Department of Management Education
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Browsing Department of Management Education by Author "Adu-Gyamfi, Mavis"
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- ItemA Critical Review Of The Five-Factor Model For Success Of Internal Consultants Outlined By Christine Miller And Karthik Subbiah (2012)(Researchjournali’s Journal of Management, 2021) Adu-Gyamfi, Mavis; Nyame, Gabriel; Alhassan, Ibrahim; Asafo, Samuel MawusiThe concept of internal consultancy is gradually gaining greater recognition in many organizations today. A number of models have been put forward to address challenges faced by Internal Consultants (ICs) as far as business and change initiative’s successes are concerned. This article reviewed the five-factor model proposed by Miller and Subbiah (2012) and discusses the challenges of the model as a basis to make the work of the IC successful. Further, we proposed an integrative balanced approach model to enhance the one proposed by Miller and Subbiah (2012). Literature was thoroughly reviewed to understand and analyze the five factors and their relevant interconnectivity as well as the levels of success anticipated for an effective change initiative. Despite the relevance of the model, the analysis shows an ecosystem of ICs as a structure, suggesting multiplicity of factors to guarantee change success. Moreover, the dimensionality of the factors, their possible combination and presence support, and their degree of influence and prioritization emerged as significant aspects of the model that requires thorough assessment to ensure successful change initiative. Also, the three levels of change are integrated into the balanced approach model for quality feedback between performance and relationship. Hence, these useful aspects of the five factors pointed out in this article can aid practitioners and researchers to customize strategies to fit into specific contexts in ensuring presence support and effectiveness of the factors as well as other related factors.
- ItemEffects of Internal CSR Activities on Social Performance: The Employee Perspective(Sustainability, 2021) Adu-Gyamfi, Mavis; He, Zheng; Boahen, Seth; Nyame, Gabriel; Frempong, Michelle FrempomaaCorporate social responsibility (CSR) continues to receive greater attention in the current business world. Many studies on CSR focus on manufacturing or industrial companies by examining external CSR activities from external stakeholders’ perceptions. However, academic institutions such as higher education institutions (HEIs) remain highly unexplored in the context of internal corporate social responsibility (ICSR). Employees are the most valuable and vital assets for every business organization. Therefore, this study focuses on CSR’s internal dimensions to determine its impact on social performance in HEIs in Ghana. Recognizing the social exchange theory (SET), we specifically examined the effects of five internal CSR dimensions (i.e., health and safety, human rights, training and development, workplace diversity, and work-life balance) on social performance. We used a multi-case approach to assess internal CSR activities in private and public Ghanaian universities. We purposely selected three public universities and one private university because of their varying contexts and academic mandates. We used structured questionnaires to collect data from both teaching and non-teaching staff of the selected universities. Structural equation modeling (SEM) was used to assess the data. We found that health and safety, workplace diversity, and training and development positively and significantly impact social performance. At the same time, human rights and work-life balance have an insignificant effect on social performance. Thus, ICSR practices have a substantial influence on both employees’ and organization’s performance, and hence this study gives important implications for both researchers and practitioners
- ItemFormulation and Selection of Strategies Using Quantitative Strategic Planning Matrix: An Empirical Study(IOSR Journal of Business and Management (IOSR-JBM), 2020) Adu-Gyamfi, Mavis; Alhassan, Ibrahim; Asafo, Samuel MawusiBackground: A Strategic Audit (SA) is a diagnostic tool for strategic planning. It is an aid to a critical organisation and institutional decision-making. SA was performed on Asankranman Microfinance Limited (AML) with the main aim of assessingitscurrentstrategies and revisingthem in relation to the demands of the marketplace. AML is one of the highly-reputable microfinance companies in the Amenfi West District in the Western Region of Ghana. The principal targetclientele of AML ismainlywomen in small and micro enterprises as well as commercial drivers. The companycommands a customer base of about 8,276. Materials and Methods: The paper employed a Strength, Weakness, Opportunity and Threat (SWOT) analysis to find areas of alignment and misalignment based on the internal and external factors influencing success. Quantitative Strategic Planning Matrix (QSPM) was then used to evaluate, formulate and to prioritized strategies thereby enabling AML to adopt the best-fit strategy for its operations in the microfinance industry in the Western Region of Ghana. Results: The results indicated that AML stands a better chance of surviving competition in the industry despite its financial challenges; if it expands to other neighbouring districts. Conclusion:AML should focus most of its marketing budget on expanding to other neighbouring districts sincethe ‘expansion’ was identified by the Consulting team as the best strategy and most important implementable strategy among the other strategic alternatives
- ItemJob Satisfaction and Commitment among Non-Teaching Staff of Universities in Ghana(INTERNATIONAL JOURNAL OF INNOVATIVE RESEARCH & DEVELOPMENT, 2017) Adu-Gyamfi, Mavis; Adu-Oppong, Akua Ahyia; Boahen, SethUniversities in Ghana play a greater role in the production of the nation’s human capital for socio-economic development. Both teaching and non-teaching staffs are responsible for producing such calibre of skilled labour to feed the society. Job satisfaction and commitment interplay in the production of this skilled manpower. This study aims at examining job satisfaction and commitment among thenon-teaching staff of the College of Technology of the University of Education Winneba – Kumasi (COLTEK) and their effects on job performance. The case study strategy was used to help explain the dynamics of job satisfaction and commitment at the University College. The data utilised for the study were from primary and secondary sources in which data collection instruments mainly used for primary data were questionnaires and observation whereas books, journals, newspapers and Internet were sources of secondary data. The response rate for the questionnaires was 93%. The mean and standard deviation test were also used as the basis for the data analysis. The study established that 74% of the aggregate commitment served perfectly the average of both the affective, continuance and normative commitment. The affective commitment domain increased an individual’s satisfaction on a job by 76% whereas the continuance commitment domain exhibition of both senior and junior staffs of theUniversity of Education increased their satisfaction by 75%. The normative commitment domain, on the other hand, increased satisfaction with a 70% satisfaction on the job. Thus, the study concluded that the management of College of Technology Education - Kumasi should make conscious efforts to map out the exact strategies to roll out an effective condition of service to boost the confidence of staffs (senior and junior) to reduce employee turnover.
- ItemThe Ecosystem of Internal Consultants as a Structure: A Contradictory Approach to Leverage the Imbalance between Internal and External Consultants(European Journal of Business and Management, 2018) Adu-Gyamfi, Mavis; Nyame, GabrielConsultancy has become a characteristic phenomenon to many organizations in Ghana whether small or large. Organizational policies and programmes attempt to re-align consultancy issues to determine when a planned change is necessary to embark upon, and the key resources that will be employed in due course. The ecosystem of the internal consultants is though complex, it is relatively supportive in terms of planned change. This paper proposes a model that paradoxically leverages the imbalance between the internal and external consultants for same change initiative. The model was empirically experimented in College of Technology Education, Kumasi in which planned changes are pronounced. Questionnaires were used to obtain information about staffs’ confidence and acceptance when working with either internal consultant or external consultant given some critical project. It was established that the consulting process regarding level of professionalism and realization of change outcomes were also optimal using internal consultants for the same planned change agenda.