Effectiveness of open performance review and appraisal attributes in employee performance: The case of the Tanzania National Service
| dc.contributor.author | Ndomba, Teoford Sixbert | |
| dc.date.accessioned | 2021-05-04T14:25:29Z | |
| dc.date.available | 2021-05-04T14:25:29Z | |
| dc.date.issued | 2009 | |
| dc.description | Available in print form, East Africana Collection, Dr.Wilbert Chagula Library, ( THS EAF HF5549.5.R3N3756) | en_US |
| dc.description.abstract | This study had the general objective of examining the effectiveness of Open Performance Review and Appraisal attributes in enhancing employee performance with reference to the Tanzania National Services. Study put forward two specific objectives. First, to examine the viability of open performance review and appraisal attributes in enhancing employee performance. Secondly, to examine the perceptions of employees on the effective of open performance review and appraisal attributes in enhancing employee performance. The study involved a total of 50 respondents originated from seven (7) departments at the Tanzania National services headquarters. Data were collected using questionnaires, documentary reviews and interviews. the data from questionnaires were coded and then a Software package for social sciences (SPSS) was used to analyse the data. Frequencies and percentages were used to summarise the data collected, which were also compared to determine whether it converged or diverged in particular areas. The findings of this study indicated that there is in effectiveness of open performance review and appraisal attributes in enhancing employees performance at the Tanzania National Services. The findings revealed the reasons to the in effectiveness of OPRAS attributes among other things being lack of commitment among the superiors to ensure the effective implementation of the OPRAS. It is suggested from this research finding therefore that, continuous efforts are required to bring the skeptics and doubting “Thomases” on board. On the other hand, a process of internalizing open performance review and appraisal system (OPRAS) should be supported by a deliberate strategy for institutionalization of the system and the positive reinforcement. This positive reinforcement should go hand-in-hand with measures to ensure each manager complies with Act No. of 2002. | en_US |
| dc.identifier.citation | Ndomba, T.S (2009) Effectiveness of open performance review and appraisal attributes in employee performance: The case of the Tanzania National Service, Masters dissertation, University of Dar es Salaam, Dar es Salaam. | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/15209 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Performance appraisal of employees | en_US |
| dc.subject | Tanzania National service | en_US |
| dc.title | Effectiveness of open performance review and appraisal attributes in employee performance: The case of the Tanzania National Service | en_US |
| dc.type | Thesis | en_US |