Discussion of Findings. The potential environmental constraints for Parcel 5 include the following: • Concentrations of VOCs in the groundwater beneath Parcel 5 were detected above MCLs or cleanup goals. Volatilization of these VOCs may constrain any residential development, and shall require that any construction work involving soil disturbance be performed by appropriately trained workers under purview of a Health and Safety Plan. • Several removed USTs and one removed AST are still actively being investigated. Regulatory status of these tanks should be further researched. The active USTs and ASTs should be inspected to document their conformance with current regulatory guidelines. • NASA is currently working on the preparation of closure plans which will include visual surveys and a documentation of any hazardous materials or wastes that are present and, if present, if they have impacted the environment. • Lead-based paint and asbestos containing materials have been identified or are suspected in the majority of the buildings within Parcel 5. In addition, LBP has been identified in the soil associated with many of the buildings. The presence of these materials should be confirmed and remediated prior to demolition, renovation, or reuse of the building. LBP and asbestos surveys should be conducted prior to commencing demolition, renovation, or reuse activities.
Discussion of Findings. The main objective of this study is to examine the effect of insurance sector development on the growth of Nigerian economy. As earlier noted, the effect of the insurance sector’s productivity, which is the proportion of the insurance sector’s contribution to the Aggregate Gross Domestic Product has not been investigated. Hence, this study has enriched the literature by providing the contributory effect of insurance sector to the overall economic growth of Nigeria. One of the objectives of this study is to evaluate the effect of insurance sector productivity on the growth of Nigerian economy; as revealed by this study, the productivity of the insurance sector is significant determinant of Nigerian economy. In other words, the output of the insurance sector was established by this study as a significant contributor to Nigerian aggregate economy, such that with 1% increase in the output of the insurance sector, there would be significant increase in the aggregate economic growth of Nigeria by about 81% in the long run and vice versa. This result aligns with theoretical expectation that development of finance is capable of spurring economic growth; hence, the result obtained in this study confirms the Finance-Growth Nexus theory developed by Xxxxxx Xxxxxxxxxx that financial services are crucial for economic progress, so far they increase output by fostering technical innovation, investment, and assisting entrepreneurs with the highest prospects of success in the process of innovation. He maintained that economic growth might be aided productive savings are mobilized, efficient resources are efficiently allocated, and mobilized financial resources are reinvested into the economy. The second specific objective of this study was to examine the effect of insurance sector total asset value on the growth of Nigerian economy. In respect of the foregoing, this study found evidence of negative but insignificant relationship between the total assets of the insurance sector and the growth of the Nigerian. In specific terms, this study provided empirical evidence that 1% increase in the insurance sector total asset value is capable of causing about 9% decrease in the growth of the economy. This result betrays the theoretical expectation and implies that Nigerian insurance sector are not efficiently deploring their assets in a manner that promotes economic growth. The possible explanation for this can be linked to the large proportion of the short term investment componen...
Discussion of Findings. The activity impact will be an improved capacity of FHI field staff to successfully use this method to help Title II program beneficiaries to overcome their obstacles to behavior change. It is hoped that this turn will have a positive impact on their food security. The table on the next page summarizes the findings of the questionnaire survey that was conducted amongst community based staff and their supervisors. The table confirmed the findings of the group discussions in so far as replication of the training is concerned. It is important to note that even though Mozambique had a very high awareness of these concepts, a large percentage of them could not identify the most appropriate definition, possibly putting the quality of the replications that were done into question. Table 10: Knowledge about and use of Barrier Analysis and TIPs Variable Bolivia Mozambique Kenya % of staff who heard of barrier analysis 63 100 100 % of those who heard of barrier analysis who could identify the definition correctly 73 59 94 % of staff who heard of TIPS 47 100 100 This training course was presented six months before the final evaluation, thus it is unrealistic to expect an impact on food security at this stage. Xxxxx visits confirmed the following: • All fields made action plans. However, the only country where the action plan was fully implemented was Mozambique. • Bolivia and Mozambique prepared training materials that can be used for follow-up training • Mozambique conducted its follow-up training in October. This training condensed the original four-day ISA training into two days. Bolivia Title II funded programs have not yet done any follow-up training. Even though they say that they did not have time, they are in exactly the same cycle as Mozambique. In that sense both countries had to hire new staff and conduct their baseline studies during FY2002. It is worth noting however that FHI Bolivia’s Child Development Program, that sent staff to participate in the ISA training, has already replicated the barrier analysis training and has plans to replicate TIPS training in 2003. The Kenya program temporarily suspended operations shortly after the ISA training and hence has not yet replicated the barrier analysis or TIPS training. However, all of the Kenya Title II staff were included in the ISA training, thus reducing the need for further replication of that training within FHI Kenya. • Kenya has just restarted with their new DAP cycle and may soon start implementing b...
Discussion of Findings. Considerable progress has been made within FHI in regards to monitoring and evaluation. In Bolivia (Interview with USAID 2002), FHI has been used as the role model in a recent effort to develop common indicators and a common baseline survey methodology amongst PVO’s. Most of the FHI managers interviewed felt confident about their combined ability to develop and manage their monitoring and evaluation system. In the past they used to hire consultants and now they can largely do it on their own. During the FY2002 baseline study, FHI staff used the focus group interview techniques that they learned during ISA M&E training courses. The M&E system in Mozambique has likewise been robust and well implemented during the previous DAP. This is evident from the final evaluation report of its FY1997 to FY2001 DAP (FHI 2001d). However, during the ISA final evaluation team visit, USAID expressed concern about M&E in FHI. Several managers and the M&E officer left the organization at approximately the same time. The position of M&E officer was vacant for more than a year before it was filled. According to USAID, they expected 20 The ISG covered the period January 1997 to August 1998. FHI to play a leadership role in the process of developing common indicators, but instead noted that FHI staff contributed little to the discussions. According to USAID, there is a problem with continuity within FHI Mozambique. For example the FHI person trained on INCPROX has left and now USAID has to repeat the training with another staff member. In Kenya the situation is more complex. A robust system for collecting monitoring information was established in the program. In general, good baseline studies were conducted. However, before the mid-term evaluation was due, both the agricultural and health managers left the program. The staff who replaced them as managers did not have all the M&E training that their predecessors received. Although new staff continued with routine information collection, some gaps developed in the implementation of the monitoring and evaluation plan of the DAP (FHI 2002b). These problems were already evident in the annual reporting from FY2000 onwards, but the situation was not rectified until it was time for the final evaluation. One of the reasons why this situation developed, is the fact that there were three different country directors during the previous DAP. A lack of continuity in this respect led to a lack of the necessary backup for the new health and agric...
Discussion of Findings. The success or failure of Kenya’s decentralized system of school financial management depends in large part on the capacity of primary school administrators to manage limited resources with limited means. Issues of transparency and mismanagement, resource allocation, and financial management capacity may represent some of the most critical factors to the sustainability of school health interventions such as WASH programs. The variation in school WASH systems expenditure and financial planning displayed in this study is not surprising when considering that one of the main purposes of decentralized financial management is to enable “on the ground” stakeholders to allocate resources to areas of priority that they identify. This autonomy in financial decision-making represents the kind of self-determination and local-level capacity that is often espoused by development partners, and should not be simplified as the failure of schools to maintain WASH systems and other health and education interventions. However, the underlying reasons for variation in financial management should be addressed in order to inform future interventions, and the results of this study provide valuable descriptive information to guide future inquiry. While decentralization of FPE funds management is intended to allow for flexibility in allocation of funds for school-specific needs, lack of transparency and the potential for misuse of funds at the school level are major concerns. Motives for financial mismanagement are apparent given the challenges of overcrowding and poor resource allocation faced by schools following the implementation of FPE as described by Uwakwe (2008), Nungu (2010), and Sawamura (2008). Head teachers are especially under pressure to meet the expectations of parents, government, development partners, and others to live up to the standards set for academic achievement, student health, and school facilities. The burden of responsibility for financial management coupled with inadequate support is likely a factor in financial mismanagement as head teachers struggle to allocate limited funds to multiple areas of priority. Furthermore, disinterest in financial management and/or the lack of time to fit these responsibilities into the already full schedule of a head teacher may impact the quality of financial management. The lack of support services for accounting and book-keeping activities as described by Akech (2010) may further compromise the capacity of head teachers ...
Discussion of Findings. In further reflecting on the survey data and interviews conducted, I began to see an opportunity emerge for our organization to develop resources aimed at teaching Haitian history in such a way that illuminates why HTF’s model of accompaniment is critical. It is a powerful experience to travel to Haiti to build relationships and experience Haitian culture while visiting HTF’s partner ministries. For over twenty years, our organization has fostered these trips and introduced North Americans to the global issues of extreme poverty, the global wealth gap, and international ministry. On the one hand, it seems as though our organization has done a 51 Appendix A, Question 8, Response 5. 52 Appendix A, Question 8, Response 20. 53 Appendix A, Question 8, Response 10. remarkable job in helping North Americans understand that meaningful partnerships are rooted in walking alongside others in relationships that promote dignity and not dependence. However, it seems that what we have not clearly connected for folks is that this accompaniment approach is in many ways a response to centuries-old manifestations of colonization rooted in systemic racism and injustice for the people of Haiti. What we have not done with intention is to educate participants and travelers on the historical events and realities that have shaped Haiti's culture and context. I believe that understanding the global forces of colonization, slavery, and racism related to Haiti will help North American participants and donors better understand mission as accompaniment as more than just an approach to ministry. I believe it will help people understand accompaniment as a means of justice, and in so doing, will strengthen our work. “Regleman pa gate zanmi” [asking for an account does not break friendship]
Discussion of Findings. The strong positive correlation (r=0.440, p<0.000) between collective bargaining and employee performance suggests that as collective bargaining activities increase, so does employee performance. A similar positive correlation was found for work stoppage (r=0.610, p<0.000), indicating that when work stoppages occur, employee performance tends to increase. The regression model explained 47% of the variation in employee performance, as indicated by the R-square value of 0.479. The ANOVA results with a significant F value (24.594, p<0.000) reinforce the idea that collective bargaining and dispute resolution significantly influence employee performance. The positive coefficient for collective bargaining (0.505) suggests that an increase in collective bargaining activities is associated with a decrease in employee performance. This might seem counterintuitive and needs careful consideration. Collective Bargaining and Employee Performance: The positive correlation aligns with studies that suggest collective bargaining can lead to better working conditions and employee satisfaction (e.g., Xxxx, Xxxxxx, & Xxxxxx, 2009). The negative coefficient, however, contradicts some literature suggesting that collective bargaining positively impacts employee motivation and commitment (Xxxxxx, Xxxxxxxxx, Xxxxxxxxxxx, & Xxxxxx, 2004). Further exploration is needed to understand this discrepancy. Work Stoppage and Employee Performance: The positive correlation here aligns with studies highlighting that industrial actions can bring attention to workplace issues, potentially leading to improvements (Xxxx, 2004). The extent to which work stoppages positively impact performance might depend on the nature and frequency of these events, requiring further investigation (Xxxxx, 2004).
Discussion of Findings. Mean post-test scores for this course was 82%, which exceeded the target of 80%. Even though agricultural staff was included in the training on an experimental basis, it was found that positive deviance will need substantial adjustments if it has to be applied to agriculture. This discussion will therefore largely focus on the perceptions and knowledge of the health staff about positive deviance. During the evaluation it was found that 86% of the health staff in Bolivia and all the Mozambican and Kenyan staff have heard about Positive deviance. Of the health staff in Bolivia, 20% could identify the correct definition for Positive Deviance. In Mozambique, 78% of the respondents marked the correct option and in Kenya 83%. In so far as the technique impacted on the work of the field programs and per implication food security, Mozambique is the only country where we could find evidence that Positive Deviance is being implemented. The health manager is enthusiastic about it and they have received significant mentoring from the MCHN TA who is assisting them with its implementation. Reports on mentoring visits and interviews with the health department’s manager and staff indicate that staff at all levels have bought into the method. It is also being adjusted and modified according to the needs and characteristics of target communities. According to the health manager they have been able to follow through with the implementation of the Hearth method because they developed an action plan after training. The action plan attached specific responsibilities to specific people. In Kenya, all staff attended the ISA training course and awareness about the method is high. To date, positive deviance has not been extensively used in Kenya, although FHI/K Title II plans for 2003 outline its use. The FHI Food Security Team will want to monitor this situation, as some FHI/K health staff have expressed the opinion that Positive Deviance may create community conflict within their cultural context. Some of the health staff in Bolivia are enthusiastic about the potential of Positive Deviance in their communities, however, to date it has not been used widely. New staff members have not received training in the method. According to the health manager, all the materials needed have been prepared and FHI/B plans to orient all staff and begin implementation in January 2003. Their policy is to introduce new concepts gradually, rather than give training in all tools at once. Another facto...
Discussion of Findings. In its ISA project proposal, FHI proposed to commit ISA and other resources to a five- year FAM collaborative effort with other CS’s in M&E. The objectives of this joint effort were to:
Discussion of Findings. In its IS A project proposal, FHI agreed to collaborate in the following joint activities as part of joint CS’s efforts:
