiving it most favorably, while the Katipunan ng Kabataan had a lower perception rating. However, there was a significant variance in perception among the participant groups, indicating a need for improved community engagement and communication. The study recommends continued training and support for SK officials, guidance from Barangay Officials, regular consultations, transparency in transactions, and active participation from the Katipunan ng Kabataan to enhance the SK’s performance and engagement in local governance.

 

Keywords: Sangguniang kabataan,katipunan ng kabataan,barangay officials,republic act of 2015,performance, Philippines

 

1. INTRODUCTION

 

1.1 Background

The word “Youth” became word-of-mouth in every aspect ever since Gat. Jose P. Rizal pinpointed that the “Youth is the hope of the nation.” From then, complex schemes were initiated by different institutions to advocate for youth empowerment. Given that fact, governments started to include youth to be an advocates in politics. 

In the Philippines, the youth has been pigeonholed to a role in nation-building. Likewise, in the Philippines, the country has an exemplary reform structure in allowing the youth to participate, influence, and lead the public. In connection, the nation’s inclusion of youth in governance is shown through the creation and operation of “Sangguniang Kabataan,” which is formerly known as “Kabataang Barangay” (Village Youth) by Presidential Decree 648 under Marcos’s regimen. It has undergone a reform called Republic Act no. 10742, otherwise known as the “Sangguniang Kabataan Reform Act of 2016 due to major incompetencies in the performance of Sangguniang Kabataan officials.” In this reform act, the duties and responsibilities of the elected Sangguniang Kabataan Officials are well-stipulated as to the discharge and exercise of these roles in the community and for the benefit of the Katipunan ng Kabataan. The duties and responsibilities of the Sangguniang Kabataan in the reform act are under Chapter 2, Section 8 of the mentioned reform act. This is to ensure that the powers and functions of the Sangguniang Kabataan are vividly comprehensive and systematic. 

Incorporating the divided judgment viewed by the Katipunan ng Kabataan in Barangay Adlay. The performance of the Sangguniang Kabataan was perceived with both positive and negative implications and criticisms. On that account, this year, the Sangguniang Kabataan of Adlay received backlash from the Katipunan ng Kabataan via social media. In support of this, on November 13, 2021, a post went viral on Facebook authored by Bravura of Isabella which was originally posted on April 20, 2018. The post contained the expected performances and skills of the aspiring Sangguniang Kabataan Officials. The post reached some of the Katipunan ng Kabataan of Brgy. Adlay which were Facebook users. The issue snowballed when Molinar shared the post with a negative caption about the current Sangguniang Kabataan Officials. The caption of Molinar raged at the chairperson of the Sangguniang Kabataan. The argument they started attracted some of the Katipunan ng Kabataan of Brgy. Adlay to speak up. This led to the question of the capabilities and performances of the current Sangguniang Kabataan Officials in Brgy. Adlay.

With this considerable problem, the researchers were prompted to assess the perceived performance of the Sangguniang Kabataan Officials of Brgy. Adlay subsuming the powers and functions of a Sangguniang Kabataan official as mandated and stipulated under Republic Act No. 10742, “SANGGUNIANG KABATAAN REFORM ACT OF 2016.” Likewise, it aimed to propose recommendations that would enhance the leadership performance of the Sangguniang Kabataan Officials.

 

1.2 Objectives

 

The study aimed to assess the performance of Sanguniang Kabataan Officials of Brgy. Adlay. Specifically, the study sought to answer the following questions:

1.     What is the profile of the participants in terms of:

1.1   Age; 

1.2   Educational Attainment; and,

1.3   Sex?

2.     What is the assessment on the indicators of Sangguniang Kabataan as assessed by: 

2.1. Barangay Officials;

2.2. Sangguniang Kabataan Officials; and, 

2.3. Katipunan ng Kabataan (Youth)?

3.     Is there any significant variance in the results of the perception of the performances of Sangguniang Kabataan Officials?

4.     Is there any significant variance in the results of the perception of the performance of Sangguniang Kabataan Officials when grouped according to their profile?

5.     Based on the results of the study, what recommendation may be proposed?

 

1.3 Literature Review

 

The participation of the youth in nation-building is vital as the state recognizes the potential of the young minds in shaping good governance. [1] acknowledged the role of the youth by asserting that the participation of youth refers to a process whereby the youth can engage and influence. It may also refer to an outcome where the young people had a chance to contribute to a process. It is also supported by Maguire (2007), who coined that the youth are tomorrow’s leaders, parents, professionals, and workers and today’s assets. Properly supported and given the right opportunities, girls and boys, young women and young men can play a significant part in lifting themselves, their families, and communities out of poverty. On the contrary, according to Youth Political Participation or YPP (2017), it negates that young people are often excluded or overlooked as political leaders. Politics is typically regarded as a space for politically experienced men, and while women are often disadvantaged in accumulating experience to run for office, young people are systematically marginalized because of their young ages, limited opportunities, and projected lack of experience. The claim was later supported by Maranon II (2018), asserting that researchers are proposing that the eligibility must exclude the ages 15-17 years old. Accordingly, highlighted in his report, “Legislators reasoned that those 15 years of age but under 18 are still minors under the law, and thus ineligible to enter into contracts. This is due to the youth’s political immaturity, which was also supported by other studies.

            On the other hand, in an observation initiated by Balane (2015), he pinpointed that everywhere in the country, young people are making the world a better place, making their voices heard for gender equality, poor urban development, sustainable environment, and other relevant issues. He also added that the youth are getting more creative in pushing for important reforms in the government by doing art protests. Incorporating the judgment of Commonwealth (2015) highlighted the fact that young people are empowered when they have or can create choices in life, are aware of the implications of those choices, make an informed decision freely, take action based on that decision and accept responsibility for the consequences of those actions. 

            Finally, under the UNRC (2011), it encompasses a message that Youths have the right to express their views and to give their opinions. It is undeniably true that the youth have a vital role in nation-building and establishing a future that is progressive and neutral. 

 

Sangguniang Kabataan (SK)

            The performance of a Sangguniang Kabataan is perceived to have an important role in nation-building. This is an engagement overruled by the State to provide the youth inclusivity in good governance. Before the history of the devolution of power, during the presidency of late President Ferdinand E. Marcos, the Kabataang Barangay (KB) was created. The aim of the creation and operation of the organization is to encourage youths in rural areas to participate in real governance. In an article written by Buenaventura, he added that the KB was formed to counter the growing influence of the Kabataang Makabayan, a left-leaning youth movement that fought the government during Marcos’ presidency as well as the growing number of young activists who went underground. On the other hand, it was abolished years after the late President Corazon C. Aquino became the president of the Philippines. In place of the Kabataang Barangay, it was created and re-established through the Local Government Code of 1991 paired with a new change which is the Sangguniang Kabataan concept. More so, Sangguniang Kabataan councils are elected by the members of the Katipunan ng Kabataan in elections conducted by the Commission on Elections (COMELEC). Republic Act No. 10742 makes the effectivity on promotion of Youth Participation possible and effective. This validates the idea of 

            In the testimony of Gorospe (2018) in his article entitled, “Moral Challenges of SK election,” he pinpointed that if the requirements for aspiring youth politicians would be measured by their skills in leadership and management, their constituencies would, at the very least, have lesser headaches in choosing the best among the worst. Likewise, he added that for so many years, it had been made evident that government officials lack intelligence, or if not, principles. Up to now, there have been no initiatives to reevaluate our legal criteria for public servants. 

            According to Vivas (2015) that there was a general observation that the Sangguniang Kabataan, under its current structure, had lost its effectiveness in advancing the democratic ideals in service-oriented youth leadership. The community had already observed that the young leaders duly elected are being inefficient in their own respective offices. On the other hand, the ineffectiveness of the performance of the Sangguniang Kabataan may be just a lack of engagement that was due to a lack of trust between youth and adult community members, in the government (Winkler n.d.). Nevertheless, Arnold (2008), pinpointed those evaluations of existing programs and showed that the most successful ones began with youth that was outstanding and motivated to be active, who were then trained and given access to existing research and best practices, and culminated with Youth- Adult integration. The claim of Arnold was supported by Zeldin (2012) by exemplifying that intergenerational partnership is often key in enabling youth to be successful because youth often lack all the requisite skills and know-how to carry out activities and programs. Moreover, the National Youth Commission or NYC (2015) predetermined that the Sangguniang Kabataan has an inherently limited role as “the sole policy-making coordinating body of all youth-related institution, programs, projects and activities of the government.”  

Despite the controversies that questioned the performance of Sangguniang Kabataan, the CDO Youth Development Council (2014) supported the fact that the Sangguniang Kabataan played a huge impact on young people in making local governments effective, and it is felt across the nation and spreading to more cities, shattering away old political chains like elitism, patronage, and cynicism. As a result, there is an increased likelihood of obtaining proper skills, personality, and character which are crucial variables for fostering good leadership. One important quality of the youth, when they select their leaders, is that they look for competency, goal setting, a generation of new ideas, and examines the relationship between age and personality traits (Edwards, 1994; Kress, 2006). Likewise, the Sangguniang Kabataan ultimately leads the youth to a democratic, effective, self-reliant, progressive, and most of all god abiding and morally upright sector in Philippine society (Katipunan ng Mga Kabataan & Sangguniang Kabataan Federation, 2001).

 

Powers and Functions of Sangguniang Kabataan

             After being dormant for roughly five years, the Sangguniang Kabataan (SK), or youth council has not only returned but also been reformed through Republic Act Number 10742.  It is clear under Rule 2, Section 3, of the Republic Act No. 10742 the powers and functions of Sangguniang Kabataan. In relation, these powers and functions are promulgate resolutions necessary to carry out the objectives of the youth in the barangay, in accordance with applicable provisions of the Code; Initiate programs designed to enhance the social, political, economic, cultural, and intellectual, moral, spiritual and physical development of the mem bets; Hold fundraising activities, the proceeds of which shall be tax-exempt and shall accrue to the Sangguniang Kabataan general fund; Create such bodies or committees necessary to effectively carry out its programs and activities; Submit annual end-of-term reports to the Sangguniang Barangay on their projects and activities; Consult and coordinate with all youth organizations in the barangay for policy formulation and program implementation; Coordinate with the Presidential Council fur Youths (PCYA) and other National Government Agencies (NGA) concerned fur the implementation of youth development projects and programs at the national level; and Exercise such other powers and perform such other duties and functions as the Sangguniang Barangay may determine or delegate or as may be prescribed by law or ordinance. 

            In the study by Peregrino (2014) entitled “Sangguniang Kabataan: Showground for Youth Participation in the Case of Malabon City,” the findings and results of SK Leaders’ performance in the conduct of their powers and functions were given a grade of 3.50, which toils between neutral judgments to being effective. In the same study, ratings of the Projects conducted by the SK in the selected Barangays, the respondents gave an average grade of 2.9411, which corresponds to a neutral verdict. Likewise, according to Cuenco and Aranas (2016), the inhabitants of Anahawan, Southern Leyte, were quite satisfied with the SK’s legislative performance (3.62 rating on a scale of 1 to 4).  One notable study was pioneered by Caldo (2015) who dared to link good governance to the competency, of the Barangay officials and the Sangguniang Barangay to which the Sangguniang Kabataan belongs. He assessed the competency measures of the said officials and the findings revealed that the Punong Barangay and Sangguniang barangay members have strong confidence that they are competent in performing their duties and functions; but this goes in contradiction to the response of the selected participants who are residents in the locality, who said that they are uncertain to the performance of their barangay officials and Sangguniang Barangay wherein Sangguniang Kabataan is included. Moreover, a study was conducted and initiated by the United Nations Children Economic Fund – Manila and the Department of Interior and Local Government to study the status, impacts, and accomplishments of the SK.  The study reveals that though the SK has both positive and negative images on its official, its function was not practiced to its fullest.  SK is weak, particularly in legislation, reports, and consultation with its constituents (UNICEF, 2007; DILG, 2007). Accordingly, in the study conducted by Concepcion, Tancinco (2016) entitled “The Youth Leaders and Their Contributions to The Selected Barangays in The Municipality of Naval, Biliran, Philippines,” the results of the performance of Sangguniang Kabataan in connection to their mandated Powers and functions, they concluded that there were more projects of youth leaders (SK Officials) were implemented than the programs and related youth activities. Dumbrique (2014) also discovered that Vigan City’s SK received a high rating in terms of duty completion by their citizens and barangay Chairman in local governance and community development, and their responsibilities and impact. 

            On the other hand, the Youth Attributes, Participation, and Service Providers (YAPS) study NYC conducted in 2004 asserts that the youth believe that the SK should create role models for them and organize sports and youth activities. With it, the 2001 Katipunan ng Kabataan and Sangguniang Kabataan Constitutions and By-Laws state that they will assume a role in national development and governance and as an active supporter and participating partner of the government in formulating programs. 

 

Katipunan ng Kabataan (Youth)

            According to Article II, Section 13 of the 1987 Constitution, “The State recognizes the vital role of the youth in nation-building and shall promote and protect their physical, moral, spiritual, intellectual and social well-being. It shall inculcate in the youth patriotism nationalism, and encourage their involvement in public and civic affairs.” In pursuit of the constitution, Katipunan ng Kabataan (KK) was created through the Local Government Code of 1991 (Republic Act 7160) which provides an opportunity for young people to directly participate in local governance. In the Katipunan ng Kabataan, active participation is a question for the local authorities. 

In accordance to Labajo, Dublin, and Soriano (2020) in their qualitative analysis entitled, “A Qualitative Synthesis of Children’s Narratives from Consultations on Civic Participation and Governance,” exemplify that during the pandemic crisis, children can access information about COVID-19 and, albeit a lesser extent, public announcements provided by their barangays and LGUs. In addition, Lagbas (2015), highlighted that the strategic plan for economic development must be deliberated and participated creatively by the leadership of the youth. As supported by UNRC (2011), it revealed that the youth have the right to express their views and give their opinions. In the Philippine setting, to make the role of the youth more centralized and focused, the word “youth” was exemplified as those persons whose ages range from fifteen (15) to thirty (30) years old as defined and stipulated in the Republic Act No. 8044 and also highlighted on Section 3 of the Rules and Regulations Implementing Republic Act No. 10742. The programmed age disaggregation of the youth is accordingly subdivided into three parts: 15-17 (child youth), 18-24 (core youth), and 25-30 (adult youth).

 

Synthesis of the Review. The statements and relevant ideas gathered from the readings were related to the study. The review of related literature gave the researchers important and relevant information and ideas that provided beneficial insights and implications on the Perceptions of the Performance of Sangguniang Kabataan as mandated by a ruling law. As shown in the readings above, the comparison and contrast of ideas were systematically emphasized in line with the course on which the study was focused. The information that the researchers explored in their research was the Perception of the Performance of Sangguniang Kabataan as mandated by the Powers and Functions under Republic Act 10742. The main objective of the study was to assess the perception of the performance of the Sangguniang Kabataan of Adlay. Secondarily, this study targeted to determine the significant difference in the results of the assessed perceptions of the performance of Sangguniang Kabataan Official, and the significant difference in the assessment of the perception of the performance of Sangguniang Kabataan when grouped according to participants’ profiles: age, sex, and highest educational attainment.

 

2. METHODS

This study made use of a descriptive-evaluative research design utilizing a survey assessment tool. The descriptive design would describe the evaluation of the Katipunan ng Kabataan in line with the Sangguniang Kabataaan’s powers and functions. According to Ary, “Descriptive research studies are designed to obtain the nature of the situation as it exists at the time of the study. Thus, descriptive research aimed to describe what exists. Likewise, according to Villanueva (2013) that descriptive-evaluative research design seeks to carefully appraise the worthiness of a current study. The research design was the most applicable design to anchor for this study because a descriptive method will observe, describe, and document aspects of a situation as it naturally occurs. Likewise, this study only needs to evaluate and collect information without the need to manipulate variables like age, sex, and highest educational attainment from the respondents.

The participants for the study were the Katipunan ng Kabataan (Youth), Sangguniang Kabataan Officials (SK), and the Barangay Officials of the respective Local Government of Adlay. Accordingly, the selection of the Katipunan ng Kabataan and Sangguniang Kabataan Officials was based on the legible qualifications anchored on Republic Act No. 10742. The researchers anchored the questionnaire to Section 8, Chapter 2 of Republic Act No. 10742. In this section, the Powers and Functions of the Sangguniang Kabataan were highlighted and adopted from Republic Act No. 10742. These paragraphs were used as indicators for the rating-questionnaire style. The researchers formulated a two-part questionnaire. Part 1 contains the profile of the participants; Part 2 of the questionnaire contains all about the assessment of the performance of Sangguniang Kabataan. The assessment was analyzed and interpreted utilizing statistical tools such as Frequency Count and Percentage Distribution, Mean and Standard Deviation, and Analysis of Variance (ANOVA). 

 

3. RESULTS AND DISCUSSION

 

Table 1. 

Profile of the Participants

Profile Variables

 

 

 

Barangay Officials

f (n=10)

%

Sex

 

 

Male

8

80.00

Female

2

20.00

Highest Educational Attainment

 

 

High School Graduate

1

10.00

College Level 

6

60.00

College Graduate                         

3

30.00

 

SK Officials

f (n=5)

%

Age

 

 

18-24 years old

5

100.00

Sex

 

 

Male

3

60.00

Female

2

40.00

Highest Educational Attainment

 

 

College Level 

4

80.00

College Graduate                         

1

20.00

 

Katipunan ng Kabataan 

f (n=102)

%

Age

 

 

15-17 years old

22

21.57

18-24 years old

28

27.45

25-30 years old

52

50.98

Sex

 

 

Male

62

60.78

Female

40

39.22

Highest Educational Attainment

 

 

High School Level 

11

10.78

High School Graduate

4

3.92

College Level 

70

68.63

College Graduate                         

17

16.67

 

Table 1 presents the profile of participants of the Barangay Officials, Sangguniang Kabataan Officials, and Katipunan ng Kabataan in Barangay Adlay. It was calculated and determined by their age, sex, and highest educational attainment. 

The table provided information in terms of sex. The results showed that out of ten (10) Barangay Officials, eight (8) or 80% are male participants, and two (2) or 20% are female participants. While, out of five (5) Sangguniang Kabataan Officials, three (3), or 60% are male participants, and two (2), or 40% are female participants. Moreover, out of one hundred two (102) Katipunan ng Kabataan, sixty-two (62) or 60.78% are male participants, and forty (40), or 39.22% are female participants. This means to say that in all three groups of participants, the majority of them are male. As to age, all five (5) or 100% of the Sangguniang Kabataan Officials are 18-24 years of age. While, out of one hundred two (102) Katipunan ng Kabataan, fifty-two (52) or 50.98% are 25-30 years old, twenty-eight (28), or 27.45% are 18-24 years old, and twenty-two (22) or 21.57% are 15-17 years old. It shows that most of the Katipunan ng Kabataan participants were between 25-30 years old. According to UNESCO, the definition of “youth” as used by a particular Member State, is based on the definition also given in the African Charter where “youth” means “every person between the ages of 15 and 35 years.” On the other hand, the word “youth” was categorized as those persons whose ages range from fifteen (15) to thirty (30) years old as defined and stipulated in Republic Act No. 8044 and also highlighted in Section 3 of the Rules and Regulations Implementing Republic Act No. 10742. The programmed age disaggregation of the youth is accordingly subdivided into three parts: 15-17 (child youth), 18-24 (core youth), and 25-30 (adult youth).

As to the highest educational attainment, it can be noticed from the table that out of ten (10) Barangay Officials, six (6) or 60% are at the College Level, three (3) or 30% are College Graduates, and one (1) or 10% is a High School Graduate. Meaning, that most of them are at the college level. Meanwhile, out of five (5) Sangguniang Kabataan, four (4), or 80% are at College Level and one (1) or 20% is a College Graduate. Meaning, that only one among the participants was able to graduate college.  While out of one hundred two (120) Katipunan ng Kabataan, seventy (70) or 68.63% are at College Level, seventeen (17) or 16.67% are College Graduates, eleven (11) or 10.78% are in Highschool Level, four (4) or 3.92% are High School Graduates. Meaning, that most of them were at the College Level. However, among the three groups of participants in terms of Highest Educational Attainment, none was in Elementary Level and Elementary Graduate. According to the International Standard Classification of Education (ISCED) 2011, as published by the United Nations Educational, Scientific and Cultural Organization (UNESCO) Institute for Statistics (2012, p. 20, paragraph 81) that “The educational attainment of an individual is defined as the highest ISCED level completed by the individual. For operational purposes, educational attainment is usually measured concerning the highest education program completed, which is typically certified by a recognized qualification.”

 

 

 

 

 

 

 

 

 

 

 

 

Table 2. The Assessment of the Performance of Sangguniang Kabataan as Perceived by the Barangay Officials

 

Indicators

M

SD

VI

QD

Powers and Functions of Sangguniang Kabataan (as assessed by the Brgy. Officials)

 

 

 

 

 

1.      The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project.

(Ang Sangguniang Kabataan Council ng Brgy. Adlay, sa loob ng tatlong buwan matapos manalo sa posisyon, ay kumunsulta sa kabataan upang bumuo ng isang tatlong taong plano o proyekto.)

2.90

0.88

A

VS

2.      The Sangguniang Kabataan Council of Brgy. Adlay promulgates Resolutions necessary to carry out the objectives of the youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay  ay nagsusulong ng mga Resolusyon na kinakailangan upang maisakatuparan ang mga layunin ng kabataan sa barangay).

3.30

0.48

SA

O

3.      The Sangguniang Kabataan Council of Brgy. Adlay initiates and implements, in coordination with any institution or organization in conducting programs, and projects aimed to promote the general welfare, development and empowerment of youth. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsisimula at nagpapatupad, sa koordinasyon sa anumang institusyon o samahan sa pagsasagawa ng mga programa, at mga proyekto na naglalayong itaguyod ang pangkalahatang kapakanan, kaunlaran at pagpapalakas ng kabataan).

3.30

0.48

SA

O

4.      The Sangguniang Kabataan Council of Brgy. Adlay holds fund-raising activities. (Ang sangguniang kabataan council ng brgy. Adlay ay nagsasagawa ng mga aktibidad sa pangangalap ng pondo).

3.60

0.52

SA

O

5.      The Sangguniang Kabataan Council of Brgy. Adlay creates committees necessary to effectively carry out its programs and activities. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay lumilikha ng mga komite na kinakailangan upang mabisang maisagawa ang mga programa at aktibidad nito).

3.40

0.52

SA

O

6.      The Sangguniang Kabataan Council of Brgy. Adlay submits the annual and end-of-term program accomplishments and financial reports to the Sangguniang Barangay (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay isinasumite ang taunang at pagtatapos ng mga tagumpay sa programa at mga ulat sa pananalapi sa Sangguniang Barangay).

2.90

0.88

A

VS

7.      The Sangguniang Kabataan Council of Brgy. Adlay partners with the Local Youth Development Council (LYDC) in planning projects and programs of specific advocacies like good governance, climate change adaptation, disaster risk reduction and resiliency, youth employment and livelihood, health and anti-drug abuse, gender sensitivity, and sports development. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay kasosyo ang Local Youth Development Council (LYDC) sa pagpaplano ng mga proyekto at programa ng mga tiyak na adbokasiya tulad ng mabuting pamamahala, pagbagay sa pagbabago ng klima, pagbawas sa peligro ng kalamidad at katatagan, pagtatrabaho at kabuhayan ng kabataan, pang-aabuso sa kalusugan at laban sa droga, pagkasensitibo ng kasarian, at palakasan kaunlaran).

3.50

0.53

SA

O

8.      The Sangguniang Kabataan Council of Brgy. Adlay conducts youth profiling, establish, maintain and update a database of youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsasagawa ng profiling ng kabataan, nagtatatag, nagpapanatili at nag-a-update ng isang database ng kabataan sa barangay).

2.70

0.95

A

VS

9.      The Sangguniang Kabataan Council of Brgy. Adlay assists in the establishment and registration of youth organizations and youth serving organizations in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay tumutulong sa pagtatatag at pagpaparehistro ng mga samahan ng kabataan at mga organisasyong nagsisilbi ng kabataan sa barangay).

3.00

0.47

A

VS

10.    The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay pinagtibay at ipinatutupad ang isang patakaran sa buong pagsisiwalat sa publiko ng lahat ng mga transaksyon at dokumento na kinasasangkutan ng interes ng publiko).

2.70

0.82

A

VS

Average:

3.13

0.65

A

VS

Legend: M– Mean, SD– Standard Deviation, VI– Verbal Interpretation, QD– Qualitative Description

 

Table 2 presents the assessment of the performance of the Sangguniang Kabataan as perceived by the Barangay Officials. On Indicator 4, “The Sangguniang Kabataan Council of Brgy. Adlay holds fund-raising activities” obtained the highest mean (M= 3.60) and the standard deviation of (SD=0.54) with the verbal interpretation of Strongly Agree with a qualitative description of Outstanding. This only shows that the Barangay Officials, as superior officials of the Sangguniang Kabataan, were aware of and commended the activities like fun-raisings administered by the Sangguniang Kabataan Officials. The result goes contradictory to the interpretation of Conception, Tancinco (2016),concluded in their study that there were more projects administered by the Sangguniang Kabataan of Naval, Biliran than compared implementing programs and youth activities.

On the other hand, as shown from the table that both Indicators 8 and 10, “The Sangguniang Kabataan Council of Brgy. Adlay conducts youth profiling, establish, maintain and update a database of youth in the barangay,” and, “The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest,” both scored the lowest mean (M=2.70) with verbal interpretation as Agree and qualitative description of Very Satisfactory. This reveals that though the Sangguniang Kabataan Officials obtained a Very Satisfactory in both indicators, still, the Brgy. Officials perceived that these indicators need more improvement as to youth profiling, establishing and maintaining the youth database, as well as the implementation of public disclosure of all transactions. In the study conducted by the United Nations Children Economic Fund- Manila and the DILG, they revealed that the Sangguniang Kabataan Officials were perceived in both positive and negative images wherein its function was not practiced to the fullest. Thus, the Sangguniang Kabataan was seen as weak in reports, legislation, and consultation.

 

Table 3. The Assessment of the Performance of Sangguniang Kabataan as Perceived by the Sangguniang Kabataan Officials

Indicators

M

SD

VI

 

QD

 

Powers and Functions of Sangguniang Kabataan (as assessed by the SK Officials)

 

 

 

 

1.The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project. (Ang Sangguniang Kabataan Council ng Brgy. Adlay, sa loob ng tatlong buwan matapos manalo sa posisyon, ay kumunsulta sa kabataan upang bumuo ng isang tatlong taong plano o proyekto.)

3.60

0.55

SA

O

2. The Sangguniang Kabataan Council of Brgy. Adlay promulgates Resolutions necessary to carry out the objectives of the youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsusulong ng mga Resolusyon na kinakailangan upang maisakatuparan ang mga layunin ng kabataan sa barangay).

3.40

0.55

SA

O

3.The Sangguniang Kabataan Council of Brgy. Adlay initiates and implements, in coordination with any institution or organization in conducting programs, and projects aimed to promote the general welfare, development and empowerment of youth. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsisimula at nagpapatupad, sa koordinasyon sa anumang institusyon o samahan sa pagsasagawa ng mga programa, at mga proyekto na naglalayong itaguyod ang pangkalahatang kapakanan, kaunlaran at pagpapalakas ng kabataan)

3.40

0.55

SA

O

4. The Sangguniang Kabataan Council of Brgy. Adlay holds fund-raising activities. (Ang sangguniang kabataan council ng brgy. nagsasagawa ng mga aktibidad sa pangangalap ng pondo si adlay).

2.40

0.55

D

S

5. The Sangguniang Kabataan Council of Brgy. Adlay creates committees necessary to effectively carry out its programs and activities. (Ang Sangguniang Kabataan Council ng Brgy. Adlay  ay lumilikha ng mga komite na kinakailangan upang mabisang maisagawa ang mga programa at aktibidad nito).

2.20

0.84

D

S

6. The Sangguniang Kabataan Council of Brgy. Adlay submits the annual and end-of-term program accomplishments and financial reports to the Sangguniang Barangay and present the same during the KK assembly (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay isinasumite ang taunang at pagtatapos ng mga tagumpay sa programa at mga ulat sa pananalapi sa Sangguniang Barangay at nagpapakita ng pareho sa pagpupulong ng KK).

3.00

0.00

A

VS

 7. The Sangguniang Kabataan Council of Brgy. Adlay partners with the Local Youth Development Council (LYDC) in planning projects and programs of specific advocacies like good governance, climate change adaptation, disaster risk reduction and resiliency, youth employment and livelihood, health and anti-drug abuse, gender sensitivity, and sports development. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay kasosyo ang Local Youth Development Council (LYDC) sa pagpaplano ng mga proyekto at programa ng mga tiyak na adbokasiya tulad ng mabuting pamamahala, pagbagay sa pagbabago ng klima, pagbawas sa peligro ng kalamidad at katatagan, pagtatrabaho at kabuhayan ng kabataan, pang-aabuso sa kalusugan at laban sa droga, pagkasensitibo ng kasarian, at palakasan kaunlaran).

3.00

0.00

A

VS

 8.  The Sangguniang Kabataan Council of Brgy. Adlay conducts youth profiling, establish, maintain and update a database of youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsasagawa ng profiling ng kabataan, nagtatatag, nagpapanatili at nag-a-update ng isang database ng kabataan sa barangay).

3.40

0.55

SA

O

 9. The Sangguniang Kabataan Council of Brgy. Adlay assists in the establishment and registration of youth organizations and youth serving organizations in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay tumutulong sa pagtatatag at pagpaparehistro ng mga samahan ng kabataan at mga organisasyong nagsisilbi ng kabataan sa barangay).

3.20

0.45

A

VS

10. The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay pinagtibay at ipinatutupad ang isang patakaran sa buong pagsisiwalat sa publiko ng lahat ng mga transaksyon at dokumento na kinasasangkutan ng interes ng publiko).

3.00

1.00

A

VS

Average:

3.06

0.52

A

VS

Legend: M– Mean, SD– Standard Deviation, VI– Verbal Interpretation, QD– Qualitative Description

 

Table 3 presents the assessment of the performance of the Sangguniang Kabataan as perceived by the Sangguniang Kabataan themselves. Accordingly, it can be observed that Indicator 1, “The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project,” and got the highest mean (M=3.60) with the verbal interpretation of Strongly Agree and qualitative description of Outstanding. The results revealed that the Sangguniang Kabataan themselves prioritized the consultation with the Katipunan ng Kabataan in formulating a three-year plan or project. Concerning it, the Katipunan ng Kabataan and Sangguniang Kabataan Constitutions and By-Laws (2001) stated that the Sangguniang Kabataan should participate in and formulate programs and projects. In addition, in the study of Conception, Tancinco (2016), concluded that there were more projects formulated by youth leaders of the Municipality of Naval, Biliran.

On the contrary, as indicated in Table 3, Indicator 5, “The Sangguniang Kabataan Council of Brgy. Adlay creates committees necessary to effectively carry out its programs and activities” got the lowest mean (M=2.20) with a verbal interpretation of Disagree and qualitative description of Satisfactory. This only means that the Sangguniang Kabataan Officials were creating committees to effectively execute programs and activities. Yet, they are aware that it is not very satisfactory. Following the claims of Zeldin (2012), he asserted that youth often lack all the requisite skills and how to carry out activities and programs.

            

Table 4. The Assessment of the Performance of Sangguniang Kabataan as Perceived by the Katipunan ng Kabataan

Indicators

 

M

SD

VI

QD

Powers and Functions of Sangguniang Kabataan (as perceived by the Katipunan ng Kabataan)

 

 

 

 

1.       The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project. (Ang Sangguniang Kabataan Council ng Brgy. Adlay, sa loob ng tatlong buwan matapos manalo sa posisyon, ay kumunsulta sa kabataan upang bumuo ng isang tatlong taong plano o proyekto).

2.83

0.63

A

VS

2.       The Sangguniang Kabataan Council of Brgy. Adlay promulgates Resolutions necessary to carry out the objectives of the youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsusulong ng mga Resolusyon na kinakailangan upang maisakatuparan ang mga layunin ng kabataan sa barangay).

2.80

0.51

A

VS

3.       The Sangguniang Kabataan Council of Brgy. Adlay initiates and implements, in coordination with any institution or organization in conducting programs, and projects aimed to promote the general welfare, development and empowerment of youth. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsisimula at nagpapatupad, sa koordinasyon sa anumang institusyon o samahan sa pagsasagawa ng mga programa, at mga proyekto na naglalayong itaguyod ang pangkalahatang kapakanan, kaunlaran at pagpapalakas ng kabataan).

2.71

0.64

A

VS

4.       The Sangguniang Kabataan Council of Brgy. Adlay holds fund-raising activities. (Ang sangguniang kabataan council ng brgy. Adlay ay nagsasagawa ng mga aktibidad sa pangangalap ng pondo).

2.54

0.64

A

VS

5.       The Sangguniang Kabataan Council of Brgy. Adlay creates committees necessary to effectively carry out its programs and activities. (Ang Sangguniang Kabataan Council ng Brgy. Adlay  ay lumilikha ng mga komite na kinakailangan upang mabisang maisagawa ang mga programa at aktibidad nito).

2.63

0.67

A

VS

6.       The Sangguniang Kabataan Council of Brgy. Adlay submits the annual and end-of-term program accomplishments and financial reports to the Sangguniang Barangay and present the same during the KK assembly (Ang Sangguniang Kabataan Council ng Brgy. Adlay  ay isinasumite ang taunang at pagtatapos ng mga tagumpay sa programa at mga ulat sa pananalapi sa Sangguniang Barangay at nagpapakita ng pareho sa pagpupulong ng KK).

2.54

0.64

A

VS

7.       The Sangguniang Kabataan Council of Brgy. Adlay partners with the Local Youth Development Council (LYDC) in planning projects and programs of specific advocacies like good governance, climate change adaptation, disaster risk reduction and resiliency, youth employment and livelihood, health and anti-drug abuse, gender sensitivity, and sports development. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay kasosyo ang Local Youth Development Council (LYDC) sa pagpaplano ng mga proyekto at programa ng mga tiyak na adbokasiya tulad ng mabuting pamamahala, pagbagay sa pagbabago ng klima, pagbawas sa peligro ng kalamidad at katatagan, pagtatrabaho at kabuhayan ng kabataan, pang-aabuso sa kalusugan at laban sa droga, pagkasensitibo ng kasarian, at palakasan kaunlaran).

2.61

0.62

A

VS

8.       The Sangguniang Kabataan Council of Brgy. Adlay conducts youth profiling, establish, maintain and update a database of youth in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay nagsasagawa ng profiling ng kabataan, nagtatatag, nagpapanatili at nag-a-update ng isang database ng kabataan sa barangay).

2.54

0.64

A

VS

9.       The Sangguniang Kabataan Council of Brgy. Adlay assists in the establishment and registration of youth organizations and youth serving organizations in the barangay. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay tumutulong sa pagtatatag at pagpaparehistro ng mga samahan ng kabataan at mga organisasyong nagsisilbi ng kabataan sa barangay).

2.56

0.59

A

VS

10.   The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest. (Ang Sangguniang Kabataan Council ng Brgy. Adlay ay pinagtibay at ipinatutupad ang isang patakaran sa buong pagsisiwalat sa publiko ng lahat ng mga transaksyon at dokumento na kinasasangkutan ng interes ng publiko)

2.51

0.63

A

VS

Average:

2.60

0.62

A

VS

Legend: M– Mean, SD– Standard Deviation, VI– Verbal Interpretation, QD– Qualitative Description

 

Table 4 presents the assessment of the performance of Sangguniang Kabataan as perceived by the Katipunan ng Kabataan. As shown from Table Statement 1, “The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project” obtained the highest mean (M=2.83) and standard deviation (SD=0.63), with a verbal interpretation of Agree and qualitative description of Often. This goes to say that the Sangguniang Kabataan’s consultation and formulation of a three-year plan, within three months after winning the position for the benefit of the whole Katipunan ng Kabataan was organized well and often.

According to the study conducted by Malaluan, Baja, Carandang, Vergara, and Tamayo entitled, “Performance of Sangguniang Kabataan Officials as Mandated by the Local Government Code of 1991 that even though all were positively assessed, the powers and functions of the Sangguniang Kabataan Officials such as consultation and coordination with all youth organizations in the barangay for policy formulation and program implementation weighted a mean of 2. 98 with a verbal interpretation of Good.

However, as shown in Table 4, particularly Statement 10, “The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest,” it got the lowest mean (M=2.51) and standard deviation (SD=0.63) with the verbal interpretation of Agree and qualitative description of Often. Meaning, that the Sangguniang Kabataan, despite garnering the lowest point in assessment as to the implementation of the policy that holds public disclosure of all transactions and documents, still, was able to manage the implementation as part of their duties being public servants. 

 In addition, as cited from the study conducted and initiated by the United Nations Children Economic Fund – Manila and the Department of Interior and Local Government on the study concerning the status, impacts, and accomplishments of the SK, it revealed that though the SK has both positive and negative images on its officials, its function was not being practiced to its fullest.  SK is weak, particularly in legislation, reports, consultation with its constituents, and public disclosure of transactions (UNICEF, 2007; DILG, 2007). According to Concepcion & Tancinco (2016) in the study entitled, “The Youth Leaders and Their Contributions to the Selected Barangays in the Municipality of Naval, Biliran, Philippines,” the results of the performance of Sangguniang Kabataan in connection to their mandated Powers and functions concluded that there were more projects of youth leaders (SK Officials) which were implemented than the programs and related youth activities.

 

Table 5. Significant Variance on the Results of the Assessment in the Performance of Sanguniang Kabataan as Perceived by the Three Groups of Participants

Indicators

Responses of the Barangay Officials

Responses of the Sangguniang Kabataan

Responses of the Katipunan ng Kabataan

M

SD

VI

QD

M

SD

VI

QD

M

SD

VI

QD

1. The Sangguniang Kabataan Council of Brgy. Adlay, within three months after winning the position, consults the youth to formulate a three-year plan or project. 

2.90

0.88

A

VS

3.60

0.55

SA

O

2.83

0.63

A

VS

2. The Sangguniang Kabataan Council of Brgy. Adlay promulgates Resolutions necessary to carry out the objectives of the youth in the barangay. 

3.30

0.48

SA

O

3.40

0.55

SA

O

2.80

0.51

A

VS

3. The Sangguniang Kabataan Council of Brgy. Adlay initiates and implements, in coordination with any institution or organization in conducting programs, and projects aimed to promote the general welfare, development, and empowerment of youth. 

3.30

0.48

SA

O

3.40

0.55

SA

O

2.71

0.64

A

VS

4. The Sangguniang Kabataan Council of Brgy. Adlay holds fund-raising activities. 

3.60

0.52

SA

O

2.40

0.55

D

S

2.54

0.64

A

VS

5. The Sangguniang Kabataan Council of Brgy. Adlay creates committees necessary to effectively carry out its programs and activities. 

3.40

0.52

SA

O

2.20

0.84

D

S

2.63

0.67

A

VS

6. The Sangguniang Kabataan Council of Brgy. Adlay submits the annual and end-of-term program accomplishments and financial reports to the Sangguniang Barangay and presents the same during the KK assembly.

2.90

0.88

A

VS

3.00

0.00

A

VS

2.54

0.62

A

VS

7. The Sangguniang Kabataan Council of Brgy. Adlay partners with the Local Youth Development Council (LYDC) in planning projects and programs of specific advocacies like good governance, climate change adaptation, disaster risk reduction and resiliency, youth employment and livelihood, health and anti-drug abuse, gender sensitivity, and sports development. 

3.50

0.53

SA

O

3.00

0.00

A

VS

2.61

0.62

A

VS

8. The Sangguniang Kabataan Council of Brgy. Adlay conducts youth profiling, and establishes, maintains, and updates a database of youth in the barangay. 

2.70

0.95

A

VS

3.40

0.55

SA

O

2.54

0.64

A

VS

9. The Sangguniang Kabataan Council of Brgy. Adlay assists in the establishment and registration of youth organizations and youth-serving organizations in the barangay. 

3.00

0.47

A

VS

3.20

0.45

A

VS

2.56

0.59

A

VS

10. The Sangguniang Kabataan Council of Brgy. Adlay adopts and implements a policy on full public disclosure of all its transactions and documents involving public interest. 

2.70

0.82

A

VS

3.00

1.00

A

VS

2.51

0.63

A

VS

Average:

3.13

0.65

A

VS

3.06

0.52

A

VS

2.60

0.62

A

VS

Overall Average:

M= 2.93

SD= 0.59

VI=A

QD=VS

 

 

Legend: M– Mean, SD– Standard Deviation, VI– Verbal Interpretation, QD– Qualitative Description

 

 

Table 5 presents the significant variance in the results of the assessment of the performance of Sangguniang Kabataan as perceived by the three-group of participants. It can be observed that the responses of the Barangay Officials got the average mean (3.13) with the verbal interpretation of Agree and qualitative description of Very Satisfactory. While the responses of the Sangguniang Kabataan Officials obtained an average mean (3.06) with the verbal interpretation of Agree and qualitatively description of Very Satisfactory. Moreover, the responses of the Katipunan ng Kabataa got the average mean (2.60) with the verbal interpretation of Agree and qualitative description of Very Satisfactory.

            Furthermore, the overall mean as assessed by the three-grouped of participants gained an average mean (2.93) with the verbal interpretation of Agree and qualitative description of Very Satisfactory. The overall average mean (3.13) of Brgy. Officials with the verbal interpretation Agree and qualitative description Very Satisfactory obtained the highest mean among the three. In contrast, the overall average mean (2.60) of the Katipunan ng Kabataan with a verbal interpretation Agree and qualitatively description Very Satisfactory gained the lowest mean among the three. This implies that Brgy. Officials were more likely updated and therefore very satisfied with the performance of the Sangguniang Kabataan Officials as compared to the Katipunan ng Kabataan. For the reason that the Brgy. Officials and Sangguniang Kabataan Officials are together in one location and establishment. Moreover, the results in the assessment of the performance of Sangguniang Kabataan as perceived by the three-group of participants got the same very satisfactory rating in all the ten indicators presented. 

According to a study by Cuenco and Aranas (2016), the results revealed that the community of Anawan, Southern Leyte, they were quite satisfied with the Sangguniang Kabataan’s legislative performance.  Moreover, in the study of Peregrino (2014), the findings and results of Sangguniang Kabataan Leader’s performance in the conduct of their powers and functions were given a grade of 3.50 which falls into neutral judgments of being effective.

 

Table 6. 

 

Significant Variance on the Assessment of the Performance of Sangguniang Kabataan as Perceived by the Three-group of Participants.

Source of Variation

SS

df

MS

F

P-value

Decision

Powers and Functions (three groups)

3.26

2

1.63

11.55

2.72E-05

Reject Ho

 

Table 6 presents the significant difference in the assessments of the performance of the Sangguniang Kabataan as perceived by the three-group of participants. The table above shows that there is a significant difference in the assessments of the performance of the Sangguniang Kabataan as perceived by the three-group of participants.  It can be observed that there is no sufficient basis to accept the null hypothesis. It implies that the decision on the null hypothesis should be rejected because it obtained lower than 0.05. This explains that the significant variance in the assessment was the cause of a lack of engagement and proper communication between the participants in the community.

Accordingly, the lack of engagement was due to a lack of trust between youth and adult community members, in the government (Winkler n.d.). Ineffective communication has been cited as the greatest barrier to effective youth-adult relationships in community engagement (Handy, Rodgers, and Schwieterman 2011). Nevertheless, according to Arnold (2008), those evaluations of existing programs showed that the most successful ones began with youth that was outstanding and motivated to be active, who were then trained and given access to existing research and best practices and culminated with Youth- Adult integration. The claim of Arnold was supported by Zeldin (2012) as he exemplified that intergenerational partnership is often key in enabling youth to be successful because youth often lack all the requisite skills and know-how to carry out activities and programs

 

 

Table 7.  Significant Variance on the Assessment of the Performance of Sangguaniang Kabataan when grouped according to their Profile Variables as perceived by the Barangay Officials

 

Profile

Dependent

SS

df

MS

F

p-value

Decision

Sex

Power and Functions

0.03

1

0.03

0.08

0.7791

Accept

 

Highest Educational Attainment

0.40

2

0.20

0.70

0.5283

Accept

 

Table 7 presents the significant variance in the assessment of the performance of the Sangguniang Kabataan when grouped according to their profile variables as perceived by the Barangay Officials. The table above shows that there is no significant difference in the assessment of the performance of the Sangguniang Kabataan when grouped according to their sex and highest educational attainment as perceived by Barangay Officials. There was a sufficient basis to accept the null hypothesis as the p-values obtained were higher than 0.05.  Thus, age and the highest educational attainment were not factors in their perceptions concerning the performance of the Sangguniang Kabataan as perceived by the Barangay Officials in Barangay Adlay. 

In line with this, in the study pioneered by Butch, Mahinay (2013) entitled “Multi-Sector Perceptions on Good Governance and Performance of Sangguniang Kabataan (SK) in Brgy. Tablon, Cagayan de Oro City” where there are 8 Barangay Officials included as participants in the study, they generally concluded that there was no significant difference on the subscales and profile as to the assessment on the Sangguniang Kabataan in Brgy. Tablon regarding good governance and performance. The exclusion of this context in the study made the profile variables of Barangay Officials nonsignificant in these types of studies.

 

 

Table 8.

Significant Variance on the Assessment of the Perceptions on the Performance of the Sangguaniang Kabataan as Perceived by the Sangguniang Kabataan Officials when grouped according to their Profile Variables

Profile

Dependent

SS

Df

MS

F

p-value

 

Decision

Sex

Power and Functions

.005

1

.005

.191

.691

Accept

 

 

 

 

 

 

 

Highest Educational Attainment

.065

1

.065

12.741

.038

Reject Ho

 

Table 8 presents the significant variance in the assessment of the performance of the Sangguniang Kabataan as perceived by themselves when grouped according to their profile variables. The table above shows that there is no significant difference in the sex of the participants. There is no sufficient basis to accept the null hypothesis. Thus, sex was not a factor in their perceptions concerning their performance as the Sangguniang Kabataan. However, the result shows that there was a significant variance in the assessment of the Sangguniang Kabataan when grouped according to their highest educational attainment. With the p-value: of .038, it can be gleaned from the data that there is no sufficient basis to accept the null hypothesis. Thus, the highest educational attainment could be a factor in their perceptions concerning their performance as Sangguniang Kabataan in Brgy. Adlay.

 In a relevant study by Tupas (2010) entitled “Level of Knowledge on the provisions of RA 7160 Sec. 431 and Level of Performance of SK Chairpersons in the Fifth Congressional District of Iloilo”, he proved that there was no significant difference in the level of knowledge and performance of the SK Chairpersons in the provisions when grouped according to profile. In a project-based study pioneered by Lobato, Andreu, Cerillo, Garcia, Maldonaldo, Gatell, Jauset, Gallardo, and Asenjo (2010), they concluded that sex has no significant difference in the leadership performance of 4th-year students of PMP. Likewise, in the study conducted by Sacro, and Ariate (2020) entitled “The Leadership Styles of Sangguniang Kabataan (SK) Chairmen in Surigao City”, they concluded that there was no significant difference in the determination of the three leadership styles when grouped according to profile.

In contrast, according to the article by Marx (2007) entitled “Effects of Gender, Education, and Age upon Leaders’ Use of Influence Tactics and Full Range Leadership Behaviors,” significant differences were found among educational level groups for individualized consideration; those leaders who had earned an advanced degree exhibited the highest rating level in their performance.  In addition, there were fewer than two groups (Age) for the dependent variable which resulted in no computed statistics.

 

Table 9.

Significant Variance on the Assessment of the Performance of the Sangguaniang Kabataan when grouped according to their Profile Variables as perceived by the Katipunan ng Kabataan

 

Profile

Dependent

SS

df

MS

F

p-value

Decision

 

Age

Power and Functions

 

1.28

 

2

 

0.64

 

2.12

 

0.1249

 

Accept

Sex

0.44

1

0.44

1.44

0.2324

Accept

Highest Educational Attainment

0.17

3

0.06

0.18

0.9101

Accept

 

Table 9 presents the significant variance in the assessment of the performance of the Sangguniang Kabataan when grouped according to their profile variables as perceived by the Katipunan ng Kabataan. The results revealed that there is no significant variance in the perceptions of the performance of the Sangguniang Kabataan when grouped according to their age, sex, and highest educational attainment. With the p-value results: 0. 1249, 0.2324, and 0.9101, the null hypothesis is not rejected. This means to say that the profile variables on age, sex, and highest educational attainment did not have effects on the perception concerning the performance of the Sangguniang Kabataan as perceived by the Katipunan ng Kabataan in Barangay Adlay. In the study conducted by Malaluan, Baja, Carandang, and Vergara entitled “Performance of Sangguniang Kabataan Officials as Mandated by the Local Government Code of 1991” where there are 200 participants mostly composed of students or youth, they found out that there was no significant difference on the perception regarding the abolition of SK and its performance when grouped according to profile variables.

 

4. CONCLUSION AND RECOMMENDATION

 

The study’s findings led to the following conclusions: The perceived overall performance of the Sangguniang Kabataan, as assessed by the three participant groups, received an average mean rating of 2.93, indicating agreement and qualitative assessment as “Very Satisfactory.” Among the participants, Barangay Officials obtained the highest average mean of 3.13, also rated as agreement and qualitatively described as “Very Satisfactory.” Conversely, the Katipunan ng Kabataan had the lowest average mean of 2.60, still rated as agreement and qualitatively described as “Very Satisfactory.” Additionally, a significant variance was observed in the perception of the Sangguniang Kabataan’s performance among the three participant groups, which could be attributed to a lack of community engagement and effective communication. Notably, factors such as age, sex, and highest educational attainment were found to not influence the perception of the Sangguniang Kabataan’s performance. Consequently, the assessment of the Sangguniang Kabataan’s performance varied when participants were grouped based on their highest educational attainment.

Based on the study’s conclusion, several recommendations were proposed. Firstly, the Department of Interior and Local Government (DILG) should continue to host leadership activities, training, seminars, and information drives for Sangguniang Kabataan Officials to enhance their understanding and application of the mandated powers and functions outlined in the Sangguniang Kabataan Reform Act of 2015. Secondly, the Barangay Officials of Barangay Adlay should continue to provide guidance and supervision to the Sangguniang Kabataan Officials, acting as their superiors, to ensure the proper execution of their duties and encourage their active involvement in local affairs. Additionally, the Local Government Unit (LGU) should continue to organize meetings for consultations, problem-solving, and updates specifically addressing the concerns of the Sangguniang Kabataan Officials. Furthermore, the Sangguniang Kabataan Officials of Barangay Adlay should prioritize the implementation of the powers and functions outlined in the Sangguniang Kabataan Reform Act of 2015, with a focus on promoting transparency, public disclosure of transactions, and effective dissemination of information to constituents. It is recommended that the Sangguniang Kabataan maintain an updated youth database and profiles, while also establishing committees to efficiently develop and implement programs. Lastly, the Katipunan ng Kabataan of Barangay Adlay should actively participate in activities initiated and organized by the Sangguniang Kabataan officials, particularly those related to public disclosure of transactions and documents relevant to the public interest. This participation aims to enhance awareness and foster increased engagement among the Katipunan ng Kabataan.

 

ACKNOWLEDGMENT

 

The researchers would like to express their heartfelt gratitude and sincere appreciation to the individuals and institutions who have contributed to and supported this study. First and foremost, they thank God for His continuous guidance and blessings throughout the research process. The researchers would like to express their heartfelt gratitude to their parents, adviser, College of Education, Culture and the Arts teachers, respondentsand Community Relations Office Staff of CTP-CMC for their unwavering support, guidance, expertise, financial assistance, provision of necessary equipment, and all those who played a significant role in providing help and support throughout the study.

 

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Innovative Work Behaviour, Leadership, and Performance of Public Tertiary Institutions: A Proposed Framework

 Michael Olalekan Adeoti & Yabagi, Bala Ahmed

Department of Business Administration, Federal Polytechnic, Bida, Nigeria.

Abstract

The aim of this study is to propose a framework and state propositions to be tested empirically in future studies. The researcher reviewed scholarly articles on the variables with the aim of stating propositions that are in agreement with theoretical perspectives and extant literature. Drawing from social exchange theory, this study proposed that there would be a positive relationship between innovative work behaviour and performance of public tertiary institutions. Further, a positive relationship between leadership styles (transformational and ethical) and performance of public tertiary institutions is predicted. This study recommends that management of public tertiary institutions and policy makers need to pay adequate attention to enhance productivity via encouragement of positive work attitudes and display of transformational abilities by the management of public tertiary institutions. In conclusion, this paper extends research on organizational performance by proposing a model that has the tendency to create a positive improvement in public sector educational institutions. However, there is a need for empirical studies to test the proposed relationships.            

Keywords: Innovative work behaviour, transformational leadership, ethical leadership, and organizational performance.

 

Introduction    

Innovative work behavior has a significant impact on company performance, indicating that the intentional application of new ideas within a company can greatly benefit its success. Innovation plays a crucial role in attracting customers, enabling a company to adapt, thrive, and remain competitive amidst various business challenges. According to Iqbal, Abid, Contreras, Hassan, and Zafar (2020), innovative work behaviour refers to the creation, introduction, and deliberate implementation of new ideas within a work role, group, or organization, with the aim of enhancing overall performance. The importance of fostering innovative work behavior can be supported by three key principles. First, employees often identify problems and propose creative solutions. Second, individuals who thrive in their work are more energized, increasing their propensity to engage in innovative behaviors. Third, creative individuals generate solutions that can be applied to similar situations, leading to improved performance. 

This theory is supported by research conducted by Bos-Nehles and Veenendaal (2019) which highlighted the significant impact of innovative work behaviour on company performance. Further, encouraging employees to engage in innovative work behavior can have a positive and profound effect on a company’s overall success.

Research has demonstrated that changes in the workplace can foster innovative work behavior. Innovation involves the introduction of new ideas, practices, procedures, and techniques to individuals, groups, and organizations (Amirudin & Nugroho, 2022). This highlights the importance of leaders as role models in establishing an ethical work environment and cultivating a strong organizational reputation. However, without the presence of innovative behaviour, there can be a negative impact on employee performance. Even innovative companies can fail to reap the benefits of their innovative practices if they are not effectively implemented. A research conducted by Iqbal et al. (2020) have found that ethical leadership does not influence company performance with innovative work behaviour serving as the mediating variable.

Similarly, leadership determines the success and failure of any organization. The world is shifting towards an economy where the essential resource of an organization is its knowledge (Popli & Rizvi, 2016). Leadership style is the manner in which people are directed and motivated by a leader to achieve organizational goals. Leadership style in an organization is one of the key factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization (Obiwuru, Okwu, & Nwankere, 2021). The leadership style adopted by organization enhances the achievement of corporate goals. 

Empirically, Ojokuku, Odetayo and Sajuyigbe (2012) observed that leadership style is one of the determinants of the success and failure of any proactive organization. Also, Lawal, Kio, and Adebayo (2000) agreed that good leadership is a condition for effective accomplishment of organizational goals and objectives. Effective leadership style of management is a pre-requisite to organizational accomplishment (Uchenwamgbe, 2013). All over the world, organizations attribute their successes to leadership efficiency, that is, the leadership style of the supervisors has a considerable effect on organizational performance (Sun, 2019). 

In a study conducted by McGrath and MacMillan (2000), it was reported that there is a significant relationship between leadership styles and organizational performance. Relationship between leadership style and organizational performance has been discussed often. Most research showed that leadership style has a significant effect on organizational performance, and different leadership styles may have a positive correlation or negative correlation with the organizational performance, depending on the variables used by the researchers (Ojokuku, Odetayo, & Sajuyigbe, 2012). The focus of the present study is on transformational and ethical leadership styles. It is imperative to choose these two styles because of the probability that the duo may influence organizational performance positively.

Ethical leadership has a significant impact on company performance due to its role as a coordinator, motivator, and catalyst that drives a company towards success. Ethical leadership is crucial and necessary for supporting a company’s achievement. Ethical leaders exhibit moral behaviour based on a set of values that guide their actions and behaviours, particularly when they hold positions of authority.

Many researchers have worked on leadership styles to estimate their effect on organizational performance (Ogbeide, Groves, & Cho, 2008). For instance, when the leaders give autonomy to the employees, they would be more loyal and motivated to perform efficiently which would enhance organizational productivity with better outcomes (Kim & Beehr, 2018). 

Previous studies have focused on the relationship between leadership styles and employees’ productivity in private sectors (Arnett, Sandvik, & Sandvik, 2018; Roundy, Harrison, Khavul, PérezNordtvedt, & McGee, 2018). The researcher is of the view that there is no one best leadership style, the circumstance surrounding the leaders would dictate the right leadership style to adopt, whether transformational or ethical. Hence, the need to focus on how leadership styles affect organizational performance in the public sector in Nigeria.

Also, extant literature focused on negative behaviours such as employees’ deviant behaviour, counterproductive behaviour and intentions to quit among faculty members (Adeoti, Shamsudin & Wan, 2017; Geidam, Njoku, & Bako, 2010; Kura, Shamsudin, & Chauhan, 2015; Kura, Shamsudin, & Chauhan, 2016), but the present study focused on employees’ innovative work behaviour among faculty members and how such behaviours can enhance the performance of public tertiary institutions. Hence, the present study focused on positive work behaviour among faculty members instead of negative behaviours studied by previous researchers. 

Conceptual Framework

Organizational Performance    

Corporate performance and organizational efficacy are sometimes used interchangeably. Organizational effectiveness assesses how successfully a social system with constrained means and resources, like an organization, accomplishes its objectives without placing an undue burden on its members. When assessing performance, factors including productivity, flexibility, and inter-organizational conflicts are taken into account (Alshebami, 2021). An organization’s performance can be used to measure its level of production and efficacy. Leaders can determine whether these achievements have been realized or not by comprehending the overall performance of the company. Knowing the state of the business will make it simpler for you to create policies. Thus, company proprietors can manage and organize the business better. Business owners can promptly make decisions to enhance organizational functions if there are deficiencies.   

Innovative Work Behaviour

Innovation is a complex process with many hazards, positive leadership behavior is considered a key factor in encouraging employee innovation (Hidayati et al., 2019). In this situation, employing innovative work behavior is seen as having benefits for the organization. It is also considered that companies cannot rely solely on the culture that has existed for a long time, but must construct a culture while maintaining the core values of the company. Then, as a driver of innovation within the company, employees are also expected to demonstrate innovative work behavior that can help the company accomplish its objectives and survive in the corporate world. Employees do this to maintain their positions in the company (Kuswati et al., 2021).     

Change is an unavoidable thing in human lives. Innovation brings about undesired outcomes (Khan et al., 2022). Khan et al. (2022) propose that adopting an adhocratic culture can foster both innovation and performance, which are crucial for sustainable organizational success in today’s competitive markets.

Leadership

Leaders play a crucial role in ensuring stability, efficiency, and guiding organizations towards their goals. However, the traditional approach to leadership alone may no longer be sufficient in today’s society, as it can lead to ethical issues and social problems. In response, ethical leadership has emerged as a new requirement for leaders in modern organizations (Rosida & Wajdi, 2023). Ethical leadership encompasses both personal and interpersonal aspects, encompassing behaviors, decision-making processes, and relationships that adhere to ethical norms and values (Waskito et al., 2019). 

Ethical leadership plays a significant role in providing purpose and motivation to followers within an organization, fostering their adaptability to change and enhancing the quality of work. It encompasses qualities, actions, and behaviors exhibited by leaders that have positive impacts on others. Key characteristics of ethical leaders include honesty, reliability, compassion, and fairness (Ahmad et al., 2022). In today’s dynamic work environment, where high performance is expected from employees, leaders must be responsive to the demands of change, including cultivating an organizational culture that embraces a distinct creative orientation.

Molnár et al. (2021) suggest that ethical leadership plays a role in motivating employees to channel their efforts and abilities towards their work and foster innovation. Ethical leaders emphasize factors that inspire employees to be creative and innovative in order to achieve collective objectives for the betterment of the team and the organization. Leaders are expected to meet the demands of change, which include fostering creativity and innovation. Previous research conducted by Iqbal et al. (2020) supports the notion that ethical leadership has an impact on promoting innovative work behavior.

Theoretical Framework

Social exchange theory

Exchange theorists suggest that human interactions are characterized by social economics, where people are concerned about the inputs they invest in relationships and the outcomes they receive from these relationships (Blau, 1964; Homans, 1961).

Blau’ s perspective is more economic. He argued that social interaction depends much on the anticipated reward. In other words, the next move one makes in enhancing (or degrading) the social relationship depends on what reward is likely to be received. In this manner, Blau argued that people learn to view and value the social relationships more and decide whether the social interaction should be maintained or otherwise. 

In the official settings, the rewards could take the forms of supportive leadership, ftraining and development, compensation packages, career advancement, job security, accelerated promotion and more. It is the value of the rewards that determine people’s behaviour and responses toward the social relationship, which means that social relationships are governed by the norms of reciprocity (Gouldner, 1960). That is, people should return benefits given to them in a relationship.

In the present study, the researcher is of the view that the leadership styles exhibited by the management of public tertiary institutions (either transformational or ethical) may determine whether employees will contribute meaningfully or less to the organizational productivity. For instance, norm of reciprocity explains that if employees perceive that the leaders are supportive and ethical towards the employees; all things being equal, such employees may contribute positively to the enhancement of organizational performance.  

Trait Theory

Trait theory of leadership is one of the earliest theories of leadership. It focused on the personal attributes of leaders, which comprise physical and personality characteristics, competencies and values. It views leadership mainly from the perspective of the individual leader. Basis of this approach is the assumption that traits produce patterns of behaviour that are coherent amidst the situations. Therefore, leadership traits are considered to be embedded characteristics that people are born with and that remain relatively stable over time. (Mumford, Zaccaro, Harding, Fleishman, & Reiter-Palmon, 2015).

Prior trait scholars studied the personality attributes that they believed were related to leadership effectiveness; an interest on researching exceptional historical figures. According to Fleenor (2021), early researchers viewed leadership as a uni-dimensional personality trait that could be reliably measured and was distributed normally throughout the population; that is an individual difference variable. Many of the early studies on the trait approach focused on the systematic investigation of the significant differences between leaders and followers. It assumes that individuals in higher-level positions possess more leadership traits than those in lower-level positions. To further buttress the fact, a large number of studies were conducted in an attempt to develop reliable and valid measures of leadership traits.

In the present study, transformational ability of a leader is a rare trait in most leaders but if public institutions must reclaim their lost glories, the leaders must be transformational. Also, the level of moral decadence in public tertiary institutions call for concerns. The researcher is of the opinion that ethical leadership is highly essential for improved productivity. Surprisingly, ethical traits are missing in most heads of public institutions in Nigeria as most Vice-Chancellors, Rectors, and College Provosts see their positions as means of financial enrichment for themselves, their family members and close allies.

Relationship between innovative work behaviour and organizational performance

According to Iqbal et al. (2020), Innovative Work Behavior (IWB) can be described as the purposeful generation, introduction, and application of fresh ideas within a work role, group, or organization, with the intention of enhancing the performance of that specific role, group, or organization. Individuals who perceive themselves as thriving in their work tend to exhibit greater levels of IWB compared to those who do not thrive. The presence of innovative work behavior has been shown in previous studies, including research by Iqbal et al. (2020), to have an impact on company performance.

Proposition 1: There is no relationship between innovative work behaviour and organizational performance

Relationship between leadership and organizational performance

According to Ukaidi (2016), leadership style and systemic behavior shifted away from the characteristics of the leader to the style the leader adopted. According to Rowe (2019), records from the style approach recommend that leaders who are devoted to democratic or participatory leadership style seem more successful, compared to managers that adopt autocratic or laissez faire leadership style of management. Complementing Rowe (2019), Yukl (2012) opined that participatory leadership is the best style of leadership in managing an organizational system of any type, and maintained that people react favorably to it in organizations by increased productivity, lower unit cost, good morale and improved labor management relation. However, Yukl (2012) hinted that the worst style of leadership is autocratic or authoritative leadership style which gives rise to high labor management conflicts.

There are different reasons why there should be relationship between leadership style and organizational performance. Today’s intensive and dynamic markets characterize innovation-based competition, price-performance rivalry, decreasing returns and the creative destruction of existing competencies (Venkata-raman 2018). Several studies have suggested that effective leadership behaviors can facilitate the improvement of performance when organizations face these new challenges (McGrath & MacMillan 2000; Teece, Pisano & Shuen 2018). Reviewing the effects of leadership on performance is paramount because leadership is viewed by some scholars as one of the key driving forces for improving a firm’s performance and productivity. According to (Avolio 1999 and Rowe 2019), effective leadership is seen as a major source of management development and sustained competitive advantage for organizational performance improvement (Obiwuru et al. 2021).

Zhu, Chew and Spangler (2005) opined that transactional leadership assists firms to actualize their objectives more efficiently by relating job performance to valued rewards and by guaranteeing that em-ployees have the resources needed to get the job done. McShane & Von-Glinow [2019] stressed that visionary leaders create a strategic insight of some future states, communicate that vision through fram-ing and use of metaphor, model the vision by acting consistently, and build commitment towards the vision (Obiwuru et al. 2021). Zhu et al. (2005) recommended that visionary leadership will result in high levels of cohesion, commitment, trust, motivation, and hence performance in the new organizational environments.

Prior studies have explored the impact of leadership and adhocracy culture in different contexts. Sanchez-Famoso et al. (2023) conducted research in small and medium-sized family companies, examining the integration of ethical leadership, internal social capital, and company performance. Gao, Zhao, and Qu (2020) investigated the effect of person-organization (PO) adhocracy value congruence on employee creativity using fit theory. Alheet et al. (2021) examined the influence of leadership style on innovative work.

According to Sarwar et al. (2020), an ethical leader is an individual who demonstrates moral behaviour both personally and within the corporate setting. Moral behavior is guided by a set of values that influence the actions and conduct of those in positions of authority. When leaders are perceived as trustworthy, considerate, and selfless, employees are more likely to connect with them, engage in positive interactions, and align their interests with the organization’s goals. Previous research by Kim and Thapa (2018) supports this theory, indicating that ethical leadership has a beneficial impact on firm performance.

According to a study by Sarwar et al. (2020), ethical leadership refers to individuals who demonstrate moral behavior both personally and within the organization. This theory is supported by research conducted by Kim and Thapa (2018), which found a positive impact of ethical leadership on firm performance.

Extant literature agreed that ethical leadership has significant impact on innovative work and organizational performance. Ethical leadership sets the tone for a culture that encourages and supports innovation among employees (Molnár et al., 2021; Jia et al., 2022).

Proposition 2: There is no relationship between transformational leadership style and organizational performance

Proposition 3: There is no relationship between ethical leadership style and organizational performance


 

Method

This research follows a quantitative approach to examine the relationship between innovative work behaviour, leadership style and organizational performance. Quantitative research is a research method rooted in positivism, which involves studying specific population or samples and gathering data via questionnaires (Bougie & Sekaran, 2017). However, the present study aims to make propositions because it is a conceptual paper in nature. Hence, the researcher explored electronic databases such as Google scholar, EBSCOhost, Emerald management plus and other related databases for scholarly articles on the variables with the aim of raising propositions in line with theoretical perspectives. 

Research framework

Social exchange theory and past empirical studies agreed with the proposed conceptual framework. Specifically, social exchange theory (Blau, 1964) explains the positive relationship between leadership activities and organizational performance. Further, it is the value of leadership and people’s innovative behaviour and responses that determine the outputs of corporate entities. In other words, social relations are governed by the norms of reciprocity (Gouldner, 1960), which simply states that people would return benefits given to them or values they receive in a relationship. Figure 1.1 presents the conceptual framework.

Organizational performance

Innovative work behaviour

 

Leadership:

-Transformational

-Ethical leadership

 

 

 

 

 

 

Figure 1.

Conceptual framework

 

 

Conclusion

The implications of this research are significant for entities seeking to understand the effects of innovative work behaviour and both transformational and ethical leadership on organizational performance. The findings will provide valuable information for decision-making processes aimed at enhancing corporate performance and organizational success. For future research, it is recommended that future studies should focus on variables such as economic pressure and employees’ commitment, which were not examined in this study.

This study has proposed a framework guided by social exchange theory (Blau, 1964) with the aim of encouraging innovative work behaviour among faculty members in Nigerian public tertiary institutions. More so, management of public tertiary institutions are encouraged to adopt both transformational and ethical leadership approaches to instill innovative work behaviour that may enhance productivity among staff members. Lastly, the researcher is optimistic that future researchers will test the proposed model empirically.

 

References              

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Abasilim, U., Gberevbie, D., & Osibanjo, A. (2018b). Does leadership styles relate with personnel commitment in private organizations in Nigeria? Paper presented at the 14th European Conference on Management, Leadership and Governance at HU University of Applied Sciences, Utrecht, The Netherlands.

Adeoti, M. O., Shamsudin, F.M., & Wan, C.Y.  (2017a). Effects of occupational stress and workplace spirituality on workplace deviance in academia: A conceptual paper. Asian Journal of Multidisciplinary Studies5(9), 100-106.   

Adeoti, M. O., Shamsudin, F. M., & Wan, C. Y. (2017b). Workload, work pressure and interpersonal deviance in academia: The mediating role of neutralization. International Journal of Human Resource Studies7(4), 1-22.

Alheet, A. F., Adwan, A. Al, Areiqat, A. Y., Zamil, Ahmad. M. A., & Saleh, M. A. (2021). The effect of leadership styles on employees’ innovative work behavior. Management Science Letters, 239–246. 

Amirudin, R. U., & Nugroho, S. P. (2022). Effect of Ethical Leadership on Employee Performance and Innovation with Internal Motivation as Intervening Variable (Empirical Study of Small and Medium Industries (IKM) in Klaten Regency)

Adeyemi, O., & Bolarinwa R. (2013). Principals’ leadership styles and student academic performance in secondary schools in Ekiti State, Nigeria. International Journal of Academic Research in Progressive Education and Development, 2 (1), 1-14. 

Behery, M. (2008). Leadership behaviors that really count in an organization’s performance in the Middle-East: The case of Dubai. Journal of Leadership Studies, 2, 6-21.

Belonio, J. (2012). Effect of leadership style on employee satisfaction and performance of Bank Employees in Bangkok. AU-GSB E-Journal, 5 (2), 111- 116

Binfor, F., Boateng, S., Osei, A., Swanzy, K., & Garbrah, T. (2013). Effect of leadership styles and motivation on employee performance in public institution: evidence from Ghana. International Journal of Current Research, 5(9), 2667-2670.

Bos-Nehles, A. C., & Veenendaal, A. A. R. (2019). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. International Journal of Human Resource Management30(18), 2661–2683. 

Geidam, A. D., Njoku, A. E., & Bako, B. (2011). Prevalence and nature of sexual assault among female students in a tertiary institution in Maiduguri, Nigeria: A cross sectional study. International Journal of Health Research, 3(4), 199-203.

Iqbal, Z. A., Abid, G., Contreras, F., Hassan, Q., & Zafar, R. (2020). Ethical leadership and innovative work behavior: The mediating role of individual attributes. Journal of Open Innovation: Technology, Market, and Complexity6(3), 18-41

Jia, K., Zhu, T., Zhang, W., Rasool, S. F., Asghar, A., & Chin, T. (2022). The Linkage between Ethical Leadership, Well-Being, Work Engagement, and Innovative Work Behavior: The Empirical Evidence from the Higher Education Sector of China. International Journal of Environmental Research and Public Health19(9), 15-34.

Kim, M. S., & Thapa, B. (2018). Relationship of ethical leadership, corporate social responsibility and organizational performance. Sustainability (Switzerland)10(2). 

Koech, P., & Namusonge, G. (2012). The effect of leadership styles on organizational performance of state corporations in Kenya. International Journal of Business and Commerce, 2(1), 1-12.

Kura, K. M., Shamsudin, F. M., & Chauhan, A. (2016). Organisational trust as a mediator between perceived organisational support and constructive deviance. International Journal of Business and Society17(1), 1-16.

Kura, K. M., Shamsudin, F. M., & Chauhan, A. (2015). Does self-regulatory efficacy matter? Effects of punishment certainty and punishment severity on organizational deviance. Sage Open. 1-14. 

Obiwuru .T, Okwu. A, Akpa. V., & Nwankere I. (2021). Effects of leadership style on organizational performance: A survey of selected small scale enterprises in Ikosi –Ketu Council development area of Lagos State, Nigeria. Australian Journal of Business and Management Research, 1(7), 74-87.

Sarwar, H., Ishaq, M. I., Amin, A., & Ahmed, R. (2020a). Ethical leadership, work engagement, employees’ well-being, and performance: a cross-cultural comparison. Journal of Sustainable Tourism28(12), 2008–2026. 

Rad, A., & Yarmohammadian, M. (2017). A study of relationship between managers’ leadership style and employees job satisfaction. Leadership in Health Service. 19(2).11-28.

Rejas, L., Ponce, E., Almonte, M., & Ponce, J. (2016). Transformational and transactional leadership: A study of their influence in small companies. Ingeniare-Revista Chilena De Ingeria, 14(2), 156-166.

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The Managers’ Autocratic Leadership Style and Performance of Employees in Commercial Banks

Kavishemi, S

Assistant Lecturer, Department of Management, Faculty of Commerce and Management, Eastern University, Sri Lanka. 

Abstract

This study’s primary goal is to look into the relationship between autocratic, leadership style and employees’ performance in commercial banks in the Eastern Province. 250 workers from 559 commercial banks in the Eastern Province replied for this study. Additionally, the researcher designs the sample using a simple random sampling procedure. Five Point Likert structured questionnaire was used as the data gathering tool. The performance of the employees was taken as the dependent variable and the autocratic leadership style was considered as independent variable. Univariate and correlation analysis were also performed on the obtained data using the SPSS version 23 software. The results indicated that, there is medium positive correlation between autocratic leadership style and employee performance. 

 

Keywords: Autocratic leadership style, Employees’ performance

 

INTRODUCTION

Major managerial changes are being emerged in various organizations for ensuring their sustainability in the challenging world. In this perspective, manager needs to be competent person to manage these changes. Managers’ jobs are complex and varied, and they require a certain set of talents to carry out their responsibilities. It is impossible to overstate the significance of leadership in companies. The idea is important much as it affects an organization’s effectiveness and sustenance in the present and the future (Makambe & Moeng, 2020). 

 

Leadership style plays a crucial role in administration since the way in which the manager uses the resources under their control to achieve goals is crucial (Adeyemi, 2004). In essence, these successes in organizations depend on three distinguishable leadership styles (Lunenberg & Ornstein, 1991). Therefore, there is no question that bank managers in the Eastern Province are under increasing pressure from different leadership styles. However, it appears that a lot of managers do not think about their leadership styles as factors in branch manager performance. The results of this study will help bank managers and community members everywhere improve leadership techniques in their workplaces. It will result in a positive effect on employees’ performance. It has been determined that managers are a key factor in the banks’ ongoing development, and as a result, the wellbeing of societies can also be strengthened through time. Leadership style is a leader’s approach to providing direction, implementing plans, and motivating people. Lewin (1939), determined that there were three basic leadership styles: Authoritarian (Autocratic), Participative (Democratic) and Delegative (Laissez-Faire). 

 

In this situation, banks must build successful leadership using the right leadership styles. Different leadership styles have been implemented at the chosen banks, however this has led to conflict between managers and employees and, in some cases, a demotivation of workers. While some employees were resistant to various leadership styles because they didn’t understand how the styles affected employee performance, some managers opposed the adoption of certain leadership styles because they thought they diminished their authority. When compared to other banks, certain banks’ employees perform exceedingly poorly. As we have taken Eastern Province almost all there is no considerable insights or other reasons that affect employees’ performance, the substantial reason is bank managers’ leadership styles. There are insufficient number of studies that observe the relationship of the variables in the specialized context of banking sector. This indicates there is a clear empirical gap exists in this topic that needs to be evaluated. In Sri Lankan context, there are no studies regarding the managers’ autocratic leadership styles and Performance of Employees in Commercial Banks in The Eastern Province. This show there is a population gap in the related topic. Therefore, the study attempts to achieve the objectives below;

·      To determine the level of autocratic leadership style of managers and performance of employees in commercial banks in the Eastern Province

·      To identify the significant relationship between the autocratic leadership style of managers and performance of employees in commercial banks in the Eastern Province.

 

LITERATURE REVIEW

Autocratic Leadership Style: The terms “autocratic” and “authoritarian style” both refer to the kind of rulers who demand quick compliance without question (Iqbal, Anwar & Haiden, 2015). A system that fully empowers the leader while requiring little from the followers is known as an autocratic leadership style. According to Portugal & Yukul (1994), authoritarian leaders frequently exhibit the following five traits: They don’t consult the rest of the group while making decisions, the leaders decide all policies, how work will be done, what the followers’ responsibilities will be, and how technical and performance evaluation will be done. The authoritarian leadership style is another name for the autocratic leadership style, in which the leader has complete control over all decisions. The group’s leader instructs the members of the group on how to carry out tasks but does not keep open lines of communication with them. He or she neither delegated power to others nor allowed subordinates to influence policy (John, 2002).

 

Employee Performance: Performance is an important assessment for companies so that the company’s sustainability can be guaranteed (Zhang, 2010). Employee performance includes behavior that is under control but provides limits for irrelevant behavior. Meanwhile, the performance also assesses the active role of employees in carrying out obligations according to the formal contract given to them by the company (Biswas, 2009).  

 

Manager: The manager is the center of power in this arrangement, and they are the only ones with the authority to decide on policies, practices, work assignments, and the administration of rewards and punishments (Mullins & Syam, 2014). Managers are members of an organization that either oversee one team or numerous teams in order to plan activities and boost productivity. Even if they aren’t senior leadership or executives, they effectively manage their teams to interpret and carry out senior leadership agendas (Risher, 2010).

 

CONCEPTUAL FRAMEWORK

Figure 1: Conceptual Framework

Performance of Employees

Autocratic Leadership Style

 

Independent Variable                                      Dependent Variable

 

 

 

(Source: Basit et al., 2017)

 

RESEARCH METHODOLOGY

250 employees of commercial banks in the Eastern Province were surveyed using a standardized questionnaire to get primary data about their performance and the management style. Three categories are covered in the questionnaire: personal traits, leadership style, and employees’ performance. The questionnaire was also written in English.

 

Part I of the questionnaire asks for personal information, and Parts II and III ask for research-related information. Gender, civil status, the number of family members, and service years are all listed in Part I. Parts II and III discuss the study variables, autocratic leadership style and employee performance, respectively. Data were gathered by closed-ended statements, and the degree of agreement was determined using a 5-point Likert scale from 1 to 5 from each client’s perspective. According to the Likert scale, respondents’ levels of agreement with the following statements:

            1 – Strongly Disagree

            2 – Disagree

            3 – Neutral

            4 – Agree

            5 – Strongly Agree

 

In this study, the Cronbach’s Alpha Coefficient (CAC) has been used for analyzing the reliability instrument. In order to achieve the objectives of the study, this has employed univariate and bivariate analysis to analyze the collected data in SPSS.

 

 

RESULTS AND DISCUSSION

Authoritarian leadership style is also common in the banks of the Eastern province (MV=2.38914, SD=0.27426). This demonstrates that in some circumstances in the Eastern Province’s banks, authoritarianism is pervasive. Correlation (r) between autocratic leadership style and employees’ performance is 0.415 and significance at 0.01 levels (2-tailed) is 0.000. It is concluded that there is a medium positive relationship between autocratic leadership style and employees’ performance in Commercial Banks in Eastern Province. 

 

According to David & Obadia (2017), authoritarian leadership is acquired by punishment, threat, demands, instructions, rules, and regulations. Authoritarian followers’ responsibilities include blindly and unquestioningly carrying out their leader’s orders. The duties of an authoritarian leader include the creation of unilateral rules, work delegation, and issue solving. Authoritarian leadership is acceptable when there is a constant influx of new employees, when there aren’t enough resources or time to make decisions, and when there is a need for close collaboration with other groups and organizations. Having an autocratic leadership style has little effect on how well staff in commercial banks in the Eastern Province perform. Due to the managers’ limited ability to control large groups of people, the employees’ familiarity with the banking environment, and the employees’ long-term employment up until retirement from service. 

 

CONCLUSION

Autocratic leadership styles offer structure to organizations, establish clear rules, and can streamline communications. People who work under an autocratic leader will know exactly who to talk to and who they should ask for approval. Not only can this lead to improved organizational efficiency, it can enhance accountability. The style of autocratic leadership has obstructive impact on employee performance. This means the productivity of workers would not increase by adopting an autocratic strategy. In addition to it; employees who are now becoming more knowledgeable, independent and competent can no longer accept autocratic leadership style.

 

 

 

LIST OF REFERENCES

Adeyemi, T.O. (2004). Educational Administration, an Introduction, Ado-Ekiti Green line Publishers.

Basit, A., Sebastian, V., & Hassan, Z. (2017). Impact of leadership style on employee performance (A Case study on a private organization in Malaysia). International Journal of Accounting & Business Management, 5(2), 112-130.

Biswas, S. (2009). HR practices as a mediator between organizational culture and transformational leadership: Implications for employee performance. Psychological Studies, 54, 114-123.

David A. O. Aunga and Obadia Masare (2017) Effect of leadership styles on teacher’s performance in primary schools of Arusha District Tanzania. International Journal of Educational Policy Research and Review 4(4), 42-52 Retrieved from ://www.journalissues.org/IJEPRR/https://doi.org/10.15739/IJEPRR.17.006 ISSN 2360-7076, retrieved on June 2017.

Iqbal, N., Anwar, S., & Haider, N. (2015). Effect of leadership style on employee performance. Arabian journal of business and management review5(5), 1-6.

John, C.M. (2002). Million leaders Mandate. Notebook one. Equip Publishers, America.

Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created “social climates”. The Journal of social psychology, 10(2), 269-299.

Lewin, K., Lippitt, R., & White, R. K. (1939). Patterns of aggressive behavior in experimentally created “social climates”. The Journal of social psychology, 10(2), 269-299.

Lunenberg, F.C. & Ornstein, A.C. (1991). Educational Administration Concepts and Practices.Belmont, C.A.: Wadworth. 

Makambe, U., & Moeng, G. J. M. (2020). The effects of leadership styles on employee performance: a case of a selected commercial bank in Botswana. Annals of Management and Organization Research1(1), 39-50.

Mullins, R., & Syam, N. (2014). Manager–salesperson congruence in customer orientation and job outcomes: The bright and dark sides of leadership in aligning values. Journal of Personal Selling & Sales Management, 34(3), 188-205.

Portugal, E., & Yukl, G. (1994). Perspectives on environmental leadership. The Leadership Quarterly, 5(3-4), 271-276.

Risher, H. (2010). Don’t overlook frontline supervisors. Public Manager, 39(3), 74.

<

p class=”MsoNormal” style=”line-height: 24px;margin-left: 36pt;text-align: justify;text-indent: -36pt”>Zhang, J. (2010). Employee orientation and performance: An exploration of the mediating role of customer orientation. Journal of Business Ethics, 91, 111-121.

Nature and Extent of Nutrition Education Being Imparted to the Rural School Children by the Selected Stakeholders

 Ankit Pal1, Lenin Venu2, Satyapriya3, Ananda K R*4, Alok Dube5

1, 2, 3 Research Scholar, Agricultural Extension, ICAR- Indian Agricultural Research Institute, New Delhi.

4, 5 Research Scholar, Agricultural Extension, ICAR- Indian Agricultural Research Institute, New Delhi.

 

ABSTRACT

With an emphasis on the responsibilities played by teachers, parents, and Anganwadi workers, this study intends to analyse the existing practises of nutrition teaching in rural schools in Bihar, India. An ex-post facto research design was used for the study, which was carried out in the Bihar district of Arwal. Teachers, parents, and Anganwadi staff made up the 240 participants who were drawn at random. Data collection was done using questionnaires, which were pretested for validity and reliability. As well as identifying any gaps or areas for improvement, the obtained data were analysed to ascertain the common tactics and methodology utilised by educators, parents, and Anganwadi staff in delivering nutrition education. According to the study, parents used a variety of tactics to promote healthy eating habits in their kids, including giving them choices, giving nutritious foods catchy names, and making food appealing to the eye. For nutrition teaching, teachers mostly used lectures, discussions, and visual aids like nutrition charts and posters.

However, there were still certain areas that required improvement, such as more active parental involvement, student involvement in cooking projects, and teaching children how to read food labels. The study gives suggestions and ideas to improve the calibre and scope of nutrition education programmes in rural Bihar and offers insightful analyses of the practises of nutrition education currently in use. This study adds to the creation of focused interventions and support systems for boosting nutrition instruction in rural schools by filling in information gaps and identifying areas for improvement.

Keywords: Nutrition education, Rural schools, Teaching materials, Teachers, Parents, Anganwadi workers. 

 

INTRODUCTION

It is impossible to exaggerate the value of nutrition education, particularly for the growth and development of children in rural regions. Understanding the type and scope of nutrition education being given to schoolchildren in Bihar, an Indian state noted for its primarily rural population, is of utmost importance. In this study, nutrition instruction in rural schools will be examined, with an emphasis on the responsibilities that teachers, parents, and Anganwadi workers play in this process. In order to encourage healthy eating habits, minimise malnutrition, and support general growth and development in children, nutrition education is essential. The need of education is even greater in rural communities when access to adequate healthcare and nutritional resources may be limited. To create effective methods for enhancing nutrition education among rural schoolchildren in Bihar, an evaluation of the current initiatives and the identification of potential gaps are important effective schools with pleasant school environments have made a big effort to connect with the families of their students in order to create outstanding cooperation. Maintain that for schools to be effective, there must be a strong and cooperative interaction between students, parents, teachers, and the community. (Sanders, 2009).

Teachers play a crucial role in determining how children learn in rural schools. They have the capacity to contribute significantly to the dissemination of nutrition information and the encouragement of wholesome eating practises. Designing targeted interventions and support systems requires a thorough understanding of how instructors integrate nutrition education into their curricula and the methods they use.

The eating habits and nutritional intake of a child are significantly influenced by parents as well. They are essential in preparing meals and setting up a setting that encourages healthy eating at home. We may learn more about the degree of awareness and engagement in families and pinpoint areas for development by examining the role of parents in nutrition education.  A child’s eating habits will continue to improve if the family models the improvements in behaviour and shares the same influences. (Epstein et al., 2001).

Additionally, community health workers known as Anganwadi workers who are in charge of offering fundamental nutrition and health services play a critical role in rural areas. They frequently collaborate closely with schools and families, offering assistance and direction on numerous facets of young children’s nutrition and health. It can be useful to discover chances for collaboration and increase the overall impact of such initiatives by evaluating the involvement and training of Anganwadi staff in providing nutrition education.

In terms of nutrition and education, school gardens can assist kids and their families in both rural and urban settings. As a platform for learning, school gardens should be viewed as a way to promote nutrition and education rather than as a way to produce vast amounts of food or money. Students can learn how to grow, care for, harvest, and prepare healthful seasonal vegetables in the classroom, the garden, the kitchen, the school cafeteria, and the home. The experience increases the school community’s environmental, social, and physical wellness while fostering a greater understanding of how the natural world sustains us. The concept is supported by links to backyard gardens, which also provide opportunity for the school and the community to exchange information and expertise. (FAO, 2010 and 2015).

This study aims to fill the knowledge gap about the type and scope of nutrition instruction provided to rural Bihar schoolchildren. Its goal is to shed light on current practises and point out potential areas for change by looking at the responsibilities of teachers, parents, and Anganwadi workers. The results of this study can help stakeholders, including policymakers, educators, and educators, establish comprehensive and successful programmes to support nutrition education and enhance the general wellbeing of rural schoolchildren in Bihar.

STATEMENT OF PROBLEM

In order to encourage healthy eating habits and prevent malnutrition among schoolchildren, nutrition education is essential. However, there is a dearth of thorough knowledge about the type and scope of nutrition education being provided to schoolchildren by teachers, parents, and Anganwadi workers in rural areas of Bihar where malnutrition rates are frighteningly high. The efficacy of the current programmes for nutrition education and the degree of cooperation amongst various stakeholders are still unknown.

PURPOSE OF THE STUDY

1. Assess the nature and extent of nutrition education being delivered to rural school children, including the curriculum, teaching materials, and instructional approaches employed by teachers, parents, and Anganwadi workers.

2. Provide recommendations and strategies to enhance the quality and reach of nutrition education programs in rural Bihar.

RESEARCH QUESTION

1.  To determine the nature and extent of nutrition education being imparted to the rural school children by the Parents?

2. To determine the nature and extent of nutrition education being imparted to the rural school children by the Teachers?

3. To determine the nature and extent of nutrition education being imparted to the rural school children by Anganwadi workers?

AREA OF THE STUDY

The research was conducted in the Arwal district of Bihar.

METHODOLOGY

The present study, with the main aim of determine the of nature and extent of nutrition education being imparted to the rural school children in Arwal district of Bihar was conducted adopting an ex-post facto research design. An ex-post factoresearch is a systematic empirical enquiry in which the researcher does not have direct control over the variables because their manifestations have already occurred or because they are inherently not manipulatable (Kerlinger, 1964).

Arwal district was purposively selected for the study.  There are five blocks in the district. Three blocks will be randomly selected. From each block a cluster of rural schools was randomly selected and from each school cluster 30 children were randomly selected. Besides this, 90 parents of these selected children will be randomly selected. In addition, 30 teachers will be selected from these 3 schools clusters. Further 30 Anganwadi workers will be randomly selected. Total sample size of the study was 240.

Reading articles and examining textbooks helped create a question (item) bank, which was then thoroughly examined with the assistance of subject-matter specialists. The purpose of the questions was to assess the type and quantity of nutrition instruction being provided to rural schoolchildren. There were 43 items made in total for the relevance test. A knowledgeable panel of judges reviewed the item statements to determine their applicability and chose those that would be tested in the final exam. The 43 items were presented to a panel of 30 judges who were experts in extension education with the request that they evaluate the application of each item. The judges were asked to react using a five-point scale with ratings of 5, 4, 3, and 1, highly relevant, relevant, undecided, less relevant, and not relevant. The relevancy score for each item was calculated by adding the ratings on the scale for each judge’s comments. Two types of tests—relevancy percentage and frequency—were computed from the data for each item. The choices were made from the items that satisfied the minimum parameters (Relevancy% > 70, Relevancy Weightage > 0, and Mean relevancy score > 3.0). There were 17 total items chosen for parents, 16 for Parents and Anganwadi workers. The target population’s knowledge, practises, and behaviours about nutrition were to be evaluated through the use of these questions. Each question had two options for answers: “yes” or “no,” allowing for a binary response.

A representative sample of teachers, parents, and Anganwadi workers in rural Bihar were given the questionnaire as part of the data collection procedure. The questionnaire was pretested on a small pilot sample before to the actual data collection in order to improve the reliability and validity of the results. This made it easier to spot any questions that had questions that were unclear or had problems, which were then fixed to make the questions accurate and clear.

 

DATA ANALYSIS AND PRESENTATION

Table 1 Nature and Extent of Nutrition Education Provided by the Parents (N=90)

Sl.no

Statement

f

%

Mean score

Rank

1

Do you allow your children to make choice between the healthy food?

54

60

0.60

VII

2

Do you use interesting names (word-play) for healthy food?

57

 63.33

0.63

VI

3

Do you use red cherry, nuts, butter and cream on the food to make it very attractive?

84

93.33

0.93

I

4

Do you ever give the opportunity to children to help you in the kitchen?

69

76.66

0.76

III

5

Do you keep more healthy nutritious food rather than junk food in the almirah or fridge?

60

66.66

0.66

V

6

Do you give any rewards/ bait for eating healthy food?

63

70

0.70

IV

7

Do you tell the story of your children to encourage them to consume Bitter gourd, Bottle gourd, Pumpkin and other vegetables which don’t look good but very nutritious?

 33

 36.66

0.36

 XII

8

Do you take the help of Tv programme (cartoon), Tv advertisement to aware your children about healthy food?

63

70

0.70

IV

9

Do you convince your children to keep fast on the eve of festivals?

24

26.66

0.26

XIV

10

When you go for trip with your children do you brings home made food with you?

36

40

0.40

XI

11

Does your children have breakfast, lunch and dinner with you?

27

30

0.30

XIII

12

Does your children watching Tv while eating food?

48

53.33

0.53

IX

13

Do you pray for God before eating food?

42

46.66

0.46

X

14

Do you give junk food in few quantities in order to force your children to eat more fruits, vegetables and dry products?

51

56.66

0.56

VIII

15

Do you stop your children when they eating more than enough?

51

56.66

0.56

VIII

16

While you making the healthy food do you pay attention on colour, appearance and taste of food?

60

66.66

0.66

V

17

Do you apply the tactic that if you finish your milk daily then we will go for fair?

75

83.33

0.83

II

 

According to the findings in table 1, a significant portion of parents (93.33%) admitted to using red cherries, nuts, butter, and cream on food to make it more aesthetically pleasing. This finding suggests that attempts have been made to increase the appeal of nutritious food. According to 83.33% of parents, the strategy of promising a trip to a fair if the child finishes their milk each day may encourage milk consumption. 

A sizable percentage of parents (76.66%) gave their kids the chance to assist in meal preparation, showing a favourable interest in this activity. In order to promote healthy eating among their children, a sizable portion of parents (70%) used TV shows and commercials.

 

Table 2 Nature and Extent of Nutrition Education Provided by the Teachers (N=30)                                                                                                                                    

Sl.no

Statements

f

%

Mean score

Rank

1

Do you use any Nutrition chart, poster or other visual tools to teach the students?

27

90

0.9

II

2

Do you take the help of books to teach the children about nutrition education?

26

86.66

0.86

III

3

Do you offer the various types of games to enhance the nutritional knowledge of the children?

24

80

0.80

V

4

Do you arrange any nutritional program or nutritional week to provide the nutrition education?

25

83.33

0.83

IV

5

Do you ever bring the students in the garden to aware them about nutritious food?

18

60

0.60

VII

6

Do you take the help of Anganwadi workers to provide the nutrition education of the students?

25

83.33

0.83

IV

7

Do you engage students with cooking projects?

16

53.33

0.53

IX

8

Do you ever arrange the meeting with parents of students to aware them about nutritious food?

17

56.66

0.56

VIII

9

Do you deliver lecture to teach the students?

28

93.33

0.93

I

10

Do you arrange any debates on the topic of healthy food among the children?

28

93.33

0.93

I

11

Do you provide any type of rewards/ Bait of children to consume the healthy food?

26

86.66

0.86

III

12

Do you give any type of punishment / threat, If student consume unhealthy food?

19

63.33

0.63

VI

13

Do you send the learning materials (related from nutrition) to parents to teach the children?

18

60

0.60

VII

14

Do you bring local chefs to your school to teach student about healthy eating practice and local foods?

25

83.33

0.83

IV

15

Do you teach the students that how to read food label so they have the skills to make healthy choices at the grocery store or home?

15

50

0.50

X

16

Do you apply taste-test method on the students to aware them about various nutritious food?

12

40

0.40

XI

 

Table 2 demonstrates the prevalence of lectures as a teaching strategy, with 93.33% of instructors using lectures to instruct students about nutrition. Similarly, 93.33% of teachers organised discussions among the students on issues related to healthy eating. 

90% of educators said they instruct children about nutrition using charts, posters, or other visual aids. 86.66% of teachers who addressed the topic indicated using books as a resource for nutrition instruction. 86.66% of teachers said they offered incentives or rewards to entice kids to eat healthy.

Only 40% of teachers used the taste-test technique to inform students about different nutrient-dense foods. Lessons on how to read food labels so that consumers can make healthy choices at the grocery store or at home were only cited by 50% of teachers.

 

Table 3 Nature and Extent of Nutrition Education Provided by the Anganwadi Workers (N=30)       

S.no

Statements

f

%

Mean score

Rank

1

Do you use any Nutrition chart, poster or other visual tools to teach the students?

30

100

1

I

2

Do you take the help of books to teach the children about nutrition education?

30

100

1

I

3

Do you offer the various types of games to enhance the nutritional knowledge of the children?

29

96.66

0.96

II

4

Do you arrange any nutritional program or nutritional week to provide the nutrition education?

17

56.66

0.56

VII

5

Do you ever bring the students in the garden to aware them about nutritious food?

12

40

0.40

X

6

Do you take the help of Anganwadi workers to provide the nutrition education of the students?

24

80

0.80

V

7

Do you engage students with cooking projects?

13

43.33

0.43

IX

8

Do you ever arrange the meeting with parents of students to aware them about nutritious food?

29

96.66

0.96

II

9

Do you deliver lecture to teach the students?

30

100

1

I

10

Do you arrange any debates on the topic of healthy food among the children?

25

83.33

0.83

IV

11

Do you provide any type of rewards/ Bait of children to consume the healthy food?

24

80

0.80

V

12

Do you give any type of punishment / threat, if student consume unhealthy food?

15

50

0.50

VIII

13

Do you send the learning materials (related from nutrition) to parents to teach the children?

19

63.33

0.63

VI

14

Do you bring local chefs to your school to teach student about healthy eating practice and local foods?

27

90

0.90

III

15

Do you teach the students that how to read food label so they have the skills to make healthy choices at the grocery store or home?

12

40

0.40

X

16

Do you apply taste-test method on the students to aware them about various nutritious food?

12

40

0.40

X

 

Table 3 reveals that (100%) of the Anganwadi staff members claimed to have taught the pupils about nutrition using charts, posters, or other visual aids. Similarly, 100% of the employees said they used books to teach kids about nutrition education. All of the employees (100%) stated that they gave lectures to pupils about nutrition. 

Ninety-six percent (96%) of the staff reported using different games to improve the kids’ dietary awareness. Organising meetings with parents to spread awareness of nutrient-dense foods was reported by a sizable majority of employees (96.66%). 90% of the staff members indicated that the school invited local chefs to teach kids about good eating habits and regional foods.

 

DISCUSSION OF THE RESULT

The eating habits and nutritional awareness of children are greatly influenced by parents. The findings show that parents use a variety of methods to teach their children about nutrition. Parents frequently use techniques like letting kids make choices, giving nutritious food intriguing names, and making food look appealing. These procedures show a sincere effort to involve kids and make eating well interesting to them. The less frequent use of storytelling and persuading kids to keep fasts on festival eves, however, raises the possibility that these strategies may not be generally acknowledged or prioritised by parents. Similar studies from the FAO (2010, 2015) imply that the home, kitchen, cafeteria at school, and garden are all educational settings where children can learn how to domesticate, care for, harvest, and prepare healthful seasonal vegetables.

The results also provide insight into the practises now used by teachers, who are also very important in nutrition instruction. The findings demonstrate how nutrition education is delivered through a variety of resources, including visual aids, books, games, and programmes. This result is consistent with Kim and Kim’s (2014) study that there were differences in the goals, topics, delivery methods, and effective strategies used in nutrition education for kids. In terms of nutrition education, the needs of teachers and parents were very different.

These strategies show off a thorough and engaging teaching strategy. But there is still opportunity for development in some areas. For instance, only a small portion of teachers assign cooking projects to their pupils, despite the fact that this might give them excellent hands-on experience. To improve the efficacy of nutrition education, additional emphasis can be placed on engaging parents and teaching kids how to read food labels.

The research on nutrition education given by Anganwadi personnel reveals a wide range of methods. The usage of nutrition charts, posters, books, and lectures shows that nutrition education is delivered in an organised manner. Additionally, efforts to give hands-on and interactive learning opportunities are indicated by the planning of nutritional programmes, participation in cooking projects, and involvement of local chefs. Although less frequently reported, setting up parent meetings and using taste-testing techniques both point to possible areas for improvement in the overall nutrition education programme. This result is in line with Murlidharan’s (1984) assertion that the majority of parents are unable to provide their children with much stimulation due to their own limitations. Therefore, if we want these kids to succeed in adulthood, compensating schooling for them seems to be crucial.

 

CONCLUSION

With a focus on the responsibilities played by teachers, parents, and Anganwadi workers, this research study sought to analyse the existing practises of nutrition teaching in rural Bihar schools. The findings showed that parents use a variety of tactics to encourage their kids to eat well. However, certain customs were less widespread, such as fasting on the eves of festivals or promoting the eating of healthy vegetables through storytelling. These results underline the necessity of focused initiatives to improve parental nutrition education procedures. It was discovered that teachers use a variety of teaching techniques to impart nutrition knowledge, including the use of visual aids, books, games, and debates. By offering fundamental nutrition and health services, Anganwadi workers have a big impact in rural communities.

It is important to highlight that while this study was carried out in the Bihar district of Arwal, it is possible that the conclusions cannot be applied to other areas. Gaining a more thorough grasp of nutrition education practises in rural India might benefit from additional research in various districts and states.

RECOMMENDATION

1. To persuade educators and Anganwadi workers to keep using these tools, and to equip them with additional resources to increase their efficiency.

2. Teachers and Anganwadi staff members must to be encouraged to include such activities in their curricula and make use of regional resources, such planning field trips to area gardens or inviting local chefs, to generate interesting learning opportunities.

3. By offering training courses and chances for professional growth, you can provide them the abilities and information they need to conduct nutrition education successfully.

4. It is advised to incorporate nutrition principles across many courses and situations to create a thorough approach to nutrition teaching.

 

REFRENCE

Epstein LH, Gordy CC, Raynor HA. (2001). Increasing fruit and vegetable intake and decreasing fat and sugar intake in families at risk for childhood obesity. Obesity research (serial on the Internet).;9(3):171–8.

Food and Agriculture Organization of the United Nations (FAO) (2010). A new deal for school gardens. FAO: Rome. http://www. fao.org/docrep/013/i1689e/i1689e00.pdf.

Food and Agriculture Organization of the United Nations (FAO), Swensson LFJ. (2015). Institutional Procurement of Food from Smallholder Farmers: The Case of Brazil. FAO: Rome. http://www.fao.org/3/a-bc569e.pdf.

Kerlinger, F.M. Foundations of behavioral research. New York: Holt, Rinehart, & Winstron, 1964.

Kim, N.H. and Kim, M.H. (2014). The Comparison of Perceptions and Needs for Nutrition Education between Early Childhood Teachers and Parents. The Korean Journal of Food and Nutrition, 27(1):66–74. Retrieved on 04.12.2021 from https://doi.org/10.9799/KSFAN.2014.27.1.066

Murlidharan,R.(1984).Preschool Education: Profile of Child in India. Report of Early Childhood Education. National Institute of Public Cooperation and Child Development, NIPCCD New Delhi.

Sanders, M. G. & Sheldon, S. B. (2009). Principals matter: A guide to school, family, and community partnerships. Corwin: A SAGE Company.

 

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Composting to Improve Degradable Lands towards Sustainable Land Management and Climate Change Adaptation in Nabdam and Talensi Districts of the Upper East Region of Ghana.

Isaac Odoi Danquah

Water Resources Engineer, Goldrain Mountain Company Limited, Koforidua, Eastern Region – Ghana.

 

ABSTRACT 

Degradation of farmlands in the Upper East Region of Ghana has become a great menace to food security as the year proceeds. This results in fertile lands being depleted of all organic matter and nutrients that support plant growth. The practice of farming around households built in lands is seriously practiced hence continuous cropping on the same land each year. Various methods of land reclamation such as afforestation are still being practiced but not yielding the needed results due to continuous cropping over the same land year in year out. This paper sorts to discuss one specific composting method adopted within seven communities of the UER to obtain compost materials for plant growth. A number of composting methods is practiced by farmers within these communities to improve the fertility of their lands. Some of the methods employed includes the pit method, the pile method, composting barrels, sheet composting, compost piled in a structure etc. The last technique is piloted during the study to obtain the nutrients and assess its potential in improving the soil fertility. This specific method explains the composting process and how the finest compost material is obtained for application on farmlands. Precipitations needed for decomposition of carbonated and nitrogenous materials on farmlands are of lesser quantities. This keeps the soil almost dry always resulting in vast areas of degradable lands and low crop yields each season. Research findings indicates that, fine rich black compost of 97% nutrients potency was obtained to improve soil fertility. When used on farmlands, it increased yields by 90% as compared to previous years as indicated by the farmers of around 80%. Practicing this composting technique has increased interest in composting by farmers by 75% in the seven piloted communities within the Nabdam and Talensi district of the Upper East region of Ghana.

Key WordsClimate Change, Compost, Drought, land Degradation, infertility, farmlands, Upper East Region (UER).

 

 




1          INTRODUCTION 

Compost is partially decomposed organic material which upon adding to farmlands improves both the physical structure and fertility of the soil (Garber, 1994). Nutrients such as Nitrogen (N), Phosphorus (P) and Potassium (K) are required by the soil in large amounts and should be applied in a concentration form such as 10:10:10 fertilizer for maximum yields. Decomposition of organic materials needs microorganisms such as fungi and bacteria and smaller animals such as earthworms, nematodes and beetles. These microorganisms eat the organic matter and produce humus. A soil fertility test is usually used to evaluate the nutrients supplying power of soils. Soil tests combined with crop nutrients requirement forms the basis for nutrients recommendations. Recommendations guides for vegetables, tree fruits, field crops, nursery crops and turfs were published by Rutgers Cooperative Extension (Heckman, 1898). Plant growth is affected by numerous factors including climate change, pest pressures and nutrients availability. Well prepared organic compost builds and stabilizes soil structure reducing potentials for soil erosion. It improves porosity, allowing water to move through the soil promoting holding water capacity used by plants. Composting is a natural process which provides several benefits such as reducing one of the world’s largest contributor’s to Greenhouse gases (Hoornweg et. Al., 1999). Maintaining appropriate levels of soil fertility especially plant nutrients availability through composting is important if agricultural lands in the seven communities are to remain capable of sustaining crop production at acceptable levels (Johnston, 2011). Composting is been used to address the degradable lands problem since it’s a method of speeding natural decomposition under controlled condition. Raw organic materials are converted to compost by a succession of organisms such as bacteria, fungi, protozoans, centipedes, millipedes, sowbugs, earthworms and other organisms. This organism increases the rate of chemical reaction in order to obtain rich fine compost. Humification depends on feedstocks, composting method and management. Scientist working in most African countries such as East Africa on sustainable land management confirms of human induced land degradation as negatively affecting food security (Slegers and Stroosnijder, 2008). Land degradation in the UER has rendered large fertile crop lands unproductive contributing to depleting income and low farm yields. Ploughing of farmlands with cattle’s and tractors serves as the main means of turning the soil in early may for crop planting. The long drought from October to May results in high rate of evaporation from both the soil and harvested crops. Hence the rate of decomposition of plants on the surface of the soil as manures to increase soil fertility is around 20% and even zero in some areas. This document is out of a project to combat climate change and sustain lands to address food security within the region. This called for the implementation of the PRGDT program by CILSS in three districts in UER. Preparation of compost using carbonated and nitrogenous material in the ratio of 3:1 to assess quality and quantity for farmlands formed one of the interventions under the project. Biodynamic compost is a fundamental component of the biodynamic method which Serves as a way to recycle animal manures and organic wastes, stabilize nitrogen, and build soil humus and enhance soil health (Diver, 1995) for the production of crops. Production of crops yearly especially during the dry season in UER will result in increase of yield if practices such as composting is practiced to back ploughing by animals and other methods.

 

 

2          METHODOLOGY

Seven farmers within seven communities are sampled and trained by Ministry of Food and Agriculture (MoFA) stuffs on composting procedures from the two districts. Detailed methodological procedures is as follows;

·      Construct an 8m×4m rectangular structure and divide into two [4m2 each] compartments with local clay materials1. This gives you two compartments compost structures.

·      Plaster inside and outside of structure with sand and cement.

·      Arrange stones to a height of 4cm as ground floor bed.

·      Arrange maize stocks or any grass materials as the down floor layer.

·      Mix completely the carbonated materials (maize, grass, millet stocks and plant materials) and nitrogenous materials (cow dungs, guinea fowl remains, goats/sheep’s remains etc) in the ratio of 3:1. It should be done by adding little quantities of water and mixed scrupulously.

·      Perform the sponge test.

·      Put the mixed materials in the compost structure and press down firmly.

·      Add some quantities of ashes and water before adding the next layer of compost materials.

·      Step 5 – 8 is repeated with different materials till the compost structure is completely filled.

·      Depending on site of compost structure and exposure, cover with an apron to avoid direct contact with the sun to decrease the rate of evaporation.

·      Put a stick in the center of the filled structure to assess the temperature and decomposition state of materials.

·      Observe compost materials regularly and add water when necessary in appreciable amounts to accelerate the rate of decomposition.

·      Turn/Move the filled materials to the empty compartment after two weeks.

·      Perform 12 and 13 again after every two weeks. Turn decompose materials into the other compartments. This is repeated till the final compost material is obtained in its finest state for application (98% decomposition).

 

 

Table 1: Common Feedstock’s used and their characteristics

Feedstock

Moisture Content

C:N

High Carbonate Materials

Hay

8-10

15:30

Maize Stocks

12

60-70

Straw

5-20

40-150

Maize Silage

65-68

40

High Nitrogenous Materials

 

 

 

Fowl/Guinea Fowl Manure

20-40

5-15

Goat/Sheep/Cow dung

 

 

Sewage Sludge

 

9-25

A time series of temperatures and rate of decomposition are recorded for observation.  A maximum of 1 month 2 weeks is used for the composting activity to obtain good compost for application on farmlands.

Estimating the carbon content of feedstock’s

 

               % carbon = %volatile solids

                                               1.8

 

Where % Volatile Solids = 100 – % ash (material incinerated @ 723K

 

 

Plate 1: Compost structure

 

3          STUDY AREA

Seven selected communities from Talensi and Nabdam district are selected for this study. Total land area of Upper East Region is 8800Km2 covering 3.7% of the total land area of Ghana. The total population of the region is 1031478 (2010, Population census) with an annual growth rate of 1.1%. The upper east region is hot and dry with temperatures ranging between 46.5˚C maximum and 13.5˚C minimum usually during drought period and rainy season respectively. The land surface is flat with gentle slopes less than 1% having scarce trees, 35m apart. Activities within the seven communities of the two composting districts is mainly farming, rearing of animals and fishing. Animal rearing is by the extensive system but always controlled in cages during the farming season. Cattle, donkeys, guinea fowl are the most prominent animal and birds reared with few goats and sheep’s. Farmers are usually dormant especially in the dry season as farming activities are rain fed. Crops produced by the community’s ranges from beans, rice, millet, maize, sorghum to groundnuts. Water resources such as dams and reservoirs are undergoing varied forms of defects such as siltation and seepages. Canals and laterals are not in good condition hence reducing dry season irrigation farming. Farming activities in these districts of the Upper East Region (UER) is around households which differ from the southern part. Areas with 10% are embedded with stones making farming difficult. Stone and earth bunding is therefore practiced. The soils are light textured surfaces varying from coarse material either gravel and stones which affect their physical properties particularly their water holding capacity. The rainfall pattern affects fruits such as mangoes and oranges production.  Due to the one seasonal rainfall regime, cocoa production is not supported within the region to boost economic growth among the indigenes. 

 

 

4          RESULTS DISCUSSIONS

4.1       Composting Analysis

Upper East Region is part of the savanna zone where land degradation is an issue as a result of the one seasonal rainfall period within the period of January to December. Rainfall which moistens the soil increasing plant growth and foliage coverage hence the resultant decomposition of woodlots and leaves to increase fertility is less. This has created a big problem on the land hence the use of inorganic manure during the planting season. Organic composting which is less expensive and easy to prepare is recommended as an alternative to improve soil fertility and support crop production. Inorganic fertilizer is applied but its disadvantage of affecting the soil texture continues and increases the infertility of the soil. The possibility of proportionality in fertilizer application is also another problem as beans and groundnut are left yellowish and withered after the application of fertilizers during site visits. This leaves farmers at a lost especially after buying fertilizers at high prices and wasting of time to apply on farmlands. This work therefore established organic manure preparation as a model to show its importance and cost effective in the seven communities.  Committed farmers selected were trained on composting procedure and taking through one day compost preparation. Farmer’s enthusiasm towards the preparation resulted in the various percentage of organic manure preparation after training. Rate of decomposition (RD) of manure was 40% after two weeks of observation and 96% after one month two weeks. Its fine, smooth black textured nature gave a clear indication of rich compost (97%) with greater percentage of improving the soil fertility.  Such compost is the most attended and well concentrated ones which farmers sprinkle and monitored compost materials in sequential times.  The minimum temperature recorded is 30˚C and this is recorded among farmers whose arrangement of farm materials was not well done. This gave the opportunity for air to stay within the stocked compost materials (plate 1). This decreased the decomposition rate hence not obtaining a better decomposition after two weeks turning observation (15% decomposition rate).

 

Table: 1st composting observation

Composting

Community Site

№ of Tuning(T)

Temperature

⁰C

Rate of Decomposition [RD] (%)

Pitanga 1

III

44

50

Pitanga 2

III

42

65

Yakote 1

III

40

65

Yakote 2

I

43

60

Ndong 1

I

50

20

Ndong 2

II

42

64

Pelungu 1

II

50

75

Pelungu 2

I

52

50

Kaare 1

II

42

60

Kaare 2

I

52

40

Wikongo 1

II

48

50

Wikongo 2

IV

50

90

 

 Application of water was a major problem for most of the farmers as some finds it difficult applying water in the right proportion. A maximum of 90m3 is used during a turning and this is sprinkled and well mixed before being moved to the other compartment. Proper spreading and compartment is recommended in order to avoid air and holes as it decreases the rate of decomposition. Two weeks turning should be well monitored and applied in order to obtain uniform decomposition (Plate 2). A maximum temperature of 60˚C is recorded as the highest temperature over the period. This is the temperature at which fungi and bacteria activity on compost materials is very high. The RD differs from 74% to 96% as depicted in Fig. 1 due to different turning techniques by farmers over the period. 74% – 88% recording was observed for farmers who moved compost from one compartment to the other without thorough mixing, water sprinkling and compactment. 88% – 96% was recorded for highly attended compost structures where farmers monitored compost materials consistently. Turning procedures and techniques was well complied as water application, turning and compactment in layers was 95% achieved by 60% farmers. Turning of compost from one compartment into another takes 45-minutes maximum for the 4m × 4m double compost structure. Uniform rate of decomposition was not recorded during this work as farmer’s seriousness play part greatly. This is the reason for equalities at different turnings (T1, T2, and T3).

 

Fig. 1: Rate of decomposition (RD), turning (T) and temperatures during compost preparation

 

Plate 2: Mixed nitrogenous and carbonated materials in Compost structure

4.2       Rainfall Season impact on soil

Long drought period with less precipitation within the region continue to derail the soil fertility each year. To worsen this scenario, subsistence farming practices which is practiced each year around households has resulted in serious land degradation over the years. Plant foliage which is a great contributor of water into the hydrological cycle and the resultant precipitation is scarce as trees are few and widely apart. Climate changes resulting in long droughts between October and May always enters the farming season with soil infertile to support plant growth and production. Rainfall for 2014 (Fig 2) was analyzed to see its impact on the soil as it’s the year before this work. The maximum rainfall recorded was 57.9mm in May and is the highest for the whole season. The rainfall pattern for the rest of rainfall period ranged from 27.5mm maximum to 0.2mm minimum. This is sparsely recorded over the period hence less to enrich the soil. Woodlots, animal droppings, leaves and other wastes materials which needs water in right proportions continues to remain dry and thereby unable to decompose due to no water to enhance the process. Decomposition of such materials adds different kinds of nutrients to the soil and by that increasing the organic matter content of the soil. 

 

Fig. 2: Rainfall pattern for 2014

 

This has been the pattern over the region resulting in the continued degradation of farmlands. Activities such as deforestation for fire woods and charcoal burning are all forms of activities affecting the hydrological cycle resulting in the long droughts. The drought period between October to April was intense with 25.6mm received as the highest over the period. 

 

Fig. 3: Drought period for 2014

 

Drought period in the Upper East region and hence the seven communities is so intense as temperatures ranges from 42.1˚C maximum and 35.5˚C minimum as depicted in Fig 3. Humidity during such times records around 96% of which the weather becomes very hot. Such periods never support plant growth as evapotranspiration is very high leaving all decomposable materials very dry. Withering and shedding of leaves is also high leaving the soil bare decreasing sunlight exposure and increasing evaporation. Water table decreases at faster rate decreasing water holding capacity of tap roots of plants and root tapping depth for plant growth is increased considerably.

 

 

 

5          CONCLUSION

 Climate is a big parameter when it comes to plant growth and crop production in the Upper East Region. Variability in the rainfall pattern will always result in different amounts of rainfall and long droughts each year. Organic manure application is a good method of obtaining manure to improve soil fertility towards reclamation of degradable lands in the Upper East Region of Ghana. This model work reveals that, compost can be obtained by using local available compost materials enriched in Nitrogen, Phosphorus and Potassium in their right proportions. From compost analysis, compost obtained was 97% rich in nutrients to enrich the soil for the production of maize, cowpea, groundnuts and millet within a harvesting rate of 90% to support life during the dry season within the region.

Therefore, fine black textured compost is obtained at a decomposition rate of 96% over a period of one month, two weeks. Soil fertility in these communities can be improved if the obtained compost prepared is applied in the right proportion. This will give the desired increase in yield within a season to address the problem of food insecurity in the Upper East Region of Ghana especially Nangodi and Talensi district and its environs. 

 

Acknowledgement

It’s unto him the Almighty God who made this modeled climate change study a success. Thanks again to all Staff of CILSS for their good will for humanity and their willingness to help the vulnerable. Thanks to Mr. Adams of MoFA, Nangodi for his time during this study. Grateful I am to CILSS for the selected farmers and people of Nangodi and Talensi district for the project. God bless you all.

 

 

Reference

L. A. Christopher.  1996.  Biodynamic Agriculture  A Paradigmatic Analysis.  The Pennsylvania State University, Department of Agricultural and Extension Education.  PhD, Dissertation.  114 p.

 

J. R. Heckman, Soil Fertility test interpretation, Fact Sheet.

 

D. Hoornweg, L. Thomas, L. Otten, Composting and its Applicability in Developing Countries, 2000, working paper Series.

 

J. Johnston, 2011, Assessing soil fertility; The importance of soil analysis and its interpretation, Lawest Trust Fellow, Rothamsted Research.

 

S. K., Adanu, F. K., Mensah, S. K, Adanu, Enhancing Environmental Integrity in the Northern Savanna Zone of Ghana ; A Remote Sensing and GIS Approach, paper.

 

Slegers M.F.W., and Stroosnijder, L., (2008). Beyond the desertification narrative: A framework for agricultural droughts in semi-arid East Africa: AMBIO: A Journal of the Human Environment, DOI:10.1579/07-A-385.1, 372 – 380.

 

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p class=”MsoNormal” style=”font-family: Calibri, sans-serif;font-size: 11pt;line-height: normal;margin: 0cm”>S. Diver, 1995, Biodynamic Farming and Compost Preparation, Alternative Farming System Guide.

Call for Papers IJR 2022

 International Journal of Research (IJR) is an international peer reviewed journal. The journal is dedicated to publishing investigations on new and untested ideas, and disseminating research findings that make original and significant contributions to different areas of education, culture and society. The aim of the journal is to promote the work of young talented researchers in the humanities, cultural studies, social sciences, law, economics and education and the dialogue of sciences. 

Send papers for publication in this journal to editor@pen2print.org 

Visit the journal site at https://ijrjournal.com/index.php/ijr

The topics related to this journal include but are not limited to:

And Translation Theory and Practice
Cognition and Culture
Communication and Culture
Cross-cultural Learning
Cultural Studies
Educational Assessment and Evaluation
Ethnicity and Culture
Intercultural Communication
International and Comparative Education
Language and Culture
Languages and Literature
Popular Culture
School Health Counseling and School Psychology
Special Education
STEM (Science, Technology, Engineering, and Mathematics) Studies
Teacher Education

Call for Papers IJR July 2022

 International Journal of Research (IJR) is an international, peer-reviewed, online journal published by Edupedia Publications Pvt Ltd. It provides an academic platform for professionals and researchers to contribute innovative work in the field. IJR carries original and full-length articles that reflect the latest research and developments in both theoretical and practical aspects of English Language Education. The Journal links the everyday concerns of practitioners with insights gained from relevant academic disciplines such as applied linguistics, education, psychology, and sociology. 

IJRi is an international, open access, peer-reviewed, rapid publication journal. It provides a forum for creative and scholarly experts communicate and discuss new ideas in higher education. This journal focuses on higher education studies that examines educational developments throughout the world in universities, polytechnics, colleges, and vocational and education institutions. All contributions to the journal are rigorously refereed and are selected on the basis of quality and originality of the work.

Send papers for publication in this journal to editor@pen2print.org 

Visit the journal site at https://ijrjournal.com/index.php/ijr

The topics related to this journal include but are not limited to:

Syllabus
Materials Design
Flipped Class
Mixed Learning
Deep Active Learning
Teaching Strategies
Skill Teaching
Academic and Scholarly Writing 
Virtual Education and MOOCs
Materials and E-learning
Minority Language Education Policy
Teaching English as a Second Language
English Teachers’ Training and Education
Studies in English Culture and Literature
English Teaching in Educational Institutions
Mobility and Autonomy in Higher Education

Call for IJR 2022

   International Journal of Research (IJR) is an applied, international hospitality and tourism management journal designed to help practitioners and researchers stay abreast of the latest developments in the field, as well as facilitate the exchange of ideas. An exciting and challenging international forum, the journal reflects current happenings and trends in the industry. It welcomes both theoretical and applied research papers, and encourages the submission of the results of collaborative research undertaken between academia and industry. IJR also welcomes scholarly contributions from officials with government agencies, international agencies, and non-governmental organizations. The topics related to this journal include but are not limited to:


Commercial policy
Communications
Comparative studies
Cross-cultural issues
Diversity issues
Economic development
Economic integration
Exchange rates
Finance and investments
Fiscal and monetary policy
Globalization
Human resource management
Information
Industry-specific issues
Intellectual property
Labor issues
Law and governance
Managerial decision making
Marketing
Multilateral institutions
Multinational corporations
National and regional studies
Outsourcing and offshoring
Pedagogical issues
Regionalism
Regulatory issues
Technology transfer
Trade in goods and services


The topics related to this journal include but are not limited to:

Business research methods
Business theories
Case studies
Contemporary research in business
Corporate governance
Economic growth and development
Economics of organizations and industries
Entrepreneurship
Finance and investment
Financial reporting
Global business
Human resource management
Innovations
Insurance
Investment
Management information systems
Marketing
Operations management
Organizational behavior
Project management
Public administration
Risk management
Strategic management
Total quality management
Transition issues



International Journal of Research (IJR) with ISSN 2348-6848 (Online) and 2348-795X (Print) is an international peer-reviewed, internationally refereed, online, open-access journal published monthly. 

Journal is available online at https://ijrjournal.com/index.php/ijr 
 
Send papers to ijr@ijrjournal.com

*********************************************************************************************************************

Call for Papers IJR 2022

  International Journal of Research (IJR) provides a forum for sharing timely and up-to-date publication of scientific research and review articles. The journal publishes original research papers at the forefront of law and social sciences. The topics included and emphasized in this journal are, but not limited to, law, political science, economics, environment, history, communication, sociology and safety and other timely and concerned global or international issues. IJR also welcomes scholarly contributions from officials with government agencies, international agencies, and non-governmental organizations. The topics related to this journal include but are not limited to:


Commercial policy
Communications
Comparative studies
Cross-cultural issues
Diversity issues
Economic development
Economic integration
Exchange rates
Finance and investments
Fiscal and monetary policy
Globalization
Human resource management
Information
Industry-specific issues
Intellectual property
Labor issues
Law and governance
Managerial decision making
Marketing
Multilateral institutions
Multinational corporations
National and regional studies
Outsourcing and offshoring
Pedagogical issues
Regionalism
Regulatory issues
Technology transfer
Trade in goods and services

Transportation 


The topics related to this journal include but are not limited to:

Business research methods
Business theories
Case studies
Contemporary research in business
Corporate governance
Economic growth and development
Economics of organizations and industries
Entrepreneurship
Finance and investment
Financial reporting
Global business
Human resource management
Innovations
Insurance
Investment
Management information systems
Marketing
Operations management
Organizational behavior
Project management
Public administration
Risk management
Strategic management
Total quality management
Transition issues



International Journal of Research (IJR) with ISSN 2348-6848 (Online) and 2348-795X (Print) is an international peer-reviewed, internationally refereed, online, open-access journal published monthly. 

Journal is available online at https://ijrjournal.com/index.php/ijr 
 
Send papers to ijr@ijrjournal.com

*********************************************************************************************************************

Call for Papers IJR 2022

  International Journal of Research (IJR) publishes articles in the disciplines of sustainable management and information technologies based on scientific and technological researches, as well as its methodology, concepts, function and principles and interaction among both disciplines. It aims to publish the advances and trends, and to collaborate in the dissemination of knowledge and show advances derived from researches conducted internationally. IJR publishes a broad range of social science research and thinking on the interaction of natural resource ecology and management around the world and at multiple scales. Papers published in the journal go through a double-blind, peer review process and meet standards of contributing significantly to theory and/or transformative policies and practices, offering scholarly depth but broad appeal to our diverse readership. The mission of the journal is to conduct interdisciplinary research, instruction, and extension education to address the sustainable management and conservation of the fishery, forest, rangeland, and wildlife resources all over the world . IJR also welcomes scholarly contributions from officials with government agencies, international agencies, and non-governmental organizations. The topics related to this journal include but are not limited to:


Commercial policy
Communications
Comparative studies
Cross-cultural issues
Diversity issues
Economic development
Economic integration
Exchange rates
Finance and investments
Fiscal and monetary policy
Globalization
Human resource management
Information
Industry-specific issues
Intellectual property
Labor issues
Law and governance
Managerial decision making
Marketing
Multilateral institutions
Multinational corporations
National and regional studies
Outsourcing and offshoring
Pedagogical issues
Regionalism
Regulatory issues
Technology transfer
Trade in goods and services


The topics related to this journal include but are not limited to:

Business research methods
Business theories
Case studies
Contemporary research in business
Corporate governance
Economic growth and development
Economics of organizations and industries
Entrepreneurship
Finance and investment
Financial reporting
Global business
Human resource management
Innovations
Insurance
Investment
Management information systems
Marketing
Operations management
Organizational behavior
Project management
Public administration
Risk management
Strategic management
Total quality management
Transition issues



International Journal of Research (IJR) with ISSN 2348-6848 (Online) and 2348-795X (Print) is an international peer-reviewed, internationally refereed, online, open-access journal published monthly. 

Journal is available online at https://ijrjournal.com/index.php/ijr 
 Send papers to ijr@ijrjournal.com

Call for Papers IJR -2023

 International Journal of Research (IJR) is an international, professional, and peer reviewed journal, it offers opportunities for the exchange of research results, experience and insights, and provides a forum for ongoing discussion between experts in any field of business and economic development. This journal focuses on marketing, management, finance, accounting, decision sciences, operations research and economics. The submission of manuscripts that meet the general criteria of significance and scientific excellence are encouraged. IJR also welcomes scholarly contributions from officials with government agencies, international agencies, and non-governmental organizations. The topics related to this journal include but are not limited to:


Commercial policy
Communications
Comparative studies
Cross-cultural issues
Diversity issues
Economic development
Economic integration
Exchange rates
Finance and investments
Fiscal and monetary policy
Globalization
Human resource management
Information
Industry-specific issues
Intellectual property
Labor issues
Law and governance
Managerial decision making
Marketing
Multilateral institutions
Multinational corporations
National and regional studies
Outsourcing and offshoring
Pedagogical issues
Regionalism
Regulatory issues
Technology transfer
Trade in goods and services


The topics related to this journal include but are not limited to:

Business research methods
Business theories
Case studies
Contemporary research in business
Corporate governance
Economic growth and development
Economics of organizations and industries
Entrepreneurship
Finance and investment
Financial reporting
Global business
Human resource management
Innovations
Insurance
Investment
Management information systems
Marketing
Operations management
Organizational behavior
Project management
Public administration
Risk management
Strategic management
Total quality management
Transition issues



International Journal of Research (IJR) with ISSN 2348-6848 (Online) and 2348-795X (Print) is an international peer-reviewed, internationally refereed, online, open-access journal published monthly. 

Journal is available online at https://ijrjournal.com/index.php/ijr 
 Send papers to ijr@ijrjournal.com

Call for Papers IJR Journal 2022

 International Journal of Research (IJR) aims to promote rapid communication and dialogue among the researchers, scientists, engineers and policy makers working in the areas of investment and management. It provides you with cutting-edge research and expert analysis on managing investments in hedge funds, private equity, distressed debt, commodities and futures, energy, funds of funds, and other nontraditional assets. JIM welcomes the following tier 1 article types: Book Review, Editorial, General Commentary, Hypothesis & Theory, Methods, Mini Review, Opinion, Original Research, Perspective, Review, Specialty Grand Challenge and Technology Report. The topics related to this journal include but are not limited to:

Strategic management
Investment management
Financial management 
Innovation management
Business process management 
Corporate culture and motivation
Education and training 
Ethical and environmental issues 
Assets management 
Knowledge management 
Operations management 
Organisational learning 
Outsourcing 
Accounting, audit and controlling
Benchmarking 
Performance measurement & management
Productivity and quality 
Marketing
Logistics
Business planning
Industrial relations

Change management. IJR also welcomes scholarly contributions from officials with government agencies, international agencies, and non-governmental organizations. The topics related to this journal include but are not limited to:


Commercial policy
Communications
Comparative studies
Cross-cultural issues
Diversity issues
Economic development
Economic integration
Exchange rates
Finance and investments
Fiscal and monetary policy
Globalization
Human resource management
Information
Industry-specific issues
Intellectual property
Labor issues
Law and governance
Managerial decision making
Marketing
Multilateral institutions
Multinational corporations
National and regional studies
Outsourcing and offshoring
Pedagogical issues
Regionalism
Regulatory issues
Technology transfer
Trade in goods and services

Transportation 


The topics related to this journal include but are not limited to:

Business research methods
Business theories
Case studies
Contemporary research in business
Corporate governance
Economic growth and development
Economics of organizations and industries
Entrepreneurship
Finance and investment
Financial reporting
Global business
Human resource management
Innovations
Insurance
Investment
Management information systems
Marketing
Operations management
Organizational behavior
Project management
Public administration
Risk management
Strategic management
Total quality management
Transition issues



International Journal of Research (IJR) with ISSN 2348-6848 (Online) and 2348-795X (Print) is an international peer-reviewed, internationally refereed, online, open-access journal published monthly. 

Journal is available online at https://ijrjournal.com/index.php/ijr 
 Send papers to ijr@ijrjournal.com