Dissertations (Masters)-HRM-SOPAM
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Item The impact of rewards on police officers performance: The case of Kondoa district(Mzumbe University, 2015) Mwengu, Greyson IThe researchers concern in this study was to investigate the impact of rewards on Police officers Performance in Kondoa District. Specifically the study explored the following; types of rewards available in the Police, the criteria used to reward Police officers, the timing of rewards in the Police force, the reward system in the Police force and lastly the impact of rewards on Police officers‟ performance. The study employed a case study design, qualitative and quantitative techniques of data collection were used. The data collection methods were the questionnaires, interviews and documentary reviews. The population of the study comprised of 97 Police officers in Kondoa District, from which the sample size was 33 respondents by using purposive and stratified random sampling. The data collected were analysed using percentages, bar graphs and frequency distribution tables with the aid of SPSS. The results of the study showed that the Police force offers the following rewards; promotion, recognition, money (Pay package), praise, demotion, salary deduction, extra grill, firing one from work, scholarships. Also the study revealed that these rewards are not timely provided, in addition it was discovered that the rewarding criteria is not clear and reward system in the Police force doesn’t work properly, also the study revealed that most of the junior Police officers are not satisfied with the rewards that are offered in the Police force. It was concluded that rewards have a great role to play in the performance of Police officers if well managed. The study recommended that the rewards in the Police force should be provided on time and the rewarding criteria in the Police force should be made clear to the members of the force. On top of that, the reward system in the Police force has to be reviewed in such a way that it will work properly and minimise discontents from members of the force. Furthermore, this study recommended that there should be congruence between the rewards that are offered in the Police force and the tasks that are performed.Item 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