Special Needs Teachers Capacity in the Implementation of Competency Based Curriculum in Primary Schools in Kenya (Published)
This research looks at the capacity that special needs teachers in Kenyan primary schools have towards implementation of competency based curriculum in lower primary schools. Because of the abolishment of exclusion and adoption of inclusion policy, special needs learners are enrolled in mainstream schools and therefore have to be provided with the right and adequate support for their learning to take place. This study will survey a total of 83 public primary schools in Kapsaret Sub County, Kenya to determine the level of teacher capacity in the implementation of CBC. The sample will include special needs teachers teaching in those schools numbering to 69. Data collection was done through use of questionnaire for Special Needs Education Teachers in public primary schools. Data analysis will be performed using descriptive statistics for quantitative data and thematic content analysis for qualitative data. The study found out that: SNE teachers had moderate capacities in terms of understanding the CBC curriculum and preparedness in implementing the CBC content in public primary schools in the study area. The enrolment of special needs learners was low and had not increased significantly and this was attributed to lack of adequate capacities by SNE teachers to provide required support to disabled learners. the paper recommends that SNE teachers need to be provided with specialised training on CBC implementation in inclusive setting, schools should ensure facilities and resources to support inclusive education are provided and TSC to increase special needs teachers numbers to more than one in primary schools. This article discusses findings, implications for the special education teacher preparation programmes in Kenyan teacher training institutions, and recommendations for future research
Competency Improvement Needs of Facilitators for Enhancing Adult Education Programme in Edo State, Nigeria (Published)
We designed this study to determine the skill improvement needs of facilitators for enhancing Adult learning programmes in Edo state, Nigeria. The research design was a descriptive survey. The population of the study was 549. Simple random sampling technique was used to drown a sample of 108 facilitators by balloting. Two research queries were posed with two null hypotheses to guide the study. A researcher-designed questionnaire was used to elicit information from the respondents. The questionnaire instrument was subjected to face and content validation using three experts from the University of Nigeria, Nsukka. We used Cronbach alpha to determine the reliability coefficient of the instrument. The result was .85 and .68 for each query. We analyzed the data collected using mean and standard deviation to answer the research queries and used t-test statistics to analyze the hypotheses at (P>0.05) level of significance. The result showed that the skill improvement needs of facilitators to enhance adult education programme include: the ability to find the right condition that will enable achievement of programme goals, analytical ability to evaluate the various ways in the light of multiple factors that may hinder or help in programme implementation, and the ability to sequentially coordinate activities for a smooth flow of programme activities. It also includes listening ability, knowing the demographic nature of messages, and presentation of subject matter in the right context for learners understanding among others. We recommended that facilitators should be equipped with these skills to improve adult education programmes in Edo state Nigeria.
Effect of Competence and Motivation of Auditors of the Quality of Audit: Survey on the External Auditor Registered Public Accounting Firm in Jakarta in Indonesia (Published)
This study aims to determine the competence, motivation Auditor to audit quality. Competence is the skill needed Competent is someone who demonstrated by its ability to consistently provide adequate performance levels or higher in a specific job function. Expertise in executing the audit process is only worth little if it does not have an objective stance when gathering and evaluating audit evidence of this. While motivation is a key driver in supporting and directing behavior. Human behavior is essentially goal-oriented, in other words that human behavior in general diransang by the desire to achieve certain goals. Audit quality assurance related to the auditors in the form of a statement that the financial statements do not present any material errors or fraud load. Quality audits can be seen from the level of compliance auditors in carrying out the various stages that should be implemented in an audit. Based on the results of this study concluded the competence of auditors provide 7.8% effect on audit quality if there are no other variables are considered. While the influence of Competence Auditor indirectly to audit quality because of the relationship with the Auditor Motivation 6.6%. The amount of influence Competence Auditor to audit quality of 14.4%. Motivation Auditor 27.1% impact on audit quality if there are no other variables are considered. While the influence of motivation Auditor indirectly to audit quality because of the relationship with the Auditor Competence is 6.6%.
Demand is on the increase for encouraging strategic human resource practices that are value-added in terms of enhancing competitive ability of organizations. The hospitality sector which has recently witnessed increased level of participation with new entrants and customer patronage is faced with heightened competition, therefore requires exploring and understanding workplace practices that are likely to influence desired outcomes. The study used a structured survey instrument named Hospitality Climate and Competitiveness Survey (HOCACS) to generate data from the sampled four star hotels in the South-South and South-West geopolitical zones. The analyzed data showed some findings thus: encouraging competency is a potent means of staying competitive as employees have the requisite skills to undertake strategic and real tasks; empowering employees and rewarding were also found to have link with competitiveness and clear communication of task and work goals were necessary practices to remain competitive. The study concluded that hospitality climate is required in the face of heightened competitiveness in the hospitality sector and recommended that managers should encourage a friendly work climate and guarantee cross-functional relationship and work member cooperation and commitment.