School of Public Administration and Management (SOPAM)

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Subject: search.filters.subject.Labour turnover

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    Strategies to reduce teachers’ turnover in public schools: A case of secondary schools in Morogoro municipality
    (Mzumbe University, 2015) Kimaro, Joseph W.
    The major objective of this study was to examine the approaches established and employed by the government in dealing with teachers‟ turnover in public secondary schools in Tanzania. The specific objectives of the study were to assess the current situation of teacher‟s turnover in the study area; to examine how the council has dealt with teacher turnover rate; to assess achievements reached by the council in reducing teachers‟ turnover; and to examine challenges faced by the council in reducing teacher turnover. Data collection was done using structured questionnaires of open and closed questions, to obtain quantitative and qualitative data. Interviews of key informants were undertaken under the guidance of checklist questions. The major part of the results were analysed qualitatively. Some results were presented using texts, tables and figures to illustrate findings. The study found that the strategies to reduced teachers‟ turnover include improving allowances, construction of teachers‟ houses; creating environment for teachers to get loans from financial institutions, and seminars and workshops for training. The success of the strategies was very little as the implementation of the strategies was of the low standard. The challenges that the council faces in reducing teachers‟ turnover include financial constraints, corruption among leaders, shortage of teachers, and undisciplined students. From the results it was concluded that the rate of teachers‟ turnover in Morogoro municipality was still high; several strategies were established at the school level and council level in order to motivated teachers but they were not workable; council faced various challenges in its efforts to reduce teachers‟ turnover. These challenges include financial problems, corruption among leaders, shortage of teachers and undisciplined students. The study recommends that government should give teacher the transport facilities like motorcycles and cars in terms of loans so that to facilitate teachers‟ transport to their working stations. Also the teachers should be involved in priority setting and planning so that to include the teachers‟ needs.
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    Teacher turnover in public secondary schools: A case of Wete district, Pemba
    (Mzumbe University, 2016) Fadhil, Juma O.
    The study is about teachers‟ turnover in Public Secondary Schools with reference to Wete District, Pemba between October 2015 and February 2016. The study aimed to assess the existence of Teacher Turnover in the area of concern, to know its causes and effects as well as suggesting several remedial methods of combating teacher turnover in public secondary school. The case study design was used where 49 respondents were involved. 29 were selected via simple random sampling and 20 were obtained using purposive sampling according to their positions. The study used both primary and secondary data which were collected using different means of data collection; while the data collected were analyzed using various statistical means. Findings revealed that, Teacher Turnover has a great impact to all educational stakeholders even though it is not considered as a problem by the employer. The common causes of teacher turnover mentioned are; overburdening of duties, poor working environment, status of teacher in community, level of salary paid, employment security, students‟ behaviour and so on. While others are impacted by falling down of educational performance, un-manageable shortage of teacher, losing of students learning Morale, to enforce poor parents on paying over freelance teachers and alike. Apparently, this can be managed by the restructuring pay system, employing appropriate number of teachers per school, enabling conducive teaching and learning environment and ensuring equity and equality among public servant as well as close participation among educational stakeholders. The study has recommended that, there is a need of making teaching an enjoyable field like other in the public sectors, hence retaining teachers may influence educational improvement in the world of science and technology in Zanzibar.
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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 contributing to labor turn over in Tanzania police force: a case of police force Morogoro municipal,
    (Mzumbe University, 2016) Mkele, Salum Y
    This study aimed to assess the factors that contribute to labor turn over in the Tanzania Police Force (TPF) where Morogoro municipal council in Morogoro region was used as the case study. Specifically the study aimed to find out if there are labor turn-over in Morogoro municipal council; to identify the factors that influence the labor turn-over in Tanzania Police Force; to examine the effects of labor turn-over in Tanzania Police Force; and recommend measures to be taken by Tanzania Police Force to reduce labor-turn over. The research employed a case study design. The data for this study were collected using questionnaire, interview and documentary review from Morogoro municipal council from Morogoro region. A sample size of seventy seven (77) respondents was used in this study. Both probability and non-probability sampling techniques were used to get the study sample. Under probability sampling technique, a simple random sampling was used while under non probability sampling, the purposive sampling techniques were used. The collected data were analyzed both qualitatively and quantitatively. The research findings reveal that, lack of organization support was the major factor contributing to Labor Turn Over, followed by poor working conditions and insufficient salaries. Other factors include lack of professional recognition, allowances, leadership style, employees’ expectations, dismissals, resignations, deaths, lack of HRD at District office. The study recommends that the police Force should establish effective human resources strategy that is in line with the Morogoro municipality police force strategy. It is recommended in this study that, the motivation scheme for the employee’s retention strategies and other strategies that are competitive for competent human resources in current situation in free market economy of labor mobility be adopted.
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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 orientation programmes in Tanzania public institutions and its effect on employee performance: The case of the Ministry of Labour and Employment(Headquarters)
    (Mzumbe University, 2013) Rutaihwa, Albert E B.
    In most of the developed countries it has been found that staff orientation programme has a significant impact in the organizational success: Staff retention or reduced labour turnover, staff productivity, organization performance, low supervisory cost, training, job satisfaction, job morale, promotion, development, recruitment replacement, employee pay and benefits. Also Tanzania Public Service Management and Employment policy support this requirement. An orientation programme is part of an organization’s knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being “thrown in at the deep end” without understanding how to do their job, or how their role fits in with the rest of the company. In Tanzania specifically in the Ministry of Labour and Employment staff orientation is done in inefficient and ineffective ways resulting into labour attrition, demotivation, and deterioration of customer care or services, dissatisfaction, and impression of the employment environment to the newly employed staff. The study aimed at investigating the employee orientation in the Public Service Institutions and its effects on employee performance and organization success. Therefore the main purpose of this study was: to identify challenges related to the implementation of orientation programmes and their effect on the newly employed staff in Tanzania and to suggest alternatives to orientation programmes under the current free labour market in Tanzania. A study was conducted within the Ministry of Labour and Employment and a total of fifty eight employees were involved in the study between May, 2012 and June, 2012. Out of this figure fifty employees responded to the distributed questionnaires and 8 employees did not respond. The response rate was 86.2 percent. The data were collected using distributed questionnaire, interview, observation, and documentary review methods. The study revealed that majority of staff were not initially oriented. The orientation programme or training for some staff was not programmed well, inconsistency and inadequate. All these led to dissatisfaction with the job from the first days of employment. Other orientation programs’ challenges included; shortage of funds to train new employees, declining of quality of work, increases recruitment costs, training costs, under utilization of new employees, lack of top management support to HRM Department in the organization. On the basis of the findings and conclusions, it is recommended that the Government’s organizations should adopt a comprehensive approach to orientation program, which can provide information in a way that can be absorbed and retained. Through orientation program the employees would develop a team-environment, because not only new employees are affected by the quality of orientation program, subordinates, peers, public and even new hire’s family have a stake in its success. To strengthen the orientation programme continuous studies on employee orientation evaluation in the organization should be carried out. Also, the ministry should make sure that employee orientation program is not an ill-guided fantasy of what it wishes the ministry could be. With regard to further research, it was recommended to conduct a study in other Government and Private institutions because of its impact on the organization productivity.