School of Public Administration and Management (SOPAM)

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Planning and assigning tasks for the first time: A step by step approach for beginning managers.
(Research, Information and Publications Department, 2002) A.G.B. Simime
Planning and assigning tasks for the first time a step by step approach for beginning managers. The bottom line of performance management is better results, hence, management by results. What it means really is that the performance of the manager is measured by the degree of success towards expected outputs or results. Successful performance reaches stated goals, objectives and targets and demonstrates visible and measurable contributions to an organization There are no magical rules for performance management. There are, however, process steps that managers ought to know that are likely to inspire effective commitment of the people to their jobs. If these process steps are followed management by results will be ensured. This small volume describes the eight step-by-step approach to assigning tasks as part of implementing performance management. The book outlines what managers who assign tasks to subordinates ought to do at each of the eight process steps in order to establish understanding, win their agreement and inspire their commitment to work for better results. At the end the book provides cases of success stories in planning and assigning task.
Selected topics in human resource management
(Reseach and Publications Department, 2004) Sabina P.M. Gellejah
This book gives an overview of Human Resource Management as field and subject of study, explaining the job of a manager and dynamics of work teams. The book further concentrates on the major functions of Human Resource Management; namely Human Resource Recruitment, Human Resource Analysis and Planning, Appraising and Improving Performance of Human Resource, Human Resource Training and Development. Topics on Management Development, Describing and Evaluating Jobs, Administration of wages and Salaries, as well as collective Bargaining and arbitrating have been included to enrich the subject matter covered by the book. The book is written in a user friendly language. It can be used as a quick reference guide to the subject for both undergraduate and postgraduate students, as well as practicing managers and other professionals involved and interested in the management of human resource. The choice of topics covered was guided by the author's experience of two decades in teaching the subject management practitioners, undergraduate students, as well as postgraduate students in Tanzania, Botswana, Lesotho, and Swaziland.
Empowerment and Effectiveness of School Committees in Tanzania
(University of Bergen, 2010) Masue, Orest Sebastian
Empowerment of local communities and establishment of appropriate local level institutional frameworks have recently become important tenets for education management in the developing countries. Tanzania is also sailing on the same boat with other countries in that endeavour, where educational decision making powers have been conferred to the local levels. As of now, school committees have been empowered to take over the oversight and development roles in their respective schools. The study has been an attempt to assess the effectiveness of the primary school committees in Tanzania; focussing on two LGAs namely, the Morogoro Municipal Council (MMC) and Mvomero District Council (MVDC).Two primary schools (one from each LGA) were studied in detail to ascertain any significant differences between the urban and rural school committees with regard to capabilities and effectiveness in role accomplishment. The study approach was mainly qualitative, using in-depth interviews, focus group discussions, observation and documentary analysis. The study involved 32 purposefully selected informants, comprising of Education Officers from the two LGAs, Village and „Mtaa‟ Executive Officers, Head teachers, School Committee members, parents and pupils. Generally, it was found that majority (78%) of the two school committees members were primary school leavers or below, a phenomenon attributed to lack of interest of „the educated‟ to become members of school committees. While there was trivial difference between the rural and urban school in terms of committee members‟ understanding of their responsibilities, the committee members from the two committees were adequately informed about their roles. In addition, there was high consistency between the level of education and role accomplishment capabilities. That is, members with fairly high educational qualifications indicated that they were competent enough to accomplish their roles; while those who had low educational qualifications declared that they were not competent enough to accomplish most of the skill-demanding roles like planning and budgeting. Inadequacy of financial resources was pervasive in either case, constraining successful implementation of school development plans. On these grounds, therefore, my conclusion is that not outstanding but impressive achievements have so far been accrued regarding the empowerment and effectiveness of the school committees. However, attainment of the real school committee empowerment and effectiveness calls for enduring and comprehensive capacity building efforts by multiple agents (the Government, NGOs, CSOs, Media, CBOs etc.) to develop knowledge, skills and financial resource bases at the local levels; and also create awareness to the people on the importance of their participation in educational decision making processes.
Analysis of quality service factors and passengers’ satisfaction at bus terminals in Dar es Salaam and Morogoro regions - Tanzania,
(Mzumbe University, 2011) Lushakuzi,Simon Shaban
This research was conducted in Dar es Salaam city at Ubungo bus terminal (UBT) and in Morogoro municipality at Msamvu bus terminal (MBT). The main objective of the research was to analyse relationship between quality of services as measured by reliability, responsiveness, assurance, empathy, and conduciveness of materials on the one hand and passengers‟ satisfaction at bus terminals in Tanzania, on the other. This research focused on passengers at bus terminals who were thought to be forgotten in the sense that there exist low standard terminal services for them. Literature review focuses on key concepts, service quality and diverse service quality models including servqual, servperf, serviscape and servuction. A case study design was adopted, with a sample of one hundred and thirty one (131) respondents. Primary and secondary data collected were tested and found to be fit, reliable and valid for making meaningful interpretation. Furthermore, the result indicated that multi-methodology approach was appropriate in gathering information. The research findings were based on all Total Score Value (TSV) results at Ubungo and Msamvu bus terminals which indicate unfavourable opinions and the association of all attributes were at 0.05 and 0.01 significant levels. The study came up with the conclusion that the understanding of quality management for vehicle operation has a significant influence on standard of service at the bus terminals. As such, form of operators licensing should be appropriate to ensure that operators of public transport services meet specified standards of competence and integrity to enhance customers‟ satisfaction at bus terminals.
Fundamentals of human resource management : emerging experiences from Africa
(African Studies Centre, 2011) Itika, Josephat Stephen
Fundamentals of Human Resource Management: Emerging Experiences from African Countries examines the persistent political, social, and economic challenges facing Sub-Saharan Africa and questions the continued reliance on Eurocentric management philosophies in addressing them. The book argues that uncritical adoption of Northern theories has limited the effectiveness of leadership and organisational performance across the continent. Drawing lessons from regions such as Southeast Asia, it emphasizes the strategic development of human capital and the need for contextualised, Afrocentric approaches to managing people and institutions. The text calls for critical adaptation of global concepts to local realities, encouraging managers to apply human resource principles in ways that reflect African organisational, cultural, and economic contexts. Structured into fourteen chapters, the book integrates theory with practical experiences from Tanzania and other African countries. It covers foundational and strategic human resource management, policy development, workforce planning, recruitment and selection, performance management, reward systems, training and development, employee relations, competency-based management, and international human resource challenges. Particular attention is given to public sector reforms, health sector workforce issues, and private sector practices within Tanzania. Each chapter concludes with reflective analysis linking Eurocentric models to African experiences, providing a basis for developing context-relevant human resource frameworks for Sub-Saharan Africa.
Fundamentals of human resource management
(2011) Itika, J
This book is not just one of the many introductions to Human Resource Management that are published, year after year, for use in HRM classes. Authors of those introductions face many challenges, such as the need to produce something that is both theoretically sound and practically valuable, or to find a way to integrate discussions on a variety of topics into one comprehensible teaching tool. The author of this book took up those challenges by, on the one hand, closely following the conventions that HRM scholars all over the world adhere to with regards to the demarcation of subfields within the HRM discipline, and on the other hand, including a multitude of Tanzanian and other African cases that put each of these subfields in a vivid context. The result is a book that serves to initiate African students in the world-wide HRM community, while simultaneously enabling them to create their own HRM policies in accordance with circumstances in their countries. As such, it is definitely a unique book. It brings the global and regional perspective together, to the benefit of both. The author and his colleagues of the School of Public Administration and Management of Mzumbe University deserve respect for this accomplishment. Their reward will be in the educational outcomes that the book will certainly bring about in their own classes and in hopefully many other ones.
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
Enhancing universal public suffrage in Tanzania mainland : The case of Ubungo constituency
(Mzumbe University, 2013) Baraka, John
This study assesses and examines the voter’s perception on the effectiveness of the Permanent National Voters Register (PNVR) in improving the right to vote in Mainland Tanzania particularly at Ubungo area, Kinondoni district in Dar es Salaam city. The specific objectives are; to critically analyse the effectiveness of the PNVR in enhancing free and fair elections, to find out the extent to which PNVR enhances universal suffrage, to identify the challenges of maintaining an effective PNVR and to draw solutions on how to overcome the challenges. Therefore, the study involved a sample size of 80 respondents drawn from Ubungo area of Kinondoni District in the region of Dar es Salaam, The selection done randomly and purposively sampling techniques. Data were collected through techniques methods namely; Desk review, interviews and questionnaires. Data collected were analyzed through the use of SPSS, discussed and presented through the use of figures, tables and a text. The findings of the study revealed that the majority of respondents are aware of the existence of the Permanent National Voters Register; this might be attributed to the fact that the majority of the interviewee of the study was adults of who most might have participated in the 2005 general election when the system was formally introduced. It is recommended that there is a need of deliberation of systematic interventions that would correct the voters’ information in the PNVR to create a viable ways of ensuring that the PNVR is regularly updated and to enhance the right to vote. This would also be done through education on how to use the PNRV during elections.
An investigation of community participation in decision making in local government authority: The case of Morogoro District council
(Mzumbe University, 2013) Joel, Sara
This study aimed at investigating the community participation level in decision making in local government authorities, specifically in the Village Assembly Meetings in Morogoro District Council. The government of Tanzania has been advocating various local governance and participation initiatives through the famous Decentralization by Devolution Policy of 1998 and the Local Government Reform. However, local people/communities at lower level at large have always been unable to utilize effectively this opportunity in their areas of jurisdictions. This is because they lack critical capabilities or competence needed to have more control of their resources. The concept of community participation is central in underpinning successful development programmes. Studies on the Tanzanian government's efforts to decentralize decision making to the districts and ultimately the village levels indicate that, local people do not constitute key players in the processes and have limited participation in decision making. This study was conducted in six villages in Morogoro District involving 80 respondents who were purposively and randomly selected. Data were collected using structured questionnaire, supplemented by interviews for key informant and observation. Data were analyzed through Statistical Package for Social Sciences (SPSS) and Microsoft Excel Spread Sheet. The findings showed that the level of education was the key factor that affect decision making in village meetings. Villagers were occasionally given feedback and report on development and financial matters, although accountability of villager leaders was ranked very poor. The study recommended that to enhance villagers‟ participation in decision making, there should be frequent village meetings, accountable and transparent leaders, leaders with scandals of misappropriating village funds and projects should be forced to step down.
Challenges of human capital management information system (Lawson version, 9) in local government authorities; A case of Shinyanga municipal council
(Mzumbe University, 2013) Kassam,Amne
Human Capital Management Information System (Lawson Version, 9) as a software helped the employees‟ information to be kept safely such as their responsibilities, salaries, retirement and compensation. As today's organizations are more strategic occurrence of HCMIS helped them to expand and compete with others and fulfill their organizational goals. The purpose of this was to examine the challenges of Human Capital Management Information System (Lawson, Version 9) in local government authorities as it helped better performance in local government authorities. More specifically the study sought to find out types of data stored in Lawson; explore if the employees are competent in using Lawson; investigate the problems of using Lawson in local government authorities and identify factors influencing the use of Lawson. The objective of this study was, to find out whether employees were satisfied with existence of HCMIS (Lawson version 9), to find if the employees were well educated of HCMIS, if there were strong implementation strategies of HCMIS and to find out the challenges of implementing HCMIS. In the study a case study design was used. The study collected both qualitative and quantitative data. Purposive sampling and random sampling were used to obtain 64 employees which were 20% of all employees as a sample. Primary and Secondary data were applied during research findings. Literature review from different scholars was used to support this study through illustrating various concepts of HCMIS (Lawson, 9). Also the study made use of research questionnaires, and interview to collect data from the population. Descriptive statistics and SPSS were used for data analysis. Based on findings, it was found that alternatives mechanism should be employed to improve performance of HCMIS (Lawson Version, 9) in LGA‟s. The study recommends that HCMIS (Lawson, Version 9) is very important but more training to improved its utilization could be adopted in local government authorities.
The effectiveness of human resources training and development in public organization as provided by National Board of Accountant and Auditors (NBAA) in Dar es Salaam, Tanzania
(Mzumbe University, 2013) Mallya, Digna T
Training and Development of human resources are the most valuable assets of any organization, with the machines, materials and even money nothing gets done without man-power. The effective functioning of any organization requires that employees learn to perform their jobs at a satisfactory level of proficiency. Employee training tries to improve skills or add to the existing level of the knowledge so that the employee is better equipped to do his present job or to prepare him for higher position with increased responsibilities. NBAA has put efforts to ensure that employees are equally trained and developed to align with the general government policy. General objective of this is to examine the effectiveness of human resources training and development at NBAA most considerable factors being training conducts, its contribution to organization performance and employee’s development. The study was held at National Board of Accountants and Auditors at Dar es Salaam region from May to August 2013 where 40 respondents who are NBAA employees were involved. Simple random sampling was used in collection of data because the sampling frame was not too large and easy accessibility of unit, also study population had similar characteristic which is all NBAA employees are entitled to training. Purposive or judgment sampling was employed in this study due to the nature of respondents whom are classified in the nature departmental. The sample was picked as follows; Corporate service department 15 respondents, Examination department 12 respondent, Member Service department 07 respondents, Technical Service department 02 respondents and Management committee 04. Likert Scale question and interview guided were used to collect data for 40 respondents involved in a study also documentary review such as NBAA training policy, training records was employed This study reveals that training programmes enables employees to acquire knowledge and skills, human relation competencies, newcomer understands comprehensively about organization, norms and values. Through this study it has been revealed that NBAA has productive succession plan as Executive Director, majority of the management team, head of units were trained and developed to their presence position. However it has been revealed that organization benefits out of training as enabled to train her manpower hence moved from use of manual system to computerized system hence corresponding with world competitive environment. With mentioned findings positioned NBAA training and development effective. Despite of mentioned achievement NBAA fulfill its training policy partially, employees do not participate in determining the training they need, quality and suitability of external training programs are not considered, trainee are not given time to reflect and plan improvement because some of line manager are conservative. Therefore NBAA is recommended to make regular evaluation and analysis of conducted training programmes and develop policy which will enable trainees to practice acquired knowledge and skills.
Effectiveness of training programmes in public organisations in Tanzania: A case of Morogoro municipal council
(Mzumbe University, 2013) Habi, Lukas
This study examined the effectiveness of training programmes in Public Organizations. It involved case study design where Morogoro Municipal Council was selected. The study was guided by four research objectives which are: To determine factors affecting implementation of a training programme in MMC; to find out how trainees perceive the implementation of a training programme in MMC and lastly to suggest strategies to be employed by MMC in the implementation of a training programme. Data collection methods comprised of interview, questionnaires, and documentary review. Random sampling and purposive sampling techniques were used to select a sample of 77 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the head of Human Resource Management on behalf of the director of Morogoro Municipal Council. After data analysis the findings of the study revealed that, most of the employees were aware of the existence of the training programme while few of them never noticed its existence. On the other way, to some extent the identification of training needs was administered, but also it has been evidenced that the selection of employees in some cases didn’t prove to have elements of fairness and transparency as such there were a lot of complaints from employees insisting that the selection of employees for training was dominated with evil acts including presence of elements of corruption and favouritism. However, the study found that Morogoro Municipality faced various challenges in the implementation of the training programme including; small budget for training, lack of clear organisation policy, lack of management support, unwillingness of some employees to be trained and finally there was small efforts made in identifying training needs. This research has made some recommendations for implementing well a training programme by the Morogoro Municipality. These include; soliciting for donors’ funds, preparation of good organization policy, soliciting for management support, cost sharing and soliciting for employees willingness.
Influence of leadership style on teachers’ job satisfaction in Tanzania: The case of public secondary schools in Musoma Municipal council
(Mzumbe University, 2013) Kashagate,Reina
Leadership is a process influence between leaders and subordinates where a leader attempts to influence the behavior of subordinates to achieve the organizational goals (Koontz et al, 1988). Organizational success in achieving its goals and objectives depends on the leaders of the organization and their leadership styles. By adopting the appropriate leadership styles, leaders can affect employee job satisfaction, commitment and productivity. The purpose of the present study was to investigate the effects of leadership style on teachers’ job satisfaction in public secondary schools in Musoma Municipal Council. The study examines whether transformational and transactional leadership styles stimulate and sustain teachers’ job satisfaction. Questionnaires were administered to 54 public secondary school teachers from different schools. The Multifactor Leadership Questionnaire (MLQ) and the Minnesota Satisfaction Questionnaire (MSQ) were used by teachers to assess their heads of schools in relation to the satisfaction they derive from their jobs. To analyse the data, multiple regression analyses were conducted to examine how well transformational and transactional leadership factors predict teachers’ job satisfaction. Overall the results of the present study yielded some significant findings. The results showed a positive correlation between transformational leadership dimensions on teachers’ job satisfaction. With regard to transactional leadership dimensions, the results showed that transactional leadership affects the outcome variable, but their influence was lower as compared to the influence of transformational leadership factors. The individual transactional leadership factors that had positively influenced the outcome variable were Contingent rewards and active management by exception. The remaining two transactional leadership factors, passive management by exception and laissez-faire had mainly negative effects on the outcome variable. Moreover, the results showed that the influence of transformational and transactional leadership on job satisfaction were slightly affected by taking teachers’ background characteristics into account. The results for instance revealed academic difference with regard to levels of job satisfaction. ix Based on these results, the following implications for further research are formulated. First, more research in the African educational context is needed in order to further confirm Bass’s claim (1985) of the universality of transformational and transactional leadership across different cultures. Second, apart from job satisfaction, other potential mediator variables (e.g organizational climate, trust in leadership) should be used in future research in examining the relationship between transformational and transactional leadership and teachers’ work related variables. The results also have implications for the preparation and the training of school leaders in Tanzania. In order to enhance higher levels of teachers’ work related attitudes and behavior, it is strongly suggested that school heads in Tanzania should practice transformational leadership behaviors and practices. It is also advocated that school heads, both practicing and aspiring school leaders, should receive training in both effective transformational and transactional leadership practices, this can be through seminars, workshops and updates on school administration and leadership in order to sharpen the skills of institutional leaders on the job and equip them with knowledge to influence the retention rate of teachers to benefit the student, the teacher, and the school system. Lastly, the fact that job satisfaction has shown to be an important mediator of leadership and teachers work related attitudes and behavior suggests that the Tanzanian government ought to pay attention to teachers’ job satisfaction, in order to enhance teachers’ commitment to the present educational reform process. The issues related to salary and working conditions seems to be the bones contention and need urgent attention if we are to guarantee the success of the educational reform process in Tanzania
The contribution of non-monetary incentives in improving employees’ job performance in Nachingwea district council
(Mzumbe University, 2013) Yogwa, Bihaga John.
Many organizations are struggling to make sure that available employees exert reasonable effort to make sure that organizations can achieve its desired goals. In order for employees to perform better their duties toward achieving organization goal, there is a need to be rewarded accordingly in exchange of their labour power, in rewarding employees organizations make them capable of doing better, try harder and expend more energy. With scarcity of monetary reward mainly in public organizations, organizations have alternatively considered using non monetary incentives in inducing employees to exert more effort toward accomplishment of tasks provided. Performance of employees in any organization is vital not only for the growth of the organization but also for the growth of individual employee. The challenges facing many organizations are how to induce employees’ efforts in the production process. An organization must know who are its outstanding performers, those who need additional training and those not contributing to the efficiency and welfare of the company or organization. This study tried to investigate relationship between non-monetary incentives and job performance in LGAs. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc., are the kinds of incentives that do not involve direct payment of cash. In this study a sample of 134 male and female staff members of NDC were studied. All HODs and Units were included in the sample including the Council Director, supervisory employees and lower level staff. Data collected was analyzed by use of IBM SPSS
The influence of class size on pupils’ achievement outcomes. The case of primary schools in Bukombe District council
(Mzumbe University, 2013) Renatus,Nzemo
There have been increase of new classroom construction from 2002 to 2006; still the problem of pupils-teacher ratio is alarming in both urban and rural primary schools in Tanzania. This study was concerned with the influence of class size and pupils teacher ratio on pupils’ achievement outcomes in primary schools in Bukombe district. The theoretical framework was grounded on conflict theory by Karl Marx 1864- 1920 in attempting to explain teachers’ recruitment and retention in relation to school decentralization in ward secondary schools. The study was essentially quantitative in approach and it employed 100 primary schools. Empirical data were collected through pupil’s achievement outcomes analysis sheet that was developed by the researcher. Classroom Observation form was used to gather information from the classroom and from documentary evidence. The study finding revealed community participation in classroom construction, increasing teachers’ recruitment, enrolling the number of students in relation to the classroom available, paying high salary to the teaching profession to attract people to join the teaching profession, as the strategies for solving the issue of class size, pupils teacher ratio and pupils academic performance in public primary school. Furthermore the study indicates no relationship between pupils’ teacher ratio and pupils’ academic performance but that there was relationship between class size and pupils academic performance. The findings indicate also that, there is relationship between class size and pupils’ academic performance because when the class size decreases pupils’ academic performance is shown to increase. From the above findings the study recommends that, to reduce the intensity of pupils’ teacher ratio and class size there is a need for constructing more and enough classes as well as recruiting many teachers so as to reduce pupils’ congestion in the classrooms and to balance the ratio as recommended. Based on the most significant finding in this particular piece of research, it is concluded that class size and pupils teacher ratio are very crucial issues in influencing pupils to acquire knowledge, skills and attitude that may be employed in different sectors of economy such as agriculture, industry, tourism to improve the economic advancement in the country
“Community participation and sustainability of national water projects: The case study of Chalinze water supply project in Bagamoyo district
(Mzumbe University, 2013) Shayo, Deogratias
The main objective of this study was to examine community participation and sustainability of National Water Projects with case study of Chalinze National Water Project, in Bagamoyo District. Specifically the study intended to (1) determine community‟s involvement in decision making in Water Supply Project; (2) examine community‟s contributions in development and sustaining Chalinze National water supply project; and (3) to assess the roles of the local government in sustaining Chalinze National water supply project. The study was conducted in Chalinze whereby 130 respondents were selected to obtain both quantitative and qualitative data. Structured questionnaires, Focus group discussions, observations, interview of key informants and documentary reviews were used to obtain relevant information. Checklists and observation kits were used for interviews and Focus group discussion and observation. It was that the community participation in planning and implementation Chalinze Water Supply Project was very poor while monitoring mechanism of operation and management as well as community participation on decision-making was poor. The Local government does not yet implement its role of building community capacity to manage Chalinze Water Supply Project. Community still knew that Chalinze Water Supply Project is government property and not theirs. It was recommended that before implementation of any community based project, community must be educated on current government policy on community participation and involvement in decision-making. COWSOs as WAMACHA should have enough knowledge and skills required to manage water projects. They should financially be good and there must be well known established structures from the grassroots water users to the top management of the project. The Local government who is a main stakeholder must play its role of empowering and regulating Water User Association.
Factors inhibiting employee promotion in the health department of Moshi district council
(Mzumbe University, 2013) Isangya, Pamela
This study was conducted in Moshi District Council and was prompted by the fact that promotion in the public sector, both in Central and Local Governments was a big problem that needed to be addressed. A case study design was used in this research. The study used a sample of 56 employees selected through convenience sampling technique and purposive sampling technique. Data were collected through questionnaire, interviews and documentary review methods. Quantitative data were analyzed by using Statistical Package for Social Sciences (SPSS). The findings were presented in tables, figures and text to simplify interpretation. Findings revealed that employee promotion in the Moshi District Council was being implemented and 71.5% of respondents were already upgraded at least once from the time of appointment to their job positions. However, the existing policy on employee promotion was likely to be weak as it is implemented without the application of OPRAS. The study also identified the promotion process, in which the majority (53.1%) of the respondents claimed that the promotion was not fair due to reasons such as unfairness which included promotion delay and inappropriate employee promotion. On the specific objective to determine the challenges posed in the implementation, the findings revealed that there were a number of challenges behind the situation such as budget constraints, corruption, favoritism, poor qualification and poor record keeping. Suggestions to improve the situation include improving record keeping system, avoiding favoritism, etc. The study recommends that the management should improves record keeping, avoid favoritism, information on non-promotion be delivered on time, furtherance of employee education and further studies be conducted.
Exploring effects of psychological contract violation in Tanzania Non Government Organisations: the case of Ilula orphan program
(Mzumbe University, 2013) Msigwa, Edson Ernest
This study intended to explore effects of Psychological Contract Violation (PCV) in Tanzania NGOs Ilula Orphan Program (IOP) being a case study. The specific objectives of this study were to find out how PC is provided; to find out how employees feel (satisfaction and dissatisfaction) when psychological contract is provided and when not provided; and to find out effects of PCV in Tanzania NGOs. The study population for this study was 72 including staff and management. The sample adopted was 36 which were 50% of the population. The sampling method used for this study was stratified random sampling. The data collection methods used in this study were interviews which were administered to management, questionnaires which were circulated to staffs, documents which included policies, attendance records, staff contracts, staff minutes and correspondences. By observation method, the researcher saw staff gossiping during working time, going late to meetings, moving slowly between actions or offices and complaining to management as well as basking during working hours. The findings revealed that there was PCV by employer not fulfilling a number of human resource practices and workers’ rights including pay, overtime, promotion, policies and training leading to effects like tardiness and absenteeism, low commitment, delayed projects completion, abuse of confidentiality, labour turnover, and declining productivity. Suggestions to minimize effects of PCV include timely response to complaints and orders, transparency honesty and trust, fulfilling terms of contract, promotions, recognition, and competence based recruitment and selection, staff training and development, sustainable income and fairness in application of human resource practices.
Recruitment and management in local government authorities of Tanzania: A case of 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.
The implications of employees motivation to human resource retention at Stanbic bank Tanzania limited
(2013) Kyaruzi, Albert R.
The importance of motivation in retaining employees cannot be over emphasized. Therefore keeping the best employees continue to remain a challenge for most managers. The current study entailed at examining the implications of employees motivation to human resource retention. The study set to address four specific objectives as to identify the types of motivation required by employees, to explore the strategies employed to enhance motivation as a factor to human resource retention to, determine the relationship between employees motivation and human resource retention, and to identify challenges involved in attaining motivation strategies that lead to human resource retention at Stanbic Bank. The study used Stanbic Bank as a case study whereby the organization has a total number of about 587 employees. However, this study used a cross section sample of 160 employees mainly located in Dar es Salaam due to resources constraints. The research made used primary and secondary data. Opened ended questionnaire and interviews were used to collect data from respondents. A selected number of managers, senior as well as junior staffs were also interviewed as part of the data gathering process. Data collected were subjected to analysis that involved data coding, editing and consolidation and later presented in tables, charts and quotes. The study found that majority of the respondents was of the opinion that they were not satisfied with their current motivation packages. Respondents strongly agreed that good management to employee relationship enhances employees retention. Few, respondents certain level of dissatisfaction with the house allowance and has led to feeling of inequity, de-motivation and labour turnover. It is therefore recommended that Stanbic bank should provide both staffs house allowance not depends for the manager and senior staff. The study also recommended that management should provide a competitive and attractive salary in order to retain the employees of Stanbic Bank.