School of Public Administration and Management (SOPAM)

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Subject: search.filters.subject.Career development

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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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    Factors affecting career progression of female academics to senior positions: A case study of Open University of Tanzania
    (Mzumbe University, 2019) Tarimo, Elias Adolf
    The underrepresentation of female academics in higher ranks in public universities is a still a big mountain to climb. The major objective of the study was to investigate factors that affect career progression of female academics to senior positions in Public Universities. Specifically, the study intended to answer three questions which were: what factors motivate career progression of female academic to senior positions, what factors discourage career progression of female academic to senior positions and what strategies could be used to support career progression of female academics. Open University of Tanzania was used as a case study. Twenty one (21) participants were selected purposively from senior positions, junior positions and University management. Interview method for data collection was employed to collect primary data and secondary data were collected through documentary review. The study used thematic analysis in data analysis. The study found that both intrinsic and extrinsic factors facilitate career progression of female academics. Academic qualification and achievement, self-driven, family and role models, Organisational support, policies and practices were factors cited to have motivated the participants towards joining, and progress in academe. The findings revealed that family work conflict, culture and gender, lack of mentoring, role model, self-confidence, limited opportunities and networking were factors that discourage career progression of female academicians to senior positions. Furthermore, hard work, team work, time management, research and publication were found as strategies for female academic to reach senior positions. The findings implied that few female academicians managed to reach senior positions and majorities are struggling to move up. Their failures were associated with traditional gender role, society belief and gender stereotype. Increase access to education and employment and establishment of women special programme are proposed by the researcher as the means to support career progression of female academics to senior positions. The study contributes to the addition of knowledge and literature on career progression of female academics which has been under researched, especially in Tanzania.