Comparative reward management for academic staff in public and private Universities’ in Tanzania: the cases of the University of Dar es Salaam and Tumaini University
| dc.contributor.author | Mongi, Regina | |
| dc.date.accessioned | 2020-05-30T08:28:36Z | |
| dc.date.available | 2020-05-30T08:28:36Z | |
| dc.date.issued | 2009 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class Mark (THS EAF HF5549.5.C67M66) | en_US |
| dc.description.abstract | This is a comparative study on reward management in Tanzania universities. It focused on how reward management system are implemented in public and private universities in Tanzania. The study employed a case study approach and focused on reward management for academic staff at the university of Dar es Salaam and Tumaini University Dar es Salaam College. Stratified and system random sampling techniques were used to select respondents from the university, interviews, questionnaires and documentary reviews were used to gather information for the study. Results revealed that, the reward management function for academic staff in universities disregarded use of conventional criteria’s for determining reward packages including monetary and non-monetary packages and entitlements. The study revealed further that rewards in both public and private universities were not based on principles of adequacy, fairness and retention. Furthermore, inactive participation of academic staff on issues related to pay decision has been limited. Academic staff also lacked proper job descriptions which made it difficult to appraise staff performance objectively and adequately. The reward management system was also found to be weak as the pay policy demonstrated a strong preference for non- transparent, indirect and unsystematic pay procedures which further increased anomalies in the job grade structure. The study recommends regular reviews of reward packages and benefits that are based on the market trends to apprehend brain drain in order to retain academic staff and consequently promote excellence in the universities. Moreover academic staff should be given opportunity to participate in pay decision in order to ensure that there is openness and transparency in the entire process of negotiations on pay levels. | en_US |
| dc.identifier.citation | Mongi, R (2009) Comparative reward management for academic staff in public and private Universities’ in Tanzania: the cases of the University of Dar es Salaam and Tumaini University, Master dissertation, University of Dar es Salaam | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/11803 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Academic staff | en_US |
| dc.subject | Comparative management | en_US |
| dc.subject | Employees | en_US |
| dc.title | Comparative reward management for academic staff in public and private Universities’ in Tanzania: the cases of the University of Dar es Salaam and Tumaini University | en_US |
| dc.type | Thesis | en_US |