Employees’ Job Dissatisfaction and Organizational Performance in Tanzania Police Force: The Case Study of Tanzania Police Force Headquarters
The aim of the study was to assess the effects of employees’ job dissatisfaction on organizational performance in the Tanzania Police Force. The study objectives were to identify the domain of employees’ job dissatisfaction in Tanzania Police Force (TPF) and to identify the actual reasons behind the domain of job dissatisfaction in TPF. As well, to study the effects of employee job dissatisfaction on organizational performance and lastly, was to identify ways to reduce job dissatisfaction in TPF. The major methods used were questionnaire, interview and observation. Simple random technique was employed. The target population was the police officers from Police Headquarters Dar es Salaam. The sample size consisted of 125 respondents because of limited time and fund. The findings reveals that the domains of job dissatisfaction in TPF are salary and allowances, promotion opportunities, company and administrative policies, advancement and achievement, working environment/condition, supervision and recognition and responsibility. The reasons behind the mentioned domains are that allowances are not fairly paid, the policies related to salaries and allowances are not clear to employees. Promotion is not fairly done and specific criteria for promotion are not exactly known among employees. Promotion policy is not considered. Employees are not comfortable with working environment and facilities. No timely recognition by management for the major accomplishment of the job. However, talented employees are not well utilized and given challenging job. The effects of employee job dissatisfaction are turnover and absenteeism Some of the possible ways to reduce job dissatisfaction includes presence of good leadership in the organization, employee personal growth and development, presence of clear directives and objectives to the employees, presence of good relationship with superior officers. The recommendations made were that job satisfiers should be made available to employees so that the needs of employees will be met as well as the organizational goals.
Networked Digital Library of Theses and Dissertations