Tag Archives: Lecturer

The Preferred Crisis Management Strategies among Lecturers in Tertiary Institutions in Cross River State, Nigeria and the Need for Guidance and Counselling Intervention (Published)

The aim of this study was to investigate the preferred crises management strategies among lecturers in tertiary institutions in Cross River State, Nigeria. The population of the study was one thousand two hundred and forty-two (1,242) lecturers. The total sample used for the study was five hundred respondents who were drawn through stratified random sampling from four institutions of higher learning in Cross River State. The instrument used for the data collection was the researcher’s developed Preferred Crisis Management Strategies Questionnaire (P.C.M.S.Q). It has two sections, A and B. Section A contained the personal data while B contained four point Likert scale type, made up of sixteen (16) items. The data collected from the samples were subjected to statistical analysis using the population and independent t-test. To accomplish the study objective, two hypotheses were formulated to guide the study. The following findings emerged; the preference for force crisis management strategy by lecturers was significantly low in tertiary institutions in Cross River State. Sex does not influence lecturers’ preference for dialogue as a crisis management strategy. Based on these findings, the following recommendations were made. The government should adequately fund education, and the schools should devise local sources of generating funds while well-meaning individuals and companies should assist, dialogue should be adopted as evidenced in the study.

Keywords: Lecturer, Management, Preferred, Strategies., Tertiary Institutions, crises

The Teacher and Teaching with Instructional Materials in the Teaching of Science Subjects and the Contribution of Guidance and Counselors Therein (Published)

The aim of this study was to investigate the preferred crises management strategies among lecturers in tertiary institutions in Cross River State, Nigeria. The population of the study was one thousand two hundred and forty two (1,242) lecturers. The total sample used for the study was five hundred respondents who were drawn through stratified random sampling from four institutions of higher learning in Cross River State. The instrument used for the data collection was the researcher’s developed Preferred Crisis Management Strategies Questionnaire (P.C.M.S.Q). It has two sections, A and B. Section A contained the personal data while B contained four point Likert scale type, made up of sixteen (16) items. The data collected from the samples were subjected to statistical analysis using the population and independent t-test. To accomplish the study objective, two hypotheses were formulated to guide the study. The following findings emerged; the preference for force crisis management strategy by lecturers was significantly low in tertiary institutions in Cross River State. Sex does not influence lecturers’ preference for dialogue as a crisis management strategy. Based on these findings, the following recommendations were made. The government should adequately fund education, and the schools should devise local sources of generating funds while well-meaning individuals and companies should assist, dialogue should be adopted as evidenced in the study.

Keywords: Lecturer, Management, Preferred, Strategies., Tertiary Institutions, crises

Human Resource Management of College Educators in Teling Manado Tkt Iii Rumkit Nurses’s Academy (Published)

Borrowing the concept of management in general, human resource management of college can be defined as an effort to planning, organizing, mobilizing and assessing the human resources of college so it can contribute as much as possible to the development of college and the achievement of programs and work plans. A college human resource management research is an integral part of the evolving Human Resource Management context that specializes in human resource management in college. College human Resource Management  becomes a concept, fact and idea, a group (genus), campus and personal community. It  emphasizes the complicated parts of a lecturer as figure and as an ordinary human and intellectual community group (educated) that can be elaborated in scientific and cultural studies. The existence of College Human Resource Management becomes a “challenge” as well as the needs of college and stakeholders. It more focuses  in managing the work of all potential lecturers as well as to minimize the various shortcomings it has. In the end College Human Resource Management  able to display professional lecturers profile in carrying the duty which they have,  which is to carry A College Tri Dharma. But in the midst of incessantly, in college it can still found lecturers who are not in accordance with educational qualifications, lecturer status that has not been in accordance with the standards of competence and not all lecturers have NIDN. This is very contradictory to the goals of college which is  to achieve, for example, most college in Indonesia have aspirations towards world class university (WCU). Based on the phenomenon and reality that disclosed, the problem in this research was formulated as follows: 1). How does the lecturer planning human resource at Teling Manado TKT III Rumkit Nurses’s Academy,  2) How is the development of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 3) How to monitoring and evaluate of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 4) How is the organization motivate lecturers to improve human resourcesof educator and professionalism as a lecturer at the Teling Manado TKT III Rumkit Nurses’s Academy. The study’s perspective is descriptive-qualitative with phenomenology design. Data were collected through interviews, observation and documentation. Samples were taken using purposive sampling by snowball sampling. On the other hand data analysis is using Grounded Theory which was  developed by Strauss and Corbin (1990: 57) through several procedures, namely: Open Coding, Axial Coding, and Selective Coding. The results of this study are: 1) the Corps or alamamater in an institution is very important in terms of planning, especially recruitment and selection, 2) Climate and organization culture is a consideration in terms of planning, 3) Development brings behavioral changes toward specialization, differentiation and professionalism teachers or lecturers in teaching, personal, social and professional, 4) Improved performance and responsibility to the duties and functions for educators or lecturers is the responsibility of educators or faculty and educational institutions so that deviations or errors can be avoided, 5 ) Efforts to maintain consistent professionalism ability of educators or lecturers performed either by educators or lecturers as well as institutions themselves wherever they are located, so that the optimal results on improving professionalism of teachers or lecturers can be sustainable. In this case, the commitment of all stakeholders in education to run the college human resources management with a good and responsible is key to success with the creation of a lecturer professional where the out-put finally able to produce graduates who are competent.

Keywords: College, Human Resource Management, Lecturer