School of Public Administration and Management (SOPAM)

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    Examining gender equality in accessing agricultural extension services to farm women in rural areas: The case of Mvomero District, Tanzania
    (Mzumbe University, 2016) Wataye, Benard B
    Agriculture is not only one of the most important sources of rural livelihoods in Tanzania, but also makes vital contributions to the country's economy. Rural women are major agricultural producers, especially at the household level. But unfortunately they have less access to agricultural extension services. The study examined gender equality in accessing agricultural extension services among farm women. The study was undertaken at Mlali ward in Mvomero District, where 2 villages were randomly selected. Probability and non-probability sampling techniques were used to select the study respondents, and data were collected from 62 respondents. The study were guided by four specific objectives which were, to assess the attitude of the community towards women’s access to agricultural extension services, to determine socio-cultural and economic factors which promote/hinder women to access agricultural extension services, to analyze institutional framework for supporting women in accessing agricultural extension services in the rural areas and to assess the challenges of agricultural extension agents that affecting accessibility of extension services to farm women. Qualitative methods of data collection through interviews and focus group discussion were used to collect the data, and documentary method was deployed to supplement the previous methods. Content and descriptive analysis was incorporated to analyze the data from the field with the help of SPSS version 20. The results showed that the attitude of the community towards women’s access to agricultural extension service was positive in the sense that community members were of the opinion that women have the right to access extension services as men do. Three quarters of the farm women who were involved in this study had never had contact with agricultural extension officers in their fields because they were not members in the farm community groups, so getting agricultural extension service, women must join in farm community groups/organization. Therefore, the results showed that there is no any formal system such as policy or programs that are specifically dealing with the accessibility of agricultural extension services to farm women. In providing agricultural extension service extension agents faced with the challenges that in one vi way or another affecting farm woman to access agricultural extension services which were, means of transportation, many women are not members in the community farm groups and low level of participation of women in the farm field schools. The study thus recommended that, Government should formulate agricultural extension services policy which will guide and look after farm women in various aspects in the sector of agriculture, also there is a need for local authority like WEO and VEO to establish communication with other stakeholders who are dealing with the agricultural credits and trainings.
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    Factors affecting women in acquiring leadership positions in workplaces: A human resource management perspective
    (2023) Mwita, Kelvin M; Mwakasangula, E
    Under-representation of women in leadership positions in the corporate world has been a global concern. Scholars have explored many institutional barriers that women face in climbing the career ladder with limited studies assessing HR related factors. This study intended to assess HR related factors that affect women progressing to leadership positions in organizations, with specific reference to Tanzania. Guided by qualitative approach and human capital theory, the study involved semi-structured interviews to collect data from eight (8) respondents who were sampled by using a purposive sampling technique. The sample included female leaders and HR practitioners from seven (7) organizations in Tanzania. Thematic data analysis was employed. The study found that HR practices play a vital role in enhancing or limiting the number of female employees who reach leadership positions. The study recommends that organizations put in place fair and objective hiring systems that create fair grounds for both male and female employees. Training and development opportunities should be fairly distributed to both female and male employees with consideration that women play multiple leadership roles at home and at work as well. Organizations should consider employee promotion based on merit. Government, through its various agencies, should put in place measures that intend to control practices that discriminate against women, and hinder them from enjoying equal opportunities available at their workplaces.