Publication: An investigation into the implementation of the affirmative action in management of public secondary schools in Malindi sub-county
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2015-11
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Mount Kenya University
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Abstract
Both men and women play an important role in the labour force. However, in many Kenyan
communities, traditional perceptions of women as inferior to men continue to prevail as many people
invoke the preservation of African culture to justify the subordination of women. In recent years,
affirmative action, as a measure to enhance participation of both genders in engagement, is being
advocated. This research sought to find out the implementation of affirmative action in management of
public secondary schools in Malindi sub-county. The study was based on the equity theory which
attempts to explain relational satisfaction in terms of perceptions of fair distribution of resources within
interpersonal relationship. The study employed descriptive survey study. Data was collected from
nineteen public schools between April 2015 and October 2015 using questionnaires and interview
guides. There were one hundred and eighty five respondents who included: heads of departments,
deputies, principals, PTA, BOM executives and the DEO. The respondents were selected using stratified
random sampling. Qualitative and quantitative methods were used in the analysis of the data.
Quantitative data was presented using frequencies, percentages and tables. The field notes were edited,
coded and written based on content and then analyzed deductively. The findings indicated that
the affirmative action has not been implemented well in Malindi sub-county. Women are poorly
represented in management positions. The study found out that experience, academic qualifications,
religion, location of the school, participation in co-curricular activities, administration abilities and
performance of the school were all factors considered in appointment and promotion of the principals,
deputies and the HODs but gender balance was not pointed out as a requirement. However, it was
found out that some eligible women turn down appointment offers. Family commitments, fear to work
in remote places and lack of confidence were rated high as factors deterring women from taking
management positions. Generally, the attitude towards affirmative action was poor and strategies were
not utilized. The study recommended that there should be a review of promotion and appointment
procedures, there should be sensitization on what affirmative action entails, education of masses on
the effect of negative stereotypes, providing women with infrastructure support and setting affirmative
action implementation guidelines.
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Leadership, Management