ATTITUDES AND PERCEPTIONS OF ADMINISTRATIVE STAFF TOWARDS CAREER DEVELOPMENT IN UNIVERSITY FOR DEVELOPMENT STUDIES

Abstract

The study was conducted at the University for Development Studies (UDS). The overall aim of this study was to examine the attitudes and perceptions of administrative staff towards their career development at the University for Development Studies of Ghana. The specific objectives are to examine the attitudes of the administrative staff of UDS towards their career development, to examine the perceptions of the administrative staff of UDS towards their career development, to find out the motivational strategies by management towards administrative staff career development, and to assess the challenges associated with administrative staff career development in UDS. A mixed-method approach and cross-sectional design were employed. Stratified, simple random, and purposive sampling techniques were used to select the respondents. The questionnaire and interview guide were the main instruments used to collect data from a sample of 124 administrative staff. The data collected were analysed with Statistical Package for Social Sciences and presented in descriptive statistical tables and graphs. The results of the study revealed the attitudes of the administration of the Institution’s policy regarding staff development. Respondents were however not satisfied with the administration of the policy. Also, administrative staff perceived the conduct of training needs assessments to be non-existent. Again, career development was considered limited i.e., inadequate training opportunities, delay and lack of fairness in staff promotions, and poor monitoring and supervision of staff. Further, these challenges have unveiled a lack of regular training programmes such as refresher courses, workshops, seminars among others. Based on the above findings, the study, therefore, made the followings recommendations; the administration of the Institution’s policy on staff development must be followed accordingly. Also, more capacity building and training opportunities should be made available to staff through scholarships, in-service training, and training seminars by management. Further, management must re-examine the issue of staff promotions to ensure fairness, transparency, and timeliness. In conclusion, staff career development in the Institution must be given the needed attention since career development influences staff performance.