7 qualitative cr transf

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3.7 Qualitative Validity ..................................................................................... 41 3.7.1 Credibility ................................................................................................... 41 3.7.2 Transferability ............................................................................................. 42 3.7.3 Dependability .............................................................................................. 43 3.7.4 Confirmability ............................................................................................. 43 3.8 Ethical Consideration .................................................................................. 44 CHAPTER FOUR ................................................................................................. 45 4.0 FINDINGS/RESULTS AND DISCUSSION ............................................. 45 4.1 Profile of Respondents ................................................................................. 45 4.1.1 Gender of Respondents ................................................................................ 45 4.1.2 The Designation of Respondents .................................................................. 47
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xi 4.1.3 Years Respondents have been working in Busokelo District Council ........... 47 4.1.4 Respondent’s Educ ational Qualifications ..................................................... 48 4.2 Findings and Discussion of the Research Objectives .................................... 49 4.2.1 Absenteeism rate at Busokelo District Council ............................................ 50 4.2.2 Reasons for Absence of Workers In Their Jobs ............................................ 53 4.2.3 Consequences of Employees’ Absenteeism .................................................. 58 4.2.4 Disciplinary actions taken by the management to reduce absenteeism of employees ................................................................................................... 63 4.3 Supervisors Competence on Management Issues ......................................... 64 4.4 Measures to Reduce Absenteeism ................................................................ 65 CHAPTER FIVE .................................................................................................. 66 5.0 CONCLUSIONS AND RECOMMENDATIONS .................................... 66 5.1 Conclusion .................................................................................................. 66 5.2 Recommendations/ Suggestions ................................................................... 67 5.3 Directions for Future Study ......................................................................... 70 REFERENCES ..................................................................................................... 71 APPENDICES ....................................................................................................... 77
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xii LIST OF TABLES Table 4.1 Sex of Respondents------------------------------------------------------------ 46 Table 4.2: Designation of Respondents -------------------------------------------------- 47 Table 4.3: Work Experience of Respondents ------------------------------------------- 48 Table 4.4: Respondents Level of Education --------------------------------------------- 49 Table 4.5: Respondent's View on Absenteeism ----------------------------------------- 49 Table 4.6: Respondents Views on Challenges of Employees ------------------------- 50 Table 4.7: Respondents Views On Reasons For Absenteeism ------------------------ 53 Table 4.8: Respondent's Views on Poor Supervision as the Reason for Absenteeism -------------------------------------------------------------------- 57 Table 4.9: Respondents (Supervisors) Attended Management Courses --------------- 65
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xiii FIGURE Figure 2.1: Conceptual Framework ................................................................................................. 29
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xiv LIST OF ABBREVIATION BDC - Busokelo District Council CBI - Confederation British Industry EAP - Employees Assistance Program LVG - Local Government Authority MHRM - Master of Human Resource Management OUT - Open University of Tanzania PO-RALG - President’s Office -Regional Administration and Local Government
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1 CHAPTER ONE 1.0 INTRODUCTION 1.1 Overview of the Study Local Government can be defined as a sub-national, semiautonomous level of administration discharging its tasks in a particular area within a state or nation. By definition, Local Governments are the rank of government that are contiguous to the community and consequently responsible for serving the political and material needs of citizens and communities at a specific local area. Such areas could be a rural setting or an urban setting, a village, a town, a suburb in a city or a city, depending on the dimension or size. (The United Republic Of Tanzania, 2016). The objective of the Busokelo District Council as the local government authority is to provide efficient services to the community at large. Some of the functions of Local Governments authorities including Busokelo District Council are formulation, coordination and supervision of the implementation of all plans for financial, industrial and communal development in their areas of control, Monitoring and controlling the performance of duties and functions of the council and its staff, Ensuring the collection and appropriate use of the revenues of the council, Making by-laws appropriate throughout their areas of jurisdiction, and considering and
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