Public Service and Human Resource Management
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Item Motivation and performance of secondary school teachers in Tanzania: The case of selected secondary schools in Mzumbe ward Mvomero District(Mzumbe University, 2015) Mbwana, Dismas MossesThis study aimed at assessing the motivation and the performance of teachers in secondary schools in Mvomero district. Specifically the study focused at finding out the following guided objectives, effects of Motivation to teachers‟ morale to perform, effects of intrinsic motivation as well as effects of extrinsic motivation for selected secondary schools, at Mzumbe ward Mvomero District. The problem statement of this study was concerned with low and absence of commitments or rather poor performance of Secondary school Teachers in teaching in Secondary School in Tanzania. Data were collected from 110 respondents include 100 teachers , 2 Secondary School Head Masters and 6 school management team (SMT) 3 from each two selected schools which were Mzumbe and Mongola secondary school . Through then the use of questionnaires and interviews, the collected data were then analyzed by the use of Statistical Package for Social Sciences (SPSS). Furthermore the study found that intrinsic motivation has positive effect to the performance of teachers, whereby the extrinsic motivation has positive effect to performance of teachers. The challenges facing teachers in their performance includes; low salary, lack of accommodation services, lack of incentives, delays in being promoted and lack of sufficient learning and teaching materials. Lastly the study came out with five measures that could be taken to curb the challenges, these are payment of better salary, provision of accommodation services, provision of teaching and learning materials, provision of transport and medical allowances and timely promotion to teachers. The study suggests that the government through its organs such as the ministry of education and prime minister‟s office and Regional and Local Government Authority should increase the budget for secondary schools. The increased budget should improve salaries, and housing status in secondary school. And the District Executive Director should facilitate the timely promotion of teachers to encourage them stay in the teaching profession.Item Influence of training on employees’ performance: A case of Tanga Urban Water Supply and Sewerage Authority(Mzumbe University, 2016) Kashonda, ErickThis 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.Item 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.Item Assessment of post training employee performance in higher learning institutions in Tanzania: A case of Ardhi University(2017) Musa, FatumaThe 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.Item Assessment of the effectiveness of performance appraisal in private secondary schools: The case of Mawengi secondary school(Mzumbe University, 2013) Irene E. SangaThe aim of this study was to investigate the effectiveness of Performance Appraisal System in private secondary schools. The study was carried out at Mawengi Secondary School in Dar es Salaam using case study design. The sample size was 35 respondents from teaching and non-teaching staff.Sampling techniques used were purposive and random sampling methods.Data collection techniques were questionnaire administration, personal interview, Focus Group Discussions (FGDs) and documentary review. Data collected were analyzed using Statistical Package for Social Sciences (SPSS) version 20.0. Simple frequency analysis and tabulations were used. The findings revealed that majority of respondents at Mawengi Secondary school were aware of the Performance Appraisal System and performance appraisal was mentioned to be effective. The result also shows that employees at Mawengi Secondary School had positive attitude towards the Performance Appraisal System and the way it is implemented. It is recommended that that in order for Performance Appraisal System to be more effective the top management must give enough support to ensure that Performance Appraisal System is under control. There should be good and proper training of the employees in case there are problems of failure to attain their objectives to improve the employee‟s competence. Also, Performance Appraisal at Mawengi Secondary School should be fair to the employees rather than being biased and lastly, management decision on promotion, transfer, demotion and wage increase should rely on the performance report. This will help employees to develop a positive attitude on the Performance Appraisal System.Item 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 MauriceWorkforce 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 TanzaniaItem The influence of training and development strategy on the performance of Tanzania’s local government authorities(Journal of Policy and Leadership (JPL), 2023) Mwakasangula, ElizaThis study aimed to determine the effect of the Training and Development (T&D) strategy on the performance of Tanzania's Local Government Authorities (LGAs). The adoption of training and development strategies in LGAs gained momentum during decentralization by devolution, which aimed to empower LGAs to train and develop their personnel. The study was carried out in ten (10) LGAs found in three regions and used a survey design to collect data from a sample of 59 respondents through questionnaires and interviews. The results showed that T&D strategy had a significant influence on LGA performance, with 25.3 per cent of performance being attributed to T&D while 74.7 per cent was attributed to other factors. Also, the coefficient of determination (𝑅2 = 0.253) at the alpha of 0.05 implies that 25.3 per cent of the variation in the Performance of Tanzania’s LGAs is contributed by T and D strategy and 74.7 per cent is explained by other factors which were not considered in this study. The study concludes that T&D plays a significant role in improving performance in Tanzania's LGAs and that appropriate training programs informed by Training Needs Assessment (TNA) are crucial for workforce commitment and performance.