Appendiceal Mass Management at Bahri Teaching Hospital: Results of a Prospective and Retrospective Clinical Study
Ismat M Mutwali, Mohammed M Hafiz, Huzaifa M.A Abdulmagid
Page Numbers : 2015, 1(4): 78-82
DOI : N/A
Acute appendicitis is the commonest cause of acute abdomen that necessitates surgical intervention. Appendiceal mass (AM) can complicate 2%-10% of patients with acute appendicitis. The treatment of AM is controversial.The aim of the present study was to describe the modalities of management of AM at a single teaching hospital; and to establish its prevalence and possible causes.Methods and Subjects: This is a prospective and retrospective descriptive clinical study; implemented at Bahri teaching hospital, during one year. Out of the 274 patients who were diagnosed with acute appendicitis, 94 developed AM (34.3%). Age range was 13 – 65 years. 47% of the patients were under 20 years of age. The male to female ratio was 2.9:1. 56.4% of patients received treatment for their present illness before the diagnosis of AM. The AM was diagnosed clinically in more than 55% of the patients. About ¾ of the patients were treated conservatively, 16% were treated by immediate appendicectomy and 6.4% underwent appendicectomy after failure of the conservative treatment. Only 33% of the patients underwent interval appendicectomy. The incidence of AM in BTH is high compared to the 10% worldwide, possibly due to the late presentation, miss- diagnosis and the inappropriate treatments. Our modes of managing AM are comparable to other international studies. Only 33% of the patients underwent interval appendicectomy, this finding put the interval appendicectomy in question.
Sept. 15, 2015
Work Progress Feedback and Employees Performance in Organizations; A Case Study of Water and Sanitation Companies in Nyeri County, Kenya
Waweru Beauttah Mwangi, Dr. Kellen Kiambati, Dr. Alice Simiyu
Page Numbers : 2015, 1(4): 83-89
DOI : N/A
Work progress feedback has played a critical role in creation of a conducive and harmonious relationship in organizations all over the world. Indeed it is one factor that is essential in enhancement of service delivery in organizations. Work progress feedback is the process of providing credible and factual information regarding aspects of employees’ performance or understanding in order to help them meet individual, group and organizational goals. The general objective of the study was to establish whether there is a relationship between work progress feedback and employees’ performance in water and sanitation companies in Nyeri County. Specific objectives of this study were specificity of work progress feedback; mode of work progress feedback and timeliness of work progress feedback on employees’ performance. The study used stratified random sampling to select a sample size of 77 respondents from a target population of 383 employees in Water and Sanitation Companies in Nyeri County. The relevant data was collected using questionnaires from 62 respondents representing 80.5% response rate out of the probable 77. Collected data was analyzed using statistical package for social sciences (SPSS) to generate descriptive and inferential statistics. Frequencies and percentages were generated from the data while linear and multiple regression analysis was done to establish relationship among the variables in the study. The results indicated that water and sanitation companies’ have workedprogress feedback mechanisms though inadequate. The study findings revealed that timeliness of work progress feedback and mode of work progress feedback have positive and significant effects on employees’ performance while specificity of work progress feedback was found to have a positive but insignificant effect on employees’ performance. The researcher recommended work progress feedback to be reviewed so as to incorporate inputs from all the parties, the researcher also recommended on providing work progress feedback in time by using appropriate modes. The researcher suggested that future research could focus on other types of composition variables such as workers attitude towards work progress feedback among other variables to establish whether they have an effect on employees’ performance.
Sept. 15, 2015
Influence of Management Training on Compliance with International Financial Reporting Standards by Saccos in Nyeri County, Kenya
Maina Leonard Ngatia, Kyalo Teresia N, Kiragu David N
Page Numbers : 2015, 1(4): 90-95
DOI : N/A
Despite IFRS compliance being mandatory requirement in Kenya and high compliance levels in other sectors, the level of compliance in Kenyan SACCOs has been found to be so wanting that they cannot be benchmarked with most of IFRS. This study aimed at establishing the influence of management training on compliance with international financial reporting standards by SACCOs in Nyeri County. The study was anchored on theory of isomorphism. Empirical review of related literature was done. The target population for this study was all SACCOs which have been operating in Nyeri County for at least five years as at end of year 2013 which were 53 SACCOs according to data from the Ministry of Industrialization and Enterprise Development. A sample size of 47 SACCOs was drawn. Stratified random sampling technique was used after categorizing SACCOs based on activities and membership. After stratifying the population, a simple random sample was drawn from each strata. Proportional allocation method was used to allocate a sample size for each stratum. Primary data collection instrument was a semi-structured questionnaire. The questionnaire was tested for reliability through computing Cronbach’s Coefficient Alpha. Validity test of the instrument was done using two groups of experts. Secondary data, for corroborative purposes, was obtained from the financial statements of the SACCOs by use of secondary data collection sheet. Statistical Package for Social Sciences (SPSS) software was used for data analysis .Both descriptive statistics and inferential statistics were conducted. Specifically, model fitness R2, ANOVA and regression coefficients were generated from a bivariate linear regression model. Presentation of findings was done through tables and graphs. The study found that management training had a significant relationship with compliance with IFRS at 95% confidence level. Training affected compliance with IFRS to a great extent with 69.3% of change in compliance with IFRS being explained by management training. The study concluded that lack of management training had a negative effect on compliance with IFRS among SACCOs in Nyeri County. It was recommended that SASRA should make it mandatory for SACCO managers to attend trainings organized by professional bodies. SASRA should also organize its own trainings to improve SACCOs managers level of training on IFRS.
Sept. 15, 2015
Violence, Gender and Environmental Justice in India: A Critical Analysis
Page Numbers : 2015, 1(4): 96-101
DOI : N/A
The paper explores the real links between environmental and gender justice which has now become a key justice issue because of socially constructed roles and responsibilities that continue to affect women in households, communities and ecosystems throughout the world. In recent decades, countries that have expanded opportunities for women in education and work, have largely achieved greater prosperity and social progress. However, like many other developing countries of the world, India remains behind in achieving gender justice in many sectors. India is surrounded by many gender related issues including an imbalanced gender ratio, active and passive violence, sex selective abortion, maternal mortality, illiteracy etc. Nevertheless many gender oriented policies have already been implemented which are definitely an outcome of the women’s movement. Despite implementing all these policies, the environmental movement in India cannot be merged with women’s movement. The paper highlights some key areas where environmental justice becomes a gender issue because of the disproportionate environmental burden that women have to bear. The paper is predominately based on secondary data which is supported by some empirical case stories indentified in various primary data based articles, books and online publications. The paper concludes with some policy suggestions that may help solve the current environmental and gender crisis prevailing in India. The policy suggestions could be applicable to other countries that share a similar socio economic and political context.
Sept. 15, 2015
The Influence of Flexible Work Practices On Employee Performance in Public Sector in the Ministry of Interior and Coordination of National Government, Embu County
Pauline M Njiru, Dr Kellen Kiambati, Dr Alice Kamau
Page Numbers : 2015, 1(4): 102-106
DOI : N/A
The study was carried out to investigate the influence of flexible work practices on employee performance in Public sector in the Ministry of Interior and Coordination of National Government, Embu County. Research demonstrates that a critical element of workplace effectiveness is flexibility in work schedules. Flexible work schedules covered in this study include telecommuting, compressed hours, job sharing and flexi-time. Objectives were formulated to determine how job sharing, telecommuting, compressed work week and flexi-time affect the employee performance and the research questions were derived from these objectives. The study was carried out at the Ministry of Interior and Coordination of National Government and a descriptive survey design was adopted. The study targeted all the 50 employees in the Ministry. Data was collected by use of structured questionnaires and interviews; the responses in the questionnaires were tabulated, coded and processed by use of computer Statistical Package for Social Science (SPSS) that aided data analysis. The study established that the institution did not have flexible work practices policy in place; similarly the study established that respondents did not think that telecommuting and compressed work hours would influence employee performance in the institution. However, despite the fact that the institution did not have a job sharing and flexi-time policy in the organization, job sharing and flexi-time was being used to ‘a large extent’ and it influenced employee performance. The study recommends that, there is need for the institution through its ICT to put in place an ICT framework and infrastructure to support telecommuting arrangements and the institution through its headquarters should put in place a flexi time and job sharing policy.