Dissertations (Masters)-HRM-SOPAM

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The role of trust in councillors-staffs work relationships in local government authorities in Tanzania: The case of Misungwi district council,
(Mzumbe University, 2013) Lwegoshora, Pesha Moses
The study aimed at assessing the role of trust in councilors’ and staffs’ relationship in LGAs in Tanzania. Specifically, three main objectives were established: (i) to examine the factors that build trust between councilors’ and staffs in LGAs; (ii) to investigate the importance of trust in maintaining good working relationship between councilors’ and staffs; and (iii) to examine the possible ways to ensure trustful relationship between councilors’ and staffs in LGAs. The study was conducted at Misungwi District Council. A total of 98 respondents (17 councilors and 81 staffs) were depicted to form a study sample from a total population of 2616. Data collection tools included questionnaires whereby 72 questionnaires were circulated to 60 staffs and 12 councilors’, interviews conducted to 26 respondents including 21 staffs and 5 councilor’s and some minutes and reports were reviewed. Collected data were analyzed using qualitative and quantitative analysis; the findings were reported using descriptive statistics. The findings of this study revealed that trust has a significant role in maintaining effective work relationship between councilors’ and staffs in LGAs as it fosters team work spirit and reduces conflicts and misunderstandings hence creating harmonious work relationship with more trust between them. Another considerable role of trust is to increase cooperation and collaboration which are vital elements of an effective work relationship. Indeed, trust increases openness and transparency in work relationship. The observation revealed lack of social interactions between councilors and staffs in MDC as one of the missing trust building factors. Finally, the recommendations provided include the council management to take further steps to address the problem of low trust between councilors and staffs. There is a need to review the council code of conduct to include issues of how professional relationships should be managed. To further confirm these findings there is a need to conduct more studies on councilors/staffs relationships in other LGAs.
Conflict management in local government authorities; a case study of Bunda district council, Mara, Tanzania
(Mzumbe University, 2013) Gisema, Getruda Maduhu
The study intended to investigate conflict management practices in Local Government Authorities particularly in Bunda District Council. The specific objectives of the study were: to identify types of conflict which existed in Bunda District Council, to find out areas of conflict, causes of conflict, effects of conflict on performance and the styles or strategies for managing conflict in Bunda District Council. A sample of 100 respondents was selected and the data were collected by using a questionnaire, interviews and documentary review. The research findings revealed that the conflicts which occurred in Bunda district council were goal conflicts, scarce resource conflicts, authority conflicts and procedural conflicts. Those conflicts were caused by lack of teamwork, scarce of resources, differences in attitudes, perception and values and poor communication. The conflict which existed in BDC had both positive and negative effects on performance. The major strategies or styles used in solving conflict in Bunda District Council were bargaining, meetings, compromising, accommodating and avoidance. The researcher recommends the following measures to minimize the occurrence of conflicts in the council: there should be regular meetings, sound TNA and comprehensive training programme, looking for new source of funds to finance various projects, fairness in promotion, use of clear rules, regulations, vision and mission, good communication, instituting effective mechanisms for dealing with employees complaints, developing strong employees management skills through sharing information, motivating staff and providing feedback, orientation to new and experienced employees. Therefore, on the basis of the findings of the study, it is concluded that there is no one particular style that can be used to solve every conflict. The success or failure in solving any particular conflict is determined by the style used in handling that vi conflict. The Council should facilitate and support a culture of healthy response to conflict. Unsolved Conflict affects relationship, productivity, profitability and prosperity of the Councils in LGAs.
The influence of class size on pupils’ achievement outcomes. The case of primary schools in Bukombe District council
(Mzumbe University, 2013) Renatus,Nzemo
There have been increase of new classroom construction from 2002 to 2006; still the problem of pupils-teacher ratio is alarming in both urban and rural primary schools in Tanzania. This study was concerned with the influence of class size and pupils teacher ratio on pupils’ achievement outcomes in primary schools in Bukombe district. The theoretical framework was grounded on conflict theory by Karl Marx 1864- 1920 in attempting to explain teachers’ recruitment and retention in relation to school decentralization in ward secondary schools. The study was essentially quantitative in approach and it employed 100 primary schools. Empirical data were collected through pupil’s achievement outcomes analysis sheet that was developed by the researcher. Classroom Observation form was used to gather information from the classroom and from documentary evidence. The study finding revealed community participation in classroom construction, increasing teachers’ recruitment, enrolling the number of students in relation to the classroom available, paying high salary to the teaching profession to attract people to join the teaching profession, as the strategies for solving the issue of class size, pupils teacher ratio and pupils academic performance in public primary school. Furthermore the study indicates no relationship between pupils’ teacher ratio and pupils’ academic performance but that there was relationship between class size and pupils academic performance. The findings indicate also that, there is relationship between class size and pupils’ academic performance because when the class size decreases pupils’ academic performance is shown to increase. From the above findings the study recommends that, to reduce the intensity of pupils’ teacher ratio and class size there is a need for constructing more and enough classes as well as recruiting many teachers so as to reduce pupils’ congestion in the classrooms and to balance the ratio as recommended. Based on the most significant finding in this particular piece of research, it is concluded that class size and pupils teacher ratio are very crucial issues in influencing pupils to acquire knowledge, skills and attitude that may be employed in different sectors of economy such as agriculture, industry, tourism to improve the economic advancement in the country
“Community participation and sustainability of national water projects: The case study of Chalinze water supply project in Bagamoyo district
(Mzumbe University, 2013) Shayo, Deogratias
The main objective of this study was to examine community participation and sustainability of National Water Projects with case study of Chalinze National Water Project, in Bagamoyo District. Specifically the study intended to (1) determine community‟s involvement in decision making in Water Supply Project; (2) examine community‟s contributions in development and sustaining Chalinze National water supply project; and (3) to assess the roles of the local government in sustaining Chalinze National water supply project. The study was conducted in Chalinze whereby 130 respondents were selected to obtain both quantitative and qualitative data. Structured questionnaires, Focus group discussions, observations, interview of key informants and documentary reviews were used to obtain relevant information. Checklists and observation kits were used for interviews and Focus group discussion and observation. It was that the community participation in planning and implementation Chalinze Water Supply Project was very poor while monitoring mechanism of operation and management as well as community participation on decision-making was poor. The Local government does not yet implement its role of building community capacity to manage Chalinze Water Supply Project. Community still knew that Chalinze Water Supply Project is government property and not theirs. It was recommended that before implementation of any community based project, community must be educated on current government policy on community participation and involvement in decision-making. COWSOs as WAMACHA should have enough knowledge and skills required to manage water projects. They should financially be good and there must be well known established structures from the grassroots water users to the top management of the project. The Local government who is a main stakeholder must play its role of empowering and regulating Water User Association.
Assessment of citizens participation in public meetings in Tanzania: A case study of Rorya District council
(2013) Nyamanga, Wilson J. - MPA - SOPAM- 2013
Each author has a specific purpose in mind when writing an academic work, this search intended to assess the citizens’ participation in Public Meetings in Tanzania. The research title designed to respond to the statement of problem. The research findings is presented in six chapters, Each written, structured and scanned according to Mzumbe University guide lines. Believing that visual emerge can enhance learning, the contents are presented in the most lucid manner. All abbreviations are provided in the afore pages to help the reader to get the full words. About twenty three tables, three figures and six pictures are used not only to transform information easily but also to helps in getting complete knowledge of all chapters. The presentation of research data is followed by strong argumentations and critical thinking discussions attached by fresh examples in order to strengthen understanding of the readers from diverse background. Chapter one provides comprehensive introduction of the study including background of problem, statement of problem, objective, significance, scope and limitations, delimitation of the study, conceptual framework and definition of the key terms. Chapter two deals with literature review where both theoretical and recent studies critically viewed. Chapter three is about Research methodology comprises research design, area of the study, sample and sampling techniques and data collection methods. Presentation, analysis, interpretations and conclusion of the research is deal to with in chapter four. In the presentation of the findings, the specific objectives are followed. Chapter five is the discussion of the findings and the last chapter is the conclusion and recommendations. To sum-up, the overall findings of this study is that the citizens’ participation is low, estimated to 33 percent and the reasons are from the fact that the education level is low, the citizens are not empowered for effective participation, unfulfilled promises hence distrust of the leaders, corruption, poor social services delivery, poor meeting facilities, corruption, irresponsibility of leaders and poverty . It also discovered that there is no legal framework guiding public meetings in Tanzania with an exception of village general assembly. The study also reveals two types of meetings, defined and undefined. Generally, the citizens have lost trust to their leaders
The efficiency of National Health Insurance Fund in health provision to the beneficiaries: The case study of Morogoro municipality
(Mzumbe University, 2013) Msaki, Sibilina J
The study investigates the efficiency of National Health Insurance Fund in health provision to the beneficiaries a case in Morogoro Municipality and 242 respondents participated in the study. The overall purpose of the study is to enhance efficiency in the provision of health services to the beneficiaries at all levels from dispensary to referral hospital. The study intended to answer the following questions; what are the operations of the NHIF in implementing its policies and terms, what are the operations of the accredited health facilities in implementing the NHIF policies and terms, what is the essence of the members‘ complaints, what are the existing mechanisms of flow of information to and fro between the members and the Fund, to what extent do the members have knowledge on their entitlements from the scheme and what extent knowledge on entitlements of the members do the primary service/care givers at the hospitals, pharmacies and NHIF offices have. The case study research design was employed during the study and research methods used included interviews, questionnaires, survey and documentary review schedules. The Statistical Package for Social Sciences (SPSS) was used to analyze data. By using descriptive analysis with simple quantitative technique the findings revealed that the operations of the NHIF in implementing its policies and terms. Accredited of health facilities and flow of information to and fro between members and fund are well planned. Also the findings indicated that both NHIF members and their entitlements have the knowledge about the rights and benefits package provided by the Fund. The findings showed that NHIF faces the following challenges in providing health services: late of payments from the fund to care providers ,lack of education to members, category of some services, low quality of services, poor communication, and improper facility inspection and supervision. It is recommended that NHIF should be sensitive to provide education to the beneficiaries and care providers which are the major obstacle to majority.
Security of mobile money transfer in telecommunication industry in Tanzania,
(Mzumbe University, 2013) Mikumuo, Shamte
This study was done to examine the level of security of mobile money transfer in Telecommunication industry in Tanzania as insecurity resulted to frauds for Mobile money customers and reduce profits for mobile money operators in Tanzania in the years to come. Despite a lot of efforts done by TCRA and BOT still Mobile Money seemed to have paved an easy way of swindling, causing fraud for Tanzania mobile money consumers. Fraud did not only take place during interactive transfers, but has also expanded towards fake hard, money laundering circulating cash and operating system used in the mobile money sector. Data were collected by undertaking survey from sample obtained by using primary and secondary data collection method. These instruments enabled to obtain data from various units of enquiry. Collected data were summarized, classified, presented and analyzed using readily technology available to research, MS- Excel, where necessary, specialized software and SPSS were used. The findings from this study indicated that 79.5% are aware of the electronic money transfer, 46% knows methods used to transfer E-money, 54% know mobile money operating system and 99.5% of respondents were not experience any Fake money in electronic money transfer since they start to use the service. It was concluded that, despite of little awareness of the mobile money methods and operating systems used in transferring electronics money from one customer account to another, still mobile money transfer is safe to both customers and telecommunication companies that are providing mobile money transfer services. To enhance security of Mobile Money transfers, the mobile money operators should increase advertisements regarding customer’s awareness on the important of not sharing mobile money PIN because 13% of customers are sharing E- money PIN. Also should come up with new systems that accommodate new technology which does not allow any mobile money transactions that are stacking, this means all mobile money customers will be allowed to use STK SIM card instead of normal SIM cards that are delaying in getting notification SMS.
Enhancing universal public suffrage in Tanzania mainland : The case of Ubungo constituency
(Mzumbe University, 2013) Baraka, John
This study assesses and examines the voter’s perception on the effectiveness of the Permanent National Voters Register (PNVR) in improving the right to vote in Mainland Tanzania particularly at Ubungo area, Kinondoni district in Dar es Salaam city. The specific objectives are; to critically analyse the effectiveness of the PNVR in enhancing free and fair elections, to find out the extent to which PNVR enhances universal suffrage, to identify the challenges of maintaining an effective PNVR and to draw solutions on how to overcome the challenges. Therefore, the study involved a sample size of 80 respondents drawn from Ubungo area of Kinondoni District in the region of Dar es Salaam, The selection done randomly and purposively sampling techniques. Data were collected through techniques methods namely; Desk review, interviews and questionnaires. Data collected were analyzed through the use of SPSS, discussed and presented through the use of figures, tables and a text. The findings of the study revealed that the majority of respondents are aware of the existence of the Permanent National Voters Register; this might be attributed to the fact that the majority of the interviewee of the study was adults of who most might have participated in the 2005 general election when the system was formally introduced. It is recommended that there is a need of deliberation of systematic interventions that would correct the voters’ information in the PNVR to create a viable ways of ensuring that the PNVR is regularly updated and to enhance the right to vote. This would also be done through education on how to use the PNRV during elections.
Challenges of human capital management information system (Lawson version, 9) in local government authorities; A case of Shinyanga municipal council
(Mzumbe University, 2013) Kassam,Amne
Human Capital Management Information System (Lawson Version, 9) as a software helped the employees‟ information to be kept safely such as their responsibilities, salaries, retirement and compensation. As today's organizations are more strategic occurrence of HCMIS helped them to expand and compete with others and fulfill their organizational goals. The purpose of this was to examine the challenges of Human Capital Management Information System (Lawson, Version 9) in local government authorities as it helped better performance in local government authorities. More specifically the study sought to find out types of data stored in Lawson; explore if the employees are competent in using Lawson; investigate the problems of using Lawson in local government authorities and identify factors influencing the use of Lawson. The objective of this study was, to find out whether employees were satisfied with existence of HCMIS (Lawson version 9), to find if the employees were well educated of HCMIS, if there were strong implementation strategies of HCMIS and to find out the challenges of implementing HCMIS. In the study a case study design was used. The study collected both qualitative and quantitative data. Purposive sampling and random sampling were used to obtain 64 employees which were 20% of all employees as a sample. Primary and Secondary data were applied during research findings. Literature review from different scholars was used to support this study through illustrating various concepts of HCMIS (Lawson, 9). Also the study made use of research questionnaires, and interview to collect data from the population. Descriptive statistics and SPSS were used for data analysis. Based on findings, it was found that alternatives mechanism should be employed to improve performance of HCMIS (Lawson Version, 9) in LGA‟s. The study recommends that HCMIS (Lawson, Version 9) is very important but more training to improved its utilization could be adopted in local government authorities.
The need for effective training needs assessment in christian organisations: A case of Evangelical Lutheran Church in Tanzania-Konde diocese
(Mzumbe University, 2013) Mwakibasi, Jackson Bansalile
Any dynamic growth oriented organisation understands that training is an important aspect of the managerial functions in a rapidly changing social and economic environment. Training helps to develop ones personality, increases motivation and also improves effectiveness and competence of the people employed in an organization. This is to say, the strength of any organization lies in the strength of its people. Thus training is the most important part of organisational renewal and is an ongoing process. The general objective of the study was to investigate the need for effective training needs assessment in Christian organisations with special focus on the ELCT Konde Diocese as a case study. A sample of 63 respondents from a total number 165 of the population was selected: some randomly and others on non- random basis. All respondents were given questionnaires to fill. Direct interviews were also administered to cross-check with the findings in the questionnaire. The findings indicated that the ELCT-Konde Diocese has no clear understanding of the concept of Training Needs Assessment. Consequently, the Diocese had no benchmaking of Training in its organisation. On the other hand the respondents showed the need for effective training of which they meant Training Needs Assessment in the Diocese so as to equip them in the dynamic world. Therefore, the study recommends that the ELCT has to establish a firm Training Policy and develop Training programme so as to ascertain the organisational vision: serving humankind in a holistic approach.
Assessment of work-stress among Public Sector Employees in Tanzania: A Case study of the Ministry of Home Affairs Headquarters (MoHA), Tanzania
(Mzumbe Unversity, 2013) Kaminyoge, Nelson
The study aimed at assessing the level of work - related stress and how it impacts the organization performance. The specific objectives of the study were to identify the causes of work stress among employees in the Ministry of Home Affairs, to identify the work related stress level of employees in the Ministry of Home Affairs in Tanzania, to assess the possible effects of stress on Job performances in the Ministry of Home Affairs in Tanzania and to suggest strategies that can be employed to reduce the effect of stress in the Ministry of Home Affairs in Tanzania. In this study data were collected using a questionnaire survey and interview method where the sample size of the study was 56 respondents. The study was conducted at the Ministry of Home Affairs Headquarters, Dar es Salaam. The study findings revealed that there is high level of stress among public sectors employees which affect work performance. This work – related stresses were caused by many factors such as poor pay, too much work, lack of recognition of employees performance, failure of recognizing employees skills and profession, lack of promotions and poor working environment. The study findings also revealed that there were many effects associated with high level of stress among employees including poor work performance, frequencies of absenteeism, frequent sick leaves and many endless complaints which if not attended can erode employee morale and result into poor work performance. The major limitation of the study is based on data collection. Respondents were busy with their daily ethos and could not answer questionnaires within the time so researcher had to use extra time to persuade them and much energy to collect questionnaires. Also some of the respondents were not ready to be recorded during interview which costed much researcher’s time. It is generally recommended that the government should take serious measures to eradicate/reduce stress among its employees because if not attended can result into poor employee performance among work organizations
Effectiveness of training programmes in public organisations in Tanzania: A case of Morogoro municipal council
(Mzumbe University, 2013) Habi, Lukas
This study examined the effectiveness of training programmes in Public Organizations. It involved case study design where Morogoro Municipal Council was selected. The study was guided by four research objectives which are: To determine factors affecting implementation of a training programme in MMC; to find out how trainees perceive the implementation of a training programme in MMC and lastly to suggest strategies to be employed by MMC in the implementation of a training programme. Data collection methods comprised of interview, questionnaires, and documentary review. Random sampling and purposive sampling techniques were used to select a sample of 77 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the head of Human Resource Management on behalf of the director of Morogoro Municipal Council. After data analysis the findings of the study revealed that, most of the employees were aware of the existence of the training programme while few of them never noticed its existence. On the other way, to some extent the identification of training needs was administered, but also it has been evidenced that the selection of employees in some cases didn’t prove to have elements of fairness and transparency as such there were a lot of complaints from employees insisting that the selection of employees for training was dominated with evil acts including presence of elements of corruption and favouritism. However, the study found that Morogoro Municipality faced various challenges in the implementation of the training programme including; small budget for training, lack of clear organisation policy, lack of management support, unwillingness of some employees to be trained and finally there was small efforts made in identifying training needs. This research has made some recommendations for implementing well a training programme by the Morogoro Municipality. These include; soliciting for donors’ funds, preparation of good organization policy, soliciting for management support, cost sharing and soliciting for employees willingness.
An investigation of community participation in decision making in local government authority: The case of Morogoro District council
(Mzumbe University, 2013) Joel, Sara
This study aimed at investigating the community participation level in decision making in local government authorities, specifically in the Village Assembly Meetings in Morogoro District Council. The government of Tanzania has been advocating various local governance and participation initiatives through the famous Decentralization by Devolution Policy of 1998 and the Local Government Reform. However, local people/communities at lower level at large have always been unable to utilize effectively this opportunity in their areas of jurisdictions. This is because they lack critical capabilities or competence needed to have more control of their resources. The concept of community participation is central in underpinning successful development programmes. Studies on the Tanzanian government's efforts to decentralize decision making to the districts and ultimately the village levels indicate that, local people do not constitute key players in the processes and have limited participation in decision making. This study was conducted in six villages in Morogoro District involving 80 respondents who were purposively and randomly selected. Data were collected using structured questionnaire, supplemented by interviews for key informant and observation. Data were analyzed through Statistical Package for Social Sciences (SPSS) and Microsoft Excel Spread Sheet. The findings showed that the level of education was the key factor that affect decision making in village meetings. Villagers were occasionally given feedback and report on development and financial matters, although accountability of villager leaders was ranked very poor. The study recommended that to enhance villagers‟ participation in decision making, there should be frequent village meetings, accountable and transparent leaders, leaders with scandals of misappropriating village funds and projects should be forced to step down.
The contribution of non-monetary incentives in improving employees’ job performance in Nachingwea district council
(Mzumbe University, 2013) Yogwa, Bihaga John.
Many organizations are struggling to make sure that available employees exert reasonable effort to make sure that organizations can achieve its desired goals. In order for employees to perform better their duties toward achieving organization goal, there is a need to be rewarded accordingly in exchange of their labour power, in rewarding employees organizations make them capable of doing better, try harder and expend more energy. With scarcity of monetary reward mainly in public organizations, organizations have alternatively considered using non monetary incentives in inducing employees to exert more effort toward accomplishment of tasks provided. Performance of employees in any organization is vital not only for the growth of the organization but also for the growth of individual employee. The challenges facing many organizations are how to induce employees’ efforts in the production process. An organization must know who are its outstanding performers, those who need additional training and those not contributing to the efficiency and welfare of the company or organization. This study tried to investigate relationship between non-monetary incentives and job performance in LGAs. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc., are the kinds of incentives that do not involve direct payment of cash. In this study a sample of 134 male and female staff members of NDC were studied. All HODs and Units were included in the sample including the Council Director, supervisory employees and lower level staff. Data collected was analyzed by use of IBM SPSS
Influence of leadership style on teachers’ job satisfaction in Tanzania: The case of public secondary schools in Musoma Municipal council
(Mzumbe University, 2013) Kashagate,Reina
Leadership is a process influence between leaders and subordinates where a leader attempts to influence the behavior of subordinates to achieve the organizational goals (Koontz et al, 1988). Organizational success in achieving its goals and objectives depends on the leaders of the organization and their leadership styles. By adopting the appropriate leadership styles, leaders can affect employee job satisfaction, commitment and productivity. The purpose of the present study was to investigate the effects of leadership style on teachers’ job satisfaction in public secondary schools in Musoma Municipal Council. The study examines whether transformational and transactional leadership styles stimulate and sustain teachers’ job satisfaction. Questionnaires were administered to 54 public secondary school teachers from different schools. The Multifactor Leadership Questionnaire (MLQ) and the Minnesota Satisfaction Questionnaire (MSQ) were used by teachers to assess their heads of schools in relation to the satisfaction they derive from their jobs. To analyse the data, multiple regression analyses were conducted to examine how well transformational and transactional leadership factors predict teachers’ job satisfaction. Overall the results of the present study yielded some significant findings. The results showed a positive correlation between transformational leadership dimensions on teachers’ job satisfaction. With regard to transactional leadership dimensions, the results showed that transactional leadership affects the outcome variable, but their influence was lower as compared to the influence of transformational leadership factors. The individual transactional leadership factors that had positively influenced the outcome variable were Contingent rewards and active management by exception. The remaining two transactional leadership factors, passive management by exception and laissez-faire had mainly negative effects on the outcome variable. Moreover, the results showed that the influence of transformational and transactional leadership on job satisfaction were slightly affected by taking teachers’ background characteristics into account. The results for instance revealed academic difference with regard to levels of job satisfaction. ix Based on these results, the following implications for further research are formulated. First, more research in the African educational context is needed in order to further confirm Bass’s claim (1985) of the universality of transformational and transactional leadership across different cultures. Second, apart from job satisfaction, other potential mediator variables (e.g organizational climate, trust in leadership) should be used in future research in examining the relationship between transformational and transactional leadership and teachers’ work related variables. The results also have implications for the preparation and the training of school leaders in Tanzania. In order to enhance higher levels of teachers’ work related attitudes and behavior, it is strongly suggested that school heads in Tanzania should practice transformational leadership behaviors and practices. It is also advocated that school heads, both practicing and aspiring school leaders, should receive training in both effective transformational and transactional leadership practices, this can be through seminars, workshops and updates on school administration and leadership in order to sharpen the skills of institutional leaders on the job and equip them with knowledge to influence the retention rate of teachers to benefit the student, the teacher, and the school system. Lastly, the fact that job satisfaction has shown to be an important mediator of leadership and teachers work related attitudes and behavior suggests that the Tanzanian government ought to pay attention to teachers’ job satisfaction, in order to enhance teachers’ commitment to the present educational reform process. The issues related to salary and working conditions seems to be the bones contention and need urgent attention if we are to guarantee the success of the educational reform process in Tanzania
Factors inhibiting employee promotion in the health department of Moshi district council
(Mzumbe University, 2013) Isangya, Pamela
This study was conducted in Moshi District Council and was prompted by the fact that promotion in the public sector, both in Central and Local Governments was a big problem that needed to be addressed. A case study design was used in this research. The study used a sample of 56 employees selected through convenience sampling technique and purposive sampling technique. Data were collected through questionnaire, interviews and documentary review methods. Quantitative data were analyzed by using Statistical Package for Social Sciences (SPSS). The findings were presented in tables, figures and text to simplify interpretation. Findings revealed that employee promotion in the Moshi District Council was being implemented and 71.5% of respondents were already upgraded at least once from the time of appointment to their job positions. However, the existing policy on employee promotion was likely to be weak as it is implemented without the application of OPRAS. The study also identified the promotion process, in which the majority (53.1%) of the respondents claimed that the promotion was not fair due to reasons such as unfairness which included promotion delay and inappropriate employee promotion. On the specific objective to determine the challenges posed in the implementation, the findings revealed that there were a number of challenges behind the situation such as budget constraints, corruption, favoritism, poor qualification and poor record keeping. Suggestions to improve the situation include improving record keeping system, avoiding favoritism, etc. The study recommends that the management should improves record keeping, avoid favoritism, information on non-promotion be delivered on time, furtherance of employee education and further studies be conducted.
Exploring effects of psychological contract violation in Tanzania Non Government Organisations: the case of Ilula orphan program
(Mzumbe University, 2013) Msigwa, Edson Ernest
This study intended to explore effects of Psychological Contract Violation (PCV) in Tanzania NGOs Ilula Orphan Program (IOP) being a case study. The specific objectives of this study were to find out how PC is provided; to find out how employees feel (satisfaction and dissatisfaction) when psychological contract is provided and when not provided; and to find out effects of PCV in Tanzania NGOs. The study population for this study was 72 including staff and management. The sample adopted was 36 which were 50% of the population. The sampling method used for this study was stratified random sampling. The data collection methods used in this study were interviews which were administered to management, questionnaires which were circulated to staffs, documents which included policies, attendance records, staff contracts, staff minutes and correspondences. By observation method, the researcher saw staff gossiping during working time, going late to meetings, moving slowly between actions or offices and complaining to management as well as basking during working hours. The findings revealed that there was PCV by employer not fulfilling a number of human resource practices and workers’ rights including pay, overtime, promotion, policies and training leading to effects like tardiness and absenteeism, low commitment, delayed projects completion, abuse of confidentiality, labour turnover, and declining productivity. Suggestions to minimize effects of PCV include timely response to complaints and orders, transparency honesty and trust, fulfilling terms of contract, promotions, recognition, and competence based recruitment and selection, staff training and development, sustainable income and fairness in application of human resource practices.
Recruitment and management in local government authorities of Tanzania: A case of Masasi district council
(Mzumbe University, 2013) Mboyi, Wishega
Recruitment and Management in Local Government Authorities of Tanzania is experiencing a serious factors which affecting it and this is problem study. This study was conducted at MDC located in Mtwara. The selection of this district Authority was based on consideration of the available resources dissertation, both materials and non materials. The population of (40) respondents participated who were purposively and randomly selected. The main objective of the study was to explore factors affecting Recruitment and Management in Tanzania’s Local Government Authorities. Specific objectives were: to determine the level of understanding of the aim, procedure and expected outcome of Recruitment and Management to both supervisors and employees, to evaluate if the HR Department support to HODs match with Recruitment and Management Strategic Plan and to identify the economic, environmental, social, political and psychological factors that are affecting Recruitment and Management in the Tanzania’s Local Government Authorities. The study used a case study method to gather data. Other data collection methods were questionnaires; interviews and documentary review. The SPSS were used for data analysis. The key study findings indicated that bureaucracy has been the major hindering factor for effective recruitment process in the local government authorities. Other factors included lack of qualified personnel, lack of sufficient budget for supporting recruitment process and the government’s intervention. It has been identified that most of the human resource officers lack sufficient skills regarding recruitment and selection of suitable candidates for a particular vacancy. Also, the government intervention has been too much which causes the delays in process thereby hindering effective recruitment. The financial budget for public service recruitment is also not adequate to cater at once for all recruitment needs of all local government authorities. Also, this study identified that apart from the economic factors, psychological and social factors also contributed in affecting recruitment and management process in Tanzania’s LGAs. The major recommendations include the followings: There is a need for reviewing Public Service Management and Employment Policy in Tanzania and the Public Service Reform Program so as to cope with the dynamic changes of the recruitment and selection process. Also, the Public Service Recruitment Secretariat requires more improvements in their undertakings; also, there is a need for insisting and giving HP planning process great attentions before any other HR practices and the need for the central government to allot more financial resources for supporting recruitment in the local government authorities.
The implications of employees motivation to human resource retention at Stanbic bank Tanzania limited
(2013) Kyaruzi, Albert R.
The importance of motivation in retaining employees cannot be over emphasized. Therefore keeping the best employees continue to remain a challenge for most managers. The current study entailed at examining the implications of employees motivation to human resource retention. The study set to address four specific objectives as to identify the types of motivation required by employees, to explore the strategies employed to enhance motivation as a factor to human resource retention to, determine the relationship between employees motivation and human resource retention, and to identify challenges involved in attaining motivation strategies that lead to human resource retention at Stanbic Bank. The study used Stanbic Bank as a case study whereby the organization has a total number of about 587 employees. However, this study used a cross section sample of 160 employees mainly located in Dar es Salaam due to resources constraints. The research made used primary and secondary data. Opened ended questionnaire and interviews were used to collect data from respondents. A selected number of managers, senior as well as junior staffs were also interviewed as part of the data gathering process. Data collected were subjected to analysis that involved data coding, editing and consolidation and later presented in tables, charts and quotes. The study found that majority of the respondents was of the opinion that they were not satisfied with their current motivation packages. Respondents strongly agreed that good management to employee relationship enhances employees retention. Few, respondents certain level of dissatisfaction with the house allowance and has led to feeling of inequity, de-motivation and labour turnover. It is therefore recommended that Stanbic bank should provide both staffs house allowance not depends for the manager and senior staff. The study also recommended that management should provide a competitive and attractive salary in order to retain the employees of Stanbic Bank.
Contribution of the Ngorongoro Conservation Area Authority in improving welfare of the communities: The case of Ngorongoro and Endulen villages in Ngorongoro
(Mzumbe University, 2013) Nkuyumba, Polycarp
This study intended to assess the contribution of tourism to the communities’ welfare in Ngorongoro Conservation Area. Specifically, the study aimed at (i) identifying services provided by the NCAA to the community within the area; (ii) examining the involvement of the people in deciding the kind of services to be offered; and (iii) assessing the effectiveness of the tourism development strategies to improve the standards of living of the community. The study interviewed a total of 180 respondents from two villages namely Endulen and Ngorongoro. Questionnaires, observation, interviews and documentary reviews were used to collect both primary and secondary data. The findings revealed there were a number of development projects established in the areas. These projects include water services, infrastructure (roads, buildings, and dams), health services and education services. It was also found that there were various locations where the community members marketed their products, mostly meat and milk, in hotels and tour companies. The study also found that community members were mainly involved in revenue collection especially in walking safaris and guiding tourists. Community involvement was very high in walking safaris as well as in donkey/camel hiring. The findings further reveal that participation was low in coordinating walking tourist and permit control. Further, it was found that community members were benefiting financially through social services provision due to tourism activities that generated income to the NCA, as well as to individual through the involvement in the community tourism projects like cultural bomas. It was in addition found that tourism and livestock were the two fast growing economic activities in the NCAA. The study made several recommendations to Ngorongoro Pastoralist Council (NPC), NCAA and to tourism companies as well as communities in the sense that community engagement is of value in the tourism industry so as to acquire license of operation and the maximization of the benefits that are derived from the industry.