Browsing by Author "Mboya, Wilson Joseph"

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    Determinants of labour mobility in the banking industry of Tanzania: employees’ perspective
    (University of Dar es Salaam, 2012) Mboya, Wilson Joseph
    Labour mobility is one of the most critical management challenges facing many organizations in the world today. Employees’ attraction and retention in many parts of the world including Tanzania, is no longer a buyers’ market. Consequently, organizations are spending massive resources to attract and retain the best employees. However, in most cases these efforts end up in vain as many organizations steadily experience dysfunctional labour turnover. This study used the banking industry as the context to represent other industries. The banking industry of Tanzania is one of the industries experiencing high rate of labour mobility due to economic liberalization, financial sector reforms, rapid growth of the industry and stiff competition. The industry is characterized by rapidly growing demand for skilled employees while faced with shortage of supply due to the inability of the education system to produce adequate skilled employees. The study aimed at assessing individual employee and organizational constructed determinants associated with employee attraction and retention. It also assessed the situational determinants associated with labour mobility. Methodologically, the study applied mixed methods through the use of case studies and survey strategies complemented by sequential and transformative procedures. Data collection employed the use of indepth interviews and questionnaires. Thereafter, data were analyzed using thematic approach, factor analysis and logistic regression techniques. The findings revealed, opportunities for career advancement, recognition of excelling performance, opportunities for further studies, age, marital status, job creativity, scarcity of skills, job security, equitable pay packages for similar jobs and stiff competition as the predominant determinants of labour mobility. These findings have both theoretical and practical contributions and implications regarding the field of human resources management. It is recommended that, in order to overcome the negative effects associated with dysfunctional labour turnover, managers should accommodate the identified predominant determinants of labour mobility when devising strategies on employee attraction and retention.
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    Factors contributing to the delay in the settlement of labour dispute in Tanzania: a focus on the employees governed by the industrial court of Tanzania Act, 1967 (as amended) and the security of employment Act, 1964
    (University of Dar es Salaam, 2002) Mboya, Wilson Joseph
    Although it is clearly stated in the legislations establishing various bodies for the settlement of Labour Disputes that, the same are to be settled expeditiously; yet practice has shown that it takes a long time for the labour disputes to be settled. This study investigated the factors contributing to the delay in the settlement of Labour disputes for employees governed by the Industrial court of Tanzania Act, 1967 (As Amended) and the Security of Employment Act, 1964. The study would have focused on all existing labour laws in Tanzania, in case there were no resource limitations in terms of time and financial aspects. The findings indicated that factors contributing to this delay can be grouped into three major categories; first, are those resulting from personal knowledge and attitudes towards the existing labour laws among employees, employers, trade unions' leaders and principal actors in the legal machinery. Secondly, are those factors resulting from the whole legal system responsible for the settlement of Labour disputes; the affiliation of the legal machinery to the executive wing of the State. Thirdly, are factors resulting from obsolescence of the laws governing the functioning of the machinery? Fourthly, are factors resulting from inadequacy, inefficiency, and ineffectiveness of the human resources in the legal machinery? Finally, this study recommends that, in order to have an effective and efficient system of resolving labour disputes; the following should be reflected in the legal machinery: • It should be able to settle claims speedily and fairly. • It should be readily available at the work place. • It should come up with decisions which are consistent with the law and public policy. • It should have a direct involvement of contending parties.