Odimbo Allan

8/8/2019 Odimbo Allan

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Chapter one

1.0 INTRODUCTION

Workshift programmers are schedulable specifying the hours of work. The schedule can

be arranged to run from 8.00 am to 4.00 pm withgroup running from 12 noon to 6 pm.

The schedule ca also be arranged to run for 24 hours for seven days a week or 12v hours

for five daya a week.

Workshift programmes are about how work is arranged(Gerberman:1946) came up with

the theory whyich suggested that when employees become accustomed to the particular

shift they work more better than the usual time.

The study therefore tried to find out how true it is that workshift programmes can have

effect on employee productivity.

Workshift programmes changes the usual time for work, inclusive of hours and days.

They are linked with the productivity of an individual or a working group as aresult of

pior arrangements, workshift programmes is one of an individual which leads to

increased productivity. Dissatification result of the workshift programmes are not

properly designed to accommodate the employees time of availability.

1.1BACKGHROUND INFORMATION

The research was carried out at bSiaya District Hospital and Yugeri Insurance Company,

and the department involved in work shift were analysed.

Siaya District Hospital being the oldest hospital in the region was founded in thye year

1966, it is currently the largest regional referral, teaching and research hospital.

Although the hosp[ital has its own budget , its operation is controlled by the ministry of

Health.


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This resulted to hosp[ital experiencing complex centralized management and efficiency.

This kind of bureauchrachy resulted in delays in decision making and implementation of

programmes and activities such as work shift.

The reseach was also carried out at Yugeri insurance company, the company is a private

company. It was founded in the year 1995.

Yugeri insurance company is a registered private company .

1.2 STRUCTURE OF THE HOSPITAL

The hospital is runned by a statutory board, management team for the purpose of proper

execution of policies and effective management. The Director is in charge of day to day

running of the hospital.

Below are two Deputy Director, one deputy Director clinical services and Deputy

Director administrative services.

There are managers who manage the specialize administrative services and head of

department who help the various clinical and non clinical services.

The hospital is served by more than 200 staffs, 100 secretarial staff and 40 of the

management staff.

The aim for the establishment of the hospital;

To care for nthe patients and ensure improved health standards for the people living

around the regon and the country.

Some of the objective of the hospital are;provide facilities for research either bdirectly or

through other co-operating health institutions.


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Yugeri insurance company, the research carried out found that the company has seven

departments. The company has a Director and Deputy Director . the company has 200

employees.

Work shift improves the staff morale. The good reputation of the company has reached

the boarder with clients coming from all other country.

1.3 PROBLEM STATEMENT

In any organization priority is given to the achievements of high level of performance

through people as well as sustaining it.

The major problem is how the manager can plan and allocate work to their maximum

ability hence increased productivity, the study is therefore aimed atbestablishing the

manner in which workshift programmes are carried out in an organization and to identify

indications of productivity.

AIM OF THE STUDY

To establish the effects of work shift programmes of employee productivity.

SPECIFIC OBJECTIVE

Identify forms of work shift programmes in an organization .

To identify indicatrs of employee productivity.

To establish the r5elationship between work shift programme and employee productivity.

1.5 SCOPE OF THE STUDY

The reseacg was carried out at Siaya District Hosp[ital; situated at Siaya towmn along

Si8aya Rangala road.

the research was done in the Human resource department, public relations, suppliers

department and medical department.


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Another research was carried out at Yuger insurance company in Kisumu just behind

Ukwala supermarket.

The nresearch was done on how the arrangements of work shift programmes

determinedthe employees productivity and also if their relationshiop between work shift

programmes and employee productivity. The researcher did not research on the cost

involved in introducing work shift programmes in an organization and did not research

on extra remuneration which might br brought about by introducing work shift

programmes.

1.6 LIMITATIONS

The researcher was not familiar with the hospital hence it was not easy to allocate

different departments and from whom to find the information and through this a lot of

time was wasted.

The researcher found it threatening when he entered some of the wards with patients

whom their doctors and nurses were in day shift programme, coping with them was not

easy.

Since the research was done during the rainy season, it was not easy for the researcher to

reach the destination.

Some respondents at times could resist some of the question this hindered the researcher

from obtaining some of the required explanations.

1.7 ASSUMPTIONS

The following assumptions were made during the course of the study.

a) that bthe respondents gave the preture of the circumstances relating to study.

b) That the most of the information was obtained from targeted employees


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c) That there was a relationship between work shift programmes and employees

productivity.

d) That the arrangements of work shift, will determine the employees productivity.

1.8 DEFINITION OF MAJOR TERMS

I) Employee- an individual who has entered into contract on services with another

individual as an employer or with a private company or government agency (employment

act cap 268)

ii) Organisation- the patterned relationship and activities of large group people who are

attempting to achieve some common purpose (Oxford Dictionary)

iii) Productivity- the outcome of work load(Longman dictionary)

iv) Relationship- with regard to how an activity matches another (Longman dictionary)

v) Work shift- its a 6.00 am to noon , noon to 6.00 pm or round the clock seven days a

week operation or five days operation (HD March).


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CHAPTER TWO

2.0 LITERATURE REVIEW

2.1 INTRODUCTION

Work shift prgrammee include shifts which alternate during the day time and shifts which

alternate during the night, thus workshift programmes can be operational for 24 hours

(Herr, Kuth:1939) they used for shift workers has been rapidly expanding both in

services and in industry.

Finding the most effective way to scheduling and assigning work shift is a problem with

a direct bearing, therefore an out continued economic progress thus far however the

nattempts to solve to have given insufficient attention to one ot its most import6ant

aspects.

This is the effect of work shift upon the biological rhythm of the worker (H.D

Marsh:1906).

H.D Marsh nfeels that by habitual observing the hours nfor work , play , meals and sleep,

a mann has developed a diurnal rhythm that is a regularly recurring day-night variation

in the chemical constituents of the blood and I the activity of the liker, kidney and

endocrine glands.

2.2 STATE OF KNOWLEDGE

Adaptation of work shift

Work shift programmes may affect an individual before he adapts to it, if a man remains

awake during the entire night, bothtemperatuteres and performance fall below drawsiness

level reaching minimum between 2.00 am to 4.00 am when it is hardest to kep awake.

Then their begins an upswing which crosses the drowsiness level of the getting up,time.


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The curve can be shifted, inverted, shortened or lengthened by following a new schedule

of activities for a certain number of weeks(R. Herten:1936)

Therefore should be allowed to adopt to the changes.

The federal government uses the term alternative work schedules AWS to describe two

different kind of adjustments to the traditional fixed schedule of eight working hours per

day , five days per week, which begins and ends at the same times.

According to federal personnel manual, work shift is a system of work that splits the

workday into two distinctive kinds of time, care time and work shift time. Employees are

required to put in eight hours per day, but have shift to vary their starting and stopping

time.

The work requirement under any work shift schedule are:

i) the employee must be at work during correct time s

ii) the employee must account for the total number of hours he/she is scheduled

to work.

According to H.Graham and R. Bennet , work shift has three aspects: task shft which

involves multi-skilling to enable workers to be redeployed quikly between various

activities numerical shifts whereby the size of the work force can be expanded or

decreased at will;and the last in pay shift which means the reward level are set by forces

of supply and demand for labour ruther than collective bargaining between trade unions

and management of firms.

2.3 VARIOUS RESEARCH FINDINGS

H. Rebman(1906) recommend ded considerations of efficiency in during work in addition

to purity huamanitarian reasons, demand that the services concerned employ for night


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duty, or other abnormal shifts, only individuals who are capable of shifting or inverting

their body temperature on short notice. The problem of adaptation is doubly severe under

shift rotation for the workers involved must adapt both to the rotation itself. Candidates

adaptability to this change should be tested. This can be doneby measuring their

temperatures after an experimental six or eight hour change in shifts whyen the men have

spent a week orten days on the new shift, then adaptability can be determined.

(K.J.K Rodman:1972) organizatios now using rotating shifts should review their

scheduling problem top determine whether fixed shifts can be substityuted, if they decide

to switch, they should explain all the reasons for their decision to the men involved.

(Kleitman 1956) demonstrates such changes by an overseas military communication

center, primarily because of personnel shortage. The results proved beneficial in a

number of ways. Performance improved as the men became familiar with the variatons in

work lost peculiar to their shift.

(B.Bjener 1955) points out that workers are forced to like, be in different time sequence

fro that of their community and of the many people to whom they are related. This has

been collaborated by (n.r.f Maier:1957) who points out that disruption of workers

ordinary habits, noise and disturbances may affect a workers social life.

The unrilatium between loss of sleep and loss of effecienvy of tasks may be performance

with little diminuation of efficiency over a considerable time.

(R.A Mcfarladin:1953), in survey done in Europe by United Parcel Services (UPS) at

least half the respondent companied in participating countries predicted the prevalence of

work shift in their organization over the next five years, participating companies were fro

france, spain, Italy, United Kingdom and Germany.


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According to the association fo Trainining and Development (ASTD) 28% of full time

workers in the U.S.A now have work shift schemes compared to 12 % in 1985 according

to the survey, the major benefit of work shift is that it allows for better organization

working environment.

Allows both employees and employers to determine that work schedule is best suited to

their particular needs at particular time.

2.4 CRITICAL APPRECIATION

Longer rest period between shifts

Shift schedules shuld also be arranged to allow a maximum time of between changes.

With a reduyction in the number of shift chan ges, it might be possible to allow workers

as many as there day off.

According to (H.P Nortrup:1947) no organization can expect that it nwill assign to

workshift only those employees who can make a healthy adjustment to it.

Diagnostic interview should therefore be held with shift workers who have accidents or

show an above average number of sick reports so that those with psychological

difficulties can be wirded out.

What work shift will do is to allow patients or employees to mnegotiate working times so

that they could ensure that at least one parent stays at home or synchronize work time

ensuring better quality time wiuth the family.

Work shift is concessim not a right but it is anticipated that staff and departments will

obtain mutual benefits for the scheme.

Departments should consult their staff about introduction of work shift and be introduced

on permanebt basis.


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New members to discuss with their head of departments whether work shift operates

within that particular department and if so, what is the arrangements for that specific post.

According to the various survey carried out, the incidence of work shift program was also

associated with employees who had a good Human Resource policies.

Increase commitment from the employees was associated with nemployee who thought

that the organization had a caring ethos. Increase in employee performance was

associated with having family friendly arrangements.

Companies with such policies were found to be improving in their private and public

sector..

Work shift programs are often viewed as being part of an equal opportunities policy or

atleast helpful to women workers as much patterns may enable women with family

responsibility to combine with work.

2.5 SUMMARY

If work shift programs are properly arranged. There will be increased efficiency hence an

increase in productivity. Employees will become accustomed to the nchanges and

eventually derive satisfaction from the work shift.

Due to timev off, employees will be able to handle personal activities well.

Employees will be able to work when they know that during hours outside core time, they

are provided with services that will make it convenient for time to work.

They will be able to work without fear of any danger and will be motivated to work better

and more efficiently.


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Work shift leads to greater sense of responsibility and ownership and control of working

life. This is because the employees know that if they leave work undone, it is up to them

to do it when back in office.

The benefit of these schedules to the government included increased hours of services to

the public, hardness and absentism of employees were reduced. Energy consumption in

the building decreased and the general productivity was enhanced.

One can coclude that working time arrangements in industrialized countries have been

characterized by increasing complexity and that the nduration of working time

isbecoming increasingly disagrated and preferences expressed by workers.

The segment of the labour market into sectors are occupatins which were characterized

by differences in the length of working hours, may allow individual choice about the

various trade offs between the increased income and more free time in the future. This

issue of whether short or long hours are freely chosen. However, will be a sensitive one

as such diversity could aggravate existing income frequently.


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METHODOLOGY

3.0 INTRODUCTION

Methodology contains the various methods that the researcher found to be appropriate to

use in collecting data. Hence due to the nature of the study that the researcher was

carrying out, it forced the use of different methods and research instrument . Both the

primary and secondary methods of collecting data were included.

The use of questionnaire, interviews, newspapers and management reports were used as

the research instrument.

3.1 RESEARCH DESIGN

The researcher decided to use the qualitative approach to reseach design because it is

usually adopted to investigate motives and reasons behind some issues or occurrences in

an organization

3.2 LOCATION OF THE STUDY

The research was carried out at Siaya District hospital, along Siaya Ndere road and

adjuscent to Siaya Institute of Techno;logy (SIT) .

Being the largest hospital in the region, it is a busy place throughout the day shift with

outflowing patients who need attention and researchers who does theirreseach, some on

daily basis, another group are thestudents who conduct their studies in the hospital, some

of whom are from KMTC Siaya, SIT and many other micro colleges.

Actually from the research I discovered that there is less work during night shift

compared to daytime shift.

Siaya District Hospital has many departments, but research was done in Human Resorce

department, inpatients and outpatients and secretariat department.


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Another reseach wascarried out at Yugeri Insurance Company which is in Kisumu behind

Ukwala super market and behind Re-Insurance Plaza.

The insurance company is registered a registered private company. The Insurance being

one of the well performing within the city, it is usually busy especially the day shift.the

company has seven departments. Due to its quality service, the place is very busy with

client6s and also those who are carrying out research i.e student6s from RIAT, Kisumu

Polytechnic, KCA University Kisumu

3.3 POPULATION

Siaya District has a population of more than 200 employees, majorly of employees vwork

in the Impairements and outpatients Departments where they deal with patients who are

in the wards due to their conditions and on the other hand the discharged outgoing

patients.

The inpatients and outpatients have 60 employees,secretariat has 30 employees and

Human Resource has 45 employees.

The research which was carried out at Yugeri Insurance Company showed that the

company has seven departments and with a population of more than 150 employees.

The two organizations visited have been in service for quite a long period of time from

their inceptions, which was through the act of parliament, that is the district hospital and

also by the act of registry of companies that is the insurance company.

The researcher ensured that the relevant employees and or personnel were reached and

were given chance to respond to questions posed to them.

3.4 SAMPLING PROCEDURE

Sample size


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Out of the 200 employees, 20 were targeted from the Human Resource department, 10

from secretariat department, 25 from the inpatients and outpatients departments and thus

the targeted sample were 55 employees, this department have employees who act as

supportive come technical staff deployed by the directorate of personnel management.

They were picked in consideration of the fact that they are issued with recruitment

procedures and are by virtue of employment links between the employer and the

employees. They are the ones who recommend on either to renew or not to renew their

contracts.

Random sampling procedure was used because of its advantages where each person in

the population had an equal chance of being included.

3.5 DATA COLLECTIN INTRUMENTS

The research/data collection instruments were:

a) interview

b) questionnaire

c) observation

QUESTINAIRE

It is a list of questions written down to be answered by targeted personnel or group to

obtain facts or rather his/her opinion on the subject matter.

Sample questions were written down, typed and presented to the targeted personnels on

the two firms that the research targeted. The questions were made short, clear and brief to

the point to actually avoid ambiguity.


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Advantages of questionnaires

a) it enabled only relevant data to be collected from the informant

b) it gives time to the respondents to give out accurate and relevant answers.

c) It also gave opportunity to seek clarification of some of the unclear respondents

received.

d) It gave room to gauge the accuracy of answers given as it allowed close contact.

e) It allowed comparison since similar questions were used for all respondent.

Disadvantages

a) it consumed a lot of time since it involved traveling.

b) It was not 100% accurate especially areas the respondent were not very soon.

c) It was expensive especially the cost incurred in traveling and in printing the

questionnaire.

d) Insincerity and inaccuracy in responding to the questions thus denying the

researcher the chance to gather information.

INTERVIEWS

This method involves face to face interaction between the researcher and the respondent.

The researcher asks different questions to different persons relating to the problem under

research.

Advantages of interviews

a) the method is less time consuming as the required information was retrieved from

many interviews, within a short time.

b) There was close contact between the researcher and then interview hence level of

accuracy of the response was easly estimated or obtained.


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c) It was effective especially to illustrate people since the researcher employed the

service of an interpreter

d) It was economical since minimal cost was incurred as compared to questionnaires.

e) The researcher was able to seek clarification for ambiguous responses from the

interview.

Disadvantages

a) It was inaccurate especially where the respondents were not able to respond.

b) Some respondents were unwilling to give confidential information.

c) Som times the researcher experienced a problem of language barrier.

d) It was costly especially traveling to the targeted area.

MANAGEMENT REPORTS

The research was able to obtain some relevant information from the files within the

offices and also from books that are within the firms library.

DATA ANALYSISTECHNIQUES

This is the process of organizing and presenting data that have been collected.

The researcher used the following techniques in analyzing the collected data;

DIAGRAMS

The researcher used a bar chart

Advantages of bar charts

a) the diagram facilitates comparison

b) saves time and labour

c) gives an effective imprissim

d) is an easy and attractive means of presenting data.


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Disadvantages

a) constructing diagrams requires knowledge and skills

b) The units to be used must be uniform for compariso0n to be made.

c) They may not give accurate results but rough ideas.

TABLES

Here the data was arranged in columns and rows hence facilitated easy understanding

than when in written form.

Advantages of tables

a) saves time

b) easy to understand compared to narrative forms

c) eliminates unnecessary details

d) facilitates easy comparison between different classes of data

e) Facilitates easy location of data that is required.

Disadvantages of tables

a) Wrong data is easily extracted from table if rows and columns are mixed up.

b) Tables are difficult to construct since analyzing the data given is needed.

c) It avails unnecessary details making details making it difficult to understand the

data given.


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CHAPTER FOUR

DATA ANALYSIS AND PRESENTATION

4.0 INTRODUCTIONS

Analysis is a careful examination of some thing to see the contents.

It includes looking carefully the statements given or collected during the research

process, for a better comparison.

In the research the authors used tables and charts tom simplify the information obtained.

The research has been made in the following firms.

1. Siaya district hospital.

2. Yuger insurance company.

4.0 DATA ANALYSIS AND PRESENTATION

Introduction

The data was analyzed according to the research objectives. The research objectives were

used to formulate questions which were asked to the respondents.

The data is presented using descriptive analysis.

4.1 INTRODUCTIONS OF WORKSHEET PROGRAMS AT SIAYA DISTRICT

HOSPITAL.

Work shift is used for the temporary staff at siaya district hospital (SDH). This is where

the employees are allowed to work during late hours and also outside lat hours. One can

choose the hours to week and not necessarily the traditional working hours of 8.00 a.m to

65.00 p.m as was norm before.

Work shift is mostly used by temporary employees in the inpatients and out patients

departments


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Work shift programs was introduced in SDH I the year 1978 when the department found

out that many of its employees were not willing to have continuous working in the

permanent employment and pension able terms of service.

The permanent employment requires one to attain the age of fifty five in order to retire

and qualify for pension. In this program employees are hired for periods ranging from

three to twelve years.

Each of the three departments , which are involved in work shift programs , the workers

are divided into four shifts , two shifts running at day-time and the other shift runs at

night.

If better is allot of work the employee is required to work on Saturdays and Sundays on

an overtime basis.

4.2 REASONS FOR WORK SHIFT PROGRAMS

The departments observed and established that when the employees were engaged for the

whole entire period of permanent and pensionable terms of employment, their morale

declined and attitude towards service exchanges.

There were a number of errors which required work to be repeated, most employees

became fatigue while others became sick and disoriented, and as a result there was

frequent absenteeism due to sickness.

All these were brought about by mere immigrations of one spending his entire life in

ward or computer where absolute freedom is not guaranteed.

Ian Bearright And Launcher Hoggs (HRM) says that part of modernization process

include a shift to a more decentralized and flexible labour market which gives employees

ability to hire employees of\r contract basis and there fore keeping an injecting the


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hospital with new skills, ideas and incentism. while recycling those able and willing to

perform through shifts.

A table showing the number of affected by work shifts program

Age bracket Total no affected No of applicants for

renewal

%

21-30 250 250 100

31-40 450 360 80

41-50 210 172 70

51-60 180 180 100

Over 60 100 100 100

pie chart showing the effect of

worksheet program

7

9

3

12 41-50

21-30

51-60& over

31-40

It was there fore found prudent to hire the doctors and nurses on shift contract basis s that

new skills and technology will be effected and employed not through will but at last

result will be observed .

This further reduce\s the gap between skilled and unskilled labour force.

Work shift program in siaya district hospital are arranged according to the nature of

work, such that at any given time there is a person who is working for each department

4.3 HOW WORK SHIFTS IS CARRIED OUT IN SIAYA DISTRICT HOSPITAL.


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Orientation programs should be arranged for work shifts of employee.

Where employees are shifting from permanent term of employment to contract

employment, there should be special preparation programs so as to expand circumstances

and goals to be derived from each such program.

For old employees this should be gradual and optional.

Siaya district hospital is now using the work shift program to review its labour force in

order to ensure there is successive plan for continuity of the departments. This involves

time and procedures of all the activities.

Those involved in shifts should co-opted in the decision making to make them part and

parcel of the decision and therefore reducing conflicts.

The ILO 98/37 report demonstrates this through an example of a weekend only work in

which employees work two long shifts of twelve hours each. On Saturday and Sunday in

exchange for 38 hours worth of equal to that of other workers working from Monday to

Friday with off during the weekend, this system allows the employees to keep the

machines running 7 days a week and compensate financially those workers who forge

their social life on such weekends in this report it is noted that those performing during

the weekend and work for 38 hours are to do those permanently employed and working

throughout the weekend. The comparison further notes that the principles of supply and

demand applied in the labour market where in a loss market the supply of workers

exceeds employers demand and reduces salary level.

4.4 DIFFICULTIES WITH WORK SHIFTS PROGRAMS TO SIAYA DISTRICT

HOSPITAL.


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Since the employees work half day a large no. of employees is required to carry out the

work.

Some of the employees are unable to finish the assigned duty, therefore forcing the

management to look for somebody else from the hospital who will be able to complete a

given assignment in the stipulated time.

These also posses a problem since the majority of the employees in the hospital are not

nurses or doctors or computer literate and as a result, the hospital is left to lay behind in

its operations.

Another threat is that some employees is that after gaining enough experience, they are

able to secure employment with private hospitals.

4.5 OVERCOMING DIFFICULTIES

The hospital recruits its employees from within; this entails the number of employees

who might have secured jobs with private sectors, since no certificate is issued.

The hospital has established incentives and improved conditions of work so as to retain

its employees.

The hospital also reduces the work load per employee and instead offer overtime.

4.6 EFFECTS OF WORK SHIFT PROGRAMS ON PRODUCTIVITY

Berry B un (1985) states that the objectives of recruitments is to create a pool of people

available and willing to work

The research findings in case study found out that carrier development is recognitioned

needed by most employees.

Havoing any educational level of training some employees had a great concern to

develop their carreer.


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The appreciated heath and carrer related programs to improve their skills, work shift was

found to have a positive link to productivity.

Craig Donsteel and Lan G.W Roy observed that in china the government has adopted this

program and has decided to pay high price to those opting to leave.

Ding and Warner (1999) suggested that corrective contracts in th long run m,ake

utilization of requisite skills in the knowledge of the job it does improve productivity,

from the research findings and analysis it has established that employees work in shifts

their productivity rate improve this is due to less stress.

It was also established that employees deal with their personal problems when they are

working and therefore minimize the need for permission to seek for personal affairs.

4.7 SCALE OF CONTRACT

Contract employed in siaya hospital SDH depends mostly on qualifications, merits and

performance.

For lower graded and new appointment doctors will be hired for a period of 4 years. After

the completion of the four year contract an employee can apply for a renewal of the

contract for a period of rounding to three to twelve years depending on grades, the higher

the grade the fewer the year.

Work shift ensure that the employee are psychologically prepared on when and how they

will perform without breaking the contractual ethics and he originations expectations

Major problems arise where there is a breached of contract and the legal procedures are

to be followed.

It is worth noting that most contracts related to legal; issues are judged according to what

is called the common law of contract which refers to the, legal doctrines evolving from


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all previous court cases. This would man that contracts litigation is more highly case to

case where you uniqueness of language of a contract is compared to the existing body of

court decision and so requires the contractor to be well reversed with no language

applied.


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CHAPTER 5

5.1 FINDINGS

After the research the researcher found out that the employees felt comfortable with the

work shift programs. I also found out that due to work shift programs the pressure of

work was reduced this is due to the fact that the employees were able to work their

maximum capacity of out put since they have jut but a few hours of concentration.

The researcher also found out that since the introduction work shifts programs there were

a few errors compared to the number of errors which used to occur prior to the

introduction of shifts.

I found out that the employees were not under any stress since they were not able to meet

their deadlines.

I also found out that the employees were able to work with minimum supervisor since

there wee willing to work and are comfortable with work shift programs.

The employees are also motivated hence have a lot of chances to come up with new

ideas for working.

5.2 CONCLUSIONS

Apart from having eough time for rest, employes fill that they are recognized when they

are woking in certain departments or serctions.

Hey perceive themselves as special from the other departments or sections which work

on full tme basis.

Te employees morale of work is boosted since they feel they are performing more

important work than other sections. The management has less time to waste on the

supervision of the employee and therefore have time to attend meeting in which they


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make decisions on the general performance of the work, new procedures to be adopted,

improvement on efficiency as well as policy formulation.

Employees are able to attend part time classes since they are free during half of the day.

The employees are more contented with their jobs and to them to their perfection.

5.3 RECOMMENDATION

The research has several recommendations to make to the hospital, any other interestes

organization wishing to enhance productivity through work shift program.

1) shift program should be introduced gradually

2) the employees who are to involved in shift program should first be

interviewed to find out their willingness.

3) Shift program should be in-cooperated in the hospital policy and

appropriate strategies to be put in place to achieve them

4) Work shift program should be used as a way of motivating and negotiating

since the department which are already working in shift have shown

improvement

5) Where maximum concentration is recruited, shift program should be

introduced.

5.4 RECOMMENDATION FOR FURTHER RESEACH

People are the most important resource for sny organization because they determine the

effective use of other resources such as plant, machinery, money and raw material.

In the work place they should be calculated and arrangement of work and expected level

of performance.

This can be achieved in the work plans who are allowed to work in work shift program.


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Shifts give employees enough time to rest as well as time to attend to social affairs hence

improvement towards employee productivity.

The hospital should hire employees on temporary basis so that they can be entitled to

benefits such as leave.


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APPENDIX 1

BIBLIOGRAPHY

B.Bennet(1955): Diurnal variation in mental performance, Diurnal of individual medicine

page226

Gorbarman (1946):sleep and wakefulness: University of Chicago press page 136,22

H.B March(1906) :the Diurnal cause of efficiency(archives of philosophy physiology

and scientific methods) Colombia University press New York page 195

Herr Kuth(1939): the sleep cycle of submarine personnel in human factors in undersea

war fare in every department to Washington DC page 329-230.

Hp Northrap(1947) shift problem and practices(studies in personnel policies no 1180

National industrial conference Board New York.

H. Rebman (1906): the physiological day night cycle in global fights USAF school of

aviation medicine, Randulph filed page 20

NN.RF Mamer (1957) physiology in industry second edition

Houghton Mifflin; Boston page 450

RA Mc Far land(1953); human factors in air transportation Mc Graw-Hill New York

page 343

R Horton(1936) work shift ,a catalyst for improving quality life. Letts education

publishers London page 110


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APPENDIX II

TIME TABLE

YEAR 2010

EVENT MAY JUNE JULY AUG SEP OCT NOV

Presentation of proposal

Presentation of data instrument

Data collection

Data analysis

Data analysis & presentation

Writing of report typing &

binding

Presentation to knec

.


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Documents

Odimbo Allan