TERMS OF SERVICE AND JOB RETENTION AMONG ACADEMIC STAFF:

MAKERERE UNIVERSITY

BY

KATUSHABE REBECCA

18/DHRM/KLA/WKD/0025

A RESEARCH PROPOSAL SUBMITTED FOR PARTIAL FULFILMENT OF THE

REQUIREMENTS FOR THE AWARDOF THE POST GRADUATE

DIPLOMA IN HUMAN RESOURCE MANAGEMENT OF

UGANDA MANAGEMENT INSTITUTE

DECEMNER, 2018

i
 TABLE OF CONTENTS

CHAPTER ONE ........................................................................................................................................... 1

INTRODUCTION ........................................................................................................................................ 1

1.0 Introduction ............................................................................................................................................. 1

1.1 Background to the Study ......................................................................................................................... 1

1.1.1. Historical Perspective ......................................................................................................................... 1

1.1.2.Theoretical Perspective ........................................................................................................................ 2
1.1.3.Conceptual Background ....................................................................................................................... 2
1.1.4.Contextual Background ....................................................................................................................... 3
1.2 Statement of the problem ........................................................................................................................ 4

1.3 Purpose of the Study ............................................................................................................................... 4

1.4 Objectives of the Study ........................................................................................................................... 5

1.5 Research Questions ................................................................................................................................. 5

1.6 Hypotheses of the Study ......................................................................................................................... 5

1.7 Conceptual Framework ........................................................................................................................... 6

1.8 Significance of the Study ........................................................................................................................ 6

1.9 Justification of the Study ........................................................................................................................ 7

1.10 Scope of the Study ................................................................................................................................ 7

1.10.1 Geographical Scope ........................................................................................................................... 7

1.10.2 Content Scope .................................................................................................................................... 7
1.10.3 Time Scope ........................................................................................................................................ 7
1.11 Operational Definitions ......................................................................................................................... 8

CHAPTER TWO .......................................................................................................................................... 9

LITERATURE REVIEW ............................................................................................................................. 9

2.1 Introduction ............................................................................................................................................. 9

2.2 Theoretical review .................................................................................................................................. 9

2.3 Conceptual Review ................................................................................................................................. 9

2.4 Actual review ........................................................................................................................................ 10
2.4.1 Effect of type of employment and Job retention ................................................................................ 10

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2.3.2 Effect of remuneration and Job retention ........................................................................................... 10

2.4.3 Job security and Job retention ............................................................................................................ 11

2.5 Empirical Literature Review ................................................................................................................. 11

2.6 Synthesis and gap analysis .................................................................................................................... 11

CHAPTER THREE .................................................................................................................................... 12

METHODOLOGY ..................................................................................................................................... 12

3.0 Introduction ........................................................................................................................................... 12

3.1 Research design .................................................................................................................................... 12

3.2 Study population ................................................................................................................................... 12

3.3 Study Sample ........................................................................................................................................ 12

3.4 Sampling techniques and procedures .................................................................................................... 13

3.5 Data collection methods ........................................................................................................................ 13

3.5.1 Questionnaire Survey Method ........................................................................................................... 13

3.5.2 Interview Method ............................................................................................................................... 14

3.5.3 Document Review Method ................................................................................................................ 14

3.6 Data collection instruments................................................................................................................... 14

3.6.1 Self-Administered Questionnaire ....................................................................................................... 15

3.6.2 Interview Guide ................................................................................................................................. 15

3.6.3 Document Review Checklist .............................................................................................................. 15

3.7 Validity and Reliability of the Research Instruments ........................................................................... 15

3.7.1 Validity .............................................................................................................................................. 15

3.7.2 Reliability ........................................................................................................................................... 16

3.8 Research procedure ............................................................................................................................... 16

3.9 Data Analysis ........................................................................................................................................ 16

3.9.1 Analysis of quantitative Data ............................................................................................................. 16

3.9.2 Analysis of qualitative data ................................................................................................................ 17

3.10 Measurement of variables ................................................................................................................... 17

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3.11 Ethical consideration ........................................................................................................................... 17

REFERENCES ........................................................................................................................................... 19

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 CHAPTER ONE

INTRODUCTION

1.0 Introduction

This chapter provides an overview of the background of the study, statement of the problem,

purpose of the study, objectives of the study, research questions, hypothesis, conceptual

framework, significance of the study, justification of study, scope of the study and definition of

operational terms.

1.1 Background to the Study

1.1.1. Historical Perspective

Retaining staff in their jobs is essential for any organization (Burke et al, 2002) since the

most valuable asset in an organisation is its staff (Harting, 2010).When employees leave their

jobs, it is often the first sign that something is going wrong. Harting (2010) explains that poor

job retention among employees is not just the associated cost of recruitment, but also training

new starters and the additional burden on remaining staff while the new team members get

up to speed which further strains daily activity. It thus goes with little emphasis that

undesirable job retention is costly and disruptive, drains resources and can cause inefficiency

(Harting, 2010).

Excellence of any higher education institution is a function of the people it is able to enlist

and retain in its faculties. This notwithstanding, Makerere University has however had a

problem of low job retention among its lecturers for several years (Musisi & Muwanga,

2003, Kajubi, 1990). This was attributed to the political and financial crises that paralysed

every aspect of life in Uganda during the 1970s

1 and early 1980s. These financial crises left
Makerere University impoverished and almost bankrupt, being unable to fully service many

of its expenses (Musisi & Muwanga 2003).

1.1.2. Theoretical Perspective

The study will be based on the Theory of Work Adjustment (Dawis, & Lofquist, 1991). This

theory suggests that work environment and employees interact to meet each other's

requirements and this interaction is called environment-personality correspondence. The

interaction (environment-personality correspondence) should be maintained if a long lasting

employment relationship between the employer and the employee is to be achieved.

Employees are more satisfied by jobs that meet their needs and they can retain such jobs longer

when they are satisfied and are performing well (Roessler, 2002).

Basing on this argument, this study proposed that job retention for academic staff in

Makerere University is influenced by the terms of service that is in the terms of type of

employment contract, remuneration and job security. This is because terms of service

determine the nature of the work environment which affects the degree of job retention for

employees. With this theory in mind, the researcher established the extent to which terms of

service for lecturers in Makerere University affect their job retention as it is clarified in the

next sections of this background.

1.1.3. Conceptual Background

The dependent variable in the study was job retention. Job retention is where an employee

stays with the same employer with different or same duties or terms of service (International

Research Project on Job Retention and Return to work for Disabled Workers, 1998). The

underpinning factors to job retention include job satisfaction, job commitment and

engagement which help to create an effective

2 workplace (O‟Neill, 2003). In this study
however, job retention refers to the maintenance of employment status by an academic staff

for a considerable long period o time. Employees in an organisation are said to have a high

job retention when all or most of the established post in that organisation are filled, when

they have low or no intentions to turnover, have had a consistency in job status, have had a

career development or when employees do keep their jobs for a considerable long period of

time (Chew, 2004).

The independent variable in the study was terms of service and according to NT Working

Women‟s Centre (2008), terms of service refer to what is provided to an employee in return for

work in terms of remuneration, job security, tenure and so on. In this study however, terms of

service will be used to refer to the conditions offered, demanded or accepted by people when

establishing employee-employer relationship.

1.1.4. Contextual Background

The study Will becarried out in Makerere University where various past studies had reported

low job retention among academic staff. Musisi & Muwanga, (2013) for example reported

that poor terms of service that resulted from the 1970 economic crisis in Uganda led to low

job retention among academic staff in Makerere University; a study by the National Council

for Higher Education (2004) also revealed that the general staff to student ratio in Makerere

University was 1:25 yet the ideal ratio is 1:15. The unacceptable ratio was due to poor job

retention for academics. In the Government White Paper on Education Reform of 1989

(Republic of Uganda, 1992), the Government and the Education Policy Review Commission

were both concerned about the exodus of staff (a case of low job retention) from higher

education institutions especially Makerere University.

3
1.2 Statement of the problem

Makerere University’s vision is “to be a centre of excellence, providing world class teaching,

research and services related to sustainable development of Uganda” (Onen & Maicib, 2013).

Such a vision requires the University to have committed staff that should even be having high

intentions of staying in their jobs. This is because job retention for academics in institutions is

essential for institutional health, survival and in the achievement of conceived missions (Tettey,

2016). It is unfortunate however that a problem of low job retention among academic staff has

persistently been reported to exist in Makerere University. In the White Paper on Education

Reform of 1989 (Uganda Government, 1992) for example, the Government and the Education

Policy Review Commission were concerned about exodus of senior staff from Makerere

University and no wonder many (if not all) of the academic units are understaffed (National

Council for Higher Education, 2014). This has given rise to a high percentage of unfilled

teaching posts (Tettey, 2016) and consequential understaffing, high student to staff ratios and

overdependence on part time lecturers (National Council for Higher Education, 2004) which are

all counterproductive to the functionality of the university. If this problem continues, Makerere

University will be destabilized; planning will become difficult and eventually impossible.

Professional excellence will be reduced and it will be hard for Makerere University to achieve

the mission of providing quality teaching, world class research and community service. It will

thus be the purpose of this study to establish the means through which this situation could be

averted.

1.3 Purpose of the Study

The purpose of this study is to assess the terms of service on Job retention of organizations with a case

study of Makerere University.

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1.4 Objectives of the Study

The study will be guided by the following objectives:

i. To assess the effect of effect of type of employment on Job retention in Makerere

University;

ii. To determine the effect of Effect of remuneration on Job retention in Makerere

University;

iii. To examine the effect of Job security on Job retention in Makerere University.

1.5 Research Questions

The study will be guided by the following research questions:
i. What is the effect of effect of type of employment on Job retention in Makerere

University?

ii. What is the effect of Effect of remuneration on Job retention in Makerere University?

iii. What is effect of Job security on Job retention in Makerere University?

1.6 Hypotheses of the Study

i. Effect of type of employment has a significant effect on Job retention in Makerere

University

ii. Effect of remuneration has a significant effect on Job retention in Makerere University

iii. Job security has a significant effect on Job retention in Makerere University.

5
1.7 Conceptual Framework

The conceptual framework shows the relationship between dependent and independent variables. In this

case, it shows the relationship between terms of service on job retention.

Independent Variable Dependent variable

(Terms of service) (Job retention)

Training and
development
Job retention
- Type of employment
- Job stability
- Remuneration
- Psychological satisfaction
- Job security
- Motivation to work

Source: Researcher’s Own Construction (2018)

1.8 Significance of the Study

The study will be important in the following ways;

This study will make a number of contributions to Makerere University policy makers,

managers, present academic staff and the future ones.

The study will help Makerere University’s top management to understand turn over drivers

that affect academic staff and hence respond accordingly so as to improve on institutional

stability. It will point out the most influential terms of service for the teaching staff and their

usefulness.

Furthermore, the study hopes to provide a concrete context for discussions about what can be

done to ensure the regeneration of academic staff capacity and, by extension, intellectual life

that will enable this institution to discharge its mandates with the requisite levels of quality.

6
Theoretically, the study will prompt more researches in the area having contributed to

literature and methodology of such future studies. The study will make useful contributions

to the conceptual and theoretical studies for other researchers; and provides insights for

employment policy formulation processes for Makerere University.

The study further replicates previous researches into the usefulness of attractive terms of

service for Makerere teaching staff.

1.9 Justification of the Study

While Makerere University has Terms of service policy in place, no study has been conducted to

examine the effect of the Terms of service on the Job retention. This study will fill the above

mentioned knowledge gap by examining the effect of the Terms of service on Job retention.

1.10 Scope of the Study

The scope of the study is examined at three levels, namely: geographical coverage of the study,

content of the study and time scope

1.10.1 Geographical Scope

This study will be conducted in Makerere University located 1km along Hoima Road in Makerere.

1.10.2 Content Scope

The study will focus on Terms of service and Job retention. Specifically, the study will look at

the effect of effective effect of type of employment on Job retention; effect of Effect of

remuneration on Job retention; and effect of Job security on Job retention.

1.10.3 Time Scope

The study will consider the period between 2015 and 2017. The study will take place for a period

of four months from January 2019 to April 2019.

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1.11 Operational Definitions

Organization change: It is a change occurring to alter the hierarchical arrangement of lines of

authority, communications, rights and duties the institution.

Employee motivation: This is the attribute that moves staff to do or not to do something. In the

context of this study, it is defined as the act of making staff feels that their work is recognized

and valued and at the same time they get the rewards worth their input.

Employee Terms of service: The official and ongoing educational activities of staff with aim of

enhancing the fulfillment of their duty.

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 CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction
This chapter presents a review of literature on the topic under investigation. The chapter presents a review

of the relevant theories. It also presents empirical literature on the effect of the different Terms of service

on Job retention.

2.2 Theoretical review

The study will be based on the Theory of Work Adjustment (Dawis, & Lofquist, 1991). This

theory suggests that work environment and employees interact to meet each other's

requirements and this interaction is called environment-personality correspondence. The

interaction (environment-personality correspondence) should be maintained if a long lasting

employment relationship between the employer and the employee is to be achieved.

Employees are more satisfied by jobs that meet their needs and they can retain such jobs longer

when they are satisfied and are performing well (Roessler, 2002).

2.3 Conceptual Review

The dependent variable in the study was job retention. Job retention is where an employee

stays with the same employer with different or same duties or terms of service (International

Research Project on Job Retention and Return to work for Disabled Workers, 1998). The

underpinning factors to job retention include job satisfaction, job commitment and

engagement which help to create an effective workplace (O‟Neill, 2003). In this study

however, job retention refers to the maintenance of employment status by an academic staff

for a considerable long period o time. Employees in an organisation are said to have a high

job retention when all or most of the established post in that organisation are filled, when
9
they have low or no intentions to turnover, have had a consistency in job status, have had a

career development or when employees do keep their jobs for a considerable long period of

time (Chew, 2004).

The independent variable in the study was terms of service and according to NT Working

Women‟s Centre (2008), terms of service refer to what is provided to an employee in return for

work in terms of remuneration, job security, tenure and so on. In this study however, terms of

service will be used to refer to the conditions offered, demanded or accepted by people when

establishing employee-employer relationship.

2.4 Actual review

2.4.1 Effect of type of employment and Job retention

According to the UK National Statistics Authority (2004), a contract of employment is a written

agreement between the employer and employee which is enforceable by law while Wikipedia (2008)

defines employment contract as an agreement entered into between an employer and an employee at

the commencement of the period of employment stating the exact nature of their business

relationship, specifically what compensation the employee will receive in exchange for specific

work performed.

2.3.2 Effect of remuneration and Job retention

According to the UK Statistics Authority (2004) the term remuneration refers to earnings and

pay (wages and salaries) provided directly by employers to employees in return for their supplied

labour while Security Staffing (2008) defines remuneration as the aggregate gross annual

emoluments payable to the worker pursuant to the engagement, including salary, payments,

bonuses, housing allowance and profit related pay. These definitions both agree that

remuneration is any payment for labour from the employer to the employee though they ignore

non monetary forms of remuneration given to employees

10 yet they are also important.
2.4.3 Job security and Job retention

Meltz (1989) defines job security broadly as “an individual remains employed with in the same

organization with no diminution of seniority, pay, pension rights, etc.” The Business Dictionary

.com, (2009) similarly defines job security as the assurance employees have about the continuity

of gainful employment for their work life. According to Wikipedia (2008) job security is defined

as the probability that an individual will keep the job

2.5 Empirical Literature Review

Several theories have been advanced to describe the relationship between job security and job

retention; Nosse et al; (2004) for example suggests that absence of job security (and other

dissatisfiers) can result in disenchantment with a job even if the satisfiers are present leading to

low job retention. Ashford (1989) also theorized that job security determines attitudinal reactions

from employees- such as reduced satisfaction, reduced commitment, and intentions to quit which

are threats to job retention.

2.6 Synthesis and gap analysis

Job security is essential not only for employees but also for employers. Its importance stems

from the fact that it is critical for influencing work-related outcomes. For instance, job

security is an important determinant of physical and psychological wellbeing of employees

(Burke, 1991; Kuhnert and Palmer, 1991) for employee turnover (Arnold and Feldman,

1982); for employee retention (Bhuian and Islam, 1996); for job satisfaction (Burke, 1991;

Lim, 1996); and for organizational commitment (Iverson, 1996). Despite these several

attempts to relate job security and the work environment, none of them related job security in

a university setting and more so in Makerere University. This study will thus be carried out

to cover up the knowledge gap that existed..

11
 CHAPTER THREE

METHODOLOGY

3.0 Introduction

This chapter presents the methodology that will be adopted during the study. It describes and

discusses; the research design, sample size and selection, the data collection methods used and

their corresponding data collection instruments, data management and analysis procedure as well

as steps that will be taken to ensure validity and reliability during the study and measurement of

variables.

3.1 Research design

The study will adopt a case study design. The case study design will be adopted because the

study intends to conduct an intensive investigation on the variables under study in a particular

Makerere University as suggested by Oso and Onen (2008:4). The study will use both qualitative

and quantitative approaches. A qualitative approach will also be adopted to enable the researcher

capture data that will be left out by the quantitative approach.

3.2 Study population

The study population will be comprised of 407 people who will include: senior manager, middle

managers and junior staff of Makerere University.

3.3 Study Sample

The study sample will be comprised of 241 respondents. They will include senior managers,

middle managers and junior staff will be the unit of inquiry because they are involved in the day

12
to day management of company. The sample size will be arrived at using the predetermined table

for determining sample size by Krejicie and Morgan (2010) as cited in Amin (2005).

Table 1: Sample Size Determination

Category Populatio Sample Sampling Technique

n Size
Vice Chancellor 1 1 Purposive Sampling

Deputy Vice Chancellor 1 1 Purposive Sampling

Senior Managers 8 8 Purposive Sampling

Middle managers 8 8 Purposive Sampling

Senior staff 57 48 Simple Random

Sampling
Junior Staff 332 175 Simple Random
Sampling
Total 407 241
Source: KASITA annual report (2018)

3.4 Sampling techniques and procedures

A number of sampling techniques will be used to select respondents to the study namely;

stratified, simple random and purposive sampling techniques. The junior and senior Staff will be

selected using simple random sampling technique. Simple random sampling will be used because

it ensures generalizability of findings and minimizes bias (Sekaran, 2003). Purposive sampling

technique will be used to select senior managers including University leadership. These key

informants will be purposively sampled because they are believed to have technical and

specialized knowledge about the topic under investigation by virtue of the offices that they held.

3.5 Data collection methods

3.5.1 Questionnaire Survey Method

The study will use the questionnaire method to collect data. The use of a questionnaire in this
13
study is important mainly because the purpose of the study is to examine the terms of service on

Job retention . Such data can best be tapped on a closed ended questionnaire which allows for

easy correlation and regression of the respondents attitudinal disposition on the independent and

dependent variables as suggested by Amin (2005). Secondly the use of a questionnaire allows

busy respondents fill it at their convenient time. It also allows respondents express their views

and opinions without fear of being victimized (Oso & Onen, 2008).

3.5.2 Interview Method

The study will employ interview method. Interviews in this study will help the researcher obtain

more information on the topic under investigation. This method will also be used because it will

offer the researcher an opportunity to adapt questions, clarify the questions by using the

appropriate language, clear doubts and establish rapport and probe for more information

(Sekaran, 2003).

3.5.3 Document Review Method

The researcher will review documents in order to obtain recorded information that is related to

the issue under investigation. This method will be used because it enables the researcher access

data at his convenient time, obtain data that are thoughtful in that the informants have given

attention in obtaining them and enables the researcher obtain data in the language of the

respondent (Oso & Onen, 2008).

3.6 Data collection instruments

The instruments used in this study will be questionnaire, interview guide and document review

checklist.

14
3.6.1 Self-Administered Questionnaire

The study will employ a questionnaire as a tool of data collection. The questionnaire for staff will

have six sections. The questionnaires will be closed ended. Closed ended questions will be

developed to help respondents make quick decisions; in addition, closed ended questions will

help the researcher to code the information easily for subsequent analysis and narrow down the

error gap while analyzing data as observed by Sekaran (2003).

3.6.2 Interview Guide

An unstructured interview guide will be used as a tool for collecting in depth information from

the key informants. The guide will have list of topical issues and questions which will be

explored in the course of conducting the interviews. The interview guide will be used because it

provides in-depth data which may not be possible to obtain when using self-administered

questionnaires (Mugenda & Mugenda, 2009).

3.6.3 Document Review Checklist

A document review checklist will be used to collect more in-depth data on the topic under

investigation. The checklist will be used to provide in-depth qualitative information which may

not be possible to collect with the closed ended questionnaire.

3.7 Validity and Reliability of the Research Instruments

3.7.1 Validity

To ensure validity, the questionnaire will be developed and given to three expert judges to score

the relevance of each question in providing answers to the study. After which a content validity

index C.V.I will be computed using the formula; number of items declared valid/number of items

in the questionnaire. A CVI of above 70% will be acceptable (Amin, 2005)

15
3.7.2 Reliability

A pre-test will be done on 10 of the respondents who will not be part of the final study. Data will

be coded and entered into the computer. Cronbach’s Alpha Reliability Coefficients will be

generated using the statistical package for social scientists (SPSS) computer program to estimate

the reliability of the questionnaire. The Cronbach’s alpha reliability coefficient of above 0.7 will

be acceptable (Sekaran, 2003).

3.8 Research procedure

I will obtain a letter of introduction from UMI which will be presented to the authorities at

University leadership. After obtaining the list of respondents to the study, I will randomly select

those who will participate in the study. A self- administered questionnaire will be used to collect

information from the above mentioned respondents. Interviews will be used to obtained data

from the above mentioned senior officers. After data collection, data will be analyzed; a report

will be written and submitted to UMI for review and defense.

3.9 Data Analysis

3.9.1 Analysis of quantitative Data

The statistical package which will be used for analysis of data in this study is the SPSS version

16.0. Different statistical techniques will be used namely: correlation and regression analysis.

The upper level of statistical significance for hypothesis testing will be at 5%. All statistical test

results will be computed at 2-tailed level of significance.

Descriptive statistics namely frequency counts, percentages will be used to analyze the

respondents’ demographic characteristics and the mean and standard deviation will be used to

analyze the respondents’ opinions on the Terms of service and Job retention .

16
Data will be analyzed and correlated using Pearson Product-Moment correlation coefficient to

establish the relationship between Terms of service and Job retention as suggested by Sekaran

(2003), Amin (2005) and Oso and Onen (2008:18).

For this study, the three dimensions of Terms of service will be regressed against Job retention

in Makerere University. This will be aimed at determining the extent to which the Terms of

service explains the variation in Job retention in Makerere University. Regression analysis will

also be used to determine which of the three dimensions of Terms of service influences Job

retention most.

3.9.2 Analysis of qualitative data

Qualitative data will be analyzed using content analysis. Responses from key informants will be

grouped into recurrent issues. The recurrent issues which will emerge in relation to each guiding

questions will be presented in the results, with selected direct quotations from participants

offered as illustrations.

3.10 Measurement of variables

Data on the respondent’s views and opinions about Terms of service and Job retention in

Makerere University will be obtained using scaled variables from a self- developed

questionnaire. A five point-Likert scale of 1= strongly disagree, 2= disagree, 3= not sure, 4=

agree and 5= strongly agree will be used to tap respondents perception on the study variables.

3.11 Ethical consideration

Before going to the field, the researcher will begin with getting authorization letter from the UMI

and then talk to the respondents and this will enable the researcher to attain adequate information

from the respondents. During data collection, confirmation will be given to the respondents in
17
that the researcher will assure the respondents that the reason for the research is for only

academic purpose and that no information will be given outside (Skinner, 2010).

18
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Armstrong, M. (2006), A Handbook on Personnel Management Practice, (5thed). London:

Kogan Page
Bryan, Leslie A. (2010), An Ounce of Prevention for Workplace Accidents, Terms of service
and Development Journal, NY: USA Vol. 44, No.7

Cascio, Wayne F. (2012), Managing Human Resources, (2nded). New York: McGraw- Hill
Book Company
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Decouza, David A. and Robbins, Stephen P. (2006) Human Resource Practice, (5 ed). New
York: John Wiley & Sons Inc.
Derek Torrington and Laura Hall (2010), Human Resource Management-The inside out,

(4thed). England: Prentice Hall Publisher

Gordon, McBealh (2012), The Handbook on Manpower Planning, (1sted). UK:

Blackwell Publishers

Cole, G. A. (2012), Personnel and Human Resource Management, (5thed). Continuum London:
York Publishers

Schiller, B.R (2012) Essentials of Economics, (4th ed). Boston: Mcgraw-Hill

Zaccarelli, H. E. (2007) Improving Employee Performance: Effective Terms of service Strategies
and Techniques. London: Kogan Page 19

Kenney et al, (2012) Management Made Easy, (1st ed). South Carolina: Omron Publishers

Beardwell, N. and Holden, B. (2013), Managing for Success, (2nded). England: Prentice
Hall Publisher

Krietner, S. (2005), The Good Manager’s Guide, (1st ed). London: Synene Publishers

McGhee et al (2006), Nature of Learning, 1st ed. Boston: McGraw-Hill Book Company

McKenna, E. and Vic Beech (2012), Human Resource Management-A Concise Analysis, (1st
ed). UK: Date Publishing Company Ltd
Terms of service Policy document for South Sudan Ports and Harbors Authority.
Black, S. E. and Lynch, L. M. (2006), Human-Capital Investment and Performance. The
American Economic Review, Vol. 86, No. 2
19
 th
Evans, J. R. and Lindsay, W. M. (2009), The management and Control of Quality (4 ed).
Cincinnati, Ohio: South-Western College Publishing

Neo et al. (2010), Human Resource Management: Gaining Competitive Advantage, (3rd ed).
Boston, McGraw-Hill
Linda Maund (2001), An Introduction to Human Resource Management, theory and practice,
New York: Pelgrave Macmillan Publishers
Kelly, K. (2010), Motorola: Terms of service for the Millenium. Business Week, March 2008 Pp
158-168

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