| dc.creator |
Ringo, Angelina Simon |
|
| dc.date |
2020-09-18T05:58:54Z |
|
| dc.date |
2020-09-18T05:58:54Z |
|
| dc.date |
2020-09-18 |
|
| dc.date.accessioned |
2021-05-05T08:08:36Z |
|
| dc.date.available |
2021-05-05T08:08:36Z |
|
| dc.identifier |
APA |
|
| dc.identifier |
http://hdl.handle.net/11192/4178 |
|
| dc.identifier.uri |
http://hdl.handle.net/11192/4178 |
|
| dc.description |
A Dissertation Submitted in Partial Fulfillment of the Requirement for award of the Degree of Master of Business Administration (MBA) of Mzumbe University. |
|
| dc.description |
Staff performance evaluation system is not only very essential in developed countries but equally important to developing countries like Tanzania, as it enhances staff to focus on their tasks within their companies. Traditionally, it was believed that money or extrinsic reward can increase staff performance. However, currently, money cannot be necessarily influencing factor on staff performance as they are more aware of their career development, work enhanced together with supervision and authorization. Thus, OPRAS was implemented to identify capable staff together with personal goals. For that reason, the organization failed to recognize if the company goals and personal goal get together. Precisely, the research intended to recognize the worker’s incentives at a required time after OPRAS being used at TANESCO; determine the worker’s awareness on the broad objective of OPRAS implementation at TANESCO and determining the gaps in the implementation of OPRAS by TANESCO as a tool for performance assessment.
The research was a case study exploratory whereby both quantifiable and non-quantifiable approach was employed. The research used a purposive sampling method whereby 75 respondents were selected. The research field data was gathered by means of a feedback form and discussion guide. The quantifiable facts were evaluated by using both descriptive and inferential statistics. The non-quantifiable facts were evaluated by using content analysis. The result revealed that, workers were working hard but they were getting less in return as they were fearful to be terminated and they were not motivated at the required time. The workers did not have enough information on the broad objective of OPRAS in the organization. The setting of the unrealistic budget has created a failure to encounter an essential resource for the entire improvement of OPRAS. The study concluded that the staff performance evaluation system in TANESCO was disappointing the staff in day to day operation. The study recommended that the management should assist the OPRAS execution development as well as establishing the rule for performance linkage. |
|
| dc.language |
en_US |
|
| dc.publisher |
Dar es Salaam Campus College |
|
| dc.subject |
Performance evaluation |
|
| dc.subject |
OPRAS |
|
| dc.subject |
Open Performance Review and Appraisal System |
|
| dc.subject |
Staff performance evaluation system- Tanzania |
|
| dc.subject |
Expectancy theory |
|
| dc.subject |
Staff performance evaluation system – TANESCO |
|
| dc.subject |
Goal Setting Theory |
|
| dc.title |
Applicability of staff performance evaluation system in Tanzania: A case study of TANESCO Dar Es Salaam |
|
| dc.type |
Thesis |
|