Public Service and Human Resource Management

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Analysis of quality service factors and passengers’ satisfaction at bus terminals in Dar es Salaam and Morogoro regions - Tanzania,
(Mzumbe University, 2011) Lushakuzi,Simon Shaban
This research was conducted in Dar es Salaam city at Ubungo bus terminal (UBT) and in Morogoro municipality at Msamvu bus terminal (MBT). The main objective of the research was to analyse relationship between quality of services as measured by reliability, responsiveness, assurance, empathy, and conduciveness of materials on the one hand and passengers‟ satisfaction at bus terminals in Tanzania, on the other. This research focused on passengers at bus terminals who were thought to be forgotten in the sense that there exist low standard terminal services for them. Literature review focuses on key concepts, service quality and diverse service quality models including servqual, servperf, serviscape and servuction. A case study design was adopted, with a sample of one hundred and thirty one (131) respondents. Primary and secondary data collected were tested and found to be fit, reliable and valid for making meaningful interpretation. Furthermore, the result indicated that multi-methodology approach was appropriate in gathering information. The research findings were based on all Total Score Value (TSV) results at Ubungo and Msamvu bus terminals which indicate unfavourable opinions and the association of all attributes were at 0.05 and 0.01 significant levels. The study came up with the conclusion that the understanding of quality management for vehicle operation has a significant influence on standard of service at the bus terminals. As such, form of operators licensing should be appropriate to ensure that operators of public transport services meet specified standards of competence and integrity to enhance customers‟ satisfaction at bus terminals.
Assessment of work-stress among Public Sector Employees in Tanzania: A Case study of the Ministry of Home Affairs Headquarters (MoHA), Tanzania
(Mzumbe Unversity, 2013) Kaminyoge, Nelson
The study aimed at assessing the level of work - related stress and how it impacts the organization performance. The specific objectives of the study were to identify the causes of work stress among employees in the Ministry of Home Affairs, to identify the work related stress level of employees in the Ministry of Home Affairs in Tanzania, to assess the possible effects of stress on Job performances in the Ministry of Home Affairs in Tanzania and to suggest strategies that can be employed to reduce the effect of stress in the Ministry of Home Affairs in Tanzania. In this study data were collected using a questionnaire survey and interview method where the sample size of the study was 56 respondents. The study was conducted at the Ministry of Home Affairs Headquarters, Dar es Salaam. The study findings revealed that there is high level of stress among public sectors employees which affect work performance. This work – related stresses were caused by many factors such as poor pay, too much work, lack of recognition of employees performance, failure of recognizing employees skills and profession, lack of promotions and poor working environment. The study findings also revealed that there were many effects associated with high level of stress among employees including poor work performance, frequencies of absenteeism, frequent sick leaves and many endless complaints which if not attended can erode employee morale and result into poor work performance. The major limitation of the study is based on data collection. Respondents were busy with their daily ethos and could not answer questionnaires within the time so researcher had to use extra time to persuade them and much energy to collect questionnaires. Also some of the respondents were not ready to be recorded during interview which costed much researcher’s time. It is generally recommended that the government should take serious measures to eradicate/reduce stress among its employees because if not attended can result into poor employee performance among work organizations
Enhancing universal public suffrage in Tanzania mainland : The case of Ubungo constituency
(Mzumbe University, 2013) Baraka, John
This study assesses and examines the voter’s perception on the effectiveness of the Permanent National Voters Register (PNVR) in improving the right to vote in Mainland Tanzania particularly at Ubungo area, Kinondoni district in Dar es Salaam city. The specific objectives are; to critically analyse the effectiveness of the PNVR in enhancing free and fair elections, to find out the extent to which PNVR enhances universal suffrage, to identify the challenges of maintaining an effective PNVR and to draw solutions on how to overcome the challenges. Therefore, the study involved a sample size of 80 respondents drawn from Ubungo area of Kinondoni District in the region of Dar es Salaam, The selection done randomly and purposively sampling techniques. Data were collected through techniques methods namely; Desk review, interviews and questionnaires. Data collected were analyzed through the use of SPSS, discussed and presented through the use of figures, tables and a text. The findings of the study revealed that the majority of respondents are aware of the existence of the Permanent National Voters Register; this might be attributed to the fact that the majority of the interviewee of the study was adults of who most might have participated in the 2005 general election when the system was formally introduced. It is recommended that there is a need of deliberation of systematic interventions that would correct the voters’ information in the PNVR to create a viable ways of ensuring that the PNVR is regularly updated and to enhance the right to vote. This would also be done through education on how to use the PNRV during elections.
An investigation of community participation in decision making in local government authority: The case of Morogoro District council
(Mzumbe University, 2013) Joel, Sara
This study aimed at investigating the community participation level in decision making in local government authorities, specifically in the Village Assembly Meetings in Morogoro District Council. The government of Tanzania has been advocating various local governance and participation initiatives through the famous Decentralization by Devolution Policy of 1998 and the Local Government Reform. However, local people/communities at lower level at large have always been unable to utilize effectively this opportunity in their areas of jurisdictions. This is because they lack critical capabilities or competence needed to have more control of their resources. The concept of community participation is central in underpinning successful development programmes. Studies on the Tanzanian government's efforts to decentralize decision making to the districts and ultimately the village levels indicate that, local people do not constitute key players in the processes and have limited participation in decision making. This study was conducted in six villages in Morogoro District involving 80 respondents who were purposively and randomly selected. Data were collected using structured questionnaire, supplemented by interviews for key informant and observation. Data were analyzed through Statistical Package for Social Sciences (SPSS) and Microsoft Excel Spread Sheet. The findings showed that the level of education was the key factor that affect decision making in village meetings. Villagers were occasionally given feedback and report on development and financial matters, although accountability of villager leaders was ranked very poor. The study recommended that to enhance villagers‟ participation in decision making, there should be frequent village meetings, accountable and transparent leaders, leaders with scandals of misappropriating village funds and projects should be forced to step down.
Challenges of human capital management information system (Lawson version, 9) in local government authorities; A case of Shinyanga municipal council
(Mzumbe University, 2013) Kassam,Amne
Human Capital Management Information System (Lawson Version, 9) as a software helped the employees‟ information to be kept safely such as their responsibilities, salaries, retirement and compensation. As today's organizations are more strategic occurrence of HCMIS helped them to expand and compete with others and fulfill their organizational goals. The purpose of this was to examine the challenges of Human Capital Management Information System (Lawson, Version 9) in local government authorities as it helped better performance in local government authorities. More specifically the study sought to find out types of data stored in Lawson; explore if the employees are competent in using Lawson; investigate the problems of using Lawson in local government authorities and identify factors influencing the use of Lawson. The objective of this study was, to find out whether employees were satisfied with existence of HCMIS (Lawson version 9), to find if the employees were well educated of HCMIS, if there were strong implementation strategies of HCMIS and to find out the challenges of implementing HCMIS. In the study a case study design was used. The study collected both qualitative and quantitative data. Purposive sampling and random sampling were used to obtain 64 employees which were 20% of all employees as a sample. Primary and Secondary data were applied during research findings. Literature review from different scholars was used to support this study through illustrating various concepts of HCMIS (Lawson, 9). Also the study made use of research questionnaires, and interview to collect data from the population. Descriptive statistics and SPSS were used for data analysis. Based on findings, it was found that alternatives mechanism should be employed to improve performance of HCMIS (Lawson Version, 9) in LGA‟s. The study recommends that HCMIS (Lawson, Version 9) is very important but more training to improved its utilization could be adopted in local government authorities.
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.
Effectiveness of training programmes in public organisations in Tanzania: A case of Morogoro municipal council
(Mzumbe University, 2013) Habi, Lukas
This study examined the effectiveness of training programmes in Public Organizations. It involved case study design where Morogoro Municipal Council was selected. The study was guided by four research objectives which are: To determine factors affecting implementation of a training programme in MMC; to find out how trainees perceive the implementation of a training programme in MMC and lastly to suggest strategies to be employed by MMC in the implementation of a training programme. Data collection methods comprised of interview, questionnaires, and documentary review. Random sampling and purposive sampling techniques were used to select a sample of 77 respondents for the study. Respondents were chosen from ordinary employees, heads of departments and the head of Human Resource Management on behalf of the director of Morogoro Municipal Council. After data analysis the findings of the study revealed that, most of the employees were aware of the existence of the training programme while few of them never noticed its existence. On the other way, to some extent the identification of training needs was administered, but also it has been evidenced that the selection of employees in some cases didn’t prove to have elements of fairness and transparency as such there were a lot of complaints from employees insisting that the selection of employees for training was dominated with evil acts including presence of elements of corruption and favouritism. However, the study found that Morogoro Municipality faced various challenges in the implementation of the training programme including; small budget for training, lack of clear organisation policy, lack of management support, unwillingness of some employees to be trained and finally there was small efforts made in identifying training needs. This research has made some recommendations for implementing well a training programme by the Morogoro Municipality. These include; soliciting for donors’ funds, preparation of good organization policy, soliciting for management support, cost sharing and soliciting for employees willingness.
Influence of leadership style on teachers’ job satisfaction in Tanzania: The case of public secondary schools in Musoma Municipal council
(Mzumbe University, 2013) Kashagate,Reina
Leadership is a process influence between leaders and subordinates where a leader attempts to influence the behavior of subordinates to achieve the organizational goals (Koontz et al, 1988). Organizational success in achieving its goals and objectives depends on the leaders of the organization and their leadership styles. By adopting the appropriate leadership styles, leaders can affect employee job satisfaction, commitment and productivity. The purpose of the present study was to investigate the effects of leadership style on teachers’ job satisfaction in public secondary schools in Musoma Municipal Council. The study examines whether transformational and transactional leadership styles stimulate and sustain teachers’ job satisfaction. Questionnaires were administered to 54 public secondary school teachers from different schools. The Multifactor Leadership Questionnaire (MLQ) and the Minnesota Satisfaction Questionnaire (MSQ) were used by teachers to assess their heads of schools in relation to the satisfaction they derive from their jobs. To analyse the data, multiple regression analyses were conducted to examine how well transformational and transactional leadership factors predict teachers’ job satisfaction. Overall the results of the present study yielded some significant findings. The results showed a positive correlation between transformational leadership dimensions on teachers’ job satisfaction. With regard to transactional leadership dimensions, the results showed that transactional leadership affects the outcome variable, but their influence was lower as compared to the influence of transformational leadership factors. The individual transactional leadership factors that had positively influenced the outcome variable were Contingent rewards and active management by exception. The remaining two transactional leadership factors, passive management by exception and laissez-faire had mainly negative effects on the outcome variable. Moreover, the results showed that the influence of transformational and transactional leadership on job satisfaction were slightly affected by taking teachers’ background characteristics into account. The results for instance revealed academic difference with regard to levels of job satisfaction. ix Based on these results, the following implications for further research are formulated. First, more research in the African educational context is needed in order to further confirm Bass’s claim (1985) of the universality of transformational and transactional leadership across different cultures. Second, apart from job satisfaction, other potential mediator variables (e.g organizational climate, trust in leadership) should be used in future research in examining the relationship between transformational and transactional leadership and teachers’ work related variables. The results also have implications for the preparation and the training of school leaders in Tanzania. In order to enhance higher levels of teachers’ work related attitudes and behavior, it is strongly suggested that school heads in Tanzania should practice transformational leadership behaviors and practices. It is also advocated that school heads, both practicing and aspiring school leaders, should receive training in both effective transformational and transactional leadership practices, this can be through seminars, workshops and updates on school administration and leadership in order to sharpen the skills of institutional leaders on the job and equip them with knowledge to influence the retention rate of teachers to benefit the student, the teacher, and the school system. Lastly, the fact that job satisfaction has shown to be an important mediator of leadership and teachers work related attitudes and behavior suggests that the Tanzanian government ought to pay attention to teachers’ job satisfaction, in order to enhance teachers’ commitment to the present educational reform process. The issues related to salary and working conditions seems to be the bones contention and need urgent attention if we are to guarantee the success of the educational reform process in Tanzania
The contribution of non-monetary incentives in improving employees’ job performance in Nachingwea district council
(Mzumbe University, 2013) Yogwa, Bihaga John.
Many organizations are struggling to make sure that available employees exert reasonable effort to make sure that organizations can achieve its desired goals. In order for employees to perform better their duties toward achieving organization goal, there is a need to be rewarded accordingly in exchange of their labour power, in rewarding employees organizations make them capable of doing better, try harder and expend more energy. With scarcity of monetary reward mainly in public organizations, organizations have alternatively considered using non monetary incentives in inducing employees to exert more effort toward accomplishment of tasks provided. Performance of employees in any organization is vital not only for the growth of the organization but also for the growth of individual employee. The challenges facing many organizations are how to induce employees’ efforts in the production process. An organization must know who are its outstanding performers, those who need additional training and those not contributing to the efficiency and welfare of the company or organization. This study tried to investigate relationship between non-monetary incentives and job performance in LGAs. Non-monetary incentives such as participation in decision making, verbal or written recognition of good work etc., are the kinds of incentives that do not involve direct payment of cash. In this study a sample of 134 male and female staff members of NDC were studied. All HODs and Units were included in the sample including the Council Director, supervisory employees and lower level staff. Data collected was analyzed by use of IBM SPSS
The influence of class size on pupils’ achievement outcomes. The case of primary schools in Bukombe District council
(Mzumbe University, 2013) Renatus,Nzemo
There have been increase of new classroom construction from 2002 to 2006; still the problem of pupils-teacher ratio is alarming in both urban and rural primary schools in Tanzania. This study was concerned with the influence of class size and pupils teacher ratio on pupils’ achievement outcomes in primary schools in Bukombe district. The theoretical framework was grounded on conflict theory by Karl Marx 1864- 1920 in attempting to explain teachers’ recruitment and retention in relation to school decentralization in ward secondary schools. The study was essentially quantitative in approach and it employed 100 primary schools. Empirical data were collected through pupil’s achievement outcomes analysis sheet that was developed by the researcher. Classroom Observation form was used to gather information from the classroom and from documentary evidence. The study finding revealed community participation in classroom construction, increasing teachers’ recruitment, enrolling the number of students in relation to the classroom available, paying high salary to the teaching profession to attract people to join the teaching profession, as the strategies for solving the issue of class size, pupils teacher ratio and pupils academic performance in public primary school. Furthermore the study indicates no relationship between pupils’ teacher ratio and pupils’ academic performance but that there was relationship between class size and pupils academic performance. The findings indicate also that, there is relationship between class size and pupils’ academic performance because when the class size decreases pupils’ academic performance is shown to increase. From the above findings the study recommends that, to reduce the intensity of pupils’ teacher ratio and class size there is a need for constructing more and enough classes as well as recruiting many teachers so as to reduce pupils’ congestion in the classrooms and to balance the ratio as recommended. Based on the most significant finding in this particular piece of research, it is concluded that class size and pupils teacher ratio are very crucial issues in influencing pupils to acquire knowledge, skills and attitude that may be employed in different sectors of economy such as agriculture, industry, tourism to improve the economic advancement in the country
“Community participation and sustainability of national water projects: The case study of Chalinze water supply project in Bagamoyo district
(Mzumbe University, 2013) Shayo, Deogratias
The main objective of this study was to examine community participation and sustainability of National Water Projects with case study of Chalinze National Water Project, in Bagamoyo District. Specifically the study intended to (1) determine community‟s involvement in decision making in Water Supply Project; (2) examine community‟s contributions in development and sustaining Chalinze National water supply project; and (3) to assess the roles of the local government in sustaining Chalinze National water supply project. The study was conducted in Chalinze whereby 130 respondents were selected to obtain both quantitative and qualitative data. Structured questionnaires, Focus group discussions, observations, interview of key informants and documentary reviews were used to obtain relevant information. Checklists and observation kits were used for interviews and Focus group discussion and observation. It was that the community participation in planning and implementation Chalinze Water Supply Project was very poor while monitoring mechanism of operation and management as well as community participation on decision-making was poor. The Local government does not yet implement its role of building community capacity to manage Chalinze Water Supply Project. Community still knew that Chalinze Water Supply Project is government property and not theirs. It was recommended that before implementation of any community based project, community must be educated on current government policy on community participation and involvement in decision-making. COWSOs as WAMACHA should have enough knowledge and skills required to manage water projects. They should financially be good and there must be well known established structures from the grassroots water users to the top management of the project. The Local government who is a main stakeholder must play its role of empowering and regulating Water User Association.
Factors inhibiting employee promotion in the health department of Moshi district council
(Mzumbe University, 2013) Isangya, Pamela
This study was conducted in Moshi District Council and was prompted by the fact that promotion in the public sector, both in Central and Local Governments was a big problem that needed to be addressed. A case study design was used in this research. The study used a sample of 56 employees selected through convenience sampling technique and purposive sampling technique. Data were collected through questionnaire, interviews and documentary review methods. Quantitative data were analyzed by using Statistical Package for Social Sciences (SPSS). The findings were presented in tables, figures and text to simplify interpretation. Findings revealed that employee promotion in the Moshi District Council was being implemented and 71.5% of respondents were already upgraded at least once from the time of appointment to their job positions. However, the existing policy on employee promotion was likely to be weak as it is implemented without the application of OPRAS. The study also identified the promotion process, in which the majority (53.1%) of the respondents claimed that the promotion was not fair due to reasons such as unfairness which included promotion delay and inappropriate employee promotion. On the specific objective to determine the challenges posed in the implementation, the findings revealed that there were a number of challenges behind the situation such as budget constraints, corruption, favoritism, poor qualification and poor record keeping. Suggestions to improve the situation include improving record keeping system, avoiding favoritism, etc. The study recommends that the management should improves record keeping, avoid favoritism, information on non-promotion be delivered on time, furtherance of employee education and further studies be conducted.
Exploring effects of psychological contract violation in Tanzania Non Government Organisations: the case of Ilula orphan program
(Mzumbe University, 2013) Msigwa, Edson Ernest
This study intended to explore effects of Psychological Contract Violation (PCV) in Tanzania NGOs Ilula Orphan Program (IOP) being a case study. The specific objectives of this study were to find out how PC is provided; to find out how employees feel (satisfaction and dissatisfaction) when psychological contract is provided and when not provided; and to find out effects of PCV in Tanzania NGOs. The study population for this study was 72 including staff and management. The sample adopted was 36 which were 50% of the population. The sampling method used for this study was stratified random sampling. The data collection methods used in this study were interviews which were administered to management, questionnaires which were circulated to staffs, documents which included policies, attendance records, staff contracts, staff minutes and correspondences. By observation method, the researcher saw staff gossiping during working time, going late to meetings, moving slowly between actions or offices and complaining to management as well as basking during working hours. The findings revealed that there was PCV by employer not fulfilling a number of human resource practices and workers’ rights including pay, overtime, promotion, policies and training leading to effects like tardiness and absenteeism, low commitment, delayed projects completion, abuse of confidentiality, labour turnover, and declining productivity. Suggestions to minimize effects of PCV include timely response to complaints and orders, transparency honesty and trust, fulfilling terms of contract, promotions, recognition, and competence based recruitment and selection, staff training and development, sustainable income and fairness in application of human resource practices.
Recruitment and management in local government authorities of Tanzania: A case of Masasi district council
(Mzumbe University, 2013) Mboyi, Wishega
Recruitment and Management in Local Government Authorities of Tanzania is experiencing a serious factors which affecting it and this is problem study. This study was conducted at MDC located in Mtwara. The selection of this district Authority was based on consideration of the available resources dissertation, both materials and non materials. The population of (40) respondents participated who were purposively and randomly selected. The main objective of the study was to explore factors affecting Recruitment and Management in Tanzania’s Local Government Authorities. Specific objectives were: to determine the level of understanding of the aim, procedure and expected outcome of Recruitment and Management to both supervisors and employees, to evaluate if the HR Department support to HODs match with Recruitment and Management Strategic Plan and to identify the economic, environmental, social, political and psychological factors that are affecting Recruitment and Management in the Tanzania’s Local Government Authorities. The study used a case study method to gather data. Other data collection methods were questionnaires; interviews and documentary review. The SPSS were used for data analysis. The key study findings indicated that bureaucracy has been the major hindering factor for effective recruitment process in the local government authorities. Other factors included lack of qualified personnel, lack of sufficient budget for supporting recruitment process and the government’s intervention. It has been identified that most of the human resource officers lack sufficient skills regarding recruitment and selection of suitable candidates for a particular vacancy. Also, the government intervention has been too much which causes the delays in process thereby hindering effective recruitment. The financial budget for public service recruitment is also not adequate to cater at once for all recruitment needs of all local government authorities. Also, this study identified that apart from the economic factors, psychological and social factors also contributed in affecting recruitment and management process in Tanzania’s LGAs. The major recommendations include the followings: There is a need for reviewing Public Service Management and Employment Policy in Tanzania and the Public Service Reform Program so as to cope with the dynamic changes of the recruitment and selection process. Also, the Public Service Recruitment Secretariat requires more improvements in their undertakings; also, there is a need for insisting and giving HP planning process great attentions before any other HR practices and the need for the central government to allot more financial resources for supporting recruitment in the local government authorities.
The implications of employees motivation to human resource retention at Stanbic bank Tanzania limited
(2013) Kyaruzi, Albert R.
The importance of motivation in retaining employees cannot be over emphasized. Therefore keeping the best employees continue to remain a challenge for most managers. The current study entailed at examining the implications of employees motivation to human resource retention. The study set to address four specific objectives as to identify the types of motivation required by employees, to explore the strategies employed to enhance motivation as a factor to human resource retention to, determine the relationship between employees motivation and human resource retention, and to identify challenges involved in attaining motivation strategies that lead to human resource retention at Stanbic Bank. The study used Stanbic Bank as a case study whereby the organization has a total number of about 587 employees. However, this study used a cross section sample of 160 employees mainly located in Dar es Salaam due to resources constraints. The research made used primary and secondary data. Opened ended questionnaire and interviews were used to collect data from respondents. A selected number of managers, senior as well as junior staffs were also interviewed as part of the data gathering process. Data collected were subjected to analysis that involved data coding, editing and consolidation and later presented in tables, charts and quotes. The study found that majority of the respondents was of the opinion that they were not satisfied with their current motivation packages. Respondents strongly agreed that good management to employee relationship enhances employees retention. Few, respondents certain level of dissatisfaction with the house allowance and has led to feeling of inequity, de-motivation and labour turnover. It is therefore recommended that Stanbic bank should provide both staffs house allowance not depends for the manager and senior staff. The study also recommended that management should provide a competitive and attractive salary in order to retain the employees of Stanbic Bank.
Contribution of the Ngorongoro Conservation Area Authority in improving welfare of the communities: The case of Ngorongoro and Endulen villages in Ngorongoro
(Mzumbe University, 2013) Nkuyumba, Polycarp
This study intended to assess the contribution of tourism to the communities’ welfare in Ngorongoro Conservation Area. Specifically, the study aimed at (i) identifying services provided by the NCAA to the community within the area; (ii) examining the involvement of the people in deciding the kind of services to be offered; and (iii) assessing the effectiveness of the tourism development strategies to improve the standards of living of the community. The study interviewed a total of 180 respondents from two villages namely Endulen and Ngorongoro. Questionnaires, observation, interviews and documentary reviews were used to collect both primary and secondary data. The findings revealed there were a number of development projects established in the areas. These projects include water services, infrastructure (roads, buildings, and dams), health services and education services. It was also found that there were various locations where the community members marketed their products, mostly meat and milk, in hotels and tour companies. The study also found that community members were mainly involved in revenue collection especially in walking safaris and guiding tourists. Community involvement was very high in walking safaris as well as in donkey/camel hiring. The findings further reveal that participation was low in coordinating walking tourist and permit control. Further, it was found that community members were benefiting financially through social services provision due to tourism activities that generated income to the NCA, as well as to individual through the involvement in the community tourism projects like cultural bomas. It was in addition found that tourism and livestock were the two fast growing economic activities in the NCAA. The study made several recommendations to Ngorongoro Pastoralist Council (NPC), NCAA and to tourism companies as well as communities in the sense that community engagement is of value in the tourism industry so as to acquire license of operation and the maximization of the benefits that are derived from the industry.
The contribution of internal audit in achieving integrity and reliability of accounting information: Case study in President office, Public Service Management
(Mzumbe University, 2013) Chale, Joyce
Internal audit functions plays a unique role in governance process by assuring that risk are effectively identified and monitored, organizational processes are efficient, effectively controlled. However to ensure this contribution this study aimed at evaluating how and through what function does internal audit assist in achieving integrity and reliability of accounting information. Objective of this study was to examine the contribution of internal audit in achieving integrity and reliability of accounting information. The purpose being to understand more internal audit functions and how they can contribute to the integrity and reliability of accounting information. A case study approach was adopted with the PO-PSM as the main case. Information from relevant sources including internal auditors, accountants, member of audit committee, and other stakeholders were collected using questioning and interview method. It was noted that the results of this research was that internal Audit functions contribute to the, the integrity and reliability of accounting information and the findings shows that the function of internal audit was analyzed the accounting information, compliance with law and regulation, checking budget implementation, the reliability and soundness of financial information, unethical behavior and fraud detected and organization strategy. Also the essential element of internal audit analyzed and findings show the internal audit need to be independence, staffing, due care and relationship also the limitation of internal audit was analyzed there is lack of technical knowledge, independence of internal audit unit, shortage of staff, and lack of recognition by management. The general findings of this research shows that internal audit function are well placed in the ministry of President Office, Public Service Management and contribute to the reliability and integrity of the accounting information although there some weaknesses found this is because internal audit function have been introduced in recent year therefore it is the belief of the researcher that contribution of Internal Audit will be strengthen.
Challenges of administering OPRAS in district councils in Tanzania: The case of Lushoto district council
(Mzumbe University, 2013) Mwanaamani, Mtoo
The Open Performance Review and Appraisal System (OPRAS) is an open, formal, and systematic procedure designed to assist both employers and employees in planning, managing, evaluating and realizing performance improvement in the organization, with the aim of achieving organizational goals. It is expected to drive the transition from a focus on Human Resource Management to Strategic Human Resource Management. OPRAS not only adds a valuable dimension to the human resource function, it also changes the competencies that define the success of human resource professionals and practitioners in an institution or organization. The study aimed at investigating the challenges of administering OPRAS in District Councils. Its implementation aim at achieving organizational goals and is expected to maximize the production. Effective running of this appraisal was seemed to be partially implemented by public employees something that calls for an inquiry. The study was conducted at Lushoto District Council November 2012 to March 2013. In attempt to meet the objective of the study, questionnaires and interviews were carried out to the selected sample to get responses from the respondents. The findings revealed that the employees see OPRAS as good but its implementation needs some improvement to meet the expected goals. The challenges identified were setting of unrealistic budget to meet the required resources for the whole process. Budgetary leads to other challenges such as lack of integration between the supervisor and supervisee objectives on one hand and that of the organization on the other. Lack of support from the supervisor and lack of training also minimizes the efficiency of the OPRAS process. Other challenges noted from the employees were openness, selection of indicators, clear setting of goals and standards. In order to improve the situation all stake holders should act appropriately on these challenges so as to bring smooth sailing of the OPRAS implementation in Lushoto and in Tanzania at large.
An assessment of the effectiveness of sports administration in Tanzania. A case of public secondary schools in Morogoro municipality ”
(Mzumbe University, 2013) Mtengule, Valestas L
The poor sports performance in Tanzania has been the main reason towards the conduct of this study on assessing the Effectiveness of Sports administration in Tanzania: A case of Public Secondary Schools in Morogoro Municipality. Various researches have been conducted but the gap is still there because they have failed to clearly show to why Sports in Africa, specifically in Tanzania enter into trouble. Therefore the study using the theory bureaucracy of Max Weber has been done to supplement present knowledge. The variables which were put under investigation were the quality of the sports administrators, the organisation of the sports activities, relationships of sports activities and structures and the influence of policy in sports activities; the variables which are analysed in the theory of bureaucracy. In order to reach to the objectives of the study, case study research design was used and the researcher selected only 60 respondents from the population of 14814 sports stakeholders. The sample size was obtained purposively, under stratified random sampling and under simple random sampling. On the aspect of data collection, the study employed both primary and secondary methods of data collection. The data collected have been analyzed by various statistical means like frequency and percentages Moreover, the study identified the most common problems related to sports administration so that the government and the sports stakeholders know the problems surrounding them. The problems identified are poor sports administrators, poor sports organisation, poor sports relationships and poorly formulated sports policies that undermine the progress of sports activities in Tanzania. The ways on how to combat these problems have also been disclosed in this study like having well qualified sports administrators, well formulated sports policies, well organized activities and effectively related sports structures. If these are done, Tanzania may shine in the international competitions like other countries like Brazil, England, etc.
Challenges of implementing D by D to the lower local governments (LLGs)
(Mzumbe University, 2013) Haule, William
The study is about the challenges of implementing D by D to the lower Local Governments in Morogoro Municipality. The study focused on three objectives namely to identify the advantage or expectations from D by D to the lower local level, to explain the success brought by D by D to the lower local level and the last objective was about to analyse challenges faced by the lower local authorities. The study uses a case study design to achieve its objectives. The sampling techniques used in this study were purposive and random techniques. Both primary and secondary data were used. The main sources of information gathered were self administered questionnaires and structured interviews which were designed to obtain primary data while secondary data were collected through journals, policies, literature and other documented information in the local government. The study uncovered that people expected the reform to create environment for mass participation, local authorities to have appropriate autonomy, quality provision of public services, good accountability and transparency of the local government, increasing local government officials‟ sensitivity to local conditions needs and completion of projects at the right time. In view of success brought by Decentralisation by Devolution it was observed that the program increased community participation, the government is close to the people, there is also autonomy in the ward and mitaa compared with before the implementation of the policy as well as conducting local elections and citizen access information easily. However, still there are many challenges such as delay and shortage of funds, low awareness from the community, lack of qualified personnel and limited autonomy because of interference from the upper authorities. It was concluded that though the decentralisation by devolution to some extent has advantages to the lower local authorities and livelihood of the community, still more efforts are needed so as to yield the required fruits of decentralisation by devolution. The study recommends that early fund allocation from the central government to the local governments under decentralization is very important for quality delivery of services. More seminars and capacity building should be conducted for Mitaa Executive Officers and Ward Executive Officers. Development of capacity of local government functionaries, more education to community about decentralization by evolution, proper sequencing of decentralization measures is important for success.