| dc.creator |
Abel, Mhoja Alice |
|
| dc.date |
2019-08-04T12:50:26Z |
|
| dc.date |
2019-08-04T12:50:26Z |
|
| dc.date |
2017 |
|
| dc.date.accessioned |
2022-10-20T12:07:24Z |
|
| dc.date.available |
2022-10-20T12:07:24Z |
|
| dc.identifier |
Abel, M. A. (2017). The interface between OPRAS and efficiency in local government authorities in Tanzania: a case of Dodoma municipal council. Dodoma: The University of Dodoma. |
|
| dc.identifier |
http://hdl.handle.net/20.500.12661/640 |
|
| dc.identifier.uri |
http://hdl.handle.net/20.500.12661/640 |
|
| dc.description |
Dissertation (Master of Public Administration) |
|
| dc.description |
The main objective of this study was to assess the interface between Open Performance Review and Appraisal System (OPRAS) and Efficiency in Local Government Authorities in Tanzania a case of Dodoma Municipal Council (DMC). Specifically, the study examined the objectives of establishing OPRAS in DMC, determined the employee's perception and attitude of OPRAS implementation in relation to efficiency in DMC. Others were to determine the challenges encountered in the implementation of OPRAS in the study area. The study employed a case study design, whereby samples of sixty six respondents were selected. The data were analyzed using narrative, content and thematic analysis for qualitative data and Statistical Package for Social Science (SPSS) soft ware was used to analyze quantitative data. The major findings is that OPRAS is implemented in DMC but the views of the majority is that they face difficulties in the process of executing the forms, setting performance objectives and lack of assistance from supervisors. Employees are aware about the objective of establishing OPRAS that is for improving transparency, promoting accountability, reward and punishment. However the perception and attitude of employees on OPRAS was two sided, the large number of respondents had positive perception while minority had negative perception towards OPRAS. It is recommended that in order to ensure effectively implementation of OPRAS, training and Seminars have to be given priority DMC on the same; Leadership support, supervisor-employee communication and clear set up of departmental and organizational objectives. |
|
| dc.language |
en |
|
| dc.publisher |
The University of Dodoma |
|
| dc.subject |
OPRAS |
|
| dc.subject |
Open Performance Review and Appraisal System |
|
| dc.subject |
Local Government Authority |
|
| dc.subject |
Dodoma |
|
| dc.subject |
Performance management |
|
| dc.subject |
Performance appraisal |
|
| dc.subject |
Performance |
|
| dc.subject |
Employee performance |
|
| dc.title |
The interface between OPRAS and efficiency in local government authorities in Tanzania: a case of Dodoma municipal council |
|
| dc.type |
Dissertation |
|