School of Public Administration and Management (SOPAM)
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Item Transformative effects of local government authorities in promoting public involvement in decision making process in Tanzania: The case of Mvomero district council(Mzumbe University, 2013) Ngao, Shose L.This study was carried out to assess the transformative effects of LGAs in promoting public involvement in decision making process in Mvomero district, given that little research was carried out on transformative effects of LGAs in promoting public involvement in decision making process. The study specifically found out on public involvement in LGAs, determined the level of transparency and accountability, assessed the perception of public on LGAs, and found the specific challenges which hindered effective public involvement in decision making process. The study used a case study research design with a sample of 100 respondents selected through convenience and purposive sampling techniques. Data were collected by using questionnaires, interviews and FGDs. They were analysed by using SPSS and Microsoft Word for text processing. Findings revealed there was a policy or regulation which advocated public involvement but few employees and public servants were not aware of the policy. The public was involved in LGA meeting and activities more than three times. The way of involving the public was not constant. The public was involved satisfactorily in different activities other than financial. It was because the public was not satisfied with the manner financial transactions were being handled without their involvement. In other words there was less trust among public members. The district faced challenges like inadequacy of financial means, poor communication, and poor management. The study recommended that new employees be made aware of the policy / Transparency in financial transactions, that public servants be held, communication be improved, corruption be fought and that further studies be conducted.Item 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 MosesThe 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.Item The role of civil society in strengthening citizen awareness in enforcing accountability in Rorya district(Mzumbe University, 2017) Ochupe, Emmanuel D.This study was intended to investigate the role of civil society organizations in strengthening citizen awareness in enforcing accountability in the local government authorities in Tanzania, specifically in Rorya District. The specific objectives that guided the study were: to determine the activities which are done by civil society in Rorya District; to find out efforts made by civil society in promoting awareness in enforcing accountability; to identify the challenges faced by the civil society in promoting awareness in enforcing accountability; and to identify the successes made by the civil society in promoting awareness in enforcing accountability. A sample of 70 respondents was selected which comprised local residents, councilors, village chairmen, District Commissioner, heads of departments, Non-governmental organizations (NGOs), community based organizations, faith based organizations, media houses, political parties, and a Member of Parliament. The study used simple random, purposive, and snowball sampling techniques to select the respondents. Data were collected through questionnaires, interviews, and documentary review. Data gathered using the questionnaires were analyzed using the Statistical Package for Social Sciences (SPSS) programme; factual and logical interpretation has been presented in percentage using tables. From the findings of this study, the role of civil society in strengthening citizen awareness in enforcing accountability in Rorya District was identified as limited; the study has revealed that civil society organizations have not done much in terms of enhancement of citizen awareness on accountability; their focus has been geared towards lobbying, charitable, and development activities. The challenges that hinder civil society to focus on social accountability programmes are such as poor leadership, scarcity of resources, political interference, lack of cooperation from stake holders, self-interests, and shift from original missions and objectives. The successes that have been made by viii the civil society organizations in Rorya District in creating awareness among citizens to demand accountability are very limited. In conclusion, the assumption that prompted the study was lack of awareness among citizens to enforce accountability mechanisms within their localities. The study has revealed little progress by the civil society organizations in terms of enhancing accountability programmes. A large population in Rorya District does not understand what civil society stands for and what accountability means. Therefore, civil society are commended to put much emphasis and focus in promoting social accountability programmes; also the Local government authorities should collaborate, build synergy and perceive civil society organizations as partners in developmentItem The performance of women leaders in local government in Tanzania: The case of Mvomero District council(Mzumbe University, 2013) Sechonge, MagrethThe study was conducted at Mvomero District Council, aiming at examine the performance of women leaders using some elements of good governance and general performance criteria. Specifically the study focused on the performance rate of women leaders based on selected elements of good governance, the factors affecting women leaders‟ performance, the current perception of organization employees on women leadership, and views on enhancing women leaders‟ performance. The study adopted a case study design where both qualitative and quantitative approaches were used. Purposive and simple random samplings were used to select a sample of 75 employees at Mvomero District Council. In data collection; interview and questionnaires methods were used. Study findings were presented in tables, numbers, percentages and text. The study revealed that the performance rate of women leaders is very good (81%) with regard to participation, very good (90%) with regard to accountability is, good (69%) with regard to rule of law, very good (76%) with regard to fairness or equality and very good (76%) again with regard to responsibility. In additional performance rate of women leaders was good (52%) with regard to availability and accessibility of policies and seculars, below average (43%) with respect of seeking people‟s ideas, and very good (84%) overall performance. It was further revealed that the perception on women leaders is changing. In case of factors affecting women leaders‟ performance the listed factors include: lack of commitment, lack of support, corruption, sexual harassment, family responsibilities and political influence. Stakeholder views on improving women leadership included: transformation/change in leadership, women leaders to be more accountable, positive perception on women leaders. Study recommends that women leaders should be given support, be committed, confident and involve people in decision making processes, improve availability and accessibility of policies and seculars to employees and try to be fair to all employees. They should make sure that rules and regulations are followed at work.Item Perception of local government authorities’ stakeholders on centralised recruitment and selection function in Mbeya District council, Tanzania(Mzumbe University, 2015) Mongi, JescaThe study focused on the identification of perception of LGA stakeholders on centralized recruitment and selection system in Tanzania. It specifically identifies the reasons for centralized recruitment and selection and furthermore explore the perception of stakeholders. The primary and secondary methods of data collection were employed. Data collected were analysed by using quantitative statistical techniques and presented in percentages and frequency distribution tables. Furthermore qualitative data analysis was conducted where; the collected information was edited and presented using direct quotation. The findings show that the reasons for centralised recruitment and selection were unethical behaviours by the LGAs staff, Lack of meritocracy, ensure equal distribution of human resource, and cost effectiveness in recruitment and selection. Also the results indicated that majority of respondents accepted that the system is good. Finally the researcher sought to identify the causes of such perception, where, Motive for centralisation, solution to self-interest, and Expectation of centralisation were the factors influencing respondent’s positive perceptions. The researcher concluded that, the centralised recruitment and selection is very important for the development of our nation. The system is free from political interference hence results into getting qualified human resource. What is needed more is loyalty and accountability. Following the findings, research recommends that LGAs must be trained on issues relating to recruitment and selection. The role of local government employment boards is very crucial and important. So it will be very important if they will be given more education on their roles, because they are the one who should approve whether the employees recruited fit the demand of the LGA. For example if the employment board will be aware on the roles they should play in LGA they could not perceive that the Secretariat is undermining their functions in any way. This is because the laws states very clearly about the roles of each part and set demarcations in area of jurisdiction. The secretariat as employment agent and the LGA as the employer.Item An investigation of community participation in decision making in local government authority: The case of Morogoro District council(Mzumbe University, 2013) Joel, SaraThis 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.Item Relationship between councillors and managerial staff in the local government authorities in Tanzania: The case of Morogoro municipality(Mzumbe University, 2015) Mtunga, FlorianThis research was aimed at examining the relationship that exists between councilors and managerial local government staff and their consequences in the operations of local government authorities. Specifically, the research aimed to understand the nature and types of relationships that exist between councillors and managerial staff, to describe the factors of each type relationship between councillors and managerial staff and their effects on the operation of the council. The research used a case study design in order to get a chance of studying the population intensively. Purposive sampling was used for the purpose of obtaining detailed information from councillors and managerial staff. The research used both primary and secondary data whereby interview, questionnaire and documentary review were used. The research used qualitative data analysis methods like; description of the facts, logical interpretation, comparison and explanation of the findings. Findings from this study revealed that, the relationship between councillors and municipal staff in MMC is effective compared to previous years. Most councillors and municipal staff said that the quality of the services offered by the MMC is better than before; this situation implies that there is a functional relationship between councillors and municipal staff in ensuring that services offered to the community are of high quality. The study recommends that, in order for the local government authorities (LGAs) to perform their duties effectively and efficiently, councilors and employed staff (managerial staff) need to work together as a team or as partners.Item Factors affecting implementation of strategic plans in Tanzania’s local government authorities a case of Mbeya city council,(Mzumbe University, 2019) Daniel, Greener ChikolomoThis study investigated the factors affecting effective implementation of strategic plans in Tanzania Local Government Authorities. While implementation of strategies is seen as important in public sectors in the Local government strategic planning is taken as party of reforms for improvement of service delivery. The main objectives of the study first was to investigate whether organisational leadership is a factor that affects implementation of strategic plans, to explore whether organisational culture affects the implementation of strategic plans and to examine whether resources allocation affects implementation of strategic plans. Data were collected from Mbeya City Council headquarters involving 13 departments. The study used both purposive and convenience non probability sampling to obtain a sample size of 55 respondents which was 30% of 177 employees. Questionnaire and documentary review were used in data collection. In order to ensure reliability and validity the questionnaire tools were tested to 7 respondents before the conduct of the study. It was found that there was a big relationship between implementation processes with the factor; factors were inevitable in organisation’s strategies. Study concluded that organisational leaders should have clear accountability, there should also be delegation of authority and leaders should be regular with the strategic objectives being done by the organisation. Good culture can be used as a tool in strategic plan implementation. The study recommended that management should extend culture of consistency, increase provision of incentives to workers based on their contribution, staff involvement in the development of strategic plan. Council should handle V implementation withholding with organisational culture, provision of resources on time and consider the technology upgrade. Leaders must redirect their efforts towards the targeted goals. Incentives to workers contribute towards implementation process as it encourages and motivates them and gives employees spirit of ownership that helps council to reach its objectivesItem An evaluation of training needs assessment practices in local government authorities: A case study of Moshi municipal council(Mzumbe University, 2019) Silvester, Grace NyasoroThe study set to evaluate training needs assessment practices at Moshi municipal council. Specific objectives included determination of the extent to which training needs assessment practices are evaluated, to identify challenges in conducting training needs assessment, to examine methods and techniques applied in conducting training needs assessment, and to recommend strategies for better and effective training. The study employed a case study design. The selected samples size was 20 respondents. Simple random sampling was employed to select 15 respondents among employees. Purposive sampling was used to select 5 respondents (Heads of Department). Both primary and secondary data collection method were used. Data were collected through both qualitative and quantitative methods. The quantitative data were analyzed through descriptive statistics using various statistical means including frequencies, percentages distribution, table and figures. Qualitative data were analyzed through thematic analysis. The findings of the study revealed that staff training is one of the activities that the Council gives reasonable weights. Training is evaluated through Questionnaires, Interviews and performance reports by supervisors. However, the practice of conducting TNA is not done to a large extent due to financial constraints. The study recommends that there is a need for having a separate training section or Department in Moshi municipal council. Training need assessment should be conducted before training. It underscores the urgency of having human resources with requisite knowledge, skills and competences in conducting training needs.Item Conflict management in local government authorities; a case study of Bunda district council, Mara, Tanzania(Mzumbe University, 2013) Gisema, Getruda MaduhuThe 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.