Los efectos demográficos de la globalización en la ciudad

Many Junior Ugandans noted that their motivation to engage with volunteers was inspired by the desire to gain further training or undertake additional training. When I asked why they needed to gain further qualifications, different motivations arose. Junior female nurses stated they experienced poor working conditions and poor salary, and one respondent hoped volunteers’ presence may change her ‘luck’:

“…as a junior nurse, you are expected to attend all shifts and work very hard…working conditions are very bad, and the salary is even worse…I needed to get out of this by gaining more qualifications. Some NGOs and volunteers sponsor Ugandans to do advanced courses both in Uganda and the UK...I thought I might be lucky so I keep trying…” [Irene, a junior nurse].

126

Furthermore, the existence of fellowship programmes facilitated by the SVP is also a major attraction for some Ugandans. Knowledge of past and/or present recipients fed this belief. Lucy explains:

“…my friend [Ugandan health worker] whom we have known since childhood has secured the Commonwealth Fellowship in the UK. She [referring to her friend] was hardworking and very committed. The SVP management team took note of her and helped with the application and trip to the UK. I did not know the [SVP] volunteers offered such fantastic opportunity…I am working towards securing the scholarship now…”

It is argued that much of Ugandan’s drive towards seeking further training is informed by traditional styles of capacity development programmes in LICs with emphasis on Continuing Professional Development (CPD). In HICs, CPD is generally viewed as a framework with opportunities for review and progression. However, this is not the case in Uganda. Reflecting on ethnographic field work, Ackers et al. (2016, p.63) described CPD in the context of Ugandan public health as:

“…a view that all training is good…and the received wisdom that attendance at training provides a legitimate reason for absenting oneself from work with personal financial gain results in a high demand for training.”

In practice, there has been difficulties associated with formal training within the Ugandan public health system. Traditionally, it is expected that training delivered by NGOs take place outside public health facilities. Ackers et al. (2016) identified that such practice has the potential to take health workers off wards in a setting already chronically under–staffed. Further exacerbating what was already identified as a setting in ‘crisis’ (see WHO, 2006) is the lack of arrangements in place for staff cover. It is common to find no staff in Ugandan wards and to be told that they are ‘on a course’ “…as if training can ever be a justification for leaving neonates unattended.” (Ackers et al., 2016, p.57). The authors concluded that the SVP emphasises onsite training and mentoring to improve learning and confidence in embedding new knowledge, as well as minimising the potential of encountering the problems stated above. Other than engaging with volunteers, the drive towards seeking further training is linked to health worker migration. A study by Poppe et al. (2014) exploring motivations of African health workers studying in Europe identified education as the principal reasons for emigration.

127

More specifically, respondents in this study cited limited access to specialist training in Sub–Saharan Africa as well perceived inequality between European and Sub– Saharan African education. Education obtained in Europe was associated with better opportunities both in Africa, and globally compared to a Sub–Saharan African education.

5.4 Chapter Conclusion

As the first of three finding chapters of this study, chapter 5 has set the scene and brought to light two overarching themes reflecting Ugandan voices. The first theme examined Ugandan perceptions of volunteers entering their settings. Volunteers’ desires to help Ugandans were mentioned, and the notion of help scrutinised in the light of the existing literature. Also mentioned was the recognition among some Ugandans of the uniqueness of their settings and its importance to volunteers to apply learning and gain new insights into Ugandan health system more generally. The second theme has explored Ugandans’ motivations for engaging with volunteers. Several motivations varying across cadres and career levels were identified and discussed. It appeared that more senior Ugandans were motivated to validate existing skills, enhance CVs, and improve community development; while more junior Ugandans expressed motivations to gain new skills, intercultural exposure and learning as well as accessing further training to potentially move up in what is a very hierarchical employment system. The following chapter discusses perceived benefits of voluntarism for volunteers and Ugandans.

128

Chapter Six: Perceived Benefits of Voluntarism for Volunteers and Ugandans 6.1 The Introduction

Chapter six is the second of three finding chapters. It responds to objectives three and four and explores perceived benefits of volunteering for volunteers and Ugandans. The chapter proceeds in two distinct sections. Section one examines perceived benefits for volunteers; while section two discusses perceived benefits for Ugandans. Under each section, an introduction to the corresponding themes is presented and discussion provided in the light of existing literature.