| dc.creator |
Mboya, Linda M |
|
| dc.date |
2020-03-05T09:05:13Z |
|
| dc.date |
2020-03-05T09:05:13Z |
|
| dc.date |
2014 |
|
| dc.date.accessioned |
2022-10-20T12:07:55Z |
|
| dc.date.available |
2022-10-20T12:07:55Z |
|
| dc.identifier |
Mboya, L. M. (2014). Organizational attitude to Open Performance Review Appraisal System (OPRAS) in Tanzania public sector: A case of National Insurance Corporation headquarters Dar es Salaam (Master's dissertation). The University of Dodoma: Dodoma. |
|
| dc.identifier |
http://hdl.handle.net/20.500.12661/2022 |
|
| dc.identifier.uri |
http://hdl.handle.net/20.500.12661/2022 |
|
| dc.description |
Dissertation (MA Public Administration) |
|
| dc.description |
This study examined the organisational attitude to performance appraisal practices in the Tanzania public sector. Specifically, the study examined the employee’s feelings towards Open Performance Review System (OPRAS), the management attitude towards OPRAS and how OPRAS practices are implemented in the organisation. The research undertaking was limited to only one public institution the National Insurance Corporation, at 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 included interviews, questionnaires, and observation. Secondary information was obtained through documentary review. Both published and unpublished documents, reports, newspapers, textbooks, and journals were scrutinised for relevant information.
The study established that OPRAS was largely negatively perceived at the National Insurance Corporation because of what employees thought was its inadequacy in effectively evaluating different categories of employees present in an organisation. National Insurance management and employees perceive the OPRAS as not suitable indeed, enough for evaluating all categories of employees. They also questioned the problematic feedback of the system, doubtful fairness and unclear performance standards and whether the parameters were observable and measurable. The study recommends that performance agreements must provide with specific, measurable, achievable, realistic and time, specific targets which includes OPRAS training and information be accessible to all involved through proper induction and transparent information. Furthermore, the ratter must exercise fairness and effective performance appraisal feedback on time. |
|
| dc.publisher |
The University of Dodoma |
|
| dc.subject |
Open Performance Review and Appraisal System |
|
| dc.subject |
OPRAS |
|
| dc.subject |
Organizational attitude |
|
| dc.subject |
Public sector |
|
| dc.subject |
Public institution |
|
| dc.subject |
Government sector |
|
| dc.subject |
Public organization |
|
| dc.subject |
National Insurance Corporation |
|
| dc.subject |
NIC |
|
| dc.subject |
Tanzania |
|
| dc.subject |
OPRAS practices |
|
| dc.subject |
Performance appraisal |
|
| dc.title |
Organizational attitude to Open Performance Review Appraisal System (OPRAS) in Tanzania public sector: A case of National Insurance Corporation headquarters Dar es Salaam |
|
| dc.type |
Dissertation |
|