https://thesis.eur.nl/col/4330/ List of Publications en https://thesis.eur.nl/pub/36912/ Fri, 20 Dec 2002 00:00:01 GMT <div>Tenefoe, Saa Musa Momakoe</div> https://thesis.eur.nl/pub/61714/ Fri, 12 Dec 2003 00:00:01 GMT <div>Subeliani, David</div> https://thesis.eur.nl/pub/18692/ Fri, 10 Dec 2004 00:00:01 GMT <div>Ziyera, Joseph</div> https://thesis.eur.nl/pub/9382/ Thu, 01 Dec 2005 00:00:01 GMT <div>Namirembe, Deborah Naluyima</div> Privatization of state-owned enterprises has become an important phenomenon in both developed and developing countries. Privatization of state-owned enterprises has been an integral part of structural adjustment programmes - the economic rehabilitation Uganda has undertaken since the early 1980s. Cook and Kirkpatrick (1988: 3) define privatization as "a range of different policy initiatives intended to change the balance between the public and private sector and the services they provide." They distinguish three main approaches to privatization: a change in the ownership of the enterprise, liberalization or deregulation, and a transfer of goods or services from the public to the private sector even if the government retains ultimate responsibility for supplying the service. https://thesis.eur.nl/pub/9246/ Thu, 01 Dec 2005 00:00:01 GMT <div>Selvakumar, Kanagarani</div> The last quarter of 20th century has brought new changes in each of its decades that have transformed the lives of workers. Especially, in the last decade, globalization has rapidly changed the work-place environment. Many enterprises have changed their structure, "dismantling the kind of hierarchy that underpinned traditional systems of industrial relations"(ILO:1999:39). The main objective of this research paper is to analyze the implications of the change at the enterprise level and how the traditional industrial relations can be improved from the perspective of International Labour Organization (ILO). https://thesis.eur.nl/pub/9705/ Thu, 01 Dec 2005 00:00:01 GMT <div>Gandini, Lien Karlina</div> Privatization is known to be a solution to generate revenue and cut expenditure for the government, as part of the public sector reform or structural adjustment program.. The core of privatization is the transfer of state-owned enterprises to private ownership (Kirkpartrick, 2002: 121-132). For many developing countries, privatization was seen as an omnibus policy which could reduce the budget deficit by forgoing subsidies to public enterprise, reduce debt by writing down the proceeds received from the sale of public enterprises, stimulate private sector investment and thus lower public sector investment, signal a new political climate and increasing the efficiency of former state-owned enterprises (Hoeven & Sziracki, 1997:4). https://thesis.eur.nl/pub/8816/ Thu, 01 Dec 2005 00:00:01 GMT <div>Sutawinangun, Tubagus M. N.</div> https://thesis.eur.nl/pub/9261/ Thu, 01 Dec 2005 00:00:01 GMT <div>Rahman Khan, Habibur</div> Bangladesh is considered as the largest delta in the world. Almost 90% area of this country is a low-lying flat plain alluvial deposit of river and the rest 10% is comprised of low and middle-high hills spreading over three districts. Bangladesh is overwhelmingly a rural and a very thickly populated country. Though the hill districts are not as thickly populated as the plains, yet poverty has been predominantly prevailing in the hills making the women more destitute there. It was difficult to implement development programmes in the hill districts during the past days of political umest. https://thesis.eur.nl/pub/11305/ Fri, 15 Dec 2006 00:00:01 GMT <div>Lalika, Severine Mathias</div> https://thesis.eur.nl/pub/13260/ Fri, 15 Dec 2006 00:00:01 GMT <div>Mtoba, Michael Cornelius</div> https://thesis.eur.nl/pub/8246/ Sat, 01 Dec 2007 00:00:01 GMT <div>Mwanzia, Joel Nthei Mwanzia</div> https://thesis.eur.nl/pub/13709/ Sun, 30 Dec 2007 00:00:01 GMT <div>Emmanuel, Okaja</div> Uganda is among a few Sub Saharan African countries claimed to have successfully implemented the Universal Primary Education (UPE) programme. On this premise, the paper attempts to establish the extent to which the UPE programme has contributed to the reduction of child labour in Uganda. It argues that despite the "free" UPE programme, issues related to the quality of primary education and the increasing costs borne by parents have not yet been addressed thus justifying parents to take decisions for their children to drop out/non attendance from school in favour of involvement in child labour. The paper further explores the forms of risks, vulnerabilities and problems encountered by parents in educating their children in primary school and attempts to dig out the coping mechanism they apply to counter the risks. As the debate between abolishing or regulating child labour heats up, the research collects perceptions of the UPE beneficiaries and attempts to determine the possible school of thought favourable for child labour reduction in this community. In accomplishing the tasks above, the human capital theory and the sustainable rural livelihood analysis formed the conceptual and analytical basis but backed by primary and secondary data. https://thesis.eur.nl/pub/7150/ Tue, 01 Jan 2008 00:00:01 GMT <div>Gonzales, Adelaida P.</div> https://thesis.eur.nl/pub/7169/ Tue, 01 Jan 2008 00:00:01 GMT <div>Mazhar, Zaighum Abbas</div> https://thesis.eur.nl/pub/7152/ Tue, 01 Jan 2008 00:00:01 GMT <div>NGARAMBE, Mathias</div> Job search is a process of collecting information that pertains to job vacancies available in the labour market. During the search process, the job seeker collects information on the job offer distribution and learns more successful strategies. In the job search process, job seekers can influence the out come by putting more or less efforts into the job search and by choosing among several search methods. This research seeks to analyse job search process of the youth in Rwanda taking Nyarugenge district in Kigali-city as a case study. The research is purely qualitative. Data was collected from 35 respondents using interview guide and a desk study was applied in collecting secondary information. The research findings indicated that the main job-search method being followed in searching for jobs by the youth in Nyarugenge district is by direct methods/news papers’ advertisements/ media and personal contacts. Furthermore, the findings from the study showed that the ability to be active in searching for jobs depends on the better access to social networks including adults already in employment about job opening. Research results also indicated that many of the obstacles experienced by the youth in the job search process are the result of short comings in the education and training systems, work experience and the local environment especially the state of local markets. To improve youth job search process in Nyarugenge district and Rwanda at large, in the absence of sufficient growth in private or public formal sector employment, there is a need to create a favourable environment which would facilitate economic growth and eventually lead to the promotion of youth selfemployment and entrepreneurship, setting of special youth credit program, change of education and training systems that offer skills that correspond to the needs in the labour market and establishments of employment agencies that would facilitate the youth in searching for jobs. https://thesis.eur.nl/pub/7153/ Tue, 01 Jan 2008 00:00:01 GMT <div>Mkisi, Newaho Eliah</div> Many theories of HRM claim that when workers are given a particular level of motivation, it will result in increasing their level of performance. Although Tanzania government has embarked on several reforms to increase performance among civil servants, there is still a general perception that public sector workers do not perform as efficiently as private sector workers. The main objective of this study is to investigate the effect of HRM initiatives on workers motivation in public and private sector companies. Using the empirical evidence from three telecommunication companies in Tanzania, this study shows that the gaps between public and private have narrowed. Also, like private companies, the public company also provides all the incentive such as job security, salary, fringe benefits etc to motivate its workers. This article observed and concludes that the different in performance between public and private companies is not because of incentive structure; rather it may be explained by performance management process. The study also reminds that motivation factors may not by themselves achieve organisational performance. Rather, motivation should be embedded in a broader approach through effective performance management processes. https://thesis.eur.nl/pub/7154/ Tue, 01 Jan 2008 00:00:01 GMT <div>Ranjeva, Rose Maeva</div> This paper analyzes the potential effects of insertion in value chains, gender, firm’s skill intensity and the skill level of an occupation on labour conditions in Malagasy ICT firms. The results indicate insertion does affect the atmosphere within firms, access to a good health insurance and safety rules. But it appears other items defining labour conditions do not depend only on insertion in value chains. Gender, firms’ skill intensity and the skill level of an occupation combined with the insertion factor also have an impact on labour conditions in these firms. https://thesis.eur.nl/pub/7155/ Tue, 01 Jan 2008 00:00:01 GMT <div>OKANYA, SIMON PETER</div> In this study I explored the link between human resource training and organisational performance in a complex Public Service organisation. Drawing from a wide range of theoretical literature and also basing on my personal experience as an employee of the district, the study focuses on the complexities involved in reconciling organisational performance and employee satisfaction through training. Using the theoretical insights of the Human Capital Theory, the Human Resources Based View and the Capability Approach and the Universalist, Configurational and Contingency models of training, the main findings of this study indicate that there are overlaps in the theories and models in relation to training and these can facilitate or inhibit the development and utilisation of organisational or human potentials. Also, contrary to the existing literature on training, the research findings suggest that training episodes and returns can not simply be reduced to a dichotomy of general or specific, rather a more subtle differentiation is paramount. https://thesis.eur.nl/pub/7156/ Tue, 01 Jan 2008 00:00:01 GMT <div>Stella, Opu</div> The notions of motivation and work performance have become a popular driving force behind most successful organisations. Kitgum District Local Government has made numerous efforts towards the motivation of its workers but the challenge facing the implementation of these measures continues to persist. This study is undertaken in Kitgum District Local Government and its focus is geared towards establishing reasons why workers are not performing satisfactorily, what motivational measures are in place and what can be done to ensure there is improvement. The study is both qualitative and quantitative and an exploratory approach was used. In order to respond to the research questions purposive sampling was done and 40 respondents were selected from the pool of workers. The study also used three motivational theories to explain how people can be best motivated as well as an insight of the human resource management paradigm. It was also able to make an overview of the efforts made by the human resource office to ensure workers are motivated to perform well and the performance of the district in relation to the Local Government national assessment exercise. A detailed analysis is made based on the responses from the questionnaires from both the upper and middle cadres. Finally the conclusion of the study is not firm because of the following issues, although the respondents perceive that there has been a considerable success in the use of both the hygiene factors and motivators the reality may depart greatly from this standpoint. In a situation were the findings are correct then we can conclude that the hygiene factors such as working conditions, work relations, physical environment, supervision and job security, as argued by Herzberg should be able to form the baseline that can then stimulate the motivators such as achievement, recognition, responsibility ,advancement and training, to motivate the workers to perform well. In that light the motivation in Kitgum District Local Government is seen to be good and therefore the resultant good performance. However in the findings three quarter of the middle cadres consented to having heard complaints in relation to the poor performance of the district workers. This brings a new dimension of poor performance against good motivation. In addition the problem statement shows a dysfunctional organisation and the assumption of the study is not supported by the findings. These contradicting issues raise a lot of doubts in the researchers mind and it is only through further research that clarity can be put to some of these issues. The researcher for the above reasons is not confident to come up with an absolute position that workers at the District Local Council are not so dissatisfied with motivation and that performance is good but the findings support that position. As stated earlier there is need for more research. https://thesis.eur.nl/pub/7157/ Tue, 01 Jan 2008 00:00:01 GMT <div>DESTA, TEGENE ABEBE</div> Unlike the derge regime, the current ruling party EPRDF devolves its power to the federal and regional government. In the same line, each regional government also formally devolve adequate decision-making power to lower administrations level. This aims at promoting decentralisation and getting the people together. Consequently, each regional government level has among other things, the right to use its public administration, recruit, transfer and promote. This research attempts to assess the implementation of HRM functions in SNNPRG under a decentralised context in Ethiopia using questionnaires collected from five sectors and secondary official HRM documents of the region. The finding reveals, better performance of HRM practice compared to centralised administrative system. However, promotion, performance assessment and reward system are not performed well as there are some indications from the findings. Moreover, to some extent the current wage structure and the minimum requirement criteria set by CSA hinder sectors effort to attract the best candidates. Similarly, selection often distorted by interference. The study also depicts the need for additional training, as the performance at the zone and woreda level is not satisfactory. Besides, in some instance, lack of equal access for training and need assessment is also improper. The execution of ROPA also shows that the need to make the working environment more conducive. Like wise, in some sectors, the uniform salary scale the country follows does not attract various professionals and hence not fully improve service delivery. Finally, the support of CSA to the sector bureaus is minimal. Despite the above stated problems in the region, there is a positive link between decentralisation and HRM as it gives each level of government to exercise their power in making decision on HRM issues with out waiting another decision maker. Moreover, conducting training, creating strong link between performance and reward, making the performance assessment system more open and carrying out continuous follow up should make the decentralisation process more sustainable.