1.
Aminu Sanda, Mohammed, et al.
(författare)
Lean instrumentation framework for sensor pruning and optimization in condition monitoring
2011
Ingår i: The Eighth International Conference on Condition Monitoring and Machinery Failure Prevention Technologies. - Longborough, Glos : Coxmoor Publishing Co.. - 9781618390141 ; , s. 202-215
Konferensbidrag (refereegranskat) abstract
This paper discusses a lean instrumentation framework for guiding the introduction of the lean concept in condition monitoring in order to enhance the organizational capability (i.e. human, technical and management trichotomy) and reduce the complexity in the maintenance management systems of industrial companies. Additionally, decision-making, based on severity diagnosis and prognosis in condition monitoring, is a complex maintenance function which is based on large data-set of sensors measurements. Yet, the entirety of such decision-making is not dependent on only the sensors measurements, but also on other important indices, such as the human factors, organizational aspects and knowledge management. This is because, the ability to identify significant features from large amount of measured data is a major challenge for automated defect diagnosis, a situation that necessitate the need to identify signal transformations and features in new domains. The need for the lean instrumentation framework is justified by the desire to have a modern condition monitoring system with the capability of pruning to the optimal level the number of sensors required for efficient and effective serviceability of the maintenance process. It is concluded that there are methodologies that can be developed to enable more efficient condition monitoring systems, with benefits for many processes along the value chain.
2.
Aryeetey, Majoreen, et al.
(författare)
Learning towards enabling work-family life balance for female professionals in Ghanaian organizations
2012
Ingår i: Business and Management Quarterly Review. - 2180-2777. ; 2:4, s. 1-13
Tidskriftsartikel (refereegranskat) abstract
The purpose of this study is to identify the challenges inhibiting professional female employees from maintaining good work-life balances, and also to develop a framework that organizations can use to understand such gender-oriented challenges towards the design of alternative work arrangements to enhance the retention of professional female employees. An exploratory approach was used with data collected through a survey. The study revealed that conflicts between work and non-work obligations, such as family responsibilities, are sources of stress which could motivate professional female employees to quit their jobs. Flextime, compressed workweeks and telecommuting were also identified as the most preferred types of alternative work arrangements. It is concluded that many professional female employees in Ghana have knowledge of work flexibility initiatives, such as alternative work arrangements, but these are not practiced effectively in their organisations. It is recommended that organizations adopt appropriate alternative work arrangements as a motivational tool to help retain their professional female employees, not only to improve the quality of their work-life balance, but also to enhance their productivity in their organizations.
3.
4.
Kilu, Rufai Haruna, et al.
(författare)
Enrolment Regimes and Gender Differences in University of Mines and Technology: Implication for Gender– equity Discourse in Multi National Ghanaian Mines
2016
Ingår i: Gender and behaviour. - 1596-9231. ; 14:1, s. 6983-6995
Tidskriftsartikel (refereegranskat) abstract
The paper assessed gender perceptions of science and engineering courses, gender differences in enrolment regimes in University of Mines and Technology; and how both translated to recruitment of females in the mines. Drawing from a mix methodological approach, it was evidenced that gendered perceptions and stereotypes on science and engineering courses accounted for few females pursuing science, engineering and technology courses in UMaT. These perceptions, the general dislike for engineering courses by most females for fear of mathematics and the knowledge of the fact that engineering is quite difficult, explain the phenomenon of female under-representation in the mines. Though the progressive feminine enrolment regimes, due to gender main streaming initiative in UMaT, whereby women are giving some leverage. The moment a woman gets aggregate 36, which is maximum aggregate or minimum point of qualification, and she chooses mining related course, she is admitted, whereas in some cases, their men counterparts with aggregate 10 or 14 may not be considered. This is gradually working towards achieving a 20 percent quota for women. Though this, of course, is translating into increased female recruitment into the mines, the pace still remains slow and relatively insignificant. By implication, female under-representation in mine work environment point to the fact that mines are missing such feminine values necessary for corporate sustainability, growth and development. Therefore affirmative action plan is recommended at all levels of mine work planning that will ensure inclusion of such feminine virtues to impact profitably and propel growth of the mining industry in Ghana.
5.
Kilu, Rufai Haruna, et al.
(författare)
Examining Gender Equity Research in Ghanaian Mines: A Meta–Analytical Approach
2014
Ingår i: UGBS Conference on Business and Development 2014. - Accra : University of Ghana Business School (UGBS). - 9789988195618 - 9789988195649 ; , s. 264-271
Konferensbidrag (refereegranskat) abstract
Gender-oriented persons constitute majority of the Ghanaian population yet underrepresented in mining exploration, underground mining and mineral processing. In Ghana, the 2010 population and housing census figures on gender participation proportion in mining stood at 0.6% for females as compared to 2.0% for males. The purpose of this study is to create understanding on the politics of employing gender oriented persons in mine work, as well as identifying the organizational and socio-cultural challenges facing them. The study employed a meta-analysis technique for data collection. The results showed that some mining companies advertised their mining jobs openly expressing preferences for male employees due to general physical hardness of the conditions under which the mineworkers operate. In addition, the work demonstrates prevalence of organizational and socio-cultural barriers affecting effective participation of gender oriented persons in the mines. It is, therefore recommended the need to promote gender mainstreaming and gender equality as part of development strategies in Ghanaian mines, a situation that might enable gender oriented persons to earn a decent living from a decent workplace, allowing escape from poverty and improvement in their standard of living.
6.
Kilu, Rufai Haruna, et al.
(författare)
Investigating the Non-Gendered Recruitment Characteristics of Mining Firms in Ghana : The Role of Sociocultural, Psychosocial and Organizational Design Factors
2016
Ingår i: Business and Management Quarterly Review. - Malaysia. - 2180-2777. ; 7:3/4, s. 38-51
Tidskriftsartikel (refereegranskat) abstract
This paper explores the influencing dynamics of psychosocial, cultural and organizational design factors on the non-gendered characteristics of employee recruitment in firms operating in the Ghanaian mining industry that constrains the employability of women. A conceptual framework linking psychosocial, cultural, and organizational design to recruitment processes was developed to guide the study. Quantitative data was collected in four mining firms in Ghana using a questionnaire. The collated data was firstly factor analyzed to establish the predictiveness of the conceptual model components’ indicators. This was followed by an analysis of the conceptual model for “model goodness fit” using the AMOS–based structural equation modeling approach. The results showed that the non-gendered characteristics of employees’ recruitment in mining firms in Ghana, constrains the employability of women, is influenced directly and positively by the firms organizational designs, which is in turn influenced directly by the firms’ psychosocial and sociocultural factors. The study also showed that the non-gendered recruitment characteristic of the firms is influenced indirectly, but positively by the firms’ psychosocial factors, and negatively by other sociocultural factors. By implication, the study provides knowledge that can be used to understand the rationale behind the non-gendered characteristics of employee recruitment in Ghanaian mines and the influencing roles of organizational design factors as well as psychosocial and cultural factors. Mining firms can use this knowledge in developing gendered recruitment policies to enhance future recruitment of all qualified human resource, irrespective of gender.
7.
Kilu, Rufai Haruna, et al.
(författare)
Reflections on Organizational Barriers Vis-à-Vis Women Participation in Largescale Ghanaian Mines
2017
Ingår i: International Journal of Business and Social Science. - 2219-1933 .- 2219-6021.
Tidskriftsartikel (refereegranskat) abstract
Writing from gender and organizational perspectives, this article reflects consciously with nuances upon varied effort working towards resolving the long existing binary barriers in the world of work. Working towards this goal, this article raises questions as to which organizational practices, processes, and procedures function to create participatory barriers to women in Ghanaian mine jobs. Adopting a mixed method design, the paper points to the culture of male dominance, gender biases, role models and mentorship constraints, unfriendly family work policies, and the relationship among women in male-dominated settings. These outcomes, according to the study, constitute a considerable concern for organizational development, with practical implications for industry, employment, labor relation practices, and public policy in Ghana. Therefore affirmative action among others is recommended for gender deconstruction, and promotion of gender democracy, an agenda for inclusivity, and a safety valve for poverty escapes and a compact for achieving gender equality in multinational Ghanaian mines.
8.
Kilu, Rufai Haruna, et al.
(författare)
Women leading change : re-shaping gender in Ghanaian mines
2021
Ingår i: International Journal of Development Issues. - : Emerald Group Publishing Limited. - 1446-8956 .- 1758-8553. ; 20:1, s. 113-125
Tidskriftsartikel (refereegranskat) abstract
Purpose: There is growing attention towards inclusive mining to make an economic case for gender equality and diversity in the industry. Available literature lacks sufficient empirical evidence on the subject matter in Ghana. Therefore, this paper aims to understudy women miners in Ghana and document their role in recent change regimes in mine works gender profiles. An observed change that is stimulating a shift in background dispositions leads to increasing number of women taking up mine jobs. Design/methodology/approach: In working towards achieving the aim of the study, both qualitative design and a multiple case study approaches are deployed. Four multinational Ghanaian mines and a mining and technology university were used to understudy the women miners and their role towards a change in mine work gender perspectives. Findings: The results showed a regime of “ore-solidarity movement†(women in mining – Ghana). A kind of solidarity identified conventionally as a social movement in active resource and self-mobilization, engaged in a symbolic contestation for change of the status quo (dominant masculinity cultures) in furtherance of gender equity and inclusion in milieu of mine works reforms in Ghana. Originality/value: The study is of high scientific, political and public interest to better understand women’s movements in the mining industries in Ghana and to frame them theoretically. It offers solid empirical evidence on roles women miners play to ensure gender shape-shifting and liberalizing the mining space for women’s participation. This move towards inclusive mining implies poverty eradication among women, work towards achieving sustainable mining, competitiveness and assurance for gender-driven social innovative mining. © 2020, Emerald Publishing Limited.
9.
Kokoroko, Emmanuel, et al.
(författare)
Effect of Workload on Job Stress of Ghanaian OPD Nurses : The Role of Coworker Support
2019
Ingår i: SH@W Safety and Health at Work. - : Elsevier. - 2093-7911 .- 2093-7997. ; 10:3, s. 341-346
Tidskriftsartikel (refereegranskat) abstract
BackgroundAlthough the concept of workload is important to nursing practice, only a few nursing researchers have focused on the issue of workload within the nursing context. Knowledge of how the dynamics of workload affects the job stress of nurses working in a specific unit or department in a hospital setting, and the influence of coworker support on this relationship, still remains limited. This study, therefore examined the effect of workload on job stress of Ghanaian outpatient department nurses and the moderating effect of coworker support on this relationship.MethodsA cross-sectional survey design was used, and questionnaire was used to collect data from a sample of 216 outpatient department nurses from four major hospitals in Ghana. The data collected measured workload, job stress, and coworker support using National Aeronautics and Space Administration (NASA) Task Load Index, job stress scale, and coworker support scale, respectively. Data were analysed using descriptive statistics, correlation, and hierarchical regression.ResultsHigh levels of workload were associated with high levels of job stress of the nurses. Also, higher levels of workload were related to higher levels of job stress for nurses who received high levels of coworker support, but this was not the case for those who received low levels of coworker support (reserve buffering effect).ConclusionThe finding reiterates the adverse effect of workloads on employees' health, and the reverse buffering effect implies that supporting a colleague at work should be conveyed in a positive manner devoid of negative appraisal.
10.
Sackey, Jocelyn, et al.
(författare)
Human factors challenge in entrepreneurship development: an explorative study in a developing economy context
2013
Ingår i: Business and Management Quarterly Review. - 2180-2777. ; 4:1, s. 40-52
Tidskriftsartikel (refereegranskat) abstract
This study explored the barriers to entrepreneurial development in Ghana with the aim of building a knowledge base for successful entrepreneurship development initiatives in a developing economy context. An exploratory approach was used with both retrospective and qualitative data collected through a survey. The results showed that the functionalities of the numerous schemes initiated to support individual entrepreneurs‟ growth were constrained due to the inherent constraints in the design of the guiding frameworks for such schemes. The study also showed that the several policies and structures initiated differently by various governments since Ghana's independence in March 1959 could not help enhance entrepreneurial development, because the entrepreneurial environment created for entrepreneurship development was not very friendly to the individual entrepreneurs, By implication, the study provides learning on the need to bridge the distance that exist between the designers/implementers of entrepreneurship development policies/frameworks and the individual entrepreneurs (humans).
