Humanities & Social Sciences
CHUSS Management and Staff trained in Leadership and Office etiquette
Published
3 months agoon
By
Jane AnyangoThe College of Humanities and Social Sciences (CHUSS) management team—including principals, deans, heads of departments, and administrative support staff—participated in a training retreat which included aspects of leadership and office etiquette. The retreat, held on November 1-2, 2024, at Nican Resort Hotel in Entebbe, was part of the college’s ongoing efforts to foster professional growth and enhance workplace culture.
The training featured sessions on Leadership for Hope led by Ivan Kalema, and Office Etiquette presented by Dr. Gilbert Gumoshabe.
Leadership for Hope with Ivan Kalema
Ivan Kalema is a seasoned trainer who works with boards, organizations, and senior management, offering a transformative program called Leadership for Hope. With a background in engineering and finance, he found his path into corporate governance through the mentorship of a gentleman named Japheth Cuttle, who introduced him to this vital subject.
As a certified trainer for Leadership for Hope, Ivan collaborates with emerging leaders from the UK and has partnered with Marks & Spencer, a global company with operations across various regions, including Africa. His program aims to inspire individuals at all levels, driven by the belief that the principles of leadership are universal. Just as the law of gravity applies to everyone, so too do the principles of leadership resonate, whether he is speaking to professors or schoolchildren. He often shares insights that can help students enhance their academic performance, illustrating that effective leadership principles are accessible to all.
Ivan emphasizes that sustainable change cannot occur without effective leadership. “You cannot create sustainable change or transformation wherever it is without leadership,” he asserts, highlighting the necessity of cultivating leadership in order to effect meaningful change. This is a cornerstone of his message, encouraging participants to envision and create the change they desire, especially when faced with chaos or stagnation.
“A leader is a dealer of hope. In leadership, you must encounter situations of hopelessness. In homes, workplace, you will encounter the wall of hopelessness manifested in different forms no matter where you come from, which association, faith, school you went to”
A common misconception about leadership is that it is merely a position held by those with the highest rank or specific family ties. Ivan challenges this notion, arguing that true leadership is not defined by one’s background but rather by the application of essential leadership principles. He advocates for a mindset transformation, explaining that adopting specific leadership mindsets is crucial for personal and professional growth. He likens these mindsets to railway tracks built in our minds, guiding how we navigate our lives and influence our stories.
“The ship is safest at the shore of the lake, but it is not built for the shores, it is built for the high seas. By the same means a leader is created for crisis. A crisis is what separates boys from men and girls from women. A leader is not meant for good times, but for hard times- It is called a defining moment”
Central to Ivan’s philosophy is the idea of ownership over one’s narrative. He believes that everyone has a unique story, shaped by various experiences and factors, some of which may be beyond their control. “Leadership is getting hold of the pen that is writing your story,” he tells his audience. If individuals do not take charge of their narratives, they risk allowing others to dictate their stories—often with selfish motivations. He echoes Chinua Achebe’s sentiment that “until the lions begin to write their stories, the stories of the hunt will always glorify the hunter,” reminding participants of the importance of sharing their truths.
Referring to story of David and Goliath in the Bible 1samuel 17, Kalema told attendees that the greatest challenge in leadership progress is your immediate territory friends and that every leader should be aware. Success, according to Kalema is 80% showing up. David showed up and overcame Goliath.
As he concluded his session, Kalema laid out the four levels of leadership that guide personal and communal development: leading oneself, leading relationships, leading teams, and leading organizations or communities. Each level builds upon the last, creating a framework for effective leadership that extends beyond individual success to encompass broader societal impact.
Through his Leadership for Hope program, Ivan Kalema empowers individuals to take ownership of their stories and inspire change in their communities. By fostering a culture of leadership rooted in universal principles, he believes that everyone can contribute to a brighter, more hopeful future.
He described a leader as person who has a vision, the ability to influence, a risk taker, problem solver and decision taker. He emphasized the need for all to uphold good leadership- the sacred trust held on behalf of others. He thus defined;
“Leadership as the ability to create a story that affects the thoughts, feelings and actions of others” Kalema challenged staff that no matter where they are born, status, rank,etc they can create a story to transform the world. Kalema refers to Martin Luther King and advises that:
If you cannot be the sun, be a star because it is not by design that we all fail. If you cannot be Vice Chancellor at least be the best in you department. If you cannot be a forest, be a bush so that rats hide there. If you cannot be a highway, be a path so that those looking for a short cut can pass there. If you cannot be a river, atleast be a stream so that a woman who cannot afford national water can get the water in this stream. If you cannot be a fridge, be a pot….
Office Etiquette: A Call for Professionalism and Transformation
Dr. Gilbert Gumoshabe advocated for professional conduct in the workplace and emphasized the importance of office etiquette during his training session aimed at fostering professionalism among employees. He reminded participants that while offices are permanent, those who occupy them are often temporary, underscoring the need for individuals to use their positions to drive societal transformation.
Gumoshabe defined office etiquette as a set of unwritten rules that guide employees in practicing professionalism and politeness, noting that these norms can vary from organization to organization. He explained that respectable office etiquette is crucial for building strong relationships with subordinates, colleagues, and clients, including students and parents, ultimately helping employees advance their careers.
“First impressions matter,” Gumoshabe stated, cautioning that people are often judged more quickly for bad behavior than for good. He outlined several key behaviors essential for maintaining professionalism in the workplace, including effective time management, appropriate dress codes, managing expectations, and being mindful of others.
He encouraged employees to communicate politely and respectfully, reminding them to greet colleagues and respect each other’s workspaces. “Being professional includes maintaining personal boundaries,” he noted, urging attendees to keep personal issues private and to remain focused on their professional responsibilities.
Gumoshabe stressed the significance of punctuality, sharing anecdotes about past mentors known for their reliability. He challenged attendees to consider how often students are left waiting, sometimes for hours, due to poor time management. “Being punctual says a lot about your commitment,” he remarked.
He also advised employees to dress appropriately for their roles, explaining that the impression created in the workplace lasts long after first interactions. “When shopping, consider what you wear; it reflects your professionalism,” he said, encouraging attendees to be intentional about their appearance.
The training emphasized the importance of clear communication regarding job expectations. Gumoshabe encouraged employees to approach their supervisors directly, fostering transparency and minimizing misunderstandings. “Do not let rumors dictate your understanding of your role,” he advised.
Moreover, he urged attendees to avoid gossip and negative talk about colleagues or superiors, as this can create a toxic work environment. Instead, he advocated for maintaining a friendly and respectful demeanor towards all staff members.
Being available and considerate of others in shared workspaces is another crucial aspect of office etiquette highlighted by Gumoshabe. He cautioned against being inconsiderate, such as playing loud music in shared offices or keeping colleagues waiting unnecessarily.
Access to information was also a key topic, with Gumoshabe stressing the importance of confidentiality in the workplace. “Do not share sensitive information outside the office,” he warned, noting that such breaches can lead to serious repercussions.
He concluded his session by highlighting the need for employees to actively engage with colleagues, remember their names, and communicate effectively. “Be a good listener and take the time to understand the issues at hand before responding,” he advised, reinforcing the idea that professionalism in the workplace not only fosters personal success but also contributes to a positive and productive organizational culture.
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Humanities & Social Sciences
Call for abstracts on relationality between the US and Uganda
Published
3 weeks agoon
January 6, 2025By
Mak EditorBackground
This call for abstracts is under the new U.S. Studies Center in the Department of Political Science and Public Administration supported by the U.S. Mission Uganda. As part of the startup grant for the Center, funds were earmarked for the initiation of the research agenda on the Study of the United States. The research agenda is pitched on how Uganda’s civilizational experience—related to progress in culture, economy, peace, science, and technology; can be strengthened by leveraging fraternal relations between the people of Uganda and the United States. Therefore, the Department of Political Science invites contributions to a special publication on, “Relationality Between Uganda and the US since 1945”.
The sense of “Relationality”
We take “Relationality” to connote encounters between civilizations. It speaks to the debate on how civilizations can transform each other through engagement. Where civilizations are suggestively transformed on account of relationality, the outcome is “relational interdependence”— relating to how the aspects drawn from other civilizations become constants in the national life of a people. Relational interdependence is a debate and it is sufficient to note that its generative power is drawn from “cross-fertilization—relating to enriching the existing ways of knowing and understanding life in general and “sharing”—relating to forms of exchange among people from different civilizations.
We, therefore, invite researchers from the disciplinary boundaries of humanities and social sciences to engage with the notions of “cross-fertilization” and “sharing” to examine how Uganda-United States relations have impacted Uganda’s civilizational experience as reflected in the different domains of (our) Uganda national life, including:
- Peace and Security
- Development/Foreign Assistance
- Public Health
- Education
- Press and media
- Socio-economics
- Political organization
- Arts, Music
- Literature, Language
- Visualization of national history and heritage
The researchers should interrogate the extent to which relations between Uganda and the United States have impacted one of the domains of Uganda’s national life (as listed above) since 1945.
The Plan
- We plan to commission researchers to undertake studies on the domains of Uganda’s national life and how Uganda-US relations have impacted them since 1945. We shall publish an edited book volume with Routledge Publishers as part of the dissemination of the findings.
- We thus ask interested researchers to submit 500-word abstracts proposing a paper contribution to the research agenda. The abstracts should revolve around one of the domains of Uganda’s national life. Researchers should also provide the titles of two recent publications on related topics.
- Selected researchers will receive a research grant of USD 4000, to facilitate data collection and writing.
The Process
A. Abstracts should be submitted by 15th January 2025, to the investigators:
- Dr. Edward S Kaweesi (PI) edward.kaweesi@mak.ac.ug
- Prof. Paul Omach (Co-PI) paul.omach@mak.ac.ug
- Prof. Phillip Kasaija(Co-PI) phillip.kasaija@mak.ac.ug
B. The selection process will be concluded on 20th January 2025, and the results will be communicated on 22nd January 2025
C. The meeting between the selected researchers and the investigators will take place on 30th January 2025.
D. Launch of the research agenda will take place on 21st February 2025.
E. Data Collection will take two months, from 1st March to 1st May, 2025
F. Review meeting, 9th May 2025
G. Writing process to take two months, from 15th May to 15th July
H. Peer Review of the first drafts (August)
I. 15 August, 2025, U.S Studies Center Public Dialogue on “Relationality Between Uganda and the United States since 1945”.
J. Revision of the drafts to take one month (September)
K. Peer review of the second drafts (October)
L. Revision of the drafts to take one month (November)
M. Submission of the final paper, 1 December 2025
N. Editorial Review and Proof Reading (January 2026)
O. Submission to the Publisher (February 2026)
Please direct inquiries to the investigators listed above.
Humanities & Social Sciences
Mak Reviews Bachelor of Chinese and Asian Studies Program to Address Key Gaps
Published
1 month agoon
December 16, 2024By
Jane AnyangoThe School of Languages, Literature, and Communication at Makerere University held a stakeholders’ workshop to review the Bachelor of Chinese and Asian Studies (BICAS) program. The workshop, held on 5th December, 2024 aimed at refining the curriculum to meet the evolving academic and professional needs of students and employers.
The Dean of the School, Associate Professor Saudah Namyalo emphasized the significance of engaging stakeholders in the curriculum review process. She noted that feedback from students, employers, and academia is crucial for identifying gaps and improving the program.
“It’s a very important stage in our curriculum review to ensure that we have stakeholders’ workshops. This is an opportunity to hear from potential employers, students, and academic experts. Today, for example, we’ve learned that many of our graduates are not fully grounded in the science of the language, and because of that feedback, we are going to improve on it,” she said.
The Dean highlighted gaps in the current curriculum, such as limited focus on linguistic aspects like syntax, morphology, phonology, and semantics, which are essential for students pursuing advanced degrees. Additionally, the cultural component of Chinese language education was found to be inadequate.
“There’s no way you can teach a language detached from its culture. We are going to introduce courses emphasizing the culture of the Chinese so that the two go hand in hand,” she added.
The review aims to address these gaps by incorporating courses that build linguistic competence and cultural understanding. The program will now cater to both beginners and advanced learners, allowing graduates to pursue academic careers, including master’s and PhD programs, in Chinese linguistics. It will also strengthen the Asian Studies strand, enabling students to specialize in either Chinese language or broader Asian studies.
Dr. Enock Sebuyungo: Aligning Uganda’s Needs with Global Opportunities
Dr. Enock Sebuyungo, Head of the Department of European and Oriental Languages, underlined the growing importance of Chinese proficiency in Uganda. He noted that China’s rise as a global economic superpower has strengthened ties with Uganda in trade, education, and infrastructure development.
“Chinese companies dominate Uganda’s major infrastructure projects, and increasing numbers of Ugandans engage in trade and studies in China. Proficiency in Chinese offers competitive advantages for accessing the Chinese market,” he said.
Despite this, students under previous programs faced challenges achieving desired proficiency levels in international tests like HSK3. Employers expressed dissatisfaction with graduates’ language skills, and scholarships for study in China remained underutilized. The proposed BICAS program aims to bridge these gaps by producing graduates proficient in Chinese, knowledgeable about Asia’s economic and geopolitical landscape, and skilled in business, tourism, and diplomacy.
The BICAS program aligns with Makerere University’s expertise in foreign language instruction and supports Uganda’s strategic need to engage with Asia’s rapid development. It is expected to attract students from Uganda and East Africa, where Chinese is currently offered only as a short course. The program projects an annual revenue increase of UGX 865 million from an estimated 200 enrolled students. Partnerships with Chinese companies will provide scholarships for 10-15 students per intake, ensuring financial sustainability and accessibility.
Uganda joins a growing list of countries incorporating Chinese studies into higher education, with similar programs established in Botswana, Australia, and the United States. Makerere University, which already trains secondary school Chinese teachers, is poised to create a critical mass of experts to sustain Chinese language education and strengthen Uganda-China bilateral relations.
Dr. Sebuyungo expressed gratitude to Associate Professor Helen Nkabala, Principal of the College of Humanities and Social Sciences (CHUSS), for her moral and financial support in organizing the workshop. He also thanked the Confucius Institute and Xiangtan University for their invaluable contributions to the program.
“Confucius Institute and Xiangtan University sent us professors who reviewed this course. What we are looking at is a revised course done by professors from Xiangtan University, and we deeply appreciate their support,” he said.
The Bachelor of Chinese and Asian Studies program positions Makerere University as a regional leader in language and cultural studies. It prepares graduates to address gaps in trade, diplomacy, and cultural exchange while enhancing Uganda’s ability to benefit from China’s global influence. The workshop marked a pivotal step in ensuring the program aligns with both local and international demands.
Humanities & Social Sciences
Inaugural CHUSS Non-Academic Staff Retreat Highlights Customer Care, Quality Services and Professionalism to Improve University Image
Published
2 months agoon
December 13, 2024By
Jane AnyangoThe College of Humanities and Social Sciences (CHUSS) at Makerere University held its first-ever non-academic staff retreat on December 7-8, 2024, at the Grand Global Hotel in Kikoni, a Kampala suburb. The retreat focused on customer care, quality assurance, professional work ethics, and human resource management. This landmark event, organized under the guidance of CHUSS Principal Prof. Helen Nambalirwa Nkabala, was aimed at fostering teamwork, reflecting on work practices, and strategizing ways to enhance service delivery and the university’s overall image.
The retreat brought together administrative and support staff to build networks, improve working environments, and align individual efforts with the university’s strategic goals. “We are here to learn, dialogue, and strategize together to improve our services in line with the university’s strategic direction. It starts with us,” said Prof. Nkabala in her opening remarks. She emphasized the collective responsibility of staff in achieving Makerere University’s vision.
Prof. Nkabala also highlighted challenges such as inadequate staffing, particularly among security personnel and custodians, and called for the Human Resources Directorate to reconsider housing policies to support this vital group of workers.
In addition to formal sessions, the retreat featured interactive dialogues between staff and management, work place role plays, team-building exercises, and fitness training. A fireplace dinner provided a relaxed setting for staff to share concerns and suggestions. Activities like these rejuvenate the spirit and promote a sense of belonging.
Key Presentations and Insights
The retreat featured presentations from Makerere’s Director of Human Resources, Deus Tayari Mujuni; Chair of the CHUSS Quality Assurance Committee, Prof. Sylvia Nanyonga Tamusuza; Dr. Dickson Kanakulya, Head of the Department of Philosophy; and Dr. Gilbert Gumoshabe, Head of the Department of African Languages.
Love Your Work and Serve Clients Diligently- Dr. Gilbert Gumoshabe
Dr. Gilbert Gumoshabe, the Head of the Department of African Languages, presented on the importance of customer care in the workplace, focusing on how staff should attend to clients, particularly students, and the behavior expected of them while on the job. He began by emphasizing the importance of loving one’s work, regardless of the role. “Love your work. You applied for it. If you’re a secretary, PR, cleaner, or messenger, love your job. There is nothing more rewarding than people trusting you. Do your work with a smile,” he advised.
Dr. Gumoshabe discussed several key aspects of professional conduct, beginning with the importance of time management and serving clients diligently. He also highlighted the need for staff to leave personal beliefs, especially those related to witchcraft, outside the workplace. “Leave your beliefs like witchcraft behind the office. Witchcraft is real, and it moves in families. If you’re bewitching, what will happen when you’re bewitched? Always do to others what should be done to you. Avoid being jealous of those who do their work. If you focus on doing your job well, you won’t be chased, but if you indulge in witchcraft, you will be deceived. Sometimes you condemn yourself and slander others,” he said.
He also stressed the importance of professionalism in the workplace. Dr. Gumoshabe lectured staff on maintaining confidentiality, being polite in communication, greeting people with respect, and handling personal problems privately. He emphasized the need for staff to be friendly, responsible, and cooperative with colleagues and their leaders. Furthermore, he advised staff on maintaining personal hygiene and cultivating good habits. “Dress appropriately and be mindful of your shopping. Look for what fits you. No matter how much you want to attract love, your dressing matters. Avoid talking negatively about your supervisors, as all information that goes around comes around. There is no perfect person, and administrators want results,” Dr. Gumoshabe concluded.
Upholding Quality Standards: There must be a change in the image of our college and university- Prof. Tamusuza
Professor Sylvia Antonia Nanyonga Nakimera Tamusuza, the Chair of the CHUSS Quality Assurance Committee, addressed staff on the essential role of quality assurance in enhancing service delivery and improving the university’s reputation. She emphasized that quality begins with personal responsibility, encouraging staff to reflect on their work environments and professional conduct. “Quality is about doing things the best way and ensuring they meet the required standards,” she remarked, highlighting that teamwork, cleanliness, and attention to detail are vital components in maintaining high standards.
Professor Tamusuza warned against complacency and urged staff to embrace continuous improvement. She explained that quality assurance not only leads to better services and a more conducive working environment but also reduces complaints. “When there is quality, we will always smile when things are done well,” she said. She added that quality assurance contributes significantly to the university’s reputation, resulting in happier students and staff, and fostering a sense of pride within the university community.
To further elaborate, Professor Tamusuza highlighted the principles of quality assurance. She emphasized the importance of doing the right things consistently, checking work to ensure it aligns with assigned tasks, correcting mistakes, being efficient, managing time effectively, and promoting clear communication and teamwork. “We cannot change what we do unless we improve the quality of what we do. Let us think about efficiency and time management, and we should be people who pay attention to detail,” she stressed.
In addition, she underscored the critical role of staff in maintaining quality assurance, including keeping offices clean, greeting visitors politely, filing documents properly, ensuring cleanliness in toilets and compounds, arriving on time, and maintaining self-discipline at work. Creating a daily checklist for tasks, she suggested, is another way to ensure quality.
“Remember, you hold the quality of the work in the place where you work. Whether it’s a professor, student, or visitor, please handle them properly because we are here because they are here,” Professor Tamusuza emphasized. She concluded by stressing the need for a shift in the image of the college and university, noting that this change starts with each individual. “There must be a change in the image of our college and university because of the services we offer. It begins with me,” she declared.
Offering motivational advice, she shared that quality is not just an action but a habit that everyone must cultivate. “Every small thing makes a difference. Doing your work well helps you remain healthy. Your work helps Makerere shine,” she concluded.
Work Ethics and Professionalism by Dr. Dickson Kanakulya
Dr. Dickson Kanakulya delivered a compelling session on the importance of work ethics and professionalism, emphasizing that a strong work ethic is the foundation for high performance and institutional success. He discussed how attitude, ethical behavior, and professionalism are integral to creating a productive and harmonious work environment.
In his presentation, Dr. Kanakulya underscored the transformative power of a positive attitude, describing it as essential for workplace success. “A negative attitude is like a flat tire—you won’t get anywhere until you change it,” he remarked. He explained that cultivating a positive outlook not only boosts personal engagement but also fosters productivity and collaboration among colleagues.
Dr. Kanakulya also reminded staff of the importance of aligning their actions with Makerere University’s core values of integrity, accountability, and respect. Ethical conduct, he emphasized, is critical for building trust, strengthening teamwork, and enhancing the university’s reputation as a global knowledge hub. “Ethical conduct builds trust, strengthens teamwork, and contributes to Makerere’s standing as a global knowledge hub,” he stated, highlighting how these principles serve both the individual and the institution.
He further stressed the importance of efficient use of time, urging staff to manage their schedules effectively and ensure that their tasks are completed in a timely manner. Efficiency, he noted, is a hallmark of professionalism and a vital component of high performance. Additionally, he encouraged staff to pay close attention to detail in their work, explaining that professionalism requires care and precision to uphold the university’s high standards.
Through his engaging presentation, Dr. Kanakulya illustrated how embracing ethical principles, maintaining a positive attitude, and demonstrating professionalism can enhance individual performance while contributing to Makerere University’s strategic vision.
HR Reforms to Streamline Operations– Chief HR Deus Mujuni
Chief Human Resource Officer, Deus Tayari Mujuni detailed Makerere University’s revised Human Resources policies, aimed at enhancing efficiency and compliance with employment laws. Addressing the retreat, he outlined updates from the amended 2009 HR Manual, which emphasize recruitment protocols, leave management, and payroll accuracy.
Mujuni reported that Makerere University has rolled out significant updates to its Human Resources (HR) policies, aiming to streamline staff management and ensure compliance with labor laws. The changes, unveiled by the university’s Human Resources Director, Deus Tayari Mujuni, focus on recruitment, leave management, performance evaluation, and payroll systems, as detailed in the revised 2009 HR Manual.
“The manual consolidates policies, procedures, and practices to guide the recruitment, development, and retention of staff,” Tayari explained, emphasizing its critical role in defining the responsibilities of the University Council and employees.
A key reform mandates that, starting FY 2024/2025, unit-level appointments funded by non-wage budgets will be prohibited, ensuring such funds prioritize teaching and research. The University Council reaffirmed this during its May 9, 2024, meeting, emphasizing that all salaries must align with the designated wage budget.
Tayari also underscored the expanded duties of line managers, which include monitoring performance, overseeing leave compliance, and ensuring accurate payroll management. Notably, staff on study leave must now submit signed bonding agreements and periodic progress reports, with failure to return from leave classified as misconduct under Section 9.6 of the HR Manual.
The revisions also enhance payroll accuracy by requiring timely updates about inactive staff receiving salaries. Occupational safety and health measures have been bolstered to comply with the Occupational Health and Safety Act.
“These updates aim to propel Makerere into becoming a high-performance institution by aligning individual and organizational goals,” Tayari concluded. The reforms are expected to improve efficiency, accountability, and institutional alignment with Makerere’s strategic vision.
Participants react
The retreat underscored the critical role of non-academic staff in achieving Makerere University’s vision as a global knowledge hub. The event concluded with a collective commitment to apply the insights gained, ensuring that CHUSS remains a model of excellence within Makerere University.
Participants expressed gratitude for the retreat and praised its relevance to their roles.
Sunday Seezi, Chief Custodian, shared:
“This retreat was a first of its kind for us as non-teaching staff. Many times, we hear of workshops for academic staff, but this time we felt seen and valued. The activities were well-organized, and we left with valuable lessons to implement in our daily work. We appreciate our Principal for this initiative.”
Rebecca Talikaza, another custodian, added:
“We are indeed happy to be included in such an event. The choice of the hotel was excellent—we slept well, ate well, and learned a lot. The presentations were rejuvenating, and I believe everyone who attended has a changed mindset. However, I suggest that next time, participants be given certificates of attendance. It would mean a lot to many of us who don’t have formal academic qualifications.”
Annet Nakaye, a cleaner and messenger, noted:
“This was my first time attending such a workshop. I learned a lot about how to improve my work and serve better. I am grateful to our Principal for thinking about us. We promise to improve where we have been falling short.”
The retreat reaffirmed that achieving institutional goals requires the dedication and collaboration of every member of the university community.
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