Volume 7 Number 1 March 2014
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Search for improved public service delivery in Tanzania: Is the policy-implementation dichotomy an elixir?
(Uganda Management Institute, 2014-03)New Public Management (NPM) presupposes that if public service delivery were to be improved, policy-making should be separated from policy implementation. Although attempts to distinguish policy-making from implementation ... -
Corporal punishment and students’ discipline in Uganda’s Schools: A literature review
(Uganda Management Institute, 2014-03)This paper examines the adoption of corporal punishment in managing student discipline in pre-primary, primary and secondary schools in Uganda. Corporal punishment as the intentional infliction of physical pain has long ... -
Corporate governance and the enforcement of standards: An appraisal of standards organizations in Tanzania
(Uganda Management Institute, 2014-03)This article debates the enforcement of quality standards within Tanzania’s corporate governance framework. The article probes into whether the continuing increase in the number of organizations responsible for monitoring ... -
Service delivery and performance management for development at local levels in Tanzania: A myth or reality?
(Uganda Management Institute, 2014-03)Tanzania’s Local Government Reform Programme (LGRP) of 1998 aimed at improving the delivery of quality services to the public. The main strategy is decentralization, which is being implemented through decentralization by ... -
Influence of culture on decision making in organizations: Applying Hofstede’s value dimensions
(Uganda Management Institute, 2014-03)Quite often, the decision making process has been understood from the quantitative approach; highly influenced by, inter alia, game theory, decision tress and linear programmes. Moreover, there is a preoccupation with ... -
The relationship between employee reward and job satisfaction in Uganda Management Institute: an empirical study
(Uganda Management Institute, 2014)The purpose of the study was to assess the relationship between employee reward and job satisfaction in Uganda Management Institute. A cross-sectional survey design was used with the target sample size being 118. Purposive, ...
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