Ophthalmic disorders among students of School for the Deaf

Aim: This study aimed at determining the prevalence and pattern of ophthalmic disorders amongstudents of School for the Deaf, Akure, Ondo State, Nigeria.Methodology: This is a cross sectional descriptive study was conducted in October, 2011 aspart of activities marking the Annual Physicians’ week of Nigerian Medical Association (NMA),Ondo State. Ethical clearance was obtained from the Ethical Review Committee of FederalMedical Centre, Owo prior to commencement of this study. The permission of the SchoolAuthority was also obtained before the commencement of this study. The respondents wereselected by simple random sampling technique. All enrolled participants were interviewed withthe aid of the study instrument (questionnaire) by the authors and interpreters (school teachers).Results: The respondents comprised of 91(56.9%) Males and 69 Females (43.1%). Nearly all therespondents;158(98.8%) were deaf and dumb. Most respondents; 116(72.5%) had ocularexamination in the past. Few respondents; 118(73.75%) had ophthalmic disorder. The commonest ophthalmic disorder was refractive error which was found in 16 respondents(38.1%). Myopia was diagnosed in 9 respondents.CONCLUSION: Most of the respondents were deaf and dumb. Few respondents hadophthalmic disorder. The commonest ophthalmic disorder was refractive error. Myopia was themost predominant refractive error. There is need for periodic ocular screening and treatment atthe School for the Deaf.

Organizational Culture and Performance A case study of Covenant University, Nigeria

Every organization has set objectives that mark its essence of existence, the achievement or otherwise of these objectives is dynamically subject to the aptitudes, learning, capacity and the fundamental trademark representing the organization. The basic trademark here dives genuinely deep into the continuing piece of the organization: the qualities and convictions administering its individuals. This study aims at examining how the aggregate qualities, convictions and standards of the people in an organization generally affect the organization’s ability to meet and surpass its set objectives. This conceptual paper breaks down the achievement of Covenant University, Nigeria, which in spite of the challenging Nigerian business environment described by absence of foundations, infrastructure, unfavorable government strategies, and high inflation rate, has seen huge development and improvement in the twelve years of presence as displayed by its position as the number one University in Nigeria and 15th in West Africa according to the 2015 Webometrics Rankings of Universities. It is observed that the success of the University is as a result of the core values of the organization, which has trickled down from the entrepreneur to every level of management, teaching and non-teaching staff and which is duly enforced on the students of the University

Employees’ Attitudes towards Organizational Change and Its Effects on Employee Commitment

Organizations are expected to enhance their capacity to ensure employees are provided with the necessary support for the acceptance for change initiatives. Review of relevant literature reveals that high extents of organizational activities towards acceptance of change are unsuccessful as studies have generally agreed that employee resistance is one of the leading causes for the failure of change initiatives (Bovey and Hede, 2001; Beer and Nohria, 2000). In studies that have inspected the conditions in which workers support authoritative change, specialists have concentrated on different attitudinal factors that represents employees’ states of mind toward hierarchical change. These factors include preparation for change, responsibility to change, openness to change, and pessimism about authoritative change. These factors have distinct meaning and implications for the organization and thus serve as representative assessment of employees’ evaluation and worries about specific change activities. This study examines the attitudes of employees towards organizational change through review of relevant literature and discusses how attitudinal factors relate to organizational change, the inherent antecedents of each factor and its influence on employee commitment. Based on the discussion, possible recommendations will be made for industry practitioners and policy makers

Corporate Social Responsibility as a Determinant of Sustainability of Small Medium Enterprises (SMEs)

In the pursuit of profit maximization as a major objective of business organizations, several firms forfeit their social and economic responsibility whilst focusing on activities that are deemed to solely profit the firm, without taking into cognizance the effect of their operations on the society in which they operate. Business analysts have however, realized the determinant role of social responsibility in corporate performance, such that firms that are able to imbibe corporate social responsibility in their core business operations may be able to take advantage of the social reputation gained across their several stakeholders. Small and medium enterprises operating in highly competitive markets are also advised to leverage on this reputation gained from being socially responsible, if they seek ways to remain relevant in the same markets dominated by multinational corporations. Adapting a case study approach, this study highlights the advantages (such as employee and customer loyalty) gained by House of Tara, a small business operating in the beauty and make-up industry in Nigeria, resulting from the firm‘s commitment to advancing the society in which it operates through several social responsibility activities. It is observed that although competing with major makeup brands such as MAC, Maybelline, Dior, Mary Kay and others, House of Tara has been able to not only thrive, but gain a sizeable market in the Nigerian makeup industry, because several consumers purchase their products not solely because of the quality or price of their product, but because they perceive themselves as buying into the firm‘s CSR vision. This study therefore recommends that small and medium enterprises that may lack adequate resources (manpower, technology, capital) needed to successfully compete with multinationals, can harness the potentials in the reputation and loyalty gained from adequate investment in corporate social responsibility

Radiation Protection Strategies in Medical Diagnostic Centers in Lagos State, Nigeria

In recent years, Medical imaging has recorded a canonized level of advancement in the medical chronicles of achievement feats. This has made the diagnosis of ailments easy in reducing the death rate of patients. Imaging machines have different functions and some of them use radiation that is dangerous to the human body. Although radiation is important and it is needed for the patients in need of treatment but not needed by the machine operators, staff and visitors of the building where the imaging machines are been housed. The aim is to investigate different design and construction strategies employed to reduce transfer of radiation in various diagnostic imaging centres in Lagos State Nigeria; in order to reduce health risk associated during radiation emission in medical facilities. Qualitative method of research was adopted and data were collected via review of pertinent literature and field work of three diagnostic centres in the study area. The data were analysed using content analysis and presented with sketch and pictures. The finding reveals that lead lining was the most common material used to shield the different diagnostic rooms in the study area. This shielding was not only done for walls but also embedded in the doors. In addition, Lead glass was also used to protect the machine operators from radiation. Finally, this study recommended that other less harmful materials need to be explored for radiation shielding other than the use of Lead. For competency in Educational, professional, curricular practices and even hygienic exigencies; further research may advance investigations to find out other protective materials and strategies that are relevant to medical exploits as well as Architects design specification knowledge for the design of medical facilitie

Regional Imbalances and Inequalities in Nigeria: Causes, Consequences and Remedies

Regional inequality and polarization of activities have persisted in most developing countries despite their quest over many decades for socio-economic and political development and modernization. This condition contributes to serious distributional problems such as hyper-urbanization, spatial concentration of population and modern activities, unemployment and underemployment, income inequality and poverty, persistent food shortages, deteriorating material conditions of farm populations, and external dependency. This paper seeks to evaluate the causes and consequences of regional imbalances and inequalities in Nigeria, and attempt the strategies that can be employed in correcting the imbalances. It thereafter, recommends remedies such as special government policies, legislative measures, urban development planning, integrated rural development planning, and strict adherence to the principle of federal character as entrenched in the constitution of the country. It also recommends massive concentration of industrial development in rural areas across the nooks and crannies of the country as a way of reducing the imbalances. Keywords: Region, imbalance, poverty, planning, development, causes, consequences, remedie

Corporate Social Responsibility as a Determinant of Sustainability of Small Medium Enterprises (SMEs)

In the pursuit of profit maximization as a major objective of business organizations, several firms forfeit their social and economic responsibility whilst focusing on activities that are deemed to solely profit the firm, without taking into cognizance the effect of their operations on the society in which they operate. Business analysts have however, realized the determinant role of social responsibility in corporate performance, such that firms that are able to imbibe corporate social responsibility in their core business operations may be able to take advantage of the social reputation gained across their several stakeholders. Small and medium enterprises operating in highly competitive markets are also advised to leverage on this reputation gained from being socially responsible, if they seek ways to remain relevant in the same markets dominated by multinational corporations. Adapting a case study approach, this study highlights the advantages (such as employee and customer loyalty) gained by House of Tara, a small business operating in the beauty and make-up industry in Nigeria, resulting from the firm‘s commitment to advancing the society in which it operates through several social responsibility activities. It is observed that although competing with major makeup brands such as MAC, Maybelline, Dior, Mary Kay and others, House of Tara has been able to not only thrive, but gain a sizeable market in the Nigerian makeup industry, because several consumers purchase their products not solely because of the quality or price of their product, but because they perceive themselves as buying into the firm‘s CSR vision. This study therefore recommends that small and medium enterprises that may lack adequate resources (manpower, technology, capital) needed to successfully compete with multinationals, can harness the potentials in the reputation and loyalty gained from adequate investment in corporate social responsibility

Randomization of two dosing regimens of vaginal misoprostol for cervical ripening and labor induction in a low resource setting

Objectives: To compare the effectiveness of two dosing regimens of vaginal misoprostol for cervical ripening and induction of labour.Materials and Methods: Pregnant women with singleton low risk pregnancy at term scheduled for elective induction of labour were randomized to  receive either 25 µg or 50 µg of vaginal misoprostol for pre.labour  cervical ripening. All the patients received antenatal care and delivered at the University College Hospital (UCH) from January 1st to May 31st 2006. A total of 128 patients were randomized; 65 patients received 25 µg and 63 patients received 50 µg of vaginal misoprostol.Results: Significantly higher number of patients in the 50 µg group   progressed to active labour as compared with the 25 µg group (95.2% versus 84.6%, P < 0.05). The need for oxytocin augmentation of labour was higher among the 25 µg as compared with 50 µg (39.7% versus 16.4%, P = 0.007). There was higher proportion of patients in the 50 µg group delivering vaginally within 24 hours as compared with the 25 µg group (98.2% versus 90.0%, P = 0.063). However, the mean interval between the first dose of misoprostol and vaginal delivery was not  statistically different in the two groups (754 } 362 minutes and 885 } 582 minutes, P = 0.152). The incidence of caesarean section was similar in the two groups (7.7% versus 11%, P = 0.580). Labour complications, such as precipitate labour, tachysystole and abnormal fetal heart rate patterns were greater in the 50 µg group.Conclusion: Twenty.five microgram of misoprostol appears to be as  effective as 50 µg for pre.induction cervical ripening and labour induction. Though 50 µg of vaginal misoprostol resulted in relatively faster delivery and less need for oxytocin augmentation, it was associated with more  labour complications as compared with 25 µg of misoprostol.Key words: Cervical ripening, labour induction, misoprosto

From Job Satisfaction to Organizational Commitment: The Mediating Influence of Perceived Treatment of Diversity among Nigeria’s Public Healthcare Employees

BACKGROUND: In the Nigerian, like most developing economies’, health sector, employees’ perceptions about treatments of diversity are crucial not only to their satisfaction with the job but equally to their commitment to the organisation. The importance of this view of the public health sector, is that it could induce political behaviours, result in conflict situations and hence promote tensed work environments, if not properly managed. Despite these facts, there is again, a dearth of existing literature that shows an element of empirical analysis to demonstrate the moderating influence of workforce diversity on job satisfaction and organisational commitment of public healthcare employees in Nigeria. AIM: This study is focused on investigating the mediating effect of employees’ perceived treatments of diversity in the workplace on the relationship between job satisfaction and their commitment to the organisation. METHODS: The survey method was used to collect data. One hundred thirty-three public health workers from the Lagos State Health Ministry in Nigeria were involved in this research. The research used questionnaires as the main tools to perform this research. The statistics on the reliability of the tools used in this study were 0.747. The statistical analysis was carried out using SPSS (version 22) and AMOS (version 23) software for this study. RESULTS: The results from the statistical analysis indicate that job satisfaction significantly relates with all dimensions of workforce diversity in the following ways: education (r = 0.19), gender (r = 0.48), religion (r = -0.20), ethnicity (r = 0.42) and position (r = 0.15). The mediating effects of workforce diversity on the relationship between job satisfaction and employee commitment is also evident from the statistical analysis, especially with respect to education (affective commitment = 0.16, normative commitment = 0.18, continuance commitment = 0.18); gender (affective commitment = 0.32, normative commitment = 0.42); and religion (continuance commitment = 0.14). CONCLUSION: This study concluded that not only is job satisfaction significant to ensuring the commitment of healthcare workers to their organisation, but more critical is the role of workforce diversity as viable leverage for transiting the interest of employees from the level of job satisfaction to organisational commitment

Organizational Culture and Performance

The success or otherwise of an organization is heavily dependent on the skills, knowledge, ability and the underlying characteristic governing the organization. The underlying characteristic here goes fairly deep into the enduring part of the organization: the values and beliefs governing the members of the organization. This study aims at investigating how the collective values, beliefs and principles of organizational members determine the success or otherwise of an organization. Through case-study methodology, this paper analyzes the success of Covenant University, Nigeria, which despite the challenging Nigerian business environment characterized by lack of infrastructures, unfavorable government policies, and high inflation rate, has seen tremendous growth and development in the twelve years of existence as exhibited by its position as the number one University in Nigeria and West Africa as a whole in the recently concluded webometrics ranking. It is observed that the success of the University is as a result of the core values of the organization, which has trickled down from the entrepreneur to every level of management, teaching and non-teaching staff and which is duly enforced on the students of the University