School of Public Administration and Management (SOPAM)

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    The role of motivation on employee performance in the public sector: A case study of Bariadi district council
    (Mzumbe University, 2015) Lameck, John
    This report is based on the study about the role of motivation on employee performance in the public sector a case study of Bariadi District Council The major purpose of the study was to to examine the role of motivation on employee performance in the public sector in. A case study was carried out on respondents with the aim of examining the availability of motivational packages, facilities among employees in Bariadi District Council, assessing the correlation motivation and employee performance in the public sector, and examining the factors which motivate workers the most towards performance in the public sector. The study employed case study design in which Bariadi District Council was purposively selected for the in depth and comprehensive study in the subject matter. The sample of 150 respondents was selected using stratified sampling and purposive sampling which was used to select departments. Semi-structured interviews, focus group discussion, observations, and documentary review methods of data collection were used to gather information, and data were analysed using descriptive statistics for data related to quantitative and used thematic technique of analysing the qualitative data (related to semi structured interview and focus group discussion). The study findings showed that shortage of motivational packages, and facilities, human resource development, poor accommodation to employees, poor working conditions for employees, are some of the causes that hinder employee performance.
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    Influence of training on employees’ performance: A case of Tanga Urban Water Supply and Sewerage Authority
    (Mzumbe University, 2016) Kashonda, Erick
    This study aimed at examining the influence of training on employees‟ performance; it involved a case study design where Tanga Urban Water Supply and Sewerage Authority (Tanga UWASA) was selected. The study was guided by four research objectives which are: To examine training programmes offered by Tanga UWASA, To examine performance evaluation methods used by Tanga UWASA, To examine the extent to which training influences employees‟ performance at Tanga UWASA and To examine challenges facing successful implementation of training programmes at Tanga UWASA. Stratified Random sampling and purposive sampling techniques were used to select a sample of 74 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the management of Tanga UWASA. Data was collected by using three tools namely; interview, questionnaires and documentary review. The analysis of the collected data was done through the use of Statistical Package for Social Sciences (SPSS). The findings indicated that Tanga UWASA organises several training programmes and employees are systematically selected to attend those programmes to acquire knowledge and skills. Also, Tanga UWASA as one of the public authority uses OPRAS as the only method to evaluate performance of her employees and there is involvement of employees during evaluation. On the other hand, the study used Chi-square test to find if training influences employees‟ performance and the findings have shown a very positive influence of training programmes organised by Tanga UWASA and employees‟ performance. Training programmes have contributed to the increase of efficiency, productivity, rise of customers‟ level of satisfaction and the increase of Tanga UWASA‟s competitive advantage over other water supply authorities. Lastly, there are a lot of challenges which face effective implementation of training programmes such as shortage of fund, favouratism, poor TNA and limited time used for training, so the study has made some recommendations on what should be done to minimize or eliminate the challenges.
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    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.
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    The effects of social networks on employee performance: A case of regional secretariat-Mara Tanzania
    (Mzumbe University, 2017) Eliringia, Kombe H.
    This study sought to explore the effects of social networks on employee performance in Public organisations; a case of Regional Secretariat-Mara. The specific objectives were to: determine the use of social networks between employees in an organisation; solicit HOD's views on the use of social network, to examine benefits use of SNs at work place and, identify challenges of using SNs at work at RS-Mara. The study employed case study design involving 63 respondents selected through judgemental and stratified random sampling techniques. Interviews, questionnaires and observation were used to collect data. Qualitative data were analysed by content analysis while the quantitative data were analysed by SPSS programme version 16 and data were presented in tables. The findings showed that the majority of employees at RS-Mara use SNs during working hours, WhatsApp and Facebook were leading SNs; views of HoDs on the use of social networks at work place are valuable; the benefits of SNs at work place include: easy means of communication, information sharing, collaborative problem solving, sharing experience, increase job knowledge, creativity, innovation, decision making and accountability. The disadvantages of using SNs at work place were wastage of time, loss of productivity, lower job concentration, circulating wrong information, lack of confidentiality and misunderstandings at work. Lastly, challenges of using SNs at work place were lack of SNs policy, poor infrastructure, lack of SNs knowledge use, cost, cybercrime and virus attacks. The study recommended that the government should officiate use of SNs at work places; it should take initiatives to institute directives to regulate SNs use and provide education to newly hired and old employees on the best use of SNs at work place and having SNs policy at work places.
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    Assessment of post training employee performance in higher learning institutions in Tanzania: A case of Ardhi University
    (2017) Musa, Fatuma
    The purpose of this study was to assess post training employees’ performance at Ardhi University. Specifically, the study set (i) to examine the training programmes attended by employees and assess whether they have been designed in line with the training need assessment at Ardhi University; ii) to assess the perception and attitudes of employees who attend such training programmes on their job performance; iii) to identify and assess the challenges organisation and employees encounter when translating the outcome of training in reality;iv) and to suggest ways to overcome the observed and identified challenges in the course of training on performance among employees at Ardhi University. The study engaged a 45 respondents sample size. The study employed quantitative and qualitative research methods in collecting and analyzing data. The study found that Ardhi University provides Training opportunities for both academic staff and non-academic staff. Employees at ARU have been trained on Environmental Technology, Gender issue, Disaster and Risk Management, Teaching Methodology, Accounts and Finance and Real Estate. However, TNA is not practiced at ARU, and as such itdoes not determine what or who needs to be trained. Moreover, training influenced employees’ Job satisfaction, employee motivation, meets the organisation, increased organisations competitive advantage. In addition,shortage of funds, teaching facilities and shortage of employees have been agreat challenge by both employees and organisation when translating training in reality. Lastly, the findings of this study suggests that, ARU should find other sources of funds apart from the grants from the government. The University should employ part time lecturers from other universities to reduce staff workload. Furthermore, the management should improve the relationship with employees by increasing their involvement in decision making, by being recognised when they outperform.
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    The influence of workforce diversity on public organization performance. A case of public secondary schools in Ilala district Dar es Salaam region
    (Mzumbe University, 2017) Mhagama, Erasto Maurice
    Workforce diversity is among the biggest challenge to many organizations, however majority of people believe that workforce diversity is fundamental for employee performance. The general objective of this study was to investigate the influence of workforce diversity on public organization performance in Ilala District in Dar es Salaam region. Three specific objectives included to examine the influence of gender diversity on employee performance; to investigate the influence of age diversity on employee performance; and to assess the influence of education diversity on employee performance. The targeted population was teachers from public secondary schools of Ilala District in Dar es Salaam region where a sample of 80 respondents participated. Both theoretical and empirical literatures were reviewed. Research design used was a case study and both qualitative and quantitative approaches were used. Data collection method used was documentary analysis, while data collection instruments used were documentary review schedule and questionnaire. The analysis of data was done by using Software Package for Social Science (SPSS). The findings of this study indicated that gender diversity contributes to employee performance. Youth teachers in public organizations are more adaptive to technological changes than those who are more aged in the given organization, therefore their influence in employee performance is high and age diversity is more advantageous to schools. Moreover learning more skills increase the employees’ performance, recruitment of employees in public secondary schools is done basing on education background to ensure efficient and performance of the employees, difference in education background is not a problem in performance of an employee. Therefore, gender diversity on work station influence positively on employees’ performance, age diversity contributes to employee performance, and education diversity increase employee’s performance. Workforce diversity is inevitable to each organization and hence deliberate policies and strategies should be done in order to influence performance. Much study on workforce diversity should be done in Tanzania