Problems of Local Security at the

Institute of Development Management in

Tanzania

Montanus C.Milanzi (PhD)

Mzumbe University
Faculty of Public Administration and Management
P.O. Box 2
Mzumbe
Tanzania
Email: mcmilanzi@hotmail.com
Introduction
This paper reports on the results of the study (conducted between January and March 1994)
which seeks to obtain insights about the trends of the security system at the Institute of
Development Management (IDM), Mzumbe in Tanzania. It, therefore, examines the extent
to which the system of security management at IDM contributes to the surfeit theft which
seems to escalate. A meiotic analysis has been made on condition that the causes and
reasons of the problems are to be disclosed as well as recommending on the steps to be
taken to a better management of the security system at the Institute.
This paper has been organized into six sections. The first part is an introduction which
provides a brief account of the IDM's security system since her establishment in 1972. The
second part which forms one of the hubs of the paper looks at the objectives of conducting
this study. The research questions through hypothesis tests have been posed in this section
so as to provide a yardstick in the analysis of the findings and conclusions.
The third section provides an arena for data collection and methods implemented to
facilitate this research. The researcher has attempted to collect the general data. The data
collected in this study are not been thoroughly studied to understand the critical features of
each respondent. The data collected in this study need not to be taken from the normally
distributed population! The reason for this is the strong influence of the quirks in respect to
security at IDM which have affected the selection of the sample in the population. The
limitations in the population rest on the sample selection which justifies and rationalizes the
choice of the method and techniques of data analysis.

The fourth part, the results, provides the findings which is the product of manipulation of
data collected suitable for this research. The dissemination of the results have been used in
determining various relationships. The relationship between different variables has been
determined in the study. The testing of the hypotheses form the basis of discussion in the
fifth section. The fifth part is the discussion which provides an analysis of the results
depicted in section four. The discussion renders the efforts in the interpretation of the
results. The last part is the conclusion and recommendations which sum up the details of the
findings and the study.
Research (Study) Objectives
This study has the following objectives:- First, the study aims at determining the extent of
security improvement at IDM and finding out the causes of poor security practices as
revealed by the security guards working at the institute. Secondly, the study focuses on the
analysis of the effects of laxity on the side of the administration of the security authority at
IDM in respect of the security improvement efforts in the IDM community. Thirdly, the
study aims at finding out the reasons and causes of theft (at least the reported incidents)
which takes place despite the fact that there are security guards at IDM. In other words, the
author wishes to prove whether the IDM's security guards contribute to the theft events
taking place now and then at the institute.
The fourth objective centres on the finding out why some IDM residents fail to be positively
security conscious in security affairs of the institute; and fifthly, to see and evaluate the steps
and measures being taken by IDM's management in combating the problems mentioned
above. After the investigations, to recommend on the measures to be taken by different
parties involved in the improvement of IDM's security thus enabling the residents in the
community enjoy the operations of the IDM's security guard system. Above all, the study
would benefit other institutions for the findings are going to be disseminated in diverse ways
and techniques. The `bandwagon effect' is assumed to take place after the output of this
research has been disseminated.

Research Hypotheses
The researcher has attempted to use inferential statistics to make decisions about the value
of each parameter. One of the most commonly used procedures for making such decisions
is to perform an hypothesis testing. Hypothesis testing is the procedure whereby theory and
reality are brought face to face with each other. A hypothesis in this study is simply refers to
a statement that something is true. In this study the two types of hypotheses will be
examined in detail. One type of hypothesis is called a null hypothesis [H O] and the other is
called the alternative hypothesis [HA].
The researcher had conceived the four sets of hypotheses for an effective decision making
rule in the variables selected. A test of hypothesis H is a rule that specifies for each possible
set of values of the observations whether to accept or reject the hypothesis, should these
particular values be observed. The major aims of hypothesis are: to test theories, to suggest
theories and to describe social phenomena. Above all hypotheses try to promote change.
The researcher tested the following hypotheses in the study for that sake:
SET I:
H1O = IDM's Security Guards Contribute to the Security Problems at the Institute.
H1A = IDM's Security Guards do not Contribute to the Security Problems at the
Institute
SET II:
H2O = Provision of Security Gears Influences the Effectiveness of the Security
system at the Institute.
H2A = Provision of Security Gears does not Influence the Effectiveness of the
Security system at the Institute.
SET III:
H3O = Senior Security Guards are more keen to their jobs.
H3A = Senior security Guards are not more keen to their jobs.
SET IV:
H4O = IDM's Management is involved in Security issues in keeping the community
security conscious.
H4A = IDM's Management is not involved in Security issues in keeping the
community security conscious.

Data and Method

Data and Types of Data Collected
The qualitative and ordinal data have been gathered in the study. The collection of these
types of data is advantageous: The qualitative data has generally very little expenditure of
time, money and effort. In addition to that a qualitative data has helped the researcher to
understand the substantive area in which he has decided to study. The researcher did not
embark on the thorough collection of the metric information because the real nature and
characteristics of the population was not thoroughly studied and scrutinised by the author.
The methods employed, non-parametric ones, allow for the possibility of a researcher to
incorporate qualitative variables such as culture, perceptions, attitudes, opinions of the
selected sample.

However, the researcher opted for the distribution free methods on

condition that the problem of reductionism may be eradicated or minimized. It is also

assumed that to avoid suspicion over the security issue at the institute the researcher relied
most of his analysis on the distribution free methods in which feelings, impressions,
perceptions, views and opinions of the respondents can be coded and edited for
interpretation.
The non parametric methods are based on explicitly weaker assumptions than such classical
parametric procedures as student's t-test and analysis of variance. The methods are less
demanding; have no specific distributional assumptions; and the parameters that have
desirable invariance properties under modifications in scale of measurement.
There are several reasons for the selection of this method instead of the normal theory
(parametric) procedures. The two major reasons prevail: Populations are not normal and
the non-parametric procedures have the concern about occasional outliers. That is the nonparametric procedures or techniques are quite sensitive to even a few extreme or outlying
observations. The median and other tools employed in the free distribution methods are
more resistant than normal theory methods to distortion by a few gross errors.
Data Collection Methods

Data was collected from interviews, observation, self administered questionnaires and the
utilization of the secondary data sources available at the Institute of Development
Management (IDM)'s libraries and offices. The sampling frame constitutes the population
of security guards employed at the Institute of Development Management, Mzumbe from
July 1971 to December 1993. Nineteen questionnaires (19) were prepared and distributed to
two pairs of sample [Sample A and sample B]. Thirty eight point seven eight percent of the
population were included in the sample by being given a self administered questionnaire
(Table I).
Table I Percentage of the Sample from the Population
S/No

Method

Sampling
Frame

Selected Sample

Percentage of the
sample from the total
Population

Questionnaire

49

10

38.78

Interviews

49

12.24

Observation

49

11

19

61.22

Secondary Data

Reasonable

Used

The sample selected was a non-probability sample from the sampling frame of the IDM's
security guards. The chance of each respondent to fall in the sample carries a characteristic
of being accidental; hence a non-probability sample. The interviews both structured and
unstructured ones have also been conducted to collect additional information in the topic
under discussion. Two major interviews were conducted with three respondents in each
sample who were conversant with the security system at the institute. The interviewees
represented 12.24 percent of the sampling frame of 49 security guards.
Thirty respondents were observed by the researcher in the course of their work. They
represented 61.22 percent of the target population. The researcher observed the selected
security guards in order to measure attitudes of the respondents in respect of the theft at the

institute. The knowledge, feeling and action components of the respondents were observed
by the researcher at different time intervals.
Techniques Employed
The following methods were employed in this study: The goodness-of-fit-test or Chi-square,
the hypotheses testing, the sign-test, Wilcoxon-Signed rank test, Mann-Whitney test and the
rank correlation. None of the efforts were made to incorporate any test which needed some
obvious parameters.
Data Analysis and Interpretation
The data analysis and interpretation employed in the study took the advantage of the
statistical packages at the IDM's computer centre. The Minitab application programme,
Wordperfect and Lotus 1-2-3 were used to process, analyze, interpret data and finally
preparation of this report ready for dissemination.
There were twenty two variables in total which were then developed into six sets of code
categories. The code categories were designed in such a way that they match with the
research objectives. The coding scheme outlines twenty nine coding parts or responses.
Table II illustrates the choice of the coding categories based on the questionnaire designed
by the researcher.

Table II Code Categories Designed in the Study [Security Guard Questionnaire]

S/N

Code Categories

POSITION

EMPLOYMENT

Coding Scheme

Number of Variables

II

THEFT

III

GEARS

IV

11

11

ASSISTANCE

CAUSE

VI

Results
This study in the first set of hypotheses asserts that: The respondents wondered to hear from
members of the community that they have made an insignificant contribution to the security
problems at the institute. Seventy five percent of the interviewed respondents believed that
they are not the contributory agents to the theft and other related problems at the campus.
SET I:
H1O = IDM's Security Guards Contribute to the Security Problems at the Institute.
H1A = IDM's Security Guards do not Contribute to the Security Problems at the
Institute
The researcher considered at the H1O and H1A in terms of the extent or the degree to which
the institute's security guards assist or not assist in maintaining the security system in the
campus.

A rank correlation was employed to determine such relationship between

involvement, non-involvement, and neutral (Table III). Thus the null hypothesis in this set
is rejected.

Table III Security Guards Contribution to the Security of the Institute

S/N

Year

Rank

Year

Rank

D2

d=u-v

1989

1993

10

-6

36

1975

1990

-5

25

1978

1990

-5

25

1992

1986

1993

1982

36

1982

1991

-5

25

1988

1975

25

1983

1989

1993

1991

1986

-3

10

Total 190
Source: Milanzi, M.C. (1994) Questionnaire: Utafiti Juu ya Hali ya Ulinzi Hapa Chuoni,
March.
The Rank Correlation: rs = 1 - [6Sd2]/[n(n2-1)]
where,
n = the sample (n=19)
rs = rank correlation
d = the difference between ranks of Sample A and Sample B
Computation:
Rank correlation,
rs,0.05 = 1 - [6Sd2]/[n(n2-1)]
= 1 - [1140/6840]
= 1 - [0.166]
rs,0.05 = 0.60 (from the rank correlation table)
rs,0.05 = 0.833 Reject the Null Hypothesis, H1O, because rs,0.05 = 0.833 falls in the rejection
region.
The second set of hypothesis focuses on the provision of work gears for security guards
working at the institute. The questionnaire and the interviews conducted revealed that the

provision of security gears needs a lot to be desired. The security guards fall short of the
necessary working tools and implements. The interviews conducted show that over 60
percent of the respondents complained over the inadequacy of the gears. The questionnaire
results reveal that 74 percent of the respondents had received no gears to enable them work
comfortably in the last six months (the study was conducted in March 1994).
One respondent was reported that "I have decided to buy some boots for self protection.
The Institute has failed to provide us with such good item." Another respondent was heard
saying:
"Kila vazi lina mwendo wake. Mwanamke aliyevaa vizuri huringa. Vile vile
kwa askari anayepata vifaa vyote vya kazi ataipenda kazi yake."
Literary translation: "Every garment put on by someone has its own walking style. A
woman who has put on a nice clothes is proud of herself. Similarly, a security guard who
has all necessary gears will be proud of his/her work."
SET II: Hypotheses
H2O = Provision of Security Gears Influences the Effectiveness of the Security
system at the Institute.
H2A = Provision of Security Gears does not Influence the Effectiveness of the
Security system at the Institute.

Figure 1 The Provision of Whistle and Uniform to IDM's Askaris

3.0+
*
Whistle 2.0+
*
*
*
1.0+
5
2
*
0.0+ 3
*
*
+---------+---------+---------+---------+---------------------------------------0.0
1.2
2.4
3.6
4.8
6.0
Source: Data Computed from Conducted interviews, March, 1994.

Uniform

The multiple regression in the provision of these gears seem to be not possible. It suggests
that management attention is obviously required.
The Chi-Square test (X2) has been attempted to determine the goodness of fit in the 19
respondents administered through the questionnaire.
Table IV Chi Square Test for Security Gears
d2
(O-E)2

d
(O-E)

D2/E

Item/Gear

Observed
Frequency
(O)

Expected
Frequency
(E)

Whistle

-1

0.50

Uniform

-3

2.25

Boots

-4

16

4.00

Pullover

-2

2.00

Rain coat

-2

2.00

Torch

-1

0.50

d2
(O-E)2

d
(O-E)

D2/E

Item/Gear

Observed
Frequency
(O)

Expected
Frequency
(E)

Gun/Other

-1

0.50

Telephone

-1

1.00

Wall clock

-1

1.00

Handcuffs

-2

2.00
T - statistic 15.75

The t-statistic is 15.75; the critical values X2a where the degree of freedom (df) is k - 1;
where k is a number of categories in the sample. The significance level a is 0.05 and the df
= k - 1 = 10 - 1 = 9. The chi-square (X 20.05) = 16.919 (You can get this figure from the
Chi-Square distribution table).
Thus do not reject the null hypothesis because the t-statistic, 15.75, does not lie in the
rejection region. It is clear that the provision of security gears has a direct influence in the
security of the institute.
The distribution of these (gears) work tools and implements to the security guards at the
institute seem to be doubtful. It is shown in figure 3 which the percentage distribution of
eleven security guards gears.
Analysis of hypothesis under set III:
The third set of hypothesis reveals that there are complaints which exist betwixt security
guards working at the institute. There are cultural and symbolic behaviours which appear to
be true amongst the security guards at the institute. It is obviously clear that the seniority list
amongst the security guards at the Institute of Development Management is not followed or
observed at all.
The Mann-Whitney test was applied in order to describe a non-parametric procedure for
comparing two populations. The assumption is that there is a random sample from each

population and the samples were taken independently of each other; and thirdly the
population of 19 has approximately the same shape (Refer to Table I). That is variances
between sample A and sample B are approximately equal. The n1=4.5 represents the median
of the first population and n2=5 is the median of the second population.
SET III:
H3O = Senior Security Guards are more keen to their jobs.
H3A = Senior security Guards are not more keen to their jobs.
Table V Mann-Whitney Test on Attitudes to Security Based on Seniority
S/No

YEAR

RANK A

YEAR

RANK B

D2

D=A - B

1989

10

1993

19

-9

81

1975

1990

13

-12

144

1978

1990

12

-9

81

1992

16

1986

64

1993

17

1982

12

144

1982

1991

14

-10

100

1988

1975

49

1983

1989

11

-5

25

1993

18

1991

15

1986

-7

49

10

Total 746
The sum of the ranks W in the Mann-Whitney test = 3 + 7 + 12 + 8 = 30. Reject the null
hypothesis.
Analysis of Set IV of hypothesis:
SET IV:
H4O = IDM's Management is involved in Security issues in keeping the community
security conscious.

H4A = IDM's Management is not involved in Security issues in keeping the

community security conscious.
Table VI Security Guards' Attitudes Over Management of IDM in Security Issues
S/N

Selected Sample

Sample

AE

BE

10

19

11

11

19

19

30

12

17

22

25

30

4
where,

A = Observed frequency for Sample A

B = Observed frequency for Sample B
AE = Expected frequency for Sample A
BE = Expected frequency for Sample B
Table VII Chi Square Independent Test for sample A
OBSERVED
FREQUENC
Y
[O]

EXPECTED
FREQUENC
Y [E]

[O - E]2

[O - E]

[O - E]2/E

1.50

??

11

11

0.00
Total 1.50

Thus the Chi-Square for Sample A is (X 2) = S[O - E]2/E, df = (r - 1) (c - 1) = (1.50 - 1)

(23 - 1) = 11.50
That is X20.95 = 5.226
Therefore reject the null hypothesis because 5.226 falls within the rejection region.

Table VIII Chi Square Independent Test for Sample B

[O - E]2

[O - E]

[O - E]2/E

OBSERVED
FREQUENC
Y
[O]

EXPECTED
FREQUENC
Y [E]

10

16

??

19

19

0.00

2.67

Total 2.67
Thus the Chi-Square for Sample B is (X 2) = S[O - E]2/E, df = (r - 1) (c - 1) = (2.67 - 1)
(32 - 1) = 1.67 x 31 = 5.177
That is X20.95 = 1.145
The null hypothesis in sample B is not rejected.
Discussion
In brief there are different conclusions derived from the testing of the four sets of
hypotheses. It is therefore obvious that the theft and other related incidents at the
institute are not contributed by the security guards alone. This contention proves us that
it is the task of every one of us who are staying at this institute to be security conscious.
The letter written to the Institute's community by Mr Habi in March 1979 highlights the
need to have a security conscious community at the Institute of Development
Management, Mzumbe. Such incidents which took place in December 1987 show that to
become a security guard is not a good job.
It is therefore interpreted here that security guards at the Institute of Development
Management have a partial contribution to the security problems. There was a time
during the interview when one anonymous security guard told the researcher that, "we are
blamed so much as if we are planning together with the thieves to come and steal some
properties." The OCD once was heard saying "Chuo kinashindwa kuwatumia maaskari
wake vizuri."

The test to the second set of hypothesis is quite discouraging. The null hypothesis has
been upheld because it has some kind influence to the performance and motivation of the
security guards. It is sometimes very difficult for someone to distinguish between a
security guards and a common person. They have no uniforms at all and if there are any
the security guards put on them at their own convenience. The security guards at the
Institute of Development Management, Mzumbe may come to work with the clothes
which does not allow him/her to run or chase a thief.

The parade and any other sort

of drills which any military person is required to perform seems to have no roots at the
Institute of Development Management, Mzumbe. The seniority list in the security unit is
not observed to the positive. The seniority culture which is to be followed as in the army
does not exist altogether. It is in this spirit the Mann-Whitney test of the third set of
hypothesis suggests that the null hypothesis be rejected. This set of hypothesis stultifies
the first set of hypothesis in that the burden of most of the incidents taking place at the
institute are to be born by them. In fact the security guards have to be responsible any
way! But such responsibility should be within the limits of the law. The security guards
at the institute have never been given a sufficient responsibility to enable them to perform
the utmost and appreciable work. A reasonable number of the security guards know the
environment of the institute since they are the long timers.
The controversy in the two type sample when testing the fourth set of hypothesis reveal
that there is a piece of truth that IDM's management needs to change her orientation
towards this unit. The scheme of service for security guards is very crude: "Standard VII,
experience or passed in the National Service and willing and to do the security guards
job." Training should be seen as necessary if the prevailing situation is like this.
The organisational structure needs to be revisited because the head of the security section
is answerable to the chief executive of the institute.

In fact the chief executive is

overloaded with a lot of strategic issues than security affairs which are mostly
administrative in nature.
Conclusions and Recommendations

The research study unveils that there are a number of inconsistencies within the security
office at the Institute of Development Management, Mzumbe.

Some of them are

structural; while others are administrative; some are strategic while others are
operational. It is in line of this spirit the author calls for the pulling together of our
energies in order to find out the long standing solution to these problems.

The

documentary sources show that the security incidents started to escalate from October
1975 when the watchmen meeting was held (23/10/1975) to discuss about the crucial
issues such as gears, provision of the security office at the institute.
The author recommends the following measures in order to rectify the situation:
1.

Immediate Recommendations
i)

The community at the institute needs to become more security conscious.

The neighborhood watch groups need to be formed in order to culture the
security consciousness amongst the people.

ii)

Employment of security guards who are conversant with the security

issues. It is advised that applicants from the National Service (Volunteers)
should be employed as security guards. The effect of this will minimize
the need for training at least for the first five years.

iii)

More incentives should be given to these people. The cafeteria approach

should be used in order to encourage them work tirelessly for the benefit
of the institute.

iv)

The working gears need to be given to them. The provision of these

elements should be seen as compulsory by the employer. They should be
included in the IDM's collective agreements so that the employer becomes
bound.

v)

There should be a time limit of walking or loitering around during the

night around the campus. The security guards should be given some
power or authority to ask any person who is moving around the campus
after midnight.

2.

Intermediate Recommendations

i)

The Security Guards Union [SGU] should be formed under the

Organisation of Tanzania's Trade Unions in order to protect the rights of
its members.

ii)

Overtime payments should not be discriminatory as it is the case now. All

senior security guards interviewed and given questionnaires were
dissatisfied against their boss. The Chief Security Officer applies the
"Divide and Rule" [Divide et Impera] approach. There is the absence of
harmony in this office.

iii)

The telephone system is required in order to give feedback to the main

office or charge room. The mobile phones seem to be appropriate.

iv)

The code of ethic for security guards need to be designed. Smoking and
being drunk during working hours is unethical and it is subject to
summary dismissal and other possible permissible penalties as stipulated
in the Security of Employment Act of 1964.

v)

Only the guard commander should have been given a gun and all others
must have the weapons inferior to the gun. There is a danger of the
security guards shooting to anyone who is seen passing during the small
hours of the nights.

3.

Ultimate Recommendations
i)

The fence or an enclosure need to be built surrounding the area designated

as the Institute of Development Management, Mzumbe.

ii)

The road and some lights to be constructed along the borders of IDM and
the surrounding area. This road will enable the security guards to patrol.
This idea contradicts with the current exercise that the security guards are
not aware about the area designated as IDM.

iii)

The structural relationship of the security section should be changed. The

head of this section must be answerable to the Principal Manpower
Management Officer [PMMO]. This will relief the chief executive from
the trivial issues taking place in the security office.

iv)

There should be a training programme for security guards so that they

cope with the changes in technology and other tactics suitable for them.
Periodic training of every six months is hereby suggested.

i) Build the security guard's main office at the main entrance of the institute in order
to be more functional than it is the case now.
ii) Privatise or outsource the security function.
Notes and References
Letter with Ref No MGR/AD.41/93 of 26/11/91: Chijumba's minute to the Director of
Studies. He calls the guns as scarce items simply because they are new to IDM's security
system.
Dr Habi's Letter of 27/03/79 `Matatizo ya Ulinzi Chuoni.'
IDM, (1975) Mkutano wa Maaskari 23/10/1975
Ingram, J.A. and Monks, J.G. (1990) Statistics for Business and Economics, Philadelphia:
The Dryden Press.
Institute of Development Management, Mgambo, IDM.OF/N.2/3
Institute of Development Management, Watchmen, IDM.OF/R.1/9
Institute of Development Management, Walinzi (Security Guards), IDM.OF/S.1/13.
Building and Estates Manager, (1987) Martel Kuletea Vurugu Walinzi Getini 4/12/87 Ref
BEM/PD/192.
Milanzi, M.C. (1994) Interview Notes, Ofisi ya Ulinzi IDM, March, 1994.
Ryan, B.F., Joiner, B.L., and Ryan, T.A.Jr. (1985) Minitab, Boston: Duxbury Press.
Weiss, N.A. and Hassett, M.J. (1987) Introductory Statistics, Reading: Addison-Wesley
Publishing Company.

APPENDIX A (QUESTIONNAIRE)
CHUO CHA UONGOZI WA MAENDELEO
MZUMBE
UTAFITI JUU YA HALI YA ULINZI HAPA CHUONI
MAELEKEZO: Tafadhali sana jaribu kujibu maswali yaliyoko katika fomu hii. Jibu
lako uliweke katika nafasi zilizoachwa wazi ili kuweza kufanikisha utafiti huu.
1.
2.
3.

4.

5.

6.

Cheo changu ni __________________________________

Nilianza kazi ya ulinzi mwaka ____________________________
Tangu nilipojiunga na ulinzi hapa Chuoni nilikuwa na matukio yafuatayo ya wizi
katika lindo langu:
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
Tangu nimeajiriwa hapa Chuoni vifaa vifuatavyo nilipewa na mwajiri wangu.
[Eleza pia ulipewa mara ngapi?]
i)
Filimbi
______________________
ii)
Uniform
______________________
iii)
Viatu
______________________
iv)
Sweta
______________________
v)
Koti la mvua
______________________
vi)
Tochi
______________________
vii)
Silaha ukiwa kazini ______________________
viii) Simu kwenye lindo
______________________
ix)
Saa za ukutani
_____________________
x)
Pingu
_____________________
Unataka Chuo kikusaidie nini ili kazi yako iwe mzuri zaidi?
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
_________________________________________________________
Je unadhani ni kwa sababu gani kuna matukio ya wizi hapa chuoni? [Toa
ushauri/pendekeza]
___________________________________________________________________
___________________________________________________________________
_________________________________________________________

TANBIHI:

UKISHAJAZA FOMU HII NAKUOMBA UIRUDISHE

MWALIMU MONTANUS MILANZI, KOMPYUTA SENTA.

KWA

APPENDIX B
INTERVIEW GUIDE
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.

Ask about employment of the respondents: When, why, how?

Ask the respondent about his/her position in the job
The name of the respondent is not required but try to encourage him/her to explain
about his/her feelings, participation and knowledge about the job.
Ask him/her to give some suggestions related to his/her job.
Now introduce the security problems prevailing at IDM.
Why does she/he think that there are such problems? Separate opinions, feelings
from truth. Encourage more!
Each respondent should be able to give solutions regarding his/her job.
What shall management of this institute do to help them? Individually, collectively?
Working tools and gears: Are they adequate? How? Why?
The leadership of the security section: Satisfied, Not satisfied or other etc.
The IDM's management in security affairs: Satisfied, Not satisfied or other ?
Any other relevant question: Ask here.
***