School of Public Administration and Management (SOPAM)

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Subject: search.filters.subject.Public organization

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    The roles of supervisors in the implementation of Open Performance Review and Appraisal System in public organisations: A case of Serengeti National Park
    (Mzumbe University, 2016) Butiku, Peter N.
    This study sought to investigate “the roles of supervisors in the implementation of the Open Performance Review and Appraisal System (OPRAS) in Public organisations; a case of Serengeti National Park. The study was confined into four specific objectives which were: to examine the awareness of employees in the implementation of OPRAS, to examine the opinions of employees on the implementation of OPRAS, to identify factors affecting the support of supervisors in the implementation of OPRAS, and to suggest possible measures to mitigate challenges facing supervisor support in the implementation of OPRAS in Serengeti National Park. A case study research design was adopted and a total sample of 66 was consulted. The stratified purposive sampling and coincidence sampling techniques were used to select respondents. Interviews, questionnaires and documentary review were employed as tools of data collection. Qualitative data were analysed by content analysis while the quantitative data were analysed by SPSS programme. The data were presented in tables. The study findings revealed that employees at Serengeti National Park are not totally aware on the implementation of OPRAS. They only understand the concept of OPRAS but in practice it is not fully implemented. Again the study findings revealed that opinion of employees is that the status of implementation of OPRAS is good. Furthermore, the study findings revealed that factors affecting the support of supervisors are low level of understanding OPRAS process, problems in setting objectives, lack of commitment and insufficient use of OPRAS for HRM decisions. Finally, study findings revealed that solution to improve OPRAS implementation is the provision of training and evaluation feedback, constant communication and computerisation of the OPRAS system. The study recommended that Serengeti National Park management should train its employees together with computerisation of the OPRAS system in order to ease communication, and be able to quick access of appraisal reports for Human Resource decisions. Lastly, the custodians of public organizations should put more emphasis on auditing the aspects of the roles of supervisors in OPRAS implementation.
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    The role of board members towards attainment of strategic goals in public organizations: A case of higher education students’ loans board headquarter-Dar es salaam
    (Mzumbe University, 2017) Madeba, Winnifrida
    This inquiry focused on examining the role of board members towards attainment of strategic goals in public organizations in Tanzania using Higher Education Students’ Loans Board as a case study. The inquiry was guided by the following specific objectives; to find out the legal and policy framework of the board and board members operations, to determine the methods, procedures and techniques used by board members to attain strategic goals, to find out the challenges encountered by board members in performing their roles and to establish the recommendations for improving the performance of board members towards attainment of strategic goals. Qualitative case study was conducted at the Higher Education Students’ Loans Board involving Board members, Board staff and students’ loan beneficiaries. A total of 170 respondents were purposely selected as key informants and the responsive rate was 130 respondents; equal to 76.5%. Data were obtained through interviews, questionnaires and documentary reviews. Data were analyzed quantitatively and qualitatively by using the descriptive statistical tools. Overall results of the study yielded some significant findings. The results show that the legal framework was put in place without any clear involvement and interrelationship between all implementers and strategic partners leading to unclear interrelationship between potential organizations such as tax authorities, security funds, registrar of companies and local government authorities. Full board meetings and committees were found to be central tools with regard to methods, procedures and techniques used by board members to attain strategic goals. Ineffective mechanisms to enforce loan recovery in private and informal sectors, a slight flow of funds comparing to the rising number of needy students from time to time and absence of a loan applicant tracking system were designated as major challenges encountered by board members in attaining strategic goals of the Board. The study recommends strict review of the legal framework to enhance the Board and its Board members efficiency, and establishing a comprehensive system for tracking eligibility and needy of students loan applicants.
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    Factors inhibiting effective delegation in public organization: A case study of Kibaha Education Centre
    (Mzumbe University, 2015) Swai, Lucy
    Effective delegation is one of the most fundamental skill-sets that makes or breaks a manager and his or her career. Few people understand delegation and, in practice, it is the easiest of all the skills to get wrong. Since delegation is a two-sided pattern of authority, it needs adjustments and sacrifices from both delegator and the delegatee to accomplish organization's goals. For decades, effective delegation practice, which is crucial dimension for effective managerial practice, has been largely neglected. The main problem is the factors influencing the process and practice of effective delegation is not well understood by both delegatees and delegators in public organization, but the problem persists in Kibaha Education Centre which made the organization performing poorly. The purpose of this sturdy was to assess the factors influencing effective delegation in public organization a case study of Kibaha Education Centre (KEC).to embark on case sturdy 30th June 2014, a 100 respondents were involved Head of Departments, line managers, junior staff included (58%) males‟ respondents and (42%) females. Through purposive sampling technique used questionnaires, interviews and documentary by reflecting the views of informants both primary and secondary data were collected and analyzed by SPSS version 11.5.On examining the practices of delegation, majority (99%) of respondents could describe the delegation process within the organization. Only (1%) of the respondent was not aware of what delegation practise was.On finding out challenges influencing effective delegation. It was discovered that (51%) of respondents said that Psychological as one of the factors, (47%) communications, (41%) talked about skills of the subordinate and fear of both subordinate and boss as obstacles in delegation. Also, findings revealed that Mechanisms for effective delegation process to be used in KEC and any other public organization, a total of (75%) respondents suggesting that clear communication channels must be kept in place when delegating duties to subordinates. (65%)respondents talked about Recognition and Appreciation to a person who gets the delegated task done. total of (80%) respondents also agitated for clearly defining the task to be delegated by so doing, the practice of delegation in performing duties will get enhanced.in conclusion Managers must vii realize that delegation is not an easy task some risk is inherent when responsibility is delegated and Therefore, without a well-defined task to be delegated, recognition and appreciation and clear communication channels among employees in favour of promoting delegation practice, efforts to that effect are doomed to fail. These must be set active to enhance the practice of delegation at Kibaha Eduaction Centre.
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    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.