Suchergebnisse

Conflictmanagementinfluencesindividualwellbeing, groupperformanceandorganizational effectiveness. The study was set out to investigate ways of managing conflicts between councilors and employees in Tanzania's local Government authorities with particular reference to Bukoba Municipal Council. It also investigated mechanisms used to solve conflicts between councilors and employees of Bukoba Municipal Council. In this study, both quantitative and qualitative research approaches were used; and the result indicates that, there are conflict between councilors and employees which arise due to different level educations, delay in project implementation, personal interests, scarcity of resources and negative attitude, interference on duties between councilors and employees at BMC. Also, the respondents revealed that, conflicts between councilors and employees had negative effects to Bukoba Municipal Council, such as delay in project implementation, low morale, resignation of potential employees, and increases of unnecessary costs. Moreover, different mechanisms were used to solve conflicts between councilors and employees, among others, were through mediation, negation, meetings, collective bargaining and accommodation.

The study investigated the influence of organizational resources on implementation of strategic plans (SPs) in Tanzania's Local Government Authorities. The idea behind was to establish the influence of available resources (financial, human, material and information) on implementation of SPs in LGAs. The underlying theory on this study was resource-based view. The study opted Pragmatism philosophy which hinges on the mixed methods approach (explanatory sequential design), and the study was a cross- sectional, where data were collected at one point in time. The sample size of 204 respondents was drawn from a target population of 860 employees in five randomly selected LGAs in Morogoro region. The findings revealed that, all predictors (financial, human, material and information resources) had a statistically significant positive relationship with the implementation of SPs in LGAs: Whereby, financial resources had (t=2.147, P=0.033<Alpha=0.05); human resources had (t=1.977, P=0.049<Alpha=0.05); material resources had (t=3.822, P=0.000<Alpha=0.05) and information resources had (t=4.783, P=0.000<Alpha=0.05). Also, the value of R2=0.335 indicated that, 33.5% of variation on the execution of SPs was influenced by all predictors in the model, thus other factors not included in the study model contributed 66.5% of implementation process in LGAs. The study recommends that, LGAs should allocate enough funds, quality employees, enough offices and facilities as well as improved ICT infrastructures for the successful implementation of their SPs.

Šajā maģistra darbā ir apskatīta Latvijā pašlaik ieviešanas procesā esošā vienotās atlīdzības sistēma, vērtēta tās ieviešanas nepieciešamība, analizētas tās priekšrocības un trūkumi, salīdzināt ar citās valstīs un privātajā sektorā izmantotajām sistēmām, sniegti priekšlikumi par sistēmas uzlabošanas iespējām. Pētījumā ir izvērtēta Latvijas līdzšinējā pieredze valsts darbā strādājošo darba samaksas noteikšanā. Pētījuma rezultātā sniegti priekšlikumi Latvijas vienotās atlīdzības sistēmas uzlabošanai. ; An author of a treatise has presented new system of remuneration in state and local government authorities, which has been established in 2010. A treatise provides considerations about necessity of new system, analyze of advantages and weak points, a comparison with pay systems in private sector and in other countries. A treatise also provides overview of systems of remuneration in state and local government authorities before 2010. A treatise contains suggestions about improvement of Latvian systems of remuneration in state and local government authorities.

The relevance of the research is primarily due to the fact that most of the aspects of the development of local government in China, despite a number of errors and Chinese specifics, do not cease to be of interest to many countries, especially the States of the post-Soviet space. In this regard, the author has attempted to analyze the formation and functioning of local organs of state administration in China. In the course of the research, the author found that local self-government in China began to be built as an institution in the early 1950s, and finally formed in the 2000s, despite the fact that community traditions in the agricultural areas of China began to take shape during the ruling Western Han dynasty. The most important reason why various aspects of Chinese local self-government attract the attention of domestic sinologists is the annually increasing global role of the PRC in global political and economic processes. In this combination, it is obvious that the system of local government of the PRC is unique and effective, and the experience of the PRC in the formation and organization of the functioning of the local government system can be used by the Russian Federation in the process of optimizing local government.

This paper examined strategic issues affecting training and development in Tanzania's public sector with evidence from selected local government authorities. The specific objectives were to examine whether organisation resources, modern technology, organisation structure, and organisation culture affects training and development in organisations. Tools for data collection were questionnaires, interviews and documentary review, which were used to collect data Dodoma and Chamwino local authorities, then data were analyzed using SPSS version 20 and excel spreadsheet. The findings revealed individually and collectively independent variables (organisation resources, modern technology, organization structure and organisation culture) affects training and development, where coefficient of determination ( 0.762) implied 76.2% of the variations in training and development was influenced by organisation resources, modern technology, organisation structure and organisation culture in two local authorities. This means that other factors not studied in this research contributes about 23.8% only, with higher influence being from organisation resource at b = 0.448; modern technology with b = 0.253; organisation structure with b = 0.200; and organisation culture with b = 0.124 respectively. Therefore, management in local authorities should consider these strategic issues for effective execution of training and development of employees towards improving council's service delivery.

PurposeThis article discusses the consequences of unethical leadership, particularly, the leader-follower relationship in the delivery of agricultural advisory services in Tanzania. It analyses the means through which ethical leadership framework can be used to address the problem of unethical leadership in this context.Design/methodology/approachThe article uses a comparative case study design to explain the position of ethical leadership in the delivery of agricultural advisory services in two local governments: Morogoro Municipality in Eastern Tanzania, and Hai District in Northern Tanzania.FindingsThe research shows that the delivery of agricultural extension services in Tanzania is guided by formal rules, which define the roles and responsibilities of local government officials and field workers. These roles and responsibilities are driven by national-level guidelines written by the Ministry of Agriculture. The guidelines define the key responsibilities of village, Ward and District level Agricultural Extension Officers. In developing the working schedule, agricultural extension workers at the village and ward levels are guided by an annual calendar that defines the seasons of the year and the relevant knowledge required by farmers. Nevertheless, the implementation of these schedules is compromised by a lack of resources and morale of field workers who in turn, cope through charging for the services, which is considered as their prime motives.Originality/valueThe findings can be of interest to national and local government policymakers and officials dealing with the delivery of agricultural advisory services in Tanzania.

Local Government Authorities (LGAs) in Tanzania have been working hard to solicit different sources of revenues so as to fulfill their mandated obligation of delivering community services. Internal sources which include taxes and non taxes are the potential sources of revenues in most of LGAs in Tanzania, but they have been facing many challenges during revenue collections from these sources common one being unwillingness nature of most of people in paying taxes. This paper explores the current procedures used by LGAs in Tanzania in the administration of property tax and the resulting challenges. In addressing some of these challenges using Information and Communication Technology (ICT), this paper proposes a system model which automates the property tax collection processes by utilizing prepaid energy metering system used by Tanzania Electrical Supply Company (TANESCO) to charge customers for electrical consumption. A survey from a sample of 5 Local Government Authorities (LGAs) on the current property tax administration procedures shows that buildings are identified through periodic field surveys and billing, collection and enforcement are the responsibilities of the Treasurer's office. With the exception of Councils in Dar Es Salaam which introduced computerized billing systems, all tax demand notices are produced and delivered manually through ward executive officers or postal system which cause a problem of delay due to lack of enough resources.