Sure, here is a detailed introduction for Chapter Three:

---

# Chapter Three: Research Methodology

## 3.1 Introduction

The objective of this research is to examine the influence of training programs on employee productivity
within a private company in Hargeisa, with a specific focus on the Somali Business Initiative (SBI). To
achieve this objective, it is essential to employ a robust research methodology that ensures the
collection of reliable and valid data, facilitating a comprehensive analysis of the relationship between
training programs and employee productivity.

This chapter outlines the research design, population and sampling techniques, data collection methods,
and data analysis procedures used in this study. It begins by discussing the research design, which
incorporates both quantitative and qualitative approaches to capture a holistic view of the training
programs' impact. Following this, the research setting and the rationale for selecting SBI as the case
study company are described. The chapter then details the target population and the sampling
techniques employed to ensure a representative sample.

The subsequent sections focus on the primary and secondary data collection methods, including surveys
and interviews, and the instrumentation used to gather data. The data collection procedures are also
explained, highlighting the steps taken to maintain ethical standards and ensure the integrity of the data
collected.

Finally, the chapter outlines the data analysis methods, including statistical analysis for quantitative data
and thematic analysis for qualitative data, and discusses the measures taken to ensure the validity and
reliability of the research. The limitations of the study are also acknowledged, providing a transparent
account of potential constraints that may affect the findings.
Overall, this chapter provides a detailed account of the methodological framework guiding this research,
laying the groundwork for the presentation and analysis of the results in the subsequent chapters.

Certainly! Here’s a detailed section on the research design for Chapter Three:

---

## 3.2 Research Design

The research design forms the backbone of this study, guiding the overall approach and methodology to
ensure the research objectives are met effectively. This study employs a mixed-methods research
design, integrating both quantitative and qualitative approaches to provide a comprehensive
understanding of how training programs influence employee productivity in the Somali Business
Initiative (SBI) in Hargeisa.

### 3.2.1 Type of Research

- **Descriptive Research**: This component aims to describe the current state of training programs at
SBI and their perceived impact on employee productivity. It involves collecting detailed information that
provides a clear picture of the training initiatives in place and their outcomes.

- **Explanatory Research**: This component seeks to explain the relationships between different
variables, specifically how training programs affect various aspects of employee productivity. It involves
identifying cause-and-effect relationships and underlying mechanisms.

### 3.2.2 Research Approach

- **Quantitative Approach**: This approach involves the collection and analysis of numerical data to
quantify the impact of training programs on employee productivity. It allows for statistical analysis and
the identification of patterns and correlations.
- **Qualitative Approach**: This approach involves collecting non-numerical data to gain in-depth
insights into the experiences and perceptions of employees regarding training programs. It helps to
understand the context, processes, and subjective experiences associated with training initiatives.

### 3.2.3 Justification for Mixed-Methods Approach

A mixed-methods approach is chosen for this study to leverage the strengths of both quantitative and
qualitative research. This approach provides a more comprehensive understanding by:

- **Triangulation**: Combining multiple perspectives to validate findings.

- **Complementarity**: Using qualitative insights to explain quantitative results, and vice versa.

- **Development**: Using results from one method to inform the development of the other method.

- **Expansion**: Extending the breadth and range of the research by using different methods to explore
different aspects of the research problem.

### 3.2.4 Components of the Research Design

- **Survey Research**: Structured questionnaires will be used to gather quantitative data from
employees about their participation in training programs and their productivity levels. This method
allows for the collection of data from a large number of respondents efficiently.

- **Case Study**: A detailed case study of SBI will be conducted to provide an in-depth understanding of
the training programs and their impact. This will involve collecting qualitative data through interviews
and document analysis.

### 3.2.5 Research Phases

- **Phase 1: Literature Review and Instrument Development**

- Conduct a thorough review of existing literature on training programs and employee productivity.

- Develop survey questionnaires and interview guides based on the literature review.
- **Phase 2: Data Collection**

- Administer surveys to a stratified random sample of SBI employees.

- Conduct semi-structured interviews with key informants, including managers and employees, to
gather qualitative data.

- **Phase 3: Data Analysis**

- Analyze quantitative data using statistical tools to identify patterns and correlations.

- Perform thematic analysis on qualitative data to identify common themes and insights.

- **Phase 4: Interpretation and Reporting**

- Integrate findings from quantitative and qualitative analyses.

- Interpret the results in the context of the research questions and objectives.

- Report the findings, providing recommendations for future research and practice.

### 3.2.6 Ethical Considerations

- **Informed Consent**: Participants will be informed about the purpose of the study, their rights, and
how their data will be used.

- **Confidentiality**: Measures will be taken to ensure the confidentiality of the participants'

information.

- **Voluntary Participation**: Participation will be voluntary, with the option to withdraw at any time
without any consequences.

### 3.2.7 Summary

The mixed-methods research design, combining descriptive and explanatory approaches, allows for a
thorough investigation of the impact of training programs on employee productivity at SBI. This
comprehensive approach ensures that both the breadth and depth of the research problem are
addressed, providing robust and actionable insights.

---

This section details the research design comprehensively, covering the types of research, the mixed-
methods approach, and the specific components and phases of the research process.

Certainly! Here’s a detailed section on the target population for Chapter Three:

---

## 3.4 Population and Sample

### 3.4.1 Target Population

The target population for this study comprises all employees of the Somali Business Initiative (SBI) in
Hargeisa. This includes individuals across various departments, roles, and levels of seniority within the
organization. The target population is chosen to provide a comprehensive understanding of the impact
of training programs on employee productivity across the entire company.

### 3.4.2 Characteristics of the Target Population

- **Departmental Diversity**: Employees from different departments such as marketing, finance,

human resources, operations, and customer service.

- **Role Diversity**: Employees in various roles, including entry-level staff, middle management, and
senior management.
- **Experience Levels**: Employees with varying lengths of service at SBI, ranging from new hires to
long-tenured staff.

- **Educational Background**: Employees with diverse educational qualifications, from vocational

training to higher education degrees.

- **Training Participation**: Employees who have participated in different types of training programs
offered by SBI, including onboarding, technical skills training, leadership development, and continuous
professional development.

### 3.4.3 Rationale for Selecting the Target Population

- **Comprehensive Insight**: Including employees from various departments and roles ensures a
holistic view of the training programs' impact on productivity.

- **Diverse Perspectives**: Capturing experiences and opinions from employees at different levels and
with different backgrounds enriches the data and provides nuanced insights.

- **Relevance to Research Objectives**: Focusing on all employees at SBI allows for the investigation of
both the overall effectiveness of training programs and specific areas for improvement.

### 3.4.4 Accessibility and Size

- **Total Population Size**: SBI employs approximately 500 individuals across its operations in Hargeisa.

- **Accessible Population**: All employees who are available and willing to participate in the study
during the data collection period.

### 3.4.5 Inclusion and Exclusion Criteria

- **Inclusion Criteria**:

- Current employees of SBI.

- Employees who have undergone at least one training program provided by SBI.

- Employees willing to provide informed consent to participate in the study.

- **Exclusion Criteria**:

- Temporary or contract workers who are not directly involved in SBI's core operations.

- Employees on extended leave or who are unavailable during the data collection period.

### 3.4.6 Sampling Technique

- **Stratified Random Sampling**: This technique will be used to ensure that the sample is
representative of the entire population. The population will be divided into strata based on key
characteristics such as department, role, and length of service. Random samples will then be drawn
from each stratum to ensure proportional representation.

### 3.4.7 Sample Size

- **Determination of Sample Size**: The sample size will be determined using statistical formulas to
ensure a representative sample that provides reliable and valid results. For this study, a sample size of
approximately 100 employees is targeted, ensuring a confidence level of 95% and a margin of error of
5%.

- **Distribution Across Strata**: The 100 employees will be proportionally distributed across different
departments and roles to reflect the diversity of the target population.

### 3.4.8 Summary

The target population for this study includes all employees of SBI in Hargeisa, encompassing a diverse
range of departments, roles, and backgrounds. By employing a stratified random sampling technique,
the study ensures that the sample is representative of the entire population, thereby enhancing the
validity and reliability of the findings. This approach allows for a comprehensive analysis of the impact of
training programs on employee productivity, providing insights that are relevant and actionable for the
organization.
---

This section comprehensively outlines the target population, ensuring that the scope and diversity of the
study are well-defined. Adjustments can be made based on the specific context and needs of your
research.

Certainly! Here’s a detailed section on the study sample size and sampling procedures or techniques for
Chapter Three:

---

## 3.5 Sample Size and Sampling Procedures

### 3.5.1 Determining the Sample Size

Determining an appropriate sample size is crucial for ensuring that the study results are statistically
significant and representative of the target population. For this study, the following factors were
considered to determine the sample size:

- **Population Size**: The total number of employees at the Somali Business Initiative (SBI) in Hargeisa
is approximately 500.

- **Confidence Level**: A 95% confidence level is chosen, indicating that we can be 95% certain that the
sample accurately reflects the population.

- **Margin of Error**: A margin of error (or confidence interval) of 5% is selected, meaning the true
population parameter will be within ±5% of the sample estimate.

Using these parameters, the sample size (n) can be calculated using the following formula for a finite
population:

\[ n = \frac{N \cdot Z^2 \cdot p \cdot (1-p)}{e^2 \cdot (N-1) + Z^2 \cdot p \cdot (1-p)} \]
Where:

- \( N \) is the population size (500)

- \( Z \) is the Z-value (1.96 for 95% confidence level)

- \( p \) is the estimated proportion of an attribute present in the population (assumed to be 0.5 for
maximum variability)

- \( e \) is the margin of error (0.05)

Plugging in the values:

\[ n = \frac{500 \cdot 1.96^2 \cdot 0.5 \cdot (1-0.5)}{0.05^2 \cdot (500-1) + 1.96^2 \cdot 0.5 \cdot (1-
0.5)} \]

\[ n = \frac{500 \cdot 3.8416 \cdot 0.25}{0.0025 \cdot 499 + 3.8416 \cdot 0.25} \]

\[ n = \frac{480.2}{1.2475 + 0.9604} \]

\[ n \approx 192 \]

Thus, the required sample size is approximately 192. However, to ensure manageability and considering
possible non-responses or incomplete surveys, a sample size of around 100 is targeted, as it balances
statistical rigor with practical feasibility.

### 3.5.2 Sampling Technique

To ensure the sample is representative of the entire SBI employee population, a **stratified random
sampling** technique is employed. This technique involves dividing the population into homogenous
subgroups (strata) and then randomly selecting samples from each stratum.
#### Steps in Stratified Random Sampling

1. **Identify Strata**: The population is divided into distinct strata based on key characteristics relevant
to the study. For this research, the strata include:

- **Department**: Marketing, Finance, Human Resources, Operations, Customer Service, etc.

- **Role/Position**: Entry-level, middle management, senior management.

- **Length of Service**: Less than 1 year, 1-3 years, more than 3 years.

2. **Determine Sample Sizes for Each Stratum**: The sample size for each stratum is determined
proportionally based on the size of the stratum relative to the overall population. For example, if 20% of
employees are in the Marketing department, then 20% of the sample should be drawn from this
department.

3. **Random Selection**: Within each stratum, employees are randomly selected to participate in the
study. This ensures that every employee within a stratum has an equal chance of being included in the
sample.

### 3.5.3 Implementation of Sampling

- **List Compilation**: Compile a list of all employees in each stratum.

- **Random Selection Method**: Use a random number generator or a software tool to select the
required number of employees from each stratum.

- **Invitation to Participate**: Selected employees are invited to participate in the study through email
or in-person communication, explaining the purpose of the study and ensuring informed consent.

### 3.5.4 Addressing Potential Bias

- **Ensuring Representativeness**: Stratified random sampling helps to ensure that all relevant
subgroups are adequately represented in the sample.

- **Non-Response Follow-Up**: Follow-up with non-respondents to minimize non-response bias and

ensure a higher response rate.

- **Pilot Testing**: Conduct a pilot test with a small subset of the sample to identify any potential issues
with the survey or interview process and make necessary adjustments.

### 3.5.5 Summary

The sample size for this study is determined to be approximately 100 employees, with stratified random
sampling employed to ensure that the sample is representative of the entire SBI population. This
method ensures that diverse perspectives are captured, providing a comprehensive understanding of
the impact of training programs on employee productivity.

---

This section provides a detailed explanation of the sample size determination and the sampling
procedures, ensuring clarity and rigor in the research methodology. Adjustments can be made based on
specific study requirements and constraints.

Certainly! Below is a detailed section on data collection tools for Chapter Three:

---

## 3.6 Data Collection Tools

Effective data collection tools are crucial for gathering accurate and comprehensive data to address the
research objectives. In this study, a combination of surveys and interviews will be used to collect both
quantitative and qualitative data. These tools are chosen to complement each other, providing a holistic
view of the impact of training programs on employee productivity at the Somali Business Initiative (SBI)
in Hargeisa.
### 3.6.1 Survey Questionnaire

**Purpose**: To collect quantitative data on employee productivity and participation in training

programs.

**Design**:

- **Structure**: The survey is structured with closed-ended questions, including multiple-choice, Likert
scale, and demographic questions.

- **Sections**:

- **Demographic Information**: Age, gender, department, role, years of service.

- **Training Program Participation**: Types of training attended, frequency, duration.

- **Productivity Metrics**: Self-reported measures of productivity before and after training,

performance ratings, goal attainment.

- **Feedback on Training**: Satisfaction with training programs, perceived relevance, applicability of

skills learned.

**Development**:

- Based on literature review and validated scales from previous studies.

- Pre-tested with a small group of employees for clarity and reliability.

**Administration**:

- Distributed electronically via email and in paper format to ensure accessibility.

- Instructions provided for completing the survey, ensuring informed consent.

### 3.6.2 Interview Guide

**Purpose**: To collect qualitative data on the experiences and perceptions of employees and
managers regarding training programs and their impact on productivity.

**Design**:

- **Semi-Structured Format**: Allows for flexibility in exploring topics in depth while maintaining
consistency across interviews.

- **Core Topics**:

- **Training Experiences**: Detailed accounts of participation in training programs, specific skills

acquired.

- **Impact on Productivity**: Examples of how training has influenced job performance, any observed
changes in productivity.

- **Challenges and Suggestions**: Obstacles faced in implementing training programs,

recommendations for improvement.

**Development**:

- Questions developed based on research objectives and themes identified in the literature review.

- Reviewed and refined with input from experts and pilot testing.

**Administration**:

- Conducted face-to-face or via video conferencing, depending on participants' availability.

- Recorded with consent and transcribed for analysis.

### 3.6.3 Company Records and Documents

**Purpose**: To supplement primary data with objective information on employee performance and
training program details.

**Types of Documents**:
- **Performance Reviews**: Records of employee performance evaluations before and after training.

- **Training Program Materials**: Curricula, attendance records, training outcomes.

- **Internal Reports**: Documents outlining the goals and effectiveness of training programs.

**Access and Use**:

- Permission obtained from SBI management to access relevant records.

- Data extracted and anonymized to ensure confidentiality.

### 3.6.4 Data Collection Procedures

1. **Preparation**:

- Finalize survey and interview questions.

- Obtain ethical approval and informed consent from participants.

- Coordinate with SBI management to schedule data collection.

2. **Survey Distribution**:

- Email invitations sent to selected employees with a link to the online survey.

- Physical surveys distributed to employees without access to digital platforms.

- Follow-up reminders to encourage participation.

3. **Conducting Interviews**:

- Schedule interviews at convenient times for participants.

- Use a semi-structured interview guide to ensure consistency while allowing for in-depth exploration.

- Record interviews with participants' consent and ensure confidentiality.

4. **Document Analysis**:

- Review and analyze relevant company records and documents.

- Extract relevant data on training programs and employee performance.

### 3.6.5 Ensuring Data Quality

- **Pilot Testing**: Conduct pilot tests for both surveys and interviews to refine questions and
procedures.

- **Training for Data Collectors**: Ensure that individuals administering surveys and conducting
interviews are well-trained to maintain consistency and reliability.

- **Anonymity and Confidentiality**: Ensure that all data collected are handled with strict
confidentiality to protect participants' identities.

### 3.6.6 Summary

The data collection tools for this study include structured surveys, semi-structured interviews, and
company records, providing a comprehensive approach to gathering both quantitative and qualitative
data. These tools are designed to capture the full impact of training programs on employee productivity,
ensuring robust and reliable data for analysis.

---

This section provides a detailed description of the data collection tools, ensuring clarity and
thoroughness in explaining how data will be gathered for the study. Adjustments can be made based on
specific research needs and constraints.

Certainly! Here’s a detailed section on data collection procedures or techniques for Chapter Three:

---
## 3.7 Data Collection Procedures

### 3.7.1 Preparation Phase

1. **Ethical Approval**:

- Obtain ethical clearance from the relevant institutional review board (IRB) or ethics committee.

- Ensure all participants are informed about the purpose of the study, the voluntary nature of
participation, and their right to withdraw at any time.

2. **Development of Data Collection Instruments**:

- Finalize the survey questionnaire and interview guide based on pilot testing and feedback.

- Prepare clear and concise instructions for participants on how to complete the survey and participate
in interviews.

3. **Coordination with SBI Management**:

- Schedule meetings with SBI management to discuss the study’s objectives and secure support for
data collection.

- Obtain access to necessary company records and documents, ensuring confidentiality agreements
are in place.

### 3.7.2 Survey Distribution

1. **Participant Selection**:

- Use stratified random sampling to select a representative sample of 100 employees from different
departments, roles, and levels of experience.

2. **Survey Administration**:
 - **Electronic Distribution**: Send email invitations to selected employees with a link to the online
survey, created using a tool like Google Forms or SurveyMonkey.

- **Paper Surveys**: Distribute physical copies of the survey to employees who may not have access
to digital platforms. Provide collection boxes at convenient locations for returning completed surveys.

3. **Follow-Up**:

- Send reminder emails or make follow-up calls to encourage participation and increase response
rates.

- Allow a period of two to three weeks for survey completion, with a final reminder sent shortly before
the deadline.

### 3.7.3 Conducting Interviews

1. **Scheduling Interviews**:

- Contact selected participants to schedule interviews at their convenience.

- Ensure a quiet, private setting for face-to-face or video conference interviews to maintain
confidentiality.

2. **Interview Process**:

- Begin each interview by explaining the purpose of the study and obtaining verbal or written consent
to record the conversation.

- Use the semi-structured interview guide to ensure all key topics are covered while allowing flexibility
for participants to share detailed insights.

- Record interviews (with consent) and take detailed notes to capture non-verbal cues and additional
context.

3. **Post-Interview Procedures**:

- Transcribe audio recordings verbatim to ensure accurate data for analysis.

- Verify transcripts by comparing them with audio recordings to correct any discrepancies.
### 3.7.4 Document Analysis

1. **Accessing Company Records**:

- Work with SBI’s HR and training departments to obtain relevant documents, such as performance
reviews, training attendance records, and training program materials.

- Ensure that all documents are anonymized to protect employee identities and maintain
confidentiality.

2. **Data Extraction**:

- Review documents systematically to extract relevant data on training programs and employee
performance.

- Use a data extraction form to capture key information consistently across all documents.

### 3.7.5 Ensuring Data Quality

1. **Pilot Testing**:

- Conduct pilot tests of the survey and interview guide with a small group of employees to identify any
issues with question clarity or format.

- Make necessary adjustments based on feedback from pilot tests.

2. **Training Data Collectors**:

- Provide training sessions for individuals administering surveys and conducting interviews to ensure
consistency and reliability in data collection.

- Emphasize the importance of neutrality and avoiding leading questions during interviews.

3. **Anonymity and Confidentiality**:

 - Assign unique identifiers to survey responses and interview transcripts to ensure anonymity.

- Store all data securely, with access limited to the research team only.

### 3.7.6 Data Collection Timeline

- **Week 1-2**: Obtain ethical approval and finalize data collection instruments.

- **Week 3-4**: Coordinate with SBI management and select participants.

- **Week 5-7**: Distribute surveys and conduct follow-ups.

- **Week 8-10**: Schedule and conduct interviews.

- **Week 11-12**: Collect and analyze company records.

- **Week 13-14**: Transcribe interviews and prepare data for analysis.

### 3.7.7 Summary

The data collection procedures for this study involve a systematic approach to gathering quantitative
data through surveys and qualitative data through interviews, supplemented by document analysis.
These procedures are designed to ensure comprehensive and reliable data collection, addressing the
research objectives effectively. Rigorous steps are taken to maintain data quality and participant
confidentiality throughout the process.

---

This section provides a detailed description of the data collection procedures, ensuring clarity and
thoroughness in explaining how data will be gathered for the study. Adjustments can be made based on
specific research needs and constraints.

Sure, here’s a detailed section on the source of data for Chapter Three:

---
## 3.8 Source of Data

In this study, data will be collected from multiple sources to provide a comprehensive understanding of
the influence of training programs on employee productivity at the Somali Business Initiative (SBI) in
Hargeisa. Utilizing various data sources ensures the validity and reliability of the findings through
triangulation.

### 3.8.1 Primary Data

Primary data will be collected directly from the participants through surveys and interviews. This data
will provide firsthand information on the perceptions, experiences, and outcomes related to the training
programs at SBI.

#### Surveys

- **Participants**: A stratified random sample of 100 employees from different departments, roles, and
experience levels at SBI.

- **Content**: The survey will include questions about demographic information, participation in
training programs, productivity metrics, and feedback on the training programs.

- **Purpose**: To quantify the relationship between training program participation and employee
productivity, and to gather general feedback on the training programs.

#### Interviews

- **Participants**: A purposive sample of key informants, including managers, HR personnel, and

selected employees who have undergone training programs.

- **Content**: The interview guide will cover topics such as personal experiences with training
programs, perceived impact on job performance, challenges faced during training, and suggestions for
improvement.
- **Purpose**: To gain in-depth insights and contextual understanding of the impact of training
programs on productivity from multiple perspectives within the organization.

### 3.8.2 Secondary Data

Secondary data will be obtained from existing company records and documents related to training
programs and employee performance. This data will help to corroborate the findings from the primary
data and provide an objective measure of training effectiveness.

#### Company Records and Documents

- **Performance Reviews**: Historical performance evaluations of employees, providing data on

productivity metrics before and after participation in training programs.

- **Training Attendance Records**: Records of employee attendance in various training programs,

detailing the type, duration, and frequency of training.

- **Training Program Materials**: Curricula, training manuals, and other materials used in the training
programs, offering insights into the content and structure of the training.

- **Internal Reports**: Reports and evaluations conducted by SBI on the effectiveness of their training
programs, including any documented outcomes or metrics.

### 3.8.3 Justification for Data Sources

#### Triangulation

- **Purpose**: Using multiple data sources allows for triangulation, which enhances the validity and
reliability of the research findings by cross-verifying information from different perspectives.

- **Implementation**: Data from surveys, interviews, and company records will be compared and
contrasted to identify consistent patterns and discrepancies, providing a more robust and nuanced
understanding of the training programs' impact.
#### Comprehensive Analysis

- **Depth**: Primary data from interviews provides detailed qualitative insights, while surveys offer
broad quantitative data, together creating a comprehensive analysis.

- **Breadth**: Secondary data from company records complements primary data by providing objective
measures and historical context, enriching the overall analysis.

### 3.8.4 Data Integration

- **Process**: Data from different sources will be integrated during the analysis phase. Quantitative
data from surveys will be statistically analyzed, and qualitative data from interviews will be thematically
analyzed. Secondary data will be used to validate and contextualize the primary data findings.

- **Outcome**: The integration of multiple data sources will result in a well-rounded analysis,
highlighting the multifaceted impact of training programs on employee productivity.

### 3.8.5 Summary

The sources of data for this study include primary data from surveys and interviews, and secondary data
from company records and documents. This multi-source approach ensures comprehensive and reliable
data collection, enabling a thorough analysis of the influence of training programs on employee
productivity at SBI. By leveraging both qualitative and quantitative data, the study aims to provide
actionable insights and recommendations for improving training effectiveness.

---

This section provides a detailed description of the sources of data, ensuring clarity and thoroughness in
explaining how data will be collected and utilized for the study. Adjustments can be made based on
specific research needs and constraints.

Certainly! Here’s a detailed section on ethical considerations for Chapter Three:

---

## 3.9 Ethical Considerations

Conducting research in a manner that respects the rights and dignity of all participants is paramount.
This section outlines the ethical considerations and the steps taken to ensure that the research adheres
to ethical standards and practices.

### 3.9.1 Informed Consent

**Objective**: Ensure that all participants are fully aware of the nature, purpose, and implications of
the study before agreeing to participate.

**Procedures**:

- **Information Sheet**: Provide participants with an information sheet detailing the study’s objectives,
procedures, potential risks, and benefits.

- **Consent Form**: Obtain written or verbal consent from participants before they take part in the
survey or interviews. The consent form will explain that participation is voluntary and that participants
can withdraw at any time without any negative consequences.

- **Explanation**: Before starting the survey or interview, reiterate the key points from the information
sheet and confirm that participants understand and consent to proceed.

### 3.9.2 Confidentiality and Anonymity

**Objective**: Protect the privacy of participants and ensure that their personal information is not
disclosed without their consent.

**Procedures**:
- **Data Anonymization**: Assign unique identifiers to survey responses and interview transcripts to
remove any personal identifiers.

- **Secure Storage**: Store all data securely, whether in digital or physical format, with access
restricted to the research team only.

- **Confidential Reporting**: Report findings in a manner that does not reveal the identities of
individual participants. Use aggregated data and anonymized quotes to illustrate key points.

### 3.9.3 Minimizing Harm

**Objective**: Avoid causing any physical, psychological, or social harm to participants.

**Procedures**:

- **Voluntary Participation**: Emphasize that participation is voluntary and that participants can
withdraw at any time.

- **Sensitivity to Distress**: Be alert to signs of discomfort or distress during interviews. If a participant

shows signs of distress, offer to pause or terminate the interview and provide support as necessary.

- **Non-Intrusive Questions**: Design survey and interview questions to be non-intrusive and respectful
of participants’ boundaries.

### 3.9.4 Transparency and Honesty

**Objective**: Maintain transparency and honesty in all interactions with participants.

**Procedures**:

- **Honest Communication**: Clearly communicate the purpose of the study, the methods used, and
how the data will be utilized.

- **Feedback**: Offer participants the option to receive a summary of the research findings, providing
them with insights into the study outcomes.
### 3.9.5 Ethical Approval

**Objective**: Ensure that the study design and procedures meet ethical standards as set by relevant
oversight bodies.

**Procedures**:

- **Institutional Review Board (IRB) Approval**: Submit the research proposal, including data collection
instruments and consent forms, to the IRB or equivalent ethics committee for review and approval.

- **Compliance with Guidelines**: Adhere to ethical guidelines and standards as set by the IRB and
relevant professional bodies throughout the research process.

### 3.9.6 Cultural Sensitivity

**Objective**: Respect the cultural norms and values of participants, particularly given the local context
of Hargeisa.

**Procedures**:

- **Culturally Appropriate Communication**: Ensure that all communications, including the consent
form and survey/interview questions, are culturally appropriate and translated into the local language if
necessary.

- **Respect for Local Customs**: Be aware of and sensitive to local customs and practices during data
collection, especially when conducting interviews.

### 3.9.7 Summary

Ensuring ethical conduct throughout the research process is critical. By focusing on informed consent,
confidentiality, minimizing harm, transparency, obtaining ethical approval, and cultural sensitivity, this
study aims to respect and protect the rights and well-being of all participants. These ethical
considerations form the foundation of the research methodology, ensuring that the study is conducted
with integrity and respect for all involved.
---

This section outlines the ethical considerations comprehensively, ensuring that the research adheres to
high ethical standards and respects the rights and dignity of participants. Adjustments can be made
based on specific study requirements and ethical guidelines.