Abstract:
The study sought to investigate work-study management practices in the Ghana
Immigration Service. The mixed method research design adopted was the exploratory
sequential design. The population of the study comprised officers who were attending
school in various institutions of learning without study leave and directors of the
Ghana Immigration Service. The sample size of the study was 210 participants. The
sample included 10 officers drawn from 10 areas and 200 student-officers made up of
inspectors and assistant superintendents selected from the 10 areas. Structured
questionnaire and semi structured interview schedules were the instruments adopted
for data collection. Purposive sampling was used to select participants for the study.
Data were analysed by means of both descriptive statistics (Mean, standard deviation
and percentages) and inferential statistics and also thematic analysis that involves
verbatim quotation from participants. It was revealed that the main factors which
accounted for work study conflict were differences in values, inability to cope with
job demands, needs for work conflict guidelines. The study further revealed that work
study conflict situations occurred very frequently because candidates pursuing further
studies often failed to formalized permission to study. Again, the study indicated that
students’ officers handled work-study conflicts through complying with work place
conflict guidelines, handling delays in promotion issues and settling disputes. The
study concluded that in every establishment there bound to be disagreements that
leads to conflicts and that the GIS should ensure that officers who would wish to up grade themselves professionally, should do so within the context of respect and
loyalty to organizational objectives. The study recommended time management
seminars for junior officers and workshops on organizational culture in which
individual objectives and organizational objectives and loyalty would be highlighted
in the Ghana Immigration Service. The study further recommended that the Ghana
Immigration Service should deploy officers at specific departments of study so that
the officers render their optimal efforts to the development of the Service. The
deployed position should be commiserated with relevant remunerations and
specialties of students’ officers returning from further study. It is further
recommended that the professional development committee should identify vacancies
in individual departments and urge personnel of the service to pursue specific
programmes that are aligned to the interest and mandate of the GIS.
Description:
A thesis in the Department of Educational Administration and
Management, Faculty of Educational Studies, submitted to
the School of Graduate Studies, in partial fulfilment
of the requirements for the award of degree of
Master of Philosophy
(Educational Administration and Management)
in University of Education, Winneba