1.

Research Title:

The impact of working conditions and work life balance on the stress level of Employees in

South Sudan Oil Sector: A case study of Dar Petroleum Operating Company (DPOC).

2. Introduction:

The organization here we tend to analyze against the employees stress level which primarily

depends on working condition and work-life balance is the DAR Petroleum Operating Company

Ltd (DPOC). DPOC has headquarter in Juba is joint alliance of giant oil exploration and

production companies named as the China National Petroleum Corporation (CNPC) , Petronas

of Malaysia, Nilepet, SINOPEC o, and Tri-Ocean Energy. The alliance working to explore in

blocks 3 and 7. These two blocks are economically oil rich areas of melut basin located in south

Sudan. Share holding details of the companies is as follows CNPC hold 41% share, Petronas

holding 40% share, Nilepet holding 8% share, Sinopec is holding 6% share and Tri-ocean Energy

holding 5% share.

DPOC is biggest player in south Sudan petroleum industry having capacity of producing 175,000

barrels oil per day, and also has facility to maximize this capacity up to 240,000 barrels of oil per

day. Current DPOC oil production capacity figures shows 110,000 barrels oil production per day.

DPOC enter into south Sudan oil exploitation and production market in 2001. DPOC acquire

almost 50,442 sq.km area to conduct operations in BLOCK 3 BLOCK 7 located at melut basin.
DPOC has a central processing facility in Al Jabalyn and field processing facility in various

locations like Palouch, in Moleeta, in Gumry and in Adar. At paloich an airport is also

constructed to deal oil productions in area. Due to state of civil war in south Sudan oil unit are

under the control of government security to protect units against militant groups and

insurgents.

Let’s examine the previous history of DPOC which is previously known as Petrodar Operating

Company (PDOC). PDOC major share holder are not only Chinese and Malaysian but sudapet a

state owned company of Sudan government is also holding shares at that time oil production

capacity per day gain highest production level which is 350,000 bpd. In 2012 south Sudan

government replace sudapet share with south Sudan state owned company known as Nilepet.

South sudanese government also replace sudanese management with south Sudanese

managers.

South Sudan has a long history of state of civil war. Chevron was the first US based oil company

that enter into sudanese oil market in 1970 and 1980. But in 1984 it hold operations in BLOCK 1

when militants killed three foreign workers. It terminate all it’s activities in 1990 from other

areas in Sudan (ECOS, 2006, p. 11; Goldsmith et al., 2002, p. 222). In 1997 USA place sanctions

on Sudan oil sector which prohibited US companies to operate in Sudan oil sector (Patey, 2006,

p. 15). In 2003, Arakis is the only Western company that operate in Sudan oil sector (ECOS,

2010, 2010a; Moro, 2008, p. 149; Patey, 2006). Chinese and Malaysian companies approach

Sudan oil industry by making an alliance with the Sudan state owned sudapet. Chinese and

Malaysian companies build to alliances with the name : the Greater Nile Petroleum Operating
Company (GNPOC) and the Petrodar Operating Company (PDOC). GNPOC and PDOC are biggest

oil producers in Sudan and south Sudan (cf. Patey, 2010, p. 622; ECOS, 2008, p. 26). Oil

productions got boom after 1999 onwards.

GNPOC operating in “Unity oil field” the company shares details shows that CNPC is holding

40% of it’s shares, Petronas holding 30% shares, sudapet holding 5% of it’s share and in 2003

25% of it’s share hold by National Gas Corporation Limited (ONGC) from India in 2003. GNPOC

build Greater Nile Oil Pipeline to link unity oilfields with Sudan port (ECOS, 2010a, p. 17; Moro,

2008, p. 150; Gagnon and Ryle, 2001, p. 26; Patey, 2006).

Petrodar Operating Company (PDOC) was incorporated under the laws of the British Virgin

Islands and it’s share holders are: CNPC holding 41% shares, Petronas holding 40% shares,

Sinopec holding 6% shares, Al Thani (UAE based) holding 5% share which is replaced in 2008 by

TRI ocean energy and sudapet with the share holding of 5%. In 2011 sudapet share were

replaced with south Sudanese state owned company Nilepet and Petrodar operating company

was renamed as DAR petroleum company (DPOC). The initial head office of PDOC was located

in Khartoum, Sudan, but in 2011, after independence of Soth Sudan from Sudan DPOC opened

an office in Juba, in south zone and relocated it’s head office. The oil obtained from block 3 and

block 7 of in Upper Nile fields are of less quality which need substantial investment to blend it

with other components to be used it as fuel as high content of arsenic made it pollutant. DPOC

build second pipeline in 2006 to connect the Paloic and Adar oilfields to Port Sudan.

The China National Petroleum Corporation (CNPC), constructed in 1988. It is prominent player

in Sudan and south Sudan oil sector. It started it’s operations in 1995 and then hold maximum
shares of GNPOC in 1997. It also construct an oil refinery in Sudan. The situation of civil war in

Sudan drastically impact company but CNPC didn’t hold or terminate it’s operations during this

intense situation. In 2001 the SPLA directly attacked the company workers in block 4 and

kidnapped it’s employees as a result Sudanese forces protected Chinese workers from rebel

attacks.

Petronas is another state owned national company owned by Malaysian government. Petronas

is largest Malaysian corporation operating in oil and gas sector bot in Malaysia and abroad. It

start it’s operations in Sudan by holding 30 % share of GNPOC. Like CNPC Petronas also facing

several security issue to the Tate of civil war. It’s workers also kidnapped by insurgents when it

start it’s operations in Sudan.

DPOC operational activities were mainly focused on block 7and 3 in Melut and Maban Counties.

The area covered with 500 pumps which is connected to main line through an underground

pipeline. The DPOC operational unit is a fenced area including facility of accommodation for

employees near Melut county.

Problem Statement

The South Sudan oil and gas industry is known for its bad working conditions, employees

overstay and high activity. Working in South Sudan oil and gas industry particularly in the field is

based on rotation, where workers travelling long distance to remote locations working and

living onsite (Bernard Yeboah-Asiamah Asare et al., 2021). The work rotation is an equal

rotation, 28days ON working in the field and 28days OFF employees on vacation staying with
their families under the petroleum Act 2012 (Tiitmamer, 2015). However, this is partially

implemented and employees overstay in oilfield due to operation’s needs and this stresses,

frustrates and demoralizes them hence affecting their job performance, productivity and

service delivery. In response to the above, the national oil workers constantly stage a strike

across the three oil producing fields, protesting poor working conditions and demanding field

overstay bonuses or implementation of equal rotation (Okuj, 2022). Generally, rotational work

poses inherent stress on the individual life of oil and gas employees which impacts their social

well-being (Jolaolu, 2020). Israel O. Jolaolu (2020) study on Work-Life Balance of rotational

workers in the Nigerian oil and gas Sector found that high employee’s psychological well-being

results in high job performance and productivity and Mulwa Gladys Kasau (2014) study

disclosed that work life balance factors like overstay at work, lack of vacations, overtime, work

and family negatively affect employee’s performance and productivity.

In South Sudan oil and gas context, employees find it hard to balance work and family

responsibilities and finding equilibrium in work and family responsibilities is vital for both

employees and the organization. South Sudan oil and gas sector is owned by Chinese,

Malaysian and Indian well recognized companies where employees could easily advance their

careers but the obstacle is work life balance. This study sought to close the gap by establishing

the relationship between work life balance and employee performance with a focus on rotation

policy, flexible time provisions, and family duties in the South Sudan oil and gas sector.
Research Aim

The purpose of this study is to establish the relationship between work life balance and

employee performance and its impact on productivity. The focus is particularly to develop the

empirical evidence in the context of South Sudan oil and gas sector, Dar Petroleum Operating

Company (DPOC).

Research Objectives

1. To study and analyze the impact of Work life balance on the employee’s performance

2. To explore experiences and strategies senior employees employ to maintain work life

balance.

3. To establish the relationship between work life balance and employee’s performance in

Dar petroleum Operating company (DPOC)

4. To establish the effect of family responsibilities on employee’s performance in Dar

Petroleum Operating Company (DPOC)

Research Questions

1. What is the impact of Work life balance on the employee’s performance and

productivity?

2. What are the experiences of rotational employees to sustaining their work life balance

in Dar Petroleum Operating Company?

3. What is the relationship between work life balance employee performance?

 4. What are the impacts of employee family responsibilities on employee’s performance in

Dar Petroleum Operating Company (DPOC)?

Research rationale

The research have high significance in context of employees productivity and performance

effected by working conditions and work life balance phenomena face challenges while working

in intensive pressure oriented sector like oil sector. Study significantly highlights how poor

working conditions and health threats cause employee stress level at work place which leads

ultimately to high turnover rate, absenteeism, disrespect, raise health concerns, discrimination,

unsupportive organizational culture and poor management relations. The research is significant

also in context of how employees are being unfairly treated by foreign investment corporations

and how they exploit an underdeveloped nation natural resources to get monetary benefits.

Justification of Choice

In my personal point of view the working conditions and work life balance is the most

important factor that need to be addressed by the organizations in current scenario. In my

opinion happy employee will be more productive for the organization as compare to a worker

who’s stressed due to poor working conditions or fail to get support from organization

regarding work life balance issue. Such a stressed employee is more vulnerable to health issues

and ultimate result is he or she quit the job if he or she unable to face workplace stress.

Investment costs by the company incur to train an employee is quiet high so companies need to
address the issue of workplace stress due the factors like poor working conditions and work life

balance issue.

Literature Review

In today‘s speedy world of happenings, people daily face various situations which cause

different sort of pressures. I all these situations either personal or work oriented people need

to deal with them that results different types of pressures. People in routine take various

decisions or actions under this pressure. This type of pressure is known as stress. The word has

it’s origin in Latin strictus which means to tighten. Stress is defined as a state of emotional or

physical trauma arises due to different conditions that cause anger, aggression, frustration,

anxiety, demotivation etc. Stress is not a new phenomena as it has deep roots in our society

long ago as people face this issue in even in their daily routine tasks.C of stress is not clear

understanding still and not a single definition can be proposed to define this concept. It is not

possible to avoid stress either it ecxit in personal life or at workplace (Henry L. Tosi, John H.

Rizzo, Stephen J. Carrol, 1994). Job related stress is a continuously debating issue as its been

rising from many years. Job related stress as well employee personal life pressures also raises

stress level which ultimately effect employee performance. Stress nature change with respect

to employee an employer (Michie, 2002). All the employees face job related stress in their

lifetime which effect whole organization and it’s productivity. Good organizations not only help

out their employees to tackle these stress but also provide them resources to cope these

stresses. It is clear that stress is not an uncontrollable phenomena as there are number of tools

and framework defined to handle stress. The process of managing stress is known as stress
management. Stress management techniques mainly designed to focus on employee job

related as well personal stresses to improve employees performance and productivity. As stress

is an unavoidable phenomena and every employee face stress during their lives at least once.

Stress management is a tool that address stress at organizational level. It’s necessary that

organizations identify and tackle the stress faced by their employees to increase organizations

performance and productivity. Perform refer to the things what an do or what it does not do.

Performance is the measure of employees contribution to the organizational goals (Daisy

Masters, 2012). Human capital is most valuable asset of an organization so it’s crucial to sustain

this asset by resolving stress issue. Stress management is a must to have a happy, healthy and

satisfied employees at workplace. In the current world in which we are living financial resources

are the primary concern of everyone but yes it’s not the reason of every stress. Unfair

compensation may be factor of stress but there are more serious issues exist at workplace that

employees need to face like education, marriage etc. According to (Kearns, 1973) stressor is a

term which may be used to refer to the properties of the environment which are causally

implicated. Organizations use different evaluation and performance evaluation tools like

performance appraisals that analyze employees performance to judge how well employee is

doing. There are the times when an employee is detoriating in a certain performance aspect

which may due to the stress. It organization prime responsibility to identify stress and plans to

handle it. There need to be define a work life balance so employees can perform to their

maximum extent. Stress management is one of the most important tools that play a great role

in putting employee‘s in check, have a clear state of mind and help improve employee‘s

performance as well as the organizations.

It’s critical to propose a single definition for stress it’s quiet difficult to define it as everyone

perceive it in it’s own way. As stress researcher, Hinkle (1987) explained that difficulty in

explaining the term is that it has different meanings for different people. People usually relate

the term stress with tension and anxiety etc. However it’s not a hard and fast rule that a factor

that is stressful for one person may not an issue of stress for other person. Every person has it’s

own unique definition and perception about stress. According to an article stress has variant

versions. Hans Selye who is credited as being the modern day father of stress defined stress as

a non specific response against a change. Hans further extend this definition in 1979 that it’s a

perception as these are the demands sue to presence of various choices. Whereas, Skinner in

1985 defined stress as ―a reaction of a particular individual against a particular stimulus exist.

Meanwhile, Selye (1976) explained stress as demand, threat or any event which an individual

need to counter. It’s state of strain that disturb the functioning of a particular organism which

cause sleep disorder, eating disorder, weakness and pain or anxiety. Margot (1979) stated that

a change in one‘s life style or life situation produces a tremendous amount of stress. The life

situation includes marriage, divorce, pregnancy, a new job, being fired from a job. Some of the

environmental forces that can threaten the wellbeing of an individual in the society include:

economic instability, driving on poorly maintained roads, religious intolerance and insecurity.

Basically there are two ways in which people respond to a threat they either accept it as a

challenge or avoid it by quitting. Stress is termed as an extensive state of pressure faced by an

individual (Okpe, 1997). In 1992, Humphrey found that ―stress can be considered as any

factor, acting internally or externally that makes it difficult to adapt and that induces increased

effort on the part of the person to maintain a state of equilibrium both internally and with the
external environment. McEwen and Mendelson (1993) state that stress refer to threats real or

implied . Levi in 1996 explained stress as caused by increased demands and further it said that

it’s an conflicting phenomena of a person needs and it’s capabilities and what environment

offer and demand to us. However latest research shows that some stress is necessary for the

well-being and a lack of it can be harmful (Ogden Tanner, 1979). Stress is a condition of

depression arise due to an actual or perceived demand in our surroundings. Allen (2002) stated

that stress is person ability to lose confidence that an individual may face a particular situation.

Stress have different meanings for different people as Davis (1981) stated it as condition of

anxiety. Di Martino (2003) refer stress as the mismatch between job requirements and

individual capabilities. Stress as a state of strain, tension or pressure and it is a normal.

Employees facing stress at work place termed as work or occupational stress. Fundamentally,

workplace stress arises when people try to cope with tasks, responsibilities or other forms of

pressure connected with their jobs, but encounter difficulty, strain, anxiety and worry while to

cope. Beehr and Newman (1978) perceived stress in an occupational setting to mean a

condition wherein job- related factors interact with workers, to change their psychological and

physiological conditions such that the person‘s mind and body are forced to deviate from

normal functioning. Oboegbulem (1995) defined stress as a feeling which occurs when an

individual‘s working or living conditions or circumstances make demands beyond his capacity

to handle such a situation physically or emotionally. When a person is faced with disturbing

situations, a change in his normal behavior is usually noticeable. Such an individual may be

faced with emotional, cognitive and physiological disruption or malfunctioning which can

disorganize and adversely affect his powers of reasoning.

Companies are struggling hard to build a competitive edge by heavily investing in their human

resource capital and skill building which contribute to organizational performance in positive

way. It is proven that job stress is the real reason of stress for workers at workplace

(Schaufenbuel, 2014). Employees working worldwide suffering a lot from work burdens and

high hopes to complete task within given deadlines. According to previous Research regarding

stress levels majority of the workers complain about job stress they feel at their workplace. Job

stress is negatively influence the organization and can cause absenteeism and poor

performance. Job stress drastically impact employees confidence which leads to poor

performance. Number of factors cause job stress at work place here we are going to analyze

how work life balance and working conditions cause job stress.

Work life balance is the heavily researched area in recent years. Work life balance is a serious

concern for the workers who believe in both quality of Working and quality of life. Guest

(2002). Broers (2005) it’s critical phenomena to create a balance in a successful career and

personal life. Personal life can be challenging and can effect employee work. According to

Dundas (2008), Work life balance is defined as managing and creating a balance between paid

work and family life like family, holidays etc.

Failure to create a balance between job and family life cause stress at work place. If stress is not

address properly by the organizations then it incur high costs. According to Sverke, Hellgren,

and Näswell (2002), job stress effect negatively to the workers in different areas like turnover

rate, absenteeism, performance and health concerns etc. Work life balance raise the issue of

handling family responsibilities with combining it to paid work. According to Crompton (2006)
the phenomena of work life balance get importance due to high hiring rate of female

employees and high unemployment rate for men. Work life balance mainly focused on working

hours, family, social security and recreation etc. According to Hanes (2002), stress is a physical

state of wear and tear that can pose a real or perceived threat.

Job related stress faced by employees include long working hours, poor working conditions,

interpersonal relationships etc When an employee feel job stress it’s required to establish a

work life balance and improve working conditions. Further findings from Fuenzalida (2007),

shows working conditions significantly influence employees performance in a negative way.

Poor working conditions like noise, long working hours, poor safety measures, poor

interpersonal relationships etc. will cause stress that bring negative results like low

performance, absenteeism, high turnover rate etc. that incur cost to organization.

Interpersonal relationships pose a positive impact as employee get a chance to interact with

their fellow workers and managers which create a pleasant impact on worker. But on other side

it could be a point of conflict that create tension and stress when they encounter difference of

opinion. According to Greenhaus (2003), work life balance is an art that how successfully

workers equally address worker role as well family role. Work stress is a common phenomena

and the challenge that is faced by most of the organizations in recent years. Today you can’t

find a single employee who is not complaining about job stress. According to Larson (2004), job

stress relate to significant point that poses threat to employee at workplace. Job stress cause

due to different factors like poor working conditions, long working hours, tight deadlines, work

life balance, job security, high work loads and discrimination etc. Mostly organizations face the

issue of high workloads as matter of stress for workers at workplace. Interpersonal

relationships which is part of working conditions significantly influence employee emotions.

Interpersonal relationships build up when workers get support co workers and management.

When employees did not get support from Peers and management that cause work stress.

Research shows that workplace stress is high among oil and gas sector. The oil and gas industry

workers facing lot of challenges related to health which causes stress. Define clear work hours

not only important for performance but also for organizational growth. Work hours has strong

relationship with the employee health and work life balance. It’s a common belief that shorter

working hours increase workers performance (ILO, 2004). Shorter working hours improve

physical health of employee which make them more vibrant and alert at workplace. Long

working hours does not lead to high output in real side it reduce output in long-run (White,

1987). Long working hours could negatively impact employee health and cause stress. Working

environment conditions like sufficient lighting, moderate temperature situation, presence of

enough windows, free air movement etc. suggest that these elements of the physical

environment influence employee’s attitudes, behaviors, satisfaction, performance and

productivity (Larsen, Adams, Deal, Kweon & Tyler, 1998; Veitch & Gifford, 1996). Moreover,

Dembe, (2009:196) sustains that „studies have confirmed that long working hours and shift

work raises the risk for workers to be injured, to be fatigued, stressed, and to suffer from

medical ailments, such as hypertension, diabetes, cancer and heart disease.

Job stress is heating issue all over the world and organizatios are concerned about the issue as

it substantially hinders organizational growth and causing high turnover rate. As organizations

allocating huge budgets to develop a skilled and talented pool of work force. But workplace

stressor negatively impact their struggle of developing trained and skilled workforce which can
ultimately flourish it’s growth in long run. Job stress need to be at organizational level also as

well at individual level. It has been proven that work stress not only detoriate employee

physical and mental health but it also negatively correlated with organizational performance.

Job stress arises when employee unable to manage work demands as per his or her capacity.

Studies shows that work related stress is the second most compensated factor at organizational

level world wide. Work stress can be heighten due to numerous work related factors like long

working hours can cause sleeping disorders and health concerns in employees if they are

unable to manage it. Similarly conflict between peers and management also cause stress , job

security issues and work life balance phenomena. Another reasons may be change in working

conditions.

According to the National Health and Safety Commission, absenteeism is greatest factor or

cause of work related stress. It’s not a compulsion that stress factor for one employee is also

stress reason for another workers, nature of stress factors are different for different employees

depend upon how they perceive that factor.

You can classified work related stress symptoms into three broader categories as psychological,

behavioral and physical. Physical signs cause: Fatigue, Muscular tension, Frequent Headaches,

heart disease’s, anxiety, hyper tension, sleeping disorders, gastric upsets, skin issues etc.

Psychological sign cause: depression, disrespect, hatred, demotivation, frustration, negativity,

low morale, inability to pay attention or poor decision making etc. Behavioral sign results in:

absenteeism, aggression, lack of creativity, poor performance, issues in interpersonal

relationships, mood swings, lack of tolerance, lack of interest, feeling of being lonely etc. Major
work related stress factors include: organizational culture, poor management approaches, job

demand and deadlines, nature of the job, working conditions, working relationships, poor

framework of change management, non supportive colleagues and top management, lack of

trainings and career growth, poor definition of roles that create conflicts, Trauma etc. On job

stress nature vary vastly as major causes involve lengthy working hours, extensive workloads,

drastic changes in organizational structure, challenge to meet tight deadlines, Job rotation, job

insecurity, lack of freedom, routine repetitive tasks, lack of job skills, high management control,

bad working conditions, lack of resources, lack of tools, poor career growth, harassment,

disrespect, discrimination, bad interpersonal relationships, accidents etc.

In the context of analyzing employment policy of DPOC which remain under critique as it mainly

focused on hiring specialists but on temporary contract and supporting activities are

outsourced to subcontractors (int. Ajang, 2011). PDOC now DPOC shows discriminatory

practices against south Sudanese as it send Sudanese for abroad trainings but not south

Sudanese. DPOC field operations hiring pattern mostly include Sudanese and Asians who

occupy higher management and technical positions but they are also on temporary contracts. A

limited number of staff forced to operate oil facility which include 16 specialist and they

operate field operations in two shifts which drastically impact employees work life balance and

raise their stress level due to lengthy working hours. DPOC hire specialists for drilling purpose

but they are hired on temporary basis and dismissed after two years which is an issue of job

security for workers. DPOC less involved in career development and employee training activities

like workshops and trainings which pose a serious threat for DPOC employees career growth

and job satisfaction. South Sudanese hired by DPOC as casual laborers for petty jobs like
cleaning and kitchen work etc. Although DPOC hired 700 local residents as casual laborers but

one of DPOC field manager claimed that these workers are hired due to the external pressure

from local communities and they are actually not required (int. Bakheit, 2011; Chapter 4, p. 51).

DPOC faces a continuous critiques on violating standard hiring practices and alleged for

discrimination against hiring local South Sudanese and if local residents were hired for high

management position they face a discriminatory compensation policy from the company.

DPOC is also under fire over the issue of corporate social responsibility as it’s not addressing

environmental issues causing pollution as its not following standard operating procedures

designed globally for oil exploration and production. Poor working conditions by DPOC raise

employees stress levels ad also pose a health threat for local communities living near oilfields.

As oil extracted from upper Nile counties is of inferior quality containing high percentage of

arsenic which pose a serious health concern for the employees working on operational facilities

of DPOC without following standard operating procedures. The waste dump procedures

followed by DPOC continuously contaminate water sources in Melut and mobana county same

water also used by DPOC workers which raise serious health concerns like disabilities,

workplace accidents , diseases and child birth with certain disabilities and defects. Local

communities have high concerns regarding the health concerns due to the DPOC inadequate

activities. Moreover DPOC is returning a little portion in context of corporate social

responsibility in development of local communities. Local population are forced to evacuate

lands with paying an unfair compensation in return. All these factors negatively impact DPOC

reputation as well it’s concept of employee wellbeing. Today world is more vulnerable in
context of job related stress faced by workers due to poor working conditions and work life

balance so right now world is in dire need to handle the workplace stress appropriately.

Research Methodology

Research methodology is a tool used to collect and analyze required data by using specific tools

and approaches.

Research Design – enables me to get answers of the research questions. It’s a step by step

method which involve selecting appropriate research strategy, describe sample size and

method used to analyze the data. As per to Flick (2012), research design define research nature

and provide a research structure. Mostly our research design use descriptive design to analyze

job related stress in context of working conditions and work life balance variables. The purpose

of using this particular research strategy is that it enable me to gather extensive data from a

sizeable population in a cost effective way. It data gathered would represent more accurate

figures at a given time.

Study area and Target population – study area is job stress analysis in petroleum industry and

target population is the employees of DPOC. According to Agyedu et al. (1999), the target

population is a group of individuals, objects or events having same characteristics.

Sample and Sampling Technique – According to Saratankos (2005), sample is really important in

research as it define specific group of population which represents whole population and on the

basis of this sample required results are gathered using sampling techniques. Here I mainly use
purposive and random sampling techniques and a closed-ended questionnaire was used to

collect the main data for this study.

Sources of data – I am going to use both primary and secondary data in this research. Primary

data is collected via questionnaires and observation. Questionnaire is a mix of closed and open

ended questions as closed ended questions that directly related to research topic would restrict

respondents answers to research objectives. While open ended questions give full freedom to

the respondent to to express their point of view. Secondary data is obtained from newspapers,

journals, library, government publications, institutional reports, Internet as well as from articles

from past studies.

Method of data collection - As earlier stated above, data in this work was gathered or collected

through questionnaires. The questionnaires were distributed by a proxy and by mail. After this,

the data collected was analyzed accordingly and the findings and recommendation were made

thereafter.

Data analysis - the analysis of data enables the me to organize the data collected to evaluate

findings and draw a conclusion. This data is now represented using Microsoft excel tools and

findings presented in descriptive statistics involving tables and bar charts.

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