Assessment of employees’ commitment in public sectors in Tanzania: A case of Dar es salaam water and sewerage corporation (DAWASCO)
| dc.contributor.author | Ngwaji, Chrispin Kapepele | |
| dc.date.accessioned | 2021-11-15T14:35:03Z | |
| dc.date.available | 2021-11-15T14:35:03Z | |
| dc.date.issued | 2013 | |
| dc.description | Available in print form, East Africana Collection, Dr.Wilbert Chagula Library, (THS EAF HF5549. R3T34N48) | en_US |
| dc.description.abstract | The purpose of this study was to assess employee’ commitment in public sectors, and DAWASCO being one of the public institutions was a case of study. The study examined the attitudes of employees toward leaving or staying in the organization, management practices and treatments toward leaving or staying in the organization, management practices and treatments toward employees and the factor that reduce employees commitment to get the general picture of employees’ commitment situations in public sectors. This study applied qualitative research, and the sample comprised of 65 respondents’ both being employees of DAWASCO from different departments and positions selected through simple probability sampling. Data collection method was through questionnaire which was a mixture of both closed and open questions. Findings of the study revealed that, the situation of employees’ commitment in DAWASCO is very fragile. Outlined factor which act as the source of lack off employees’ commitment were absence of sense of ownership, absence of motivation, unsatisfactory payment, poor management, poor working environment, unknown career path, high qualification compared to job status, job given do not match with skills and there is no involvement in decision making. The study recommends that Management of this institution should create some important tools which will be used to establish desirable atmosphere for working. Those tools include a well detailed staff manual, voluntary agreement between management and employees through their representatives, comprehensive scheme of service that will identify the career path of employees to ensure then with promotion and growth. A comprehensive incentive scheme which will act a directorate for provision salaries, bonus, rewards, and other incentives. | en_US |
| dc.identifier.citation | Ngwaji, C. K (2013). Assessment of employees’ commitment in public sectors in Tanzania: A case of Dar es salaam water and sewerage corporation (DAWASCO), Masters dissertation, University of Dar es Salaam, Dar es Salaam. | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/16458 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Employees | en_US |
| dc.subject | Rating of public sector | en_US |
| dc.subject | DAWASCO | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Assessment of employees’ commitment in public sectors in Tanzania: A case of Dar es salaam water and sewerage corporation (DAWASCO) | en_US |
| dc.type | Thesis | en_US |