Organizational attitude to performance appraisal practices in Tanzania’s public sector: the case of national audit office
| dc.contributor.author | Mboya, Kohawa Magreth Zawadiel | |
| dc.date.accessioned | 2020-04-22T11:19:38Z | |
| dc.date.available | 2020-04-22T11:19:38Z | |
| dc.date.issued | 2012 | |
| dc.description | Available in printed form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF HF5549.5.R3M3256) | en_US |
| dc.description.abstract | This study examines the organizational attitude towards performance appraisal practices in the Tanzania public sector. Specifically, the study examined the employees’ feelings towards Open Performance Review System (OPRAS), the management beliefs towards OPRAS and how OPRAS practices are implemented in the organisation. The research undertaking was limited to only one public institution, National Audit Office of Tanzania (NAOT), and its headquarters in Dar es Salaam. The findings of the study were primarily based on responses from forty one (41) respondents both male and women. Data collection techniques used were interviews, questionnaires, and observation. Secondary information was obtained through documentary review. Both published and unpublished documents, reports, newspapers, textbooks, and journals were scrutinized for pertinent information. The study established that OPRAS was largely negatively perceived at NAOT because of what employees’ thought was its adequacy in effectively evaluating different categories of employees present in an organisation. NAOT management and employees perceive the OPRAS as not suitable indeed, enough for evaluating all categories of employees. They also questioned the problematic feedback doubtful, fairness and unclear performance standards and whether the parameters, observable and measurable. Therefore, the study recommends that performance agreements must provide specific, measurable, achievable, realistic and time specific targets. Moreover, OPRAS training and information be accessible to all involved through proper induction and transparent information. Furthermore, the ratters must exercise fairness and effective performance appraisal feedback on time. | en_US |
| dc.identifier.citation | Mboya, K. M. Z (2012) Organizational attitude to performance appraisal practices in Tanzania’s public sector: the case of national audit office, Master dissertation, University of Dar es Salaam. Dar es Salaam. | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/9824 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Perfomance appraisal of employees | en_US |
| dc.subject | Public sector | en_US |
| dc.subject | National Audit Office | en_US |
| dc.subject | University of Dar es Salaam | en_US |
| dc.title | Organizational attitude to performance appraisal practices in Tanzania’s public sector: the case of national audit office | en_US |
| dc.type | Thesis | en_US |