Causes and Impact of Inadequate Workforce On Organizational Performance: A Case Study of Bukoba Urban District Council, Tanzania

ABSTRACT This study carried out an investigation on the causes and impact of inadequate workforce on organizational perfbrmance in Bukoba Urban District Council found in Tanzania. The study was guided by the following specific objectives: to identi& the causes of vacant positions in BUDC. examine the effect of inadequate workforce in BUDC. and to assess the measures put forward by BUDC in filling the vacant positions. This study employed Descriptive Research Design utilizing 114 respondents chosen randomly and purposively. Questionnaires, interview guides and documentary reviews were used to get the views and opinions from the respondents on the subject of investigation. Research findings revealed that staffing practices at BUDC faces several challenges and some of them include: rigid and bureaucratic procedures on acquiring staff, lack of a detailed assessment on human resources requirement, acute shortage of stalL poor remuneration which does not attract staff from private sectors, inadequate preparation of staff for open competition in filling up vacant promotional outlets among other challenges. On the other hand, it has been found out that it is significant to the organization to have all its established vacant posts filled as it improves performance by rationalizing the workload to required human resources strength. It was also noticed that different steps have been taken to curb the existing human resource requirement. Some of these include among others: spending extra hours to cover the pending assignment. rescheduling of the job description to the existing stalL collaborating with other staff from other institutions, contracting out certain assignment and forfeiture of employee? annual leave. Basing on the findings, the researcher put forward the following recommendations: shortening the recruitment process. selection and placement of qualified stait waving out bureaucratic procedures in recruitment processes, improving staff salaries and benefits. developing training and development programmes for employees which will among other things restrict the trained staff from transferring to other district councils in Tanzania.

TABLE OF CONTENTS

Page

DECLARATION

APPROVAL

DEDICATION

ACKNOWLEDGEMENT

LIST OF ACRONYMS

ABSTRACT vi

TABLE OF CONTENTS jj

LIST OF TABLES

LIST OF FIGURES

CHAPTER ONE: INTRODUCTION I

1.0 Rationale of the study j

1.1 Background to the study 2

1.2 Statement of the problem 3

1.3 Purpose of the study 4

1.4 Specific Objectives 4

1.5 Research Questions 4

1.6 Scope of the study 4

1.6.1 Geographical scope s

1.6.2 Time scope

1.6.3 Content scope s

1.7 Significance of the study s

CHAPTER TWO: LITERATURE REVIEW 7

2.0 Conceptual Framework 7

2.1 Review ofexisting literature 8

2.1.1 Causes of vacant posts in organizations 8

2.1.2 Promotion 9

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2.1.3Transfer .10

2.l.4Demotjon 10

2.1.5 Retirement 11

2.l.6Resignation 11

2.1.7 Dismissal 11

2.2 The impact of inadequate staff on organizational performance 14

2.3 Different measures put by organizations in filling established positions 16

2.3.1 Advertisement 16

2.32 Promotion 18

CHAPTER THREE: RESEARCH Methodology 21

3.1 Research design 21

3.2Areaofstud~ 21

3.3 Study population 21

3.4 Sample size 22

3.5 Sampling technique 22

3.6 Data collection methods 23

3.6.1 Questionnaire 23

3.62 Interview guide 23

3.6.3 Documentary review 23

3.6.4 Sampling units 24

3.7 Data Processing and analysis 24

3.8 Limitations of the study 24

ChAPTER FOUR 25

DATA PRESENTATION. ANALYSIS AND INTERPRETATION 25

4.1 Causes of vacant positions in BUDC 25

4.1.1 Reactions of employees on transfer out of BLIDC 26

4.2 Effects of inadequate workforce on the performance of BUDC 27

4.3 Measures taken by BUDC in filling up vacant positions 30

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4.3.1 Staff preparedness for filling posts through open competition .31

4.3.2 General comment on staffing practice in BUDC 33

CHAPTER FIVE: DISCUSSION. CONCLUSION AND RECOMMENDATIONS 34

5.1 Discussion of the findings 34

5.2 Conclusion 36

5.3 Recommendations 37

5.4 Suggestions for further Research 39

REFERENCES 40

APPENDICES 43

Appendix i: Question category A~ 43

Appendix ii: Question category W 47

Appendix iii: Discussion guide for the councilors 51

Appendix iv: Introductory Letter for Research