School of Public Administration and Management (SOPAM)

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    Factors influencing employee retention in health sector: A case study of Geita district hospital
    (Mzumbe University, 2016) Mahagura, Grace J.
    The study focused on examining the factors influencing employee retention in health sector, a case study of Geita District Hospital. The specific objectives of the study was to examine retention strategies available at Geita District Hospital, to examine factors influencing employee’s retention at Geita District Hospital, to determine the rate of retention at Geita District Hospital and to investigate the challenges facing Geita District Hospital in retaining its staff. A sample size of 60 respondents was used to obtain enough information for the study. Interview and Questionnaire were used to analyse both Qualitative and Quantitative data by using thematic technique and presented in direct quotations with respect to research objectives and through tabular forms, with frequencies and percentages respectively. The data were coded and analysed through Statistical Package for Social Sciences (SPSS version 16.0) computer programs. The study found that good working conditions at GDH have been influencing employee retention, whereby there are enough of working equipment’s, job security, job scheduling variations which facilitate a healthier balance between work and personal obligations, employee’s suggestions and grievances are considered, also there are staff houses. Employees are compensated and satisfied with overtime allowance, leave allowance, health insurance, and the retirement benefits such as Pension, Provident Fund, and Gratuity. Also majority of employees are satisfied with the training and development opportunities available at GDH, whereby training opportunity is available for any employee, employees get regular training programs, the trainings are relevant to their work, and the tracings have been improving their work performance. GDH retain its employees to a great extent since they have high rate of retention. Hence, the study recommends that the government should provide enough funds for Geita District Hospital, so that the hospital can improve the working condition by its own funds, instead of depending funds from donors which is unreliable; the government should improve the compensation package for doctor and nurses, so as to retain these employees for long period of time, since there are other hospitals which provide more competitive packages.
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    Factors influencing employee retention in public organizations in Tanzania: The case study of Mwanza regional secretariat
    (Mzumbe University, 2013) Shao, Lilian Stanford
    Employee retention is a concern for organizations in this competitive job market because there are a great number of employment opportunities for talented professionals, the higher skilled the employees, the greater the demand for their services. In order to retain the best talents, strategies aimed at satisfying employee’s needs are implemented, the problem remains on how great is the effect of each strategy having toward overall employee’s retention. The primary aim of this study was to assess the factors that most significantly influence employee retention in public organizations in Tanzania, by using Mwanza Regional Secretariat as a case study. The sample size of forty employees, involving top, middle and lower level employees were the respondents in this study. The results of the study shows that job security, training opportunities, salary amounts, working environments, participative decision making, availability of allowances, relationships at work place, retirement benefits plans and promotion opportunities are some of the factors that basically influence employee retention at Mwanza Regional secretariat. The difference come from the implementation, those implemented as required like job security and retirement benefits plans their influence on retention is positive and those poorly implemented they act as a limit to employee retention efforts, which results to labour turnover, transfer of employees, low working moral and partial fulfilment of the organisation objectives. The solution to retention problems at the secretariat is to put more emphasis on financial incentives like increasing employee’s salary because according to the findings the respondents value them more than non-financial incentives. The findings of this study can be used by organizations to develop policies, practices, and strategies that would enable higher levels of employee retention and create greater efficiencies in meeting strategic objectives in the public sector, mainly at Mwanza Regional Secretariat.
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    Factors influencing employee’s retention in private sectors: A case study of Association of Tanzania Tobacco Traders (ATTT) – Kahama
    (Mzumbe University, 2016) Sengerema, Sebastian
    This study aimed to find out the factors influencing employee’s retention in Private sector; a case study of Association of Tanzania Tobacco Traders in Kahama District. Specifically the study addressed the following three specific objectives; firstly, to identify the employee’s retention strategies employed by ATTT in Kahama District, secondly, to determine the benefits of employee’s retention strategies employed by ATTT in Kahama District, and thirdly, to identify the challenges facing ATTT in implementation of employee’s retention strategies. A case study research design was adopted and a total sample of 50 respondents was consulted. Purposive sampling and simple random sampling techniques were used to obtain the required sample. The researcher used questionnaire, interview, observation, and documentary review to collect data; where the collected data were analysed through Statistical Package for Social Science version 20. The findings of the study revealed that, there are various employee’s retention strategies employed, but the common mentioned by the respondents in ATTT were; provision of bonuses and overtime allowances, training and development, salary increment, promotion opportunity, and good working environment. Through the well practices and implementation of those employee’s retention strategies, ATTT achieved various benefits such as; employees may stay in an organization for a long period of time, employees are encouraged and motivated to work, efficiency and productivity, and less supervision. Furthermore, the following were the challenges facing ATTT in implementation of employee’s retention strategies such as; costs to the organization, delaying of the bonuses and overtime allowances, employees may leave organization after training, and lack of training need assessment. The various solutions on the challenges facing ATTT were suggested as follows; bonuses and overtime allowances should be provided timely, to have the policies to protect or guide employees to leave organization after training, training need assessment should be conducted properly in time, organization should budget, plan and monitor the organization costs.
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    Examining the contribution of motivational factors in microfinance banks: A case of ACB.
    (Mzumbe University, 2014) Kalamata, Christian
    The aim of this study was to examine and identify the contribution of motivational factors in employee retention and productivity in microfinance banks. Specifically the research was to establish which motivational measures are currently in place and how effective they are; to establish whether a positive relationship exists between these motivational measures and employee retention; and to establish ways to improve employee retention and productivity. This study was guided by the use of gratification theories; theoretical review of related literature in text books, journals, and internet sources. Data was gathered from 52 respondents, in which 37 respondents were chosen from lower level employees, 15 respondents were senior management and 3 respondents were from top management. Simple random sampling and purposive sampling techniques were applied to a population of ACB Commercial Bank, Tanzania. The data collected (both primary and secondary) was coded and analyzed by using a software program known as Statistical Package for Social Science (SPSS) and Microsoft Excel 2007. Motivation and employee performance in most organizations has been a difficult issue to handle resulting in the same common problems existing in most organizations. These problems identify the fact that it is not easy to fulfill all peoples` needs as each individual is motivated by different aspects. Motivational packages are an organization’s lifeblood to retaining employees and this is only if employees find them attractive and administratively sound. Some strategies to achieve these motivational packages include the use of extrinsic rewards such as bonuses; the use of peer pressure by setting both individual and group goals; and lastly the use of intrinsic motivational factors such as providing workers with feedback about goal attainment. I believe Akiba Commercial Bank should introduce participative management techniques, in which employees are given opportunities in the decision making process, especially in the establishment of their motivational package. The bank needs to prepare a clear training programme to its employees both locally and overseas.
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    Employee retention: Challenges facing small and medium enterprises in retaining employees at Tunduma town, Tanzania
    (Mzumbe University, 2015) Katunzi, Fidelina Francis
    The main objective of the study was to examine challenges facing small and medium enterprises in retaining employees at Tunduma town, specifically, to examine factors for employee retention in SMEs, to examine strategies used by SMEs to retaining employees and to investigate the challenges facing SMEs in retaining employees. A case study research design was applied, the study employed interview and questionnaire methods to collect data for the study. Quantitative data collected were analysed by using descriptive Statistics technique and Qualitative data were analyzed by using thematic technique. The sample size of the study was 109 respondents. The study found that employee retention in SMEs at Tunduma town has been negatively affected by small salary paid to employees, the absence of health insurance, bonus and retirement benefits. Also, the study found that SMEs employees face difficulty working environment. Moreover, employees in SMEs at Tunduma town are not provided with opportunities for career development. Delegation, challenging job, attractive working equipments and transparency have been used as strategies by SMEs at Tunduma town to retain employees. Furthermore, financial constraints, competition with large organisations, monetary dissatisfaction and employee mobility have been challenges facing SMEs in retaining employees at Tunduma town. The study recommends that SMEs should devote enough funds for improving the working environment and paying employees with competitive compensation. Further study is needed to be conducted to include other towns from other parts of Tanzania to have a wider understanding about the challenges facing SMEs in retaining employees.
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    Effectiveness of human resource management practices on the retention of mathematics teachers: A case of public secondary schools in Arusha city council
    (Mzumbe University, 2013) Mleli,Aggrey Adelbert
    Employee retention is one of the challenges facing many organizations today. For many organizations, strategic staffing has become a concern because the ability to hold on to highly talented employees can be critical to the future survival of the organization. This study assess the effectiveness of human resource management practices namely Employee empowerment, Training and development, Performance appraisal and compensation on the retention of public secondary schools mathematics teachers, taking Arusha city council as a case study. The research aim was to study how Mathematics teachers regard the effectiveness of the mentioned HRM practices on their decision to remain or quit. Data were collected using questionnaires consisting of questions with 5-points Likert scales distributed to samples of 61 mathematics teachers in Arusha City Council. Analysis of data was done using SPSS Version 16.0 descriptive statistic software. The study revealed that Human resource management practices namely compensation, empowerment, training and development and appraisal system in the education sector, as observed from Arusha City council were not effective to facilitate retention of mathematics teachers. It was further revealed that compensation plays a vital part on the decision of employee (mathematics teacher) to stay or quit. However, not all private schools are paying well compared to the public schools, other factors such as good working environments, leadership and more non-financial benefits that are offered by private schools encourages mathematics teachers to run away from public to private schools and other institutions that needs them.