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An assessment of workplace inequalities and employees’ productivity in public organizations in Tanzania
Ben Sanga
Abstract
Workplace inequality remains a persistent challenge in public organizations, which has not received as much attention, regardless of its consistent nature of undermining employees’ motivation, performance, and the overall service delivery. Regardless of Tanzania’s efforts to establish workplace policy and legal frameworks, workplace inequality practices persevere. This study examined workplace inequalities and employees’ productivity in public organizations in Tanzania. Specifically, the study examined the prevalence, frequency, and effects of workplace inequalities among employees in public organizations in Tanzania. This study is guided by equity theory. The study employed a quantitative research approach and a descriptive-survey research design. The study’s population involved 5,000 public employees in Kinondoni Municipality, whereby a sample of 370 employees, gathered through a stratified random sampling technique, was involved in data collection through structured questionnaires. Descriptive statistics were employed to analyze data. The study revealed the presence of a considerable prevalence of workplace inequalities among employees in public organizations in areas of access to training and development opportunities, allowances, benefits, and job promotions. As well, the study found frequent occurrence of inequality practices among employees and that the practice was usual and grew over time. Again, the perceived inequalities affected employees’ morale, teamwork, collaboration, and organizational performance overall. The study recommended to the public organizations that they adopt transparent practices of human resource management so as to ensure fairness and equitable opportunities for all employees, such as equal access to training, promotion, and benefits. Other recommendations involved the use of merit-based criteria as a qualification for promotion, allowances, benefits, and training so as to consistently practice fairness among employees.
