Dissertations (Masters)

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    The contribution of microfinance institutions in poverty alleviation in Tanzania: A case of association of social advancement in Kinondoni Municipality
    (Mzumbe University, 2017) Muyongo, Mwanamvua Bakari
    This dissertation aimed at assessing the contribution of Microfinance Institution(MFIs) to poverty alleviation, with the specific focus on the Association of Social advancement (ASA) in Kinondoni Municipality, Dar es Salaam, Tanzania. Several studies by different scholars exist on the contribution of MFIs to poverty alleviation, however, rudimentary information exists on the contribution of MFIs to poverty alleviation through women income generating activities thus a gap this dissertation intended to fill. Specifically, this work (1) analysed the criteria used by ASA in establishing the credits and loans facilities women to poverty alleviation, (2) established whether loans and credits provided by ASA have impacts to poverty alleviation and (3) examined challenges facing women on the loans and credits acquisition from the institution. Qualitative and quantitative approaches were deployed where questionnaires, interview and documentary reviews were assisted the process of data collection. The results were analysed from 50 respondents who participated in the questionnaires and 15 respondents were interviewed regarding the impacts and challenges of the provision of service to the household’s. Generally, study findings revealed that, MFIs have beenthe viable and workable strategy to poverty alleviation. It has brought about positive impacts to the poor households since most of the peoples’ lives and living standards were improved. The findings revealed that microfinance institutions have been confirmed a bit worthy. Nevertheless microfinance institutionremainsas a limited indusrty in the world despite its demostrated efforts and impacts to poverty alleviation, economic growth and making profits. This dissertation concluded that; the MFIs contributed to poverty alleviation in the study area. Besides, the given evidence shows anexistence of thesubstantial barrier to entry into beneficaries due to the kept basis criteria on the loans and credits acquisition. A need to restructure some of it’s policies regarding the criteria being used to acquire the services. By doing this the MFIs would enable the diversification of incomeof the poor which has association to growth and improvement of well
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    Social-economic risks sustained by sexual workers who involve in commercial sex activities within Kinondoni Municipality: A Case of Kinondoni Municipality
    (Mzumbe Unversity, 2017) Shoo, Lilian
    Sexual works are activities that are illegal according to the law of the land in Tanzania. However, it has a grown route recently due to social, economic and technological dynamics taking place in the communities. The broad objective of the study was to observe the social-economic risks sustained by sexual workers who involve themselves in commercial sex activities within Kinondoni Municipality. Specifically study based on the four specific objectives such as to identify the social and economic factors influencing the participation of people in sexual workers within Kinondoni Municipality, to determine the level of impact of the social –economic risks sustained by sexual workers in Commercial sex activities on their socialeconomic welfare, to assess the challenges faced in eliminating sexual workers within Kinondoni Municipality and to identify the appropriate policy strategies to address the challenges faced in the elimination of sexual workers within Kinondoni Municipality. The findings of the study shows that 32 respondents (32%; n=100) in the study area described unemployment as the main socio-economic causes of commercial sex in the communities. Unemployment as one of the respondents who were interviewed defined it as the reality of an individual to lack job opportunities despite the fact that he or she has attained basic credibility to the job entitled. The research that was well designed to raise voices of the sexual economic group was conducted using observation, questionnaires, interview and other methodological techniques that required a high level of trust and respect of private life to come out with the recommendations that will add value to beneficiaries identified. Finally, this report has recommended that sexual workers in the study area desired to quit sex or commercial sex activities but they had no other alternatives to earn living. Others felt that they were not equipped in terms of having appropriate skills or trainings
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    The effect of training to the development of bottling industry: A case of Coca-Cola Kwanza Limited
    (Mzumbe University, 2017) Augustine, Scolastika
    Training of employees is a useful tool towards development of the organization. Training is beneficial to employees and the company in ensuring constant sustainable growth. This study assessed the effect of training on organization’s development focusing on bottling industry. The study was conducted at Coca-Cola Kwanza Ltd, whereby both management and employees participated. Objective of the study was to investigate the effect of training to the development of bottling industry. The study involved the sample of 60 respondents which comprised of 50 employees and 10 Management representatives. Data collection was through questionnaires mainly to employees and management representatives, interviews and documentary reviews. Thereafter, data obtained were analysed by using Statistical Package for Social Science (SPSS) and word expression since qualitative research method was used. The results of the study revealed that bottling organizations are providing more than one type of training to their employees both formally and informally to facilitate organizational and personal development. Trainings are conducted based on planned training calendar. It was also revealed that training provided resulted into production of high quality products. Employees feel engaged and recognized in the company when they are properly trained. Thus training increase motivational levels of employees. The result of research shows that that training and employee development is indispensable strategic tool in organizations for enhancing employee performance. Therefore the results of this study imply that, training in organizations is crucial to both: employee’s personal life and the company at large. Employee may join a certain organization by being attracted by its training policy, likewise retaining existing employee leading to a decreased turnover rate. Complacency and absolute performance can be avoided by attending training for knowledge refreshment refresh and building new competencies level. It was therefore concluded that training has a significant positive impact on organizational development. The researcher recommends more study on the subject matter in order to gauge more understanding on the link between training and organizational development.
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    The effect of employee performance management at workplace: A case of the CAG’s office and Tumbi designated regional referral hospital
    (Mzumbe University, 2017) Kiwelu, Grace Z.
    This study focused on “The Effect of Employee Performance Management at Workplace: Case of the CAG’s Office and Tumbi Designated Regional Referral Hospital.” The main objective was to investigate the effect of employee performance management at workplaces in the areas under this study. The study had the following specific objectives: To examine the level to which employees and supervisors are satisfied with employee performance implementation; to assess the extent to which performance measurement, review and rating processes influence on employee performance; and to assess the extent to which employee training and development influence employee performance. The study employed case study research design which was used through both quantitative and qualitative research approaches. The study was guided by the theoretical framework which based on the premise that measures such as promotion or demotion, training and development as well as recognition need to be informed by performance management practices like performance planning, measurement, review, rating as well as reward practices. The targeted research population of this study was eighty (80) respondents whereby both random and non-random sampling techniques were used. Sources of Data were both primary and secondary sources. Data was collected through methods such as questionnaires, interview, Focus Group Discussion and documentary review. Statistical Package for Social Sciences (SPSS) software was used for data analysis. The study used tables, figures and percentages in presenting research findings. Results from this study revealed that, in every institution, there are formal systems of performance management and evaluation with varying degrees of implementation from one institution to another; employees without managerial positions were dissatisfied with objectivity of performance management processes and their influence on employee performance. The study recommended that employee performance management at workplaces could have influence on employee performance if there could be participatory performance planning and every stage of evaluation being communicated to employees; mechanisms being bias free and enforcement of rewards and sanctions being clearly identified
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    Assessment of work-stress among Public Sector Employees in Tanzania: A Case study of the Ministry of Home Affairs Headquarters (MoHA), Tanzania
    (Mzumbe Unversity, 2013) Kaminyoge, Nelson
    The study aimed at assessing the level of work - related stress and how it impacts the organization performance. The specific objectives of the study were to identify the causes of work stress among employees in the Ministry of Home Affairs, to identify the work related stress level of employees in the Ministry of Home Affairs in Tanzania, to assess the possible effects of stress on Job performances in the Ministry of Home Affairs in Tanzania and to suggest strategies that can be employed to reduce the effect of stress in the Ministry of Home Affairs in Tanzania. In this study data were collected using a questionnaire survey and interview method where the sample size of the study was 56 respondents. The study was conducted at the Ministry of Home Affairs Headquarters, Dar es Salaam. The study findings revealed that there is high level of stress among public sectors employees which affect work performance. This work – related stresses were caused by many factors such as poor pay, too much work, lack of recognition of employees performance, failure of recognizing employees skills and profession, lack of promotions and poor working environment. The study findings also revealed that there were many effects associated with high level of stress among employees including poor work performance, frequencies of absenteeism, frequent sick leaves and many endless complaints which if not attended can erode employee morale and result into poor work performance. The major limitation of the study is based on data collection. Respondents were busy with their daily ethos and could not answer questionnaires within the time so researcher had to use extra time to persuade them and much energy to collect questionnaires. Also some of the respondents were not ready to be recorded during interview which costed much researcher’s time. It is generally recommended that the government should take serious measures to eradicate/reduce stress among its employees because if not attended can result into poor employee performance among work organizations
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    Assessment of the effectiveness of performance appraisal in private secondary schools: The case of Mawengi secondary school
    (Mzumbe University, 2013) Irene E. Sanga
    The 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.
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    Assessment of the factors influencing shortage of health care providers in rural and remote public health facilities in Morogoro Region
    (Mzumbe University, 2013) Mwemfula, Alexander
    Severe shortage of qualified health workers in rural and remote public health facilities in the workforce in many low income countries including Tanzania require the national health sector management to closely monitor and address issues related to the distribution of health workers across various types of health facilities. This dissertation discusses the factors influencing shortage of health care providers in rural public health facilities in Tanzania. A Qualitative research design was used to elicit in depth information on health workers preferences for workplace. Data were obtained from 29 respondents who filled semi structured questionnaires and 8 respondents who were indepthly interviewed. Respondents involved in this study were health care providers in cadres of Clinical Officers, Nurses and Laboratory Technicians and Members of District Council Health Management Team. The study found out that there is a substantial shortage healthcare provider in Kilosa District. This shortage was associated with poor working environment, poor motivation strategies to attract health care providers to work in rural public health facilities, low job motivation, and low monetary compensations (allowances). Health workers acknowledged that they have hard working environment and they don’t have enough time to rest because of overloaded tasks. This study observed that decisions of health care providers to choose or not choosing to work in rural public health facilities among other things depends mainly on one’s job satisfaction, motivation, career decisions, relationships with others and personal health. Job satisfaction of healthcare workers is also an essential part of ensuring high quality care and there is evidence of a positive correlation between job satisfaction and patient satisfaction
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    Assessment of legal instruments in the management of employees’ discipline in the public service commission
    (Mzumbe Unversity, 2017) Fransis, Lilian Denis
    iscipline plays an important role in administration and management of Public Service. Acknowledging this role, my research aimed at assessing how effective are the legal instruments that govern discipline in the Tanzania Public Service. Despite the legal framework currently in force, public servants have, at a greater speed, continue to violate disciplinary rules and principles. The situation above triggered the researcher into assessing the effectiveness of legal instruments governing discipline in the Public Service. This was the main objective of the study with other specific objectives aimed at identifying the mostly used legal instruments in managing disciplinary issues in the Public Service, the mostly used approach in managing discipline in the Public Service and factors that affect effective implementation of these instruments.A research methodology opted was the use a structured questionnaire. The questionnaire was designed electronically so as to ease the data collection process. And sample chosen included a total of 82 managerial and middle class Officers from Public Service Commission considering its role as a Regulatory Body and an Appellate Authority for public servants who are aggrieved by the decision of their Disciplinary Authorities. The data collected were thoroughly analyzed by the aid of Statistical Package for Social Studies (SPSS). The findings revealed that the mostly used legal instruments in managing discipline in the Public Service is the Standing Order for the Public Service of 2009, the mostly used approach by Appointing and Disciplinary Authorities in managing disciplinary issues is the sanctional approach.What need be done to rectify the situation is strengthen sensitization programs so as to raise awareness to the public servants of other legal instruments that govern discipline, implement correctional approach in managing discipline, enhancing close monitoring and supervision among public servants, harmonizing and rationalizing pay and incentive across the Service, ensuring that employees’ Human Resource related issues are handled timely and promptly and raising ethics campaigns not only in Public Service but to the Public so as to ensure that the general public understands the same.
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    Contribution of trade unions on promoting employment security among fuel filling stations’ workers in Dar Es Salaam, Tanzania
    (Mzumbe Unversity, 2017) Nkaya, Lena Martin
    This study explored the contribution of trade unions in promoting employment security for workers in fuel filling stations in Dar es Salaam. It involved a structured questionnaire with 102 randomly selected respondents from 52 filling stations (31 from city center and 21 outside the city) and interviews with two officials from TAMICO as well as review of official documents including action plans. Questionnaire data were analyzed using the Statistical Package for Social Sciences (SPSS) version 20 software plus manual examination of statistical outputs. Data from interviews and documentary sources were analyzed using thematic and content analysis methods. The findings revealed that, majority of the workers experienced employment security challenges in their workplaces. Majority of respondents felt that their security of employment was either very low or low. The key employment security challenges include fear of losing job, limited employers’ concern for employees’ livelihood, threats of being fired, lower wages, and absence (or unclear) contractual employment terms. Gender and the duration that the workers had worked for the filling station were the only demographic factors that were significantly associated with variation in perceptions of employment security. Overall, employees felt that TAMICO has very low contribution to the promotion of their employment security, mainly due to absence of TAMICO operations in most of the work places. The strategies that TAMICO used to promote employment security were pioneering, monitoring, educational, and networking where more preference was shifting to networking. Resources paucity, the nature of the target clientele, management capacity, and the dilemma of legitimacy were the main challenges to TAMICO. The study concludes by emphasizing the need to look at the problem of employment security as multiphase and thus requires a broad focus on employees, employment conditions, and trade union dimensions. Among others, the study recommends for capacity building for the workers and employers, implementation of workplace monitoring policy measures, and a collaborative partnership model in the promotion of employment security.
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    Effects of workplace environment on workers performance and productivity in Tanzania: A case of selected micro and small enterprises (MSE’S) in dar es salaam
    (Mzumbe Unversity, 2017) Kitila, Edna
    This study was focused on effects of workplace environment on workers performance and productivity in Tanzania. The main objective of this study was to investigate the effects of workplace environment on workers performance and productivity in Tanzania and specific objectives of this study were to identify effects of physical workplace environment on Micro and Small Enterprises workers performance and productivity, to analyse the influence of workplace communication on Micro and Small Enterprises workers performance and productivity. Despite of existence of many Micro and Small Enterprises in Tanzania, the study adopted a case study design; selected manufacturing and services Micro and Small Enterprises in three municipals in Dar es Salaam, which are Kinondoni, Ilala and Temeke. The study used non-probability sampling techniques to collect data that were analysed qualitative and quantitative techniques. The study findings revealed that the components of physical workplace environments such as furniture and work facilities/tools affect 71.7% of workers performance and productivity of MSE’s in Dar es Salaam. Office layout and space, quality air and ventilation and lightning also have greater contribution toward increasing MSE’s workers performance and productivity. It also revealed that effective organization communication contribute 57.6%and supervisor support increase workers performance and productivity in MSE’s by 54.1%.It is recommended that provision of financial incentives, training and government support towards enhancing Micro and Small Enterprises’ workplace environment would increase workers performance and productivity.
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    Contribution of change management on staff performance: The Case study of Tanzania airport authority
    (Mzumbe Unversity, 2017) Mtondoo, Sabrina
    Change has become a constant phenomenon which must be managed properly for an organisation to survive. Knowledge and awareness about many of the critical issues involved in the management of such change is often lacking. The central focus of this study was to investigate the contribution of change management on staff performance, understanding of change and the contribution of change management within a public sector organisation. Tanzania Airports Authority was selected as the case study where intensive investigation was done to get information related to the research problem. The study was guided by the following specific objectives: to analyse the effect of change management on organisational culture specifically aimed to identify the reality of change management in TAA; to determine the extent to which change management contributes to staff performance of TAA; to evaluate the effects of change management on staff performance of TAA; to explore the contribution of change management in areas of organisational structure, planning, technology change, changes in level of management and change in staffing; and, to explore how management change reflects the performance culture. The study was based at TAA headquarters. Both quantitative and qualitative methods of the data collection were adopted using interview, review of documents and copies of a questionnaire comprising 18 questions that were distributed to 269 respondents. The response rate was 216 staff which was 83.7% of the targeted sample. Based on this sample the results obtained indicate that change in management has a clear effect on the performance of employees. The findings can prove useful to human resource policy and decision makers, human resource departments, as well as government and academic institutions. For achieving successful staff performance, workers should be properly motivated and trained on change programmes and should be educated on the reasons for change.
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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