Dissertation Master's (DCC-AS)

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    Training and Ministry of Home Affairs (MOHA): Exploring the Effectiveness of the Training Programmes to Employees: The Case of Ministry of Home Affairs (Head Office)
    (Mzumbe University, 2013) Mwangara, Felix S
    The quality of Human Resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The amount and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the Training and Ministry of Home Affairs (MOHA): Exploring the Effectiveness of the Training Programmes to Employees, a Case Study of Ministry of Home Affairs. The research was intended to explore the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of MOHA, who were randomly selected. The study assessed the training and development process of MOHA and whether training has improved employee’s performance. A questionnaire was designed using structured questions to collect primary data from employees of MOHA. Personal interviews were held with some management staff of the organization. The results indicated that MOHA’s employees were not well informed about training and development programmes in the organization.
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    The relationship between local and central government in Tanzania particularly how it affects recruitment of staff in LGAs: A case of Kinondoni Municipal council
    (Mzumbe University, 2019) Ntumbala, Lilian
    This study examined the relationship between central and local government in Tanzania particularly how it affects recruitment of staff in LGAS in Kinondoni municipal council. Specifically, the study examined and identified the roles and position of Local Government Authorities (LGAs) in the recruitment function, how do councils (LGAs) implement in their roles in the recruitment function and the challenges encountered by Local Government Authorities (LGAs) in implementing their roles in the recruitment function. A qualitative research approach coupled with some elements of quantitative techniques was deployed in this research under taking that made use of a case study design. The sample of this study included100participants. The necessary data were collected using questionnaires and interviews. Data were analyzed using percentages and frequency distribution tables and narrations. Basing on the findings, the study concludes that LGA perform recruitment function in the respect manner as to the directive of central government like conducting orientation, promotion and considering retirement issues in the area of LGA jurisdiction. From the findings, it can be concluded that some components of the recruitment function are strongly performed by LGAs, other than advertising, short listing, selection and calling for interview for new employees the work which is done by Public Service Recruitment Secretariat (PSRS). The study concludes that many LGAs in Tanzania are encountered by lack of full autonomy, interference from the central government. Thus, the study recommends that the government should ensure that administrative autonomy should be fully exercised to the council as to the scenario of decentralization by devolution (D by D) aspect of giving full mandate to LGAs as one of full arm of the government in Tanzania. If not the case is minimal interference from central government to local councils must be observed. The contract of check and balance from each other between the central government and Local Government Authorities should be supportive, trustful and be more freedom to each other.
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    Recruitment process and the performance of Tanzania Petroleum Development Corporation,
    (Mzumbe University, 2014) Naburi, Elinaike Geofrey
    The purpose of this study was to explore the contribution of recruitment process in the performance of an organization. A specific case study of Tanzania Petroleum Development Corporation (TPDC) has been used in the course of this research. Hence the study is based on the recruitment and selection practices and procedures of TPDC and how they contribute to its performance. Specifically the study sought to identify the recruitment and selection practices of TPDC; to investigate how the recruitment and selection practices at TPDC affect its performance; the effectiveness of the recruitment and selection practices of TPDC; to examine the challenges associated with the recruitment and selection process at TPDC and ways to help improve human resource planning and development. The study collected data through the use of questionnaires from fifty (50) respondents’ majority being staff members of TPDC. Among them ten (10) respondents were staff from Corporate Management department, selected from Human resource and Administration section and forty (40) were staff from other departments. The information from respondents was analyzed using Statistical Package for Social Sciences whereby tables and graphs were used to present the data. The results indicated that, advertising of job vacancies through newspapers and government exchange of employees are mostly the mode for recruiting potential employees at TPDC, it was also realized that the method used in the recruiting and selection process was very effective and moreover helped improve employee performance. The study revealed that the selection and recruitment process are also characterized with a number of challenges including: competition and lack of key talents; labour turnover; and availability of key talents in the job market for specialized areas within TPDC. Among the recommendations made were that potential employees should all be treated fairly in the recruitment and selection process, more so employees must be appraised constantly to ensure that they improve upon their performance
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    Promoting organization competitiveness through employee recruitment: A case of Airtel Tanzania limited
    (Mzumbe University, 2013) Njovu, Furaha
    Employee recruitment is the process by which firms, organizations hires employees to ensure that the required number and types of employees are available to perform organizational activities and accomplish organizational objectives successfully. This research paper focused on the assessment “Promoting organization competitiveness through employee recruitment: A case of Airtel Tanzania limited” the objectives of the study were to show the applicability of modern tools in recruitment process, to identify factors which hampers modernization of employee recruitment processes to show the link between recruitment and business competitiveness. The study reviews literature that explores what has been done in relation to evaluating the effectiveness of employee recruitment in enhancing competitiveness in the organization. The study provides theoretical and conceptual contributions from different studies Also empirical findings from various literatures were reviewed. Data were collected from 100 respondents were interviewed and use of questionnaires and these consisted of Directors, Managers, Operating officers and operational staff. Data collection methods used were interviews and documentary analysis while Data collection instruments used was interview questions, questionnaires and documentary review schedule. It was revealed from the study that, the employment recruitment particularly the competency based recruitment have played a great role on the promoting the organizational competitiveness, to the extent that it has managed to attain the so called sustainable competitive advantage, that it performing better than its rivals in the Tanzania communication industry. The study recommended organizations and other stakeholders should rely on competency based recruitment as well combining effort to alleviate unethical behaviors which is facing recruitment process such as favoritism and corruption so as to be in position to promote organizational competitiveness
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    Recruitment and management in local government authorities of Tanzania in 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
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    Low back pain: A myth to employees work performance: A case of employees working at Muhimbili Orthopaedic Institute
    (Mzumbe University, 2014) Swai, Flora
    Background: The aim of the study was to assess the occurrence of low back pain (LBP) in relation to work performance among employees at the Muhimbili Orthopaedic Institute. Low back pain is the pain limited to the region between the lower margins of the last rib and the gluteal folds, regardless of the presence or absence of leg pain. Methodology: The study adopts a descriptive cross sectional study design and simple random as well as convenience sampling technique was used to obtain results from study participants. The research findings were obtained through self-administered questionnaires as well as face to face interviews. Results: Majority of respondents in this study are nurses, constituting 40% of the total. Hence, the leading group in this study are nurses. However, in drawing experience of Low back pain among employees, 117 (64.3%) experienced low back pain in their life time. On cross tabulation between age group and experience, it was found that the age group ranging from 30 to 35 (29.1%) are mostly affected. The research study also revealed that among respondents with low back pain, nurses are the leading group (46.1 %) followed by health attendants and administrators (21.3% and 12.8% respectively). In this study Low back pain is reported to be attributed to long hours of standing and sitting, lifting, as well as stressful working hours (30.8%, 26.9% and 20.0% respectively). Further analysis revealed that bending to lift patients from the bed or items from floor level, lifting style, sitting style are also main contributors to low back pain. Contributing to lower back pain in relation to sitting, bending and lifting is the fact that staff has not had requisite training on lifting and handling, or the proper recommended positions and height when sitting at the desk, which include monitor positioning for those using computers. Conclusion and Recommendation: This study recommends that there should be the mandatory provision of health education on how to maintain posture as this is vital in contributing to reduce occurrences of low back pain. Proper manual lifting and handling techniques should be taught, with the appropriate and necessary equipment provided to properly carry out the tasks required in the workplace. This is with the aim of reducing manual work and promoting correct body positioning with the overall result of reducing lower back pain. Regular and appropriate exercise is also recommended.
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    Impact assessment of the organisational structure in the performance of corporate strategy: The case study of National Housing Corporation
    (Mzumbe University, 2013) Chilo, Fatuma
    Every organisation needs to have an effective communication through which all activities from all parts involved in there can clearly be linked as well as coordinated. That is to say, an effective flow of information and implementation of strategic plan should be done via effective organisational structure. This study thus, was mainly concerned with finding out the impact of organizational structure on the effective performance of corporate strategies in public institutions; the case of eight administrative regions of the National Housing Corporation (NHC). In that the whole process, the study had employed a methodology in which questionnaire and focus group discussion were used as methods for gathering primary data from the field (sample size) of fifty respondents, from three levels of hierarchy. However, data were presented through the use of table and figures (in terms of pie charts and graphs). The study was tasked to achieve four specific objectives including; to determine the impact of organizational structure on the effective performance of corporate strategies in public institutions, to identify the contribution of organizational structure on the effective achievement of corporate strategies in public institutions, to examine the influence of organizational structure on the effective implementation of strategic plan in NHC, and to suggest strategies through which NHC can achieve effective performance of corporate strategies. Based on the findings, this study found that the currently used organizational structure had negative impact on the performance of corporate strategies in public institutions, including NHC due to its bureaucracy. In that regards, the study had therefore concluded that there was no positive contribution from organizational structure on the effective achievement of corporate strategies at NHC. Moreover, the study had also concluded that, once there is an appropriate established and use of organisational structure, positive influence must be derived from and lead to effective implementation of strategic plan in any institution – something, which was found different for the case of NHC since the said influence was not fully achieved in a positive way. And based on respondents views, the study had put suggestions that, NHC can achieve effective performance of corporate strategies by; restructuring the vi actual organisational structure, and reduce bureaucracy, and in turn get rid of the problem of ineffective achievement and performance of corporate strategies addressed herein this study.
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    Examinationof the impacts of employee training on job performance and organizationdevelopment: A case of NMB Bank mlimani city branch
    (Mzumbe University, 2019) Mosha, Cuthbert
    The focus of this study targeted on examining the impacts of employees training on job performance and organization development with the central objective of assessing the impacts on employee training to job performance and organization development a case study of NMB Bank Mlimani city branch with three specific objectives which are examining the impacts of employee training on job performance, determining the hindrances in the implementation of employee training programme and also suggesting plausible measures that can take as to improve the situation, The target population was 32 employees of the bank branch, the sample size of 30 employees were selected for the study comprises 26 employees were administered questionnaire and 4 employees administered interview. The study employed a case study design and diverse methods were applied in finding the right data. The Researcher gained a sample of 30 staffs by using purposive sampling designs which is 94% of the targeted population. Both primary and secondary methods of data collection were used. Data was collected through questionnaires, interviews and documentary review. Findings from the field indicated that due to employee training influences job performance, employee enthusiasm, employee engagement and enhance employee innovations also the study revealed the hindrances in implementing the programme like complexity of human needs, budgetary constraints and economic fluctuations, while also the study could not remain in vacuum and several plausible measure were suggested which are proper allocation of the required budget, avoiding favoritism. Finally the study recommends NMB Bank should put much effort and set enough budget for employee training programme as they enhance employee performance and organization development at the same time motivate them. Strategies to meet required budget, consider human nature for satisfaction and consider training and seminars for employee due to rapid change of science and technology is inevitable.
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    Effectiveness of public private partnerships in the delivery of health services in Tanzania: A reflection of the public private partnership between the ministry of health and social welfare and CCBRT
    (Mzumbe University, 2014) Edward, Erasto
    The government of Tanzania recognized that it has the role to facilitate the private sector and other economic agents to actively and effectively invest in productive and commercial activities in order to accelerate economic growth and development and this would be achieved through putting favorable policies in place, provision of a conducive environment for local and foreign investment, promotion of institutional changes conducive to the development of the private sector and this trend has seen the emergency of public private partnerships in Tanzania. The general objective of the study was to examine the barriers to effective public private partnerships in the Delivery of health services in Tanzania with a reflection of a public private partnership that exist between the Ministry of Health and Social Welfare with CCBRT Hospital. The findings of the study have indicated that Public Private Partnerships have an impact in the delivery of health services and this is equivalent to 66.7% and that the partnerships are adopted and implemented through management contracts up to 10.0%, the Public Partnership policy of 2009 guides on the adoption and implementation of public private partnerships to 29.2% and the private partnerships promote reliable source of financing for public health service delivery to 10.0%, Partnerships bring creativity and innovativeness in health service delivery and this is equivalent to 8.3%, partnerships influence satisfaction of customer needs and expectations and this is equivalent to 7.5% and that partnerships influence development of new investment opportunities and this is equivalent to 15.0% they influence maintenance of skilled manpower and this is equivalent to 12.5%. Therefore in order that the Public private partnerships influence improved delivery of health services, the public and private entities operating or implementing a Public Private Partnership in the delivery of health services should undertake effective training and development of personnel who will have the skills of negotiating the partnerships and who will understand the technical frameworks of the partnerships. Consequently the barrier of weak professionalism will relatively be addressed and the implementation of the partnership frameworks will attain its set goals and objective.
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    The contribution of fishery co-management on poverty reduction amongst artisanal fishing communities in lake Victoria basin, a case of Magu district
    (Mzumbe University, 2014) Magoti, George
    The present ambition of the Tanzania government is among others to eradicate poverty in the local artisanal fishing communities. It was envisioned that this objective could better be achieved through among other poverty reduction strategies is co-management hence the formation of Beach Management Units in the local fishing communities. The main purpose of this study was to assess the contribution of fishery co management on poverty reduction in the poor artisanal fishing communities in the Lake Victoria basin. The BMU institution is used as case sturdy to provide information on impact of implementation of fisheries co management in the fishing communities. The study was designed as a case study in order to provide qualitative descriptions. A sample of 100 units from three lake side villages was selected both through a simple random and purposive sampling techniques whereas methods of data collection involved were interviews, focused group discussions and participant observation in obtaining primary data. Again, document analysis was used to provide seminal texts on the subject matter of fisheries co-management. The study reveals that the fisheries co management has not reversed the trends of illegal fishing practices in the lake Victoria basin, instead it has been used to inform the poachers about the government surveillance in the lake. Second, Local fishers incomes have not improved such that many fishers fail to pay the school fees for their children. Education has not been improved as many children still dropout because of early pregnancies for girls and lack of guardian’s support for both boys and girls. Health services are poor and inaccessible as health centers are remotely located combined with inability to afford the costs thereof. Poverty is persistent in the local fishing communities. It is better to consider not only the management practices but also the sociological context of the fishing communities when planning to reduce poverty in these communities. Policies must aim at providing them with multiple economic choices in their sociological context in order to reduce vulnerability.
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    An assessment of team work in the performance of tax collection: A case of large tax payers department, Tanzania Revenue Authority
    (2014) Mandota, Florence Alphonce
    Teamwork is the competitive tool we strive to escalate understanding in teams of the interpersonal and performance dynamics that affect productivity and working relationship. This study intended to assess the contribution of teamwork performance in tax collection a case of Large Taxpayers Department in Tanzania Revenue Authority (TRA). The research was carried out at Large Taxpayers Department in Tanzania Revenue Authority (TRA). The study was conducted with the following objectives: To identify the mode(s) of teams existing in TRA; compare TRA employees productivity (work efficiency) with and without teams in Tanzania; infer on the relationship between organization (TRA) productivity and team working spirit in Tanzania and finally identify problem(s) and or challenge(s) faced by teams in tax collection to TRA employees in Tanzania Data were collected through Questionnaires, Interviews and Documentary Review. Questionnaires were open-ended questions, which allowed individuals to express their views concerning the contribution of teamwork performance in tax collection; Interviews were conducted on the basis of predetermined interview guide. Thus both qualitative and quantitative methods were collectively employed in the process of collecting data and information required in this research. After Analysis of the data, tests of questionnaires were carried and presented in tables for easy interpretation. From findings, a researcher has concluded that Problem solving teams, Informal teams, self directed teams, Leadership teams, and Virtual teams are the modes of teams existing in Tanzania Revenue Authority (TRA) as they have been mentioned by respondents in the questionnaires and during the interview. Moreover, table 4.1 shows that problem solving teams and virtual teams are the key dominants existing in TRA since they have scored more than 100% and 91% frequency scores out of 100% respectively. Therefore, Tanzania Revenue Authority is working inform of taskforce and technological oriented in achieving its revenue collection objectives which is good. This study recommends that any effective team is based on the principles strategies and common purpose that everyone should pay attention on with fair share as a team vii member. Team members themselves should make sure they build an effective team through adherence and implement purpose, principles and planned strategies in order to maintain fairness. If team work promoted in a sufficient manner it should improve the quality of work life of employees, it should reduce absenteeism and turn over to the employees which encourage innovation and improve organizational adoptability and flexibility, also improve communication and trust between the team members.