Features
The Ghana Education Service And Culture Education Delivery At The Pre-University Level: A Critical Appraisal By Michael Akenoo Theatre Critic.
Culture education at the pre-university level in Ghana is the sole responsibility of the Ghana Education Service.
This arduous and challenging responsibility has posed some difficulties to the Ghana Education Service in the context of funding, logistics, efficiency; and the achievement of the set down objectives as far as the Ghanaian culture education delivery is concerned at the pre-university level of the education ladder.
It is quite evident that there is much to be expected from the Ghana Education Service since it set up the culture unit besides its other divisions such as finance and administration, Inspectorate special education etc. This state of affairs is much worrying and needs to be addressed urgently.
It is clear that since the culture unit was set up, it has been continually discriminated against,and given very little attention as compared to the other divisions of the Ghana Education Service up to date.
As a result, the culture unit has continually and consistently been performing poorly and below standard up to date.
In fact, the culture unit has suffered much neglect to the detriment of the realization of the noble objectives for which it was up to achieve. Consequently, it has lost its direction as expected to benefit Ghana as far as the inculcation of the Ghanaian culture among the youth is concerned.
This state of affairs is deplorable and something drastic must be done by the Ghana Education Service now in order to reverse this unpleasant situation; and make culture education delivery at the pre-university level more realistic, meaningful and rewarding to benefit the country.
It is a fact that subsequent directors of the culture unit of the Ghana EducationService had been finding it extremely difficult if not impossible, to efficientlyadminister and run the unit as a result of the perennial problems facing the unit.Infrastructure and logistics are virtually non-existent, let alone the availability of adequate funds to make things move smoothly and easily to achieve ends of various cultural programmes that the unit can initiate and implementto promote and develop the Ghanaian culture.
Based on my critical observation as one who had had the experience of working in the culture unit of the Ghana Education Service as an assistant director and co-ordinator of drama education in the country, this unit needs drastic transformation to put it in the right track for quality and efficient delivery to meet its mandated objectives. The continued existence of thisall importance unit of the Ghana Education Service must be critically reappraised now; and given proper attention that it deserves asfar as the promotion and development of the Ghanaian culture are concerned; or else it ceases to exist to save the tax payers’ money, which can be used in other areas of socio-economic endeavours in the development agenda of the country.
In my opinion, the meagre funding that the unit had hitherto been receiving from the Ghana Education Service’s annual budget is a waste since it practically contributes nothing to promote and develop the Ghanaian culture effectively at the pre-university level of education in the country.
I have taken this critical stand due to my unpleasant experience in working in this unit, which led to my sudden resignation from the Ghana Education Service to undertake lecturing at the University of Education, Winneba, and other tertiary institutions in the country.
However, as a concerned citizen, who has the interest of the country at heart as far as the education of the Ghanaian culture is concerned for a realistic and meaningful progress and development of the country, I will like to make the following suggestions for the transformation of the culture unit of the Ghana Education Service for a better performance and positive results achievement to benefit the country in her development agenda.
In the context of the transformation of the culture unit, the first step to be taken urgently now is to upgrade the culture unit to a division status; and give it priority attention as the other divisions of the Service and furthermore, give it a face-lifting environment in terms of office equipment and facilities as pertains in the other divisions of the Service.
The next step to take is to appoint a highly competent director the person who will be appointed to head the culture unit must have deep interest in culture and also have the zeal and capacity to promote and develop the Ghanaian culture pragmatically and effectively to meet the needs of the Ghanaian youth at the pre-university level of education.
The next step to follow is to appoint subordinate staff who are all well qualified in the area of culture and have the interest , zeal and the capacity to promote and develop the Ghanaian culture among the youth at the pre-university level.
Furthermore, the Ghana Education Service must make available special incentives and motivation packages to the rank and file of the culture division in order to motivate and boost their morale to work very hard to achieve positive results.
The last step to take but not the least in the transformation exercise, is to ensure that adequate funds are always available to support various viable programmes of culture that will be initiated and undertaken by the culture division. This will surely guarantee hard work, commitment and sacrifice from the director and his staff. And this situation will greatly fuel and ginger them to work very hard to meet expectation and the set down objectives of the division.
It must be well noted that the culture of a nation is the bedrock and panacea for her economic growth, development and prosperity since time immemorial as far back as the classical era of ancient Greece up to the present era of the modern world. For instance, the U.S and China today are great powers in terms of wealth, development and prosperity as aresult of their highly developed cultures. The same reason can also be attributed to the other great and prosperous nations in our modern world today.
In concise terms, culture can be defined as the typical character, life style and behavior of a group of people in a particular geographical area on earth. In fact, everything that a group of people do for their survival and livelihood becomes their culture. Thus, for a group of people to progress and advance in knowledge, enlightment and achieve economic growth, development and prosperity, invariably depends on their culture that they have envolved and developed for themselves.
Ghana must become more serious and pay special attention to the promotion and development of her culture, so that she can experience optimum eonomic growth, development and prosperity in the shortest possible of time from now in the present 21st century.
The Ghana Education Service has been mandated to promote and develop the Ghanaian culture at the pre-university level; and this is why as an important government organization, it must be up and doing to contribute realistically and meaningfully to the development agenda of the country.
The Ghana Education Service has not been found wanting in the other areas of education delivery in the country; so it must wake up now in the area of culture education because as pointed out in the foregoing, culture is the pivot and the sine quanon for the development of countries in the past, present and in the future, for that matter.
In the implementation of the various programmes that the culture division will develop, it must ensure that it follows them up with comprehensive report in the form of analysis, evaluation and recommendations for the way forward in the future. These reports must be submitted annually to the Director-General of the Ghana Education Service for scrutiny, study and action by way of implementation.
The era in which different programmes and activities of culture such as the annual culture festivals in the various regions of Ghana were undertaken by the culture unit without supporting them with any comprehensive post mortem reports and recommendations for implementation must come to a halt immediately, so that the culture division will become more dynamic, resourceful and effective to enable it to achieve its noble mandated objective to benefit the country.
Every culture is dynamic but not stagnant; and that is why the culture division must be seen to be working very hard to the letter in order to fulfill its mandated objectives.
Again, based on my experience at the culture unit of the Ghana Education Service, I assert categorically that if the Ghana Education Service is really serious and concerned with a realistic and meaningful development of the Ghanaian culture, it must immediately turn the present unit of culture into a division status; and follow this up with the other suggestions that I have made in this article.
The Ghanaian culture is highly crucial in the developmental agenda of the country at the moment; and the Ghana Education Service must realize this stark truth, and act accordingly in the interest of Ghana. The Ghanaian culture can no longer be thrown to the dogs to jeopardise the development of the country/
In conclusion, I am optimistic; and hence forth; wish the Ghana Education Service well in its handling of the priceless and invaluable Ghanaian culture to benefit Ghana realistically and meaningful; for culture, is the sine qua non for any realistic and meaningful development anywhere in the modern world today.
Features
Artificial Intelligence in Ghanaian workplaces: Opportunities, concerns, and the way forward
Artificial Intelligence (AI) is no more a remote concept for organisations in Ghana. Recent research has highlighted the significant impact AI is having in remodelling workplaces in Ghana, unveiling a mix of opportunity, anxiety, and a pressing call for coordinated national response. A study focusing on a Ghanaian service organisation in the advertising industry investigated how AI influences employee skills development. The results paint a picture of a technological shift that is rapidly gaining ground in the local workplace, albeit with mixed implications for the workforce.
AI and employee upskilling: A double-edged sword
The study found a statistically significant, though moderate, positive relationship between AI deployment and employee upskilling. Employees exposed to AI technologies were more likely to enhance their capabilities—particularly in areas such as data analysis, digital literacy, and continuous learning. This finding aligns with global trends where AI is facilitating learning adaptation and professional growth.
However, the research also pointed out a sobering reality that AI adoption often comes together with workforce downsizing. The data showed a strong correlation between AI implementation and employee redundancies, raising red flags about job security for many Ghanaians.
“While AI can help employees do their jobs more effectively, it also automates tasks that previously required human effort”, the author noted. “This duality—simultaneously empowering and displacing workers—is at the heart of the AI debate.”
Organisational relevance and the AI imperative
Despite these challenges, organisations embracing AI are seeing positive results in terms of relevance and competitive advantage. The study confirmed a statistically significant relationship between AI adoption and organisational effectiveness, though the influence was not overwhelmingly strong. This suggests that while AI can enhance efficiency, it must be strategically integrated into business models to be fully effective.
Yet, many Ghanaian companies, especially SMEs, remain hesitant. Barriers such as lack of technical infrastructure, fears of losing control to algorithms, and low digital literacy rates hamper widespread adoption. This is echoed in South African and broader African contexts, where similar patterns of resistance and slow uptake prevail.
Current AI issues in the Ghanaian workplace
Ghana faces several unique challenges in integrating AI into its workplaces:
Unlike Kenya or Rwanda, Ghana lacks a clear national AI policy or roadmap. This absence of legal frameworks and guidelines hinders sustainable, responsible AI implementation.
The study revealed that while some staff have received training— primarily on Microsoft 365 Copilot— many are limited in their exposure. This creates a lopsided workforce where a few benefit, and many lag behind.
The largest demographic in the study (27.5 per cent) was aged 18–25. Without deliberate interventions, this youth cohort faces a high risk of being left behind by AI-driven changes.
Employee sentiment toward AI is mixed—13 per cent expressed enthusiasm, while over 20 per cent were wary or pessimistic. This shows the emotional toll and uncertainty surrounding AI’s future role in jobs.
The way forward
To harness AI’s benefits while minimising its risks, Ghana must adopt a strategic, inclusive approach:
The government should develop a comprehensive AI framework that supports innovation while protecting workers’ rights. Such a policy should include data protection laws, ethical AI guidelines, and incentives for private sector adoption.
Organizations must invest heavily in upskilling and reskilling employees. These programmes should not just focus on technical skills but also foster soft skills such as critical thinking, adaptability, and digital literacy.
Educational institutions should embed AI and digital economy topics into basic, secondary, and tertiary curricula. Producing AI-literate graduates is key to future-proofing the workforce.
Collaboration between government, industry, and academia is essential to pool resources, share expertise, and drive AI readiness across sectors.
As AI transforms work, employers must provide psychological support and foster inclusive environments. Change management strategies are essential to guide employees through this transition.
Conclusion
AI is here to stay, and Ghanaian workplaces are beginning to feel its presence. While the promise of enhanced productivity and competitiveness is real, so are the threats of job loss and exclusion. The research findings make it clear: the future of work in Ghana must be one where technology and human development evolve together. Without deliberate, inclusive policies and strategic foresight, the country risks widening inequality and stifling innovation. But with the right investments and political will, Ghana can turn AI from a threat into an engine of inclusive economic growth.
By Esther J.K. Attiogbe (PhD)
Features
Obituaristic and marital nonsense
It was a yearly ritual. Every year, on the day her husband died, she dressed up beautifully, went on top of his grave and danced to her satisfaction. For several hours, she’d boogie up and down, style after style, until she could dance no more. She’d then descend the grave and walk home panting yet contented.
When asked by reporters why she had taken to the yearly open-air disco dancing, the widow said it was in honour of DEATH which took away her husband. “When he was alive. I never had a moment’s peace,” she said.
What an honest confession about a dead person. She minced no words. The man gave her no peace, and that was exactly what she was saying. A widow in Sikaman would dare not say that of her deceased husband. His family members would procure pick-axes, hoes and cutlasses and descend on her with red eyes and tear her to pieces.
It is traditionally not proper to speak ill of people when they are dead, but some people are beginning to feel that the custom of speaking well about even dead criminals at funerals is not helping society either.
They claim that if the living know that all their misdeeds will be recounted at their funeral when they are dead, they will endeavour not to misconduct themselves while alive. I think that is a valid point, because the dead have had it too easy.
When someone volunteered to say that a deceased fellow died of alcohol, his neck was nearly twisted. What right did he have to air the cause of death even if it was true that the guy had died of too much bitters? In any case, did he perform any post mortem to ascertain the cause of death? And for what earthly or heavenly reason did he have to associate their loved one with an evil called ALCOHOL? “Next time you talk nonsense, we shall physically weaken your jaw.
It was at a funeral when a pastor undertook to say nice words about a dead common criminal that he was corrected by the deceased’s own professional comrade.
He raised his right hand to signify that he wanted to chip in a point of order as the resident pastor spoke of how exemplary the dead man’s ways were. When no one bothered to give him the chance, he stood up and raised both hands, meaning that he had the constitutional right to slot in a rejoinder before the lies became over-whelming.
He was heavily drunk. Asked what he wanted to say, he broached the subject that first and fore-most, he would recommend that the pastor be ex-communicated from the church because he was a congenital liar, a quality unbecoming of a clergyman. He then proceeded to say the deceased was a criminal just like himself and deserved no praises in any church.
He intimated that the deceased, when he was alive, cheated him out of a booty, not once or twice, but many times, for which he never forgave him till he died. He said such a person’s body should not be brought to contaminate the holiness of a church room. Before church elders could drag him out, he had spoken his mind.
I guess if the dead man had a soul that was present where he was laid in state, the soul would have repented right in the church room.
Well there are many problems associated with modern-day funerals. One of them which is getting solved gradually is the wake-keeping palaver. The Akyem Abuakwa Traditional Council has banned wake-keepings as a means of cutting down cost of funerals in the traditional area. The Presbyterian Church is also not encouraging its members to opt for wake- keeping in any event of death of a member.
What are wake-keepings for anyway? When there were no mortuaries in the past, wake was kept because family members could not leave their dead bodies and go to bed. Keeping wake has, therefore, outlived its usefulness in present day circumstances.
A wake-keeping today is an occasion where you can get a married woman drunk and seduce her, where young girls elope with married men for amorous purposes, and where people either get married or lose their spouses. Everything is under the cover of darkness, supervised by Jimmy Satan.
A funeral that is without an elaborate wake-keeping can save at least a lot of money. A funeral that is without frivolous eating and boozing can also save a fortune. The dead must not be a burden for the living, just like getting married shouldn’t be any big deal.
The average Sikaman bride is married at least three times without any sane reason. Her Caucasian or Anglo-Saxon counterpart gets married just once in a very simply ceremony.
Why are many young men unable to marry? The fact is that they can’t. They don’t have the dough. They must KNOCK DOOR, ENGAGE and WED-three in one. By the time they are through, they are in debt to a tune of 5 million. No marriage is stable when the foundation is built on a $5 million debt.
I guess my great grandfather married his loving wife with two bottles of akpeteshie, five tubers of yam and a bottle of zomi. Check out how much I have to spend when I want wife. You can’t get a woman with akpeteshie, yam tubers and palm oil anywhere in Sikaman today. Even in the remotest cottage, they ask you to “do wedding”. It is a command, not a suggestion.
The result is that the young men can’t get married, and once they are virile and not impotent, they continue impregnating the young and unmarried girls, littering communities with kids born out of wedlock, many ending up as the street kids we see everywhere hawking barefoot instead of studying in school.
This article was first published
on Saturday, April 18, 1998
