Dissertations (Masters)-HRM-SOPAM
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Item Strategies to reduce teachers’ turnover in public schools: A case of secondary schools in Morogoro municipality(Mzumbe University, 2015) Kimaro, Joseph W.The major objective of this study was to examine the approaches established and employed by the government in dealing with teachers‟ turnover in public secondary schools in Tanzania. The specific objectives of the study were to assess the current situation of teacher‟s turnover in the study area; to examine how the council has dealt with teacher turnover rate; to assess achievements reached by the council in reducing teachers‟ turnover; and to examine challenges faced by the council in reducing teacher turnover. Data collection was done using structured questionnaires of open and closed questions, to obtain quantitative and qualitative data. Interviews of key informants were undertaken under the guidance of checklist questions. The major part of the results were analysed qualitatively. Some results were presented using texts, tables and figures to illustrate findings. The study found that the strategies to reduced teachers‟ turnover include improving allowances, construction of teachers‟ houses; creating environment for teachers to get loans from financial institutions, and seminars and workshops for training. The success of the strategies was very little as the implementation of the strategies was of the low standard. The challenges that the council faces in reducing teachers‟ turnover include financial constraints, corruption among leaders, shortage of teachers, and undisciplined students. From the results it was concluded that the rate of teachers‟ turnover in Morogoro municipality was still high; several strategies were established at the school level and council level in order to motivated teachers but they were not workable; council faced various challenges in its efforts to reduce teachers‟ turnover. These challenges include financial problems, corruption among leaders, shortage of teachers and undisciplined students. The study recommends that government should give teacher the transport facilities like motorcycles and cars in terms of loans so that to facilitate teachers‟ transport to their working stations. Also the teachers should be involved in priority setting and planning so that to include the teachers‟ needs.Item Teachers absenteeism in public secondary schools in Bukoba district council(Mzumbe University, 2016) Paul, PaschaziaThe general objective of the study was to assess the factors which influence teachers‟ absenteeism in public secondary schools in Bukoba District Council in Tanzania. Specific objectives were to examine whether there is teachers‟ absenteeism in public secondary schools in Bukoba District Council., to examine personal factors for teachers‟ absenteeism in public secondary schools, to examine school factors for teachers‟ absenteeism in public secondary schools, to examine environmental factors for teachers‟ absenteeism in public secondary schools and to identify measures of reducing teachers‟ absenteeism in public secondary schools in Bukoba District Council. The study was conducted in four public secondary schools namely Maruku, Nyakato, Kikomelo and Katoro secondary schools. The study involved the sample of 57 respondents including secondary school teacher, Heads of school, Head of TSD, Head of school Inspection Department and Head of Secondary Education Department. Both primary and secondary data were collected using various data collection methods and techniques including questionnaire, interview, observation and documentary review. Data was analyzed by using both qualitative and quantitative methods. The study found that young age, gender, illness, education level and job dissatisfaction are personal factors that influence teachers absenteeism while old age was found in this study to have no influence on teachers‟ absenteeism. Also poor leadership style of the head of school, poor school environment, high pupil – teacher ratio and assignment of non-teaching tasks to the teacher were found to be school factors that influence teachers‟ absenteeism. Moreover, location of school, residence of the teacher and education level of the parents as environmental factors influence teachers; absenteeism as it was discovered in this study. The study recommends that the government should make all stake holders aware of secondary school teachers‟ absenteeism problem so that they can join together to minimize or eradicate the problem. Further research should be conducted by looking into the loss in terms of fund caused by teachers‟ absenteeism in Bukoba District Council.Item An investigation of job satisfaction among secondary school teachers: The case study of Babati town council ”(Mzumbe University, 2015) Paulo,Siyoi SimonJob satisfaction among secondary school teachers in Tanzania is becoming an area of major concerns as highlighted by recent research studies and reports. Significantly job satisfaction is very essential to the continuing growth of employment system around the World. The General objective of the study is to investigate on job satisfaction among secondary school teachers as a whole and Babati Town Council in particular. The specific objectives of the study was; to determine the level of satisfaction and factors for job satisfaction among secondary school teachers, to identify the causes of job dissatisfaction among secondary school teachers and to identify measures to be taken to ensure job satisfaction among secondary school teachers at Babati Town Council. A study sample of 50 (N=50) teachers were surveyed. This study was for secondary school teachers who were chosen purposively regardless their gender (male or female), age and level of education of respondents. A case study design used since it allows an intensive investigation of a particular unit under consideration (Kothari, 2008). This research used descriptive type of case study, which investigated relationships between constructs. Using case study was advantageous to the researcher because of its focus on in depth investigation of individual, groups or organization. Sampling procedure which were used were purposive convenient sampling and purposive random sampling. The data was collected using questionnaire and documentary review methods. The collected data were analyzed using descriptive statistics method where it used percentage in interpreting data. The study findings revealed that teachers are not satisfied with their work due to several factors; including low salaries earned, poor working and living environment, such as poor teaching facilities, lack of housing facilities, workload and lack of recognition form management, government and the society. The study suggests to the policy makers to account for these difficulties under which teachers work and live including issues of salaries, housing and recognition in order to retain committed teachers, eliminating strikes and achieving maximum quality education for the National development.Item Job satisfaction on employees’ performance at Ifakara Health Institute(Mzumbe University, 2016) Mtetelela, Sebard PAmong the key challenge which health Institutions face emanates from the management of human resources. The use of human resources is of particular significance because majority of the important assets of any institution and the successful implementation of any strategic objective rely much on the encouragement and hard work of the staff. While claims of employees’ dissatisfaction are heard, little is known about what actually is likely to satisfy health research employees most. This study sought to examine job satisfaction on employees’ performance at Ifakara Health Institute-Tanzania. The study was guided by three research objectives such as: To examine the prevailing factors influencing job satisfaction at IHI, to examine the effects of job satisfaction on employees’ performance at IHI; and to examine the challenges faced by IHI to satisfying their employees. The study employed a case study research design to arrive to the above research objectives and that Ifakara Health Institute was selected as the area of the study. The study used both primary and secondary methods of data collection to collect data. The data collection tools used include questionnaire, interview as well documentary review. The sample consisted of 94 respondents with 86 questionnaires’ respondents randomly selected from IHI employees and 8 interview respondents purposively selected. Quantitative data were analyzed and presented using simple descriptive statistics through tables, frequencies and percentages while in a qualitative data have been analyzed and presented using themes and sub themes developed basing on objectives. The findings indicate that the employees of Ifakara Health Institute were lowly satisfied in their job. Their job satisfaction was affected by factors such as job security 83.7%, reward system management 80.2%. These factors in reverse emerged as issues employees considered important and that would likely make them to perform well. Further, the study found that if employees are dissatisfied in their job it can lead to poor performance, losing working morale and lead to absenteeism and turnover. Likewise the study indicated that short term projects, implementation of performance feedback and delays of payment are the major challenges facing IHI in satisfying the employees. Therefore, it is important to improve job security through project resources complementation, decentralization authority to approve the staff financial requisition of payments at branch levels, adjustment of reward management system to reflect the status of employees and the socio-economic situation prevailing in our societies and conducting performance feedback for the work done as most of the employees seem to be happy in knowing if their contribution to the Institute is meaningful and recognized.Item Influence of leadership style on teachers’ job satisfaction in Tanzania: The case of public secondary schools in Musoma Municipal council(Mzumbe University, 2013) Kashagate,ReinaLeadership 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 TanzaniaItem Factors influencing academic staff job satisfaction in public higher learning institutions in Tanzania: A case of Mkwawa University College of Education(Mzumbe University, 2017) Makafu, Pendo DThis study presents factors influencing academic staff job satisfaction in higher learning institutions. More specifically, the study sought to; understand the intrinsic and extrinsic factors influencing job satisfaction to academic staff in higher learning institutions; to determine the status of academic staff organization commitment in relation to job satisfaction; and, the level of job satisfaction among the diversified academic staff in higher learning institutions. The study employed mixed research approach for which both qualitative and quantitative methods were used and used Mkwawa University College of Education (MUCE) found in Iringa region as a case study. The data were obtained through documentary review, questionnaires filled by 83 MUCE academic staff and 17 interviews with key informants. Obtained data were analyzed through statistical package for social sciences (SPSS), factual and logical interpretation. The study found that higher learning academic staff job satisfaction is influenced by both intrinsic and extrinsic factors. Academic staff are satisfied by intrinsic factors and less by the extrinsic factors such as working conditions, infrastructure, policies and remuneration, despite such weakness they are generally satisfied by the job and committed to the organization. Based on the findings of this study MUCE is recommended to work on staff incentives and improve the infrastructures in the College including Offices, lecture rooms and laboratories. Moreover, MUCE Management team needs to ensure positive industrial relation and quick feedback to staff queries.Item Factors for employees' job satisfaction in the public sector:The case study of immigration department Zanzibar(Mzumbe University, 2015) Kombo, Juma MThis study examined factors for employees' job satisfaction in the public sector. A case study of Immigration Department Zanzibar. The study addressed the following objectives. i) To identify the factors employees finds most satisfying at their workplace. ii) To determine factors employees consider as undermining their job satisfaction at their places of work. The associated questions are: i) what factors employees find most satisfying in their job and why. ii) What factors employees consider to be dissatisfying in their job and why. The population of the study consisted of Immigration employees in Zanzibar. The study involved a sample of 85 respondents, including 71 questionnaire respondents who were randomly selected and 14 interview respondents that were selected purposefully. Three methods were used to collect data to address the research objectives. These included a questionnaire and interview for primary data and document review for secondary data. The data collected were analyzed by using qualitative and quantitative methods. The qualitative data were analyzed whereby themes emerging from interviews and documentary transcripts were documented and their meanings assigned to a view to answer research questions. Direct quotes were also presented to preserve the originality of data. The Quantitative data were analyzed by means of descriptive statistic derived by using SPSS and respective results were presented and summarized in the relevant tables. Key findings with regard to the first objective of the study show that the factors employees consider satisfying in their job were job and non-job related. Employee relationship with co-workers was highly identified. Regarding the second research objective, the findings revealed that factors for employee's dissatisfaction were an unclear system of promotion, favoritism, poor compensation for overtime, lack of employees' participation in decision making and unsystematic job rotation. The study concludes that, the factors for employee's job satisfaction are both job and non-job related factors. However, the findings show that non job related factors were most important for employee's job satisfaction. Thus the findings challenge Herzberg's' suggestion that non job related factors are not important for employees job satisfaction.Item Effects of job enlargement on job satisfaction in Moshi district council(mzumbe University, 2019) Msofe, Hadija M.Employees’ job satisfaction and performance depends upon many factors including job enlargement. It is found that job enlargement is one of the motivating factors towards employee’s job satisfaction and performance. This study aimed at evaluating job enlargement and its effects on employees‟ job satisfaction and performance in Moshi District Council. The study had three specific objectives: to find out the practice of job enlargement in various departments at MDC; to determine the effects of job enlargement on job satisfaction and overall performance of the council; to assess the measures used by MDC to address the challenges arising from enlargement of jobs. The methodological section employed a case study design interviewing managers/ heads of departments while questionnaires were for both subordinates and managers/heads of departments forming a sample size of 70 respondents. Both purposive and simple random sampling techniques were respectively used. Findings from the field showed that, job enlargement in Moshi District Council (MDC) has led to improvement of employees’ job satisfaction and the overall performance of the council because there has been an increase of different skills among the employees and hence tasks are being performed effectively and efficiently. Though there is a problem on satisfaction whereby for example most employees said they were to some extent or lowly satisfied with job enlargement. Therefore, leaders in the central and local government who are concerned with this issue should ensure that all problems/challenges associated with job enlargement are well dealt with and on time, this is because delaying them discourages employees in their daily work performance.Item Employee orientation programmes in Tanzania public institutions and its effect on employee performance: The case of the Ministry of Labour and Employment(Headquarters)(Mzumbe University, 2013) Rutaihwa, Albert E B.In most of the developed countries it has been found that staff orientation programme has a significant impact in the organizational success: Staff retention or reduced labour turnover, staff productivity, organization performance, low supervisory cost, training, job satisfaction, job morale, promotion, development, recruitment replacement, employee pay and benefits. Also Tanzania Public Service Management and Employment policy support this requirement. An orientation programme is part of an organization’s knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being “thrown in at the deep end” without understanding how to do their job, or how their role fits in with the rest of the company. In Tanzania specifically in the Ministry of Labour and Employment staff orientation is done in inefficient and ineffective ways resulting into labour attrition, demotivation, and deterioration of customer care or services, dissatisfaction, and impression of the employment environment to the newly employed staff. The study aimed at investigating the employee orientation in the Public Service Institutions and its effects on employee performance and organization success. Therefore the main purpose of this study was: to identify challenges related to the implementation of orientation programmes and their effect on the newly employed staff in Tanzania and to suggest alternatives to orientation programmes under the current free labour market in Tanzania. A study was conducted within the Ministry of Labour and Employment and a total of fifty eight employees were involved in the study between May, 2012 and June, 2012. Out of this figure fifty employees responded to the distributed questionnaires and 8 employees did not respond. The response rate was 86.2 percent. The data were collected using distributed questionnaire, interview, observation, and documentary review methods. The study revealed that majority of staff were not initially oriented. The orientation programme or training for some staff was not programmed well, inconsistency and inadequate. All these led to dissatisfaction with the job from the first days of employment. Other orientation programs’ challenges included; shortage of funds to train new employees, declining of quality of work, increases recruitment costs, training costs, under utilization of new employees, lack of top management support to HRM Department in the organization. On the basis of the findings and conclusions, it is recommended that the Government’s organizations should adopt a comprehensive approach to orientation program, which can provide information in a way that can be absorbed and retained. Through orientation program the employees would develop a team-environment, because not only new employees are affected by the quality of orientation program, subordinates, peers, public and even new hire’s family have a stake in its success. To strengthen the orientation programme continuous studies on employee orientation evaluation in the organization should be carried out. Also, the ministry should make sure that employee orientation program is not an ill-guided fantasy of what it wishes the ministry could be. With regard to further research, it was recommended to conduct a study in other Government and Private institutions because of its impact on the organization productivity.Item The determinants of employee Job satisfaction: The case of agriculture extension officers in Wanging’ombe district council,(Mzumbe University, 2015) Mbungu, Bernard EliasThis study aimed at assessing the Determinants of Employee Job Satisfaction of Agricultural Extension Officers in WDC of Njombe Region. The objective of this study was to explore the determinants of employee job satisfaction of Agricultural extension Officers, and to show how such satisfaction influence the Agricultural extension officers‟ performance of their tasks. The research design used in this study was case study in which qualitative and quantitative information were collected. Both probability and non-probability sampling techniques were used. In probability sampling the simple random sampling and stratified sampling techniques were used. In non-probability sampling, the purposive sampling technique was used to get the sample size. The data collection tools employed in this study were the interview, questionnaire and documentary review. These tools were used for the purpose of obtaining information from respondents in order to get relevant and accurate information. Qualitative method was used in data collection and analysis so as to allow the reporting of summary results in descriptive terms to be given with a specific degree of confidence. Tables were used in presenting the collected and analysed data. Moreover, the study revealed that Agricultural Extension Officers in WDC were not satisfied with the job due lack of both extrinsic and intrinsic motivation factors. This was reported to happen because of delayed salaries and untimely promotion of employees at work. The findings of the study also assert that, WDC have challengeable working environment to its employees in terms of social services (such as transport means, electricity, marketing place, safe and clean water and remoteness of most of the villages to mention but a few). Finally, the study revealed that working environment has been affecting negatively job satisfaction of agricultural extension officers in WDC. The study recommend that WDC should mobilise enough fund for motivating employees, the central government should prepare a separate reward policy for agricultural extension officers instead of having one reward policy for all public servants since nature of work differs from one profession to another and agricultural extension officers should be willing to work in all villages in Wanging’ombe district despite of difficulty working environment since vii farmers in every village need their service to improve agriculture. Further studies are needed to find out the best ways for improving working environment for agricultural extension officers in rural areas. Also, it is recommended that a broader study may be conducted to include other districts from other parts of Tanzania to have wider understanding about determinants of employee job satisfaction of agriculture extension officers.