| dc.creator |
Haule, Peter |
|
| dc.date |
2016-12-16T11:46:59Z |
|
| dc.date |
2016-12-16T11:46:59Z |
|
| dc.date |
2013 |
|
| dc.date.accessioned |
2018-03-24T17:58:38Z |
|
| dc.date.available |
2018-03-24T17:58:38Z |
|
| dc.identifier |
http://hdl.handle.net/11192/1977 |
|
| dc.identifier.uri |
http://hdl.handle.net/11192/1977 |
|
| dc.description |
A Dissertation to be Submitted to Mzumbe University Dar-es-Salaam Business School In Partial Fulfillment for the Award of the Degree of Masters Degrees in Human Resource Management. |
|
| dc.description |
ABSTRACT
In response to the alarming rate of labor turnover in private schools in Dar-es-Salaam many private schools have endeavored to curb this trend by devised various teachers ‘retention strategies. This study assesses the implementation of various teachers’ retention strategies in private schools in Dar-es-Salaam.
The study found that although many private schools attempt to use various strategies to retain their teachers but there many crucial aspects of retention strategies that are being overlooked due to emphasis being put on making maximum profit at low cost. Still many private schools offer low job security low salary compared to economic demands, salary (not being paid at or above market and not having internal and external equity), lack of challenge and opportunity (the position not offering adequate challenges and the opportunity to learn new tasks and responsibilities), lack of career advancement opportunities (not being able to advance in one’s career within a reasonable time and with higher levels of performance). Lack of recognition (not being rewarded fairly for work performed)
Ineffective leadership (the inability of leaders to develop and communicate the
School’s vision and effectively developing employees to maximize their potential).
Not having the opportunity for a flexible work schedule (the inability to work a flexible work schedule including reduced hours, telecommuting, four ten-hour days per week and job-sharing) Inadequate opportunities for training & development
(The unavailability and inadequate opportunity to take classes at local colleges and universities and participating in the in-house training program) and low overall job
Satisfaction (not feeling a sense of satisfaction from performing one’s job).
The study further concludes that big improvement and effective implementation of various teachers ‘retention strategies will have positive effects as far as teachers retention strategies are concerned. |
|
| dc.language |
en_US |
|
| dc.subject |
Teacher retention strategy on private school |
|
| dc.title |
Assessment of the implementantion of various teachers’ retention strategies in private schools of dar-es-salaam |
|
| dc.type |
Thesis |
|