Staffing trends and organizational effectiveness in international non-governmental organizations : a multiple case study in Tanzania

Awarding institution
  • University of Strathclyde
Date of award
  • 2013
Thesis identifier
  • T13384
Qualification Level
Qualification Name
Department, School or Faculty
  • The purpose of this study was to discover staffing trends and organizational effectiveness in International Non-governmental Organizations in Tanzania. The author was interested to know how the International Non-governmental Organizations, having significant role in promoting development and democracy in Tanzania, recruit and staff their Chief Executive Officers and senior managers, their role in promoting organizational effectiveness and how these organizations evaluate their organizational effectiveness. The author utilized qualitative research methodology and a multiple case study research design for this study. The qualitative research data consisted of sixteen semi-structured, in-depth interviews with Chief Executive Officers/Country Directors and senior managers of four selected International Non-governmental Organizations in Tanzania. Secondary data was collected from document analysis and observations. The four purposefully selected International Non-Governmental Organizations were Action on Disability and Development (ADD), Concern Worldwide, Oxfam Tanzania and Pact International. The study found that International Non-governmental Organizations achieved organizational effectiveness by recruiting and appointing qualified Chief Executive Officers and senior managers with adequate work experience in Africa, who possess a certain level of social and intellectual capital. Larger International Non-governmental Organizations preferred to train and develop higher level managers from within. There are also no unanimous methods of assessing organizational effectiveness in these organizations. The study presents some theoretical and management implications for International Non-governmental organizations. These include: (a) that recruiting qualified and experienced Chief Executive Officers and senior managers, who can motivate their staff and lead them by personal example will result in better organizational effectiveness; (b) that developing social capital, intellectual capital and networking with organizations with similar philosophies are crucial for organizational effectiveness; (c) that creating a culture of team work, mutual respect among staff, sharing knowledge and recognizing and rewarding outstanding individual performance will contribute to better organizational effectiveness.
Resource Type
Date Created
  • 2012
Former identifier
  • 989239