In Sri Lanka, the conventional learning in schools has been disrupted with the COVID-19 lockdowns. Even though the government has introduced an online learning system with the hope of making a concerted effort to maintain the continuous learning of school children, the grass-root level's feedback has not been adequately explored yet. Therefore, the present study was designed to examine the effects of the COVID-19 pandemic on Sri Lankan school education system and locate the obstacles of the online education system with special reference to the Advanced level Engineering Technology students in the Mulatiyana Educational Zone,
In view of the ongoing COVID-19 pandemic, the mode of online learning has assumed an impactful role, especially in the field of higher education. The bulk of educational institutions have switched to online learning platforms for the continuation of academic programs. However, in the current literature on education, the perceptions of state university students on their engagements with this mode of learning have not yet been thoroughly examined. Therefore, this research was undertaken to investigate the perception of agricultural undergraduates towards online learning during the pandemic. The research examined the preferences of students for various characteristics of online classes, the
The Sri Lankan tea sector is experiencing a considerable decline in the labor force, as many workers are moving away from tea plantations. Incentives are one of the prime factors in reducing labor turnover. However, the role of incentives in employee motivation in the tea sector is questionable. Therefore, the main aim of this study was to identify the role of financial and non-financial incentives in motivating employees in the tea sector in Sri Lanka. Data were collected using pretested structured questionnaires from all tea factory workers (N=60) in Morapitiya Tea Factory, Sri Lanka. In the data analysis, Wilcoxon Sign Rank Test results revealed that bonuses (Z=7.29), over-time payments (Z=7.21), EPF/ETF payments (Z=6.82), job security (Z=7.04), recognition (Z=6.65), positive working environment (Z=6.6) as well as promotion and career growth (Z=6.55) have significant impact (P<0.05 level) on employee motivation in Sri Lankan tea sector.Preference ranking revealed that tea sector employees prefer financial incentives (83%) more than non-financial incentives. Female employees preferred recognition as a motivation tool more than their male counterparts (Mean=3.28; P =0.003). Employees who worked more than 10 years within the factory prefer more non-financial incentives (Mean=1.54; P =0.022) than employees who worked less than 10 years and their preference for career growth (Mean=2.598; P =0.000) was higher than employees who have worked less than 10 years. The findings of the present study signify the orientation of workers towards incentives, which can be used as a basis for enhancing labour productivity in tea sector.
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