HUYU NDIYE LEWTHWAITE (WHITEWIDOW)

Lewthwaite was born to parents Andrew and Elizabeth Christine (née Allen) Lewthwaite in Aylesbury, Buckinghamshire, in 1983. Her father is a former British Army soldier who served in the 9th/12th Royal Lancers and had met her mother while he was stationed in Northern Ireland in the 1970s. Following her birth the family relocated for a short period to Northern Ireland, where her father worked as a lorry driver, before settling permanently in Aylesbury. She attended Elmhurst middle school and The Grangesecondary school in Aylesbury.

Her parents separated in 1994 and friends subsequently reported that she was "badly affected by the break-up" and "sought solace from Muslim neighbours who she believed had a stronger family network.” By the age of 17 she had converted to Islam and went on to study towards a degree in religion and politics at the School of Oriental and African Studies in Russell Square, London, where she met Lindsay in an Islamic chatroom. They arranged to meet at a Stop the War march in London and subsequently married in October 2002, using their Islamic names Asmantara and Jamal.

Three years later, on 7 July 2005, Lindsay blew himself up on a train travelling between King's Cross and Russell Square tube stations, at 8:50 a.m. He killed 26 civilians in his suicide attack. Lewthwaite was pregnant with their second child at the time of his death, and their first child, a son, was 14 months old.  Following the attacks Lewthwaite denied prior knowledge of them. She publicly denounced her husband for the attacks, and was granted police protection.

Lewthwaite is subsequently believed to have met and married Habib Ghani. She gave birth to a third child in August 2009. She moved to the north of England then later disappeared with her children, and was believed to be in hiding in Tanzania or Somalia.

YAKO WAPI MAPENZI

Yako wapi mapenzi, uliyonipa tangiepo,
ukanitia uchizi, moy'angu ukauteka,
maisha yakawa matamu, honey likawa jina,
rudisha wako moyo, tuishi kama zamani.

vionjo ulivyonipa, adhimu kwa wengine
nkasahau katukatu, karaha za mapenzi
ukazidi nichanganya, kwa mungu nikaapa
Rudisha wako moyo, tuishi kama zamani

kwa mikogo n'katembea, mbele ya wenzangu
jeuri nikajijengea, ninaye mke mwema
hakika sikuiota, siku n'takayotendwa
Rudisha wako moyo, tuishi kama zamani

wenzangu zikawapaa, mioyo mpwitompwito
likawatia wazimu, wakazidi chachalika
chokochoko wakatia, penzile' kuharibu
Rudisha wako moyo, tuishi kama zamani

kwangu ukajiapiza, hutong'atuka katu!
nanga kwangu umetia, mithili manowali
wazimu nikajitia, manenoyo n'kasadiki
Rudisha wako moyo, tuishi kama zamani

hakika sikujua, maneno ya wahenga,
kila king'aacho, 'sidhani ni dhahabu
kivumacho hakidumu, msumari wakapigia
Rudisha wako moyo, tuishi kama zamani

maneno ya wapambe, yakaanza kukulevya
ukaanza kukacha, penzi njiani kutelekeza
ukaniacha ka' hayawani, kinda la dege tawini
Rudisha wako moyo, tuishi kama zamani

roho i radhi, bali mwili dhaifu
penzilo siwezi hacha, pekee n'kaishi
utanitia wazimu, kitanzi nijitie
Rudisha moyo Pepe, tuishi ka'zamani

Nani alokuloga, Pepe ukasaliti
moyoni nitoa, ukasahau zamani
ukajitia ukiziwi, kutosikia hiki kilio
Haya hii pen, nakuandikia mpenzi

Hakika nimekua, ya wakubwa 'meng'amua
mla mla leo, mla jana kala nini?
japo jana nilikula, mwenzio leo ni' taabuni
Rudisha wako moyo tuishi kama zamani

Mwandishi/mtunzi: John Jonas R.

PEPE BINTI MAYUNGA

U binti uliyeumbika, mfano hakunaga
Mtoto unachanua, mfano wa maua
Yako sura tamu, mfano wa asari
Njoo kwangu malkia, uponye wangu mtima.

Sio siri umeniteka, sina budi kukiri
Haraka moyo waupeleka, kwako sijihimu
Unapendeza unapendeka, nakiri hili bayana

Sifa zo zaimbwa, kote zimeenea
Jinsi ulivyoumbika, mfano hakunaga
Macho yako hata mdomo, hata kipofu avutiwa
Njoo kwangu malkia, uuponye wangu mtima.

Si mfupi mrefu, waswahili eti wastani
Si mnene si mwembamba, bao umewafunga
Uzuri wako wasambaa, kama moto nyikani
Kila mtu ajihisi bahati, kuzungumza na wewe

Nimezunguka bara, nikaenda kule zanzibar
Kote mezunguka, mikoa ishirini na saba
Bado namba moja, chati washikilia
Wanukia wavutia, kama nguva baharini

Kifua mbele tembea uzuri jivunia
Muumba kakutunuku kakidhi yako haja
Wavutia mfano twiga, mbugani manyara

Lakini kumbuka, majivuno ondoa
Kiburi si maungwana, wengine susia
Jifanye nao sawa, japo sio sawa
Njoo kwangu malkia, uuponye wangu mtima.

Pepe wewe Pendo, mtoto umebalikiwa
Umbo lako safi, kama malaika nasema
Umewatoa nishai, wengi macho juujuu
Njoo kwangu malkia, uuponye wangu mtima

Rangi yako kama dhahabu, unawaka kama lulu
Ngozi yako raini, kama mwana paa sikia
Mguu chupa ya bia, hakuna mpinzani najua
Njoo kwangu malkia, uuponye wangu mtima.

Mwenzio niko taabuni, kwa pendo lako tamu
Kila leo ni mpya, mautundu kukazia
Wanipa kila kitu, mfano wa mwana kwa mamaye
Kila nikuonapo mimi hoi, moyo waupeleka mchaka

Mimi nimeanza, wengine watakiri
Hata wasiokiri, wivu wawashika
Wewe ni namba moja, zaidi yako hakuna
U mkari, mzuri wavutia, kama wewe duniani hakuna

Mwisho namaliza, hili zingatia
Sura hapana tisha, tabia myenendo pia
Shika maadiri bora, vigezo vyote timiza
UISHI KWA PENDO DUNIA YA MOLA

TRIPARTITE AND BIPERTITE INSTITUTION

Paul et al; (2005), argued that; “bipartite refer to the social dialogue directly between workers’ and employers’ organization encompasses the institutions of collective bargaining, the resolution of disputes and strikes, and the modes of labor-management cooperation.”

Turnbull (2005), argued that; “Bipartite social dialogue is a problem solving process that involves the negotiation between the social partners (employers and trade union organisation).”

Bipartite is the formal and/or informal cooperation between employers’ organisation and trade union shared strategies or common action for handling labour matters at industry level (Voughan, 2003)

Generally; the bipartite social dialogue refers to the consultations between employers' and trade-union organizations at enterprises level consisting of formal consultations, exchanges of view and negotiations on issues of common interests. Bilateral social dialogue can take place either on a cross-industry or sectoral basis.

Tripartite social dialogue means three way interactions among government, employers’ organisation and workers’ representatives in formulating or implementing labour, social, or economic policy (Trebilcock et al; 1994)

Voughan, (2003), Tripartite social dialogue refers to the negotiation at national level involves the government, employers’ association and trade union over economic and social issue (like the two annual income policy sessions).

Generally; tripartite social dialogue refers to the negotiations and consultations on social issues, taking place at nation level involving the government, the employers (or their organizations) and the workers’ organizations.

Social dialogue is a mechanism which does not simply exist in a vacuum. Its efficiency depends on a number of objective and subjective factors, both external and internal. Today social dialogue at the national level has become an important component of good governance in many countries worldwide.

The following are the structures of Labour Institutions in Tanzania which operate its duty under are tripartite system (form) of social dialogue;

Labour, Economic And Social Council (LESCO) is tripartite institution established by the government under the Labour Institutions Act (No. 7 of 2004) to advise the government through the ministry on any of the following matters; measures to promote economic growth and social equality, economic and social policy, any significant changes to social and economic policy before it is submitted to cabinet, the promotion of a coordinated policy on labour, economic and social matters. Also it is to advice the minister on national labour markets policy; any proposed labour law before it is submitted to cabinet (Labour Institution Act, number 7 of 2004)

The Labour Economic and Social Council (LESCO) is tripartite institution due to its structure explained in all section 4 of Labour Institution Act, (No. 7 of 2004. It is stated that; the council consist a chair person who shall not be a member, official or office bearer of a trade union, employers association or federation or an employee in the public service of the government of the United Republic.

Furthermore; LESCO consist sixteen other members, comprising the permanent secretary and three other members to represent the interests of government, four members to represent the interest of employers, four members to represent the interest of employees and four members appointed because of their expertise in Labour, Economy and Social Policy formulation (Labour Institution Act, 2004 section 4(1)(a) (i)-(ii) and 4(1)(b)(i)-(iv)).

Commission for Mediation and Arbitration; This is tripartite commission established under section 12 of Labour Institution Act (No. 7 of 2004). In this section, the Act state that; “there is here by establishment a Commission for Mediation and Arbitration (CMA)

The commission for Mediation is tripartite institution due to its organisation structure explained in section 16(1) (a) (i)-(ii) and (1) (b) of Labour Institution Act, 2004. It stated that; “the commission shall consist of a chair person appointed by the president from a list of three person recommended by the council. A chairperson   shall not be a member, official or office bearer of trade union, employers association or federation or an employee in the public services.

The commission also consists of two commissioners proposed by members of the council representing the interests of employees; two commissioners proposed by members of the council representing the interests of employers and two commissioners representing the interest of the government.

The functions of the commission is to mediate any dispute referred to it in term of any labour law; to determine any dispute referred to it by Arbitration if a labour law requires the dispute to be determined by arbitration, the parties to the dispute agree to it being determined by Arbitrator or if the labour court refers the dispute to the commission to be determined by arbitration in terms of section 94(3)(a)(ii) of the Employment and Labour Relation Act, 2004.

Wage board; this is another tripartite institution which deals with labour matters especially investigation of remuneration and terms and conditions of employment in any sector and area. The board is accountable to the minister for the public service. It established under section 35(1) of Labour Institution Act (No. 7 of 2004)

The structure of wage board is tripartite consisting a chair person, a member nominated by the member of the council who represent the interest of the employees, a member nominated by the member of the council who represent the interests of employers.

The bipartite institutions in Tanzania refers to those institution(s) that established at any organisation or working  area (enterprise/plant level) which consist of the employer and workers representatives through their Trade Union which conducts  Social dialogue at that level with the intention of bringing harmonious and peace at work area. Some of the institutions include;

Health and Safety Representatives/Health and Safety Committee; these are bipartite institution established at plant level under section 11(2) and section 13(1) of The Occupational Health and Safety Act (No. 5 of 2003)

The structure of this institution at work area is as explained in Occupational Health and Safety Act (No. 5 of 2003). It is stated that; “Any employer and his employees or their representatives shall make their own arrangements and procedures for the nomination or election, the term of office; and subsequent designation of health and safety representatives in term of subsection (1).

The function of this committee is to review the effectiveness of health and safety measures, to identify special potential hazard and major incidents at a factory or work place, to collaborate with employer to examine the causes of incidents at a factory or workplace and to investigate complaints by any employee relating to that employee’s health or safety at work. Also it to inspect the document any document which the employer is required to keep in according to the Act in so far as is reasonably necessary to perform the function (Occupational Health and Safety Act (No. 5 of 2003))

REFERENCE:

Labour Institution Act (No. 7 of 2004)

Occupational Health and Safety Act (No. 5 of 2003)

Turnbull P. (2005). Social Dialogue; A Practical Guidance Manual. International Labour Organisation, Geneva.

Vaughan D. W. and Ghellab Y. (2003). Sectoral Social Dialogue in Feature EU Member States; The Weakest Link. International Labour Organisation, Geneva.

Paul J. A. et al (2005). Labour Institutions, Labour Management Relations and Social Dialogue In Africa. The Word Bank,

Trebilcock A. et al (1994). Tripartite Cooperation In National Economic And Social Policy Making. International Labour Office, Geneva

According to United Nations Research Institute For Social Development (2009), social protection is concerned with preventing, managing, and overcoming situations that adversely affect people’s well being. Social protection consists of policies and programs designed to reduce poverty and vulnerability by promoting efficient labor markets, diminishing people's exposure to risks, and enhancing their capacity to manage economic and social risks, such as unemployment, exclusion, sickness, disability and old age.

Social protection refers to the major social protection and risk management programmes and strategies adopted in Tanzania which contributed in shielding the extremely vulnerable individuals, households and communities in urban and rural areas from becoming poorer. is an important aspect of poverty reduction strategies (Lerisse, 2003).

Generally; social protection consists of policies and programmes designated to reduce poverty and vulnerability by promoting efficient labour market, diminishing people’s exposure to social risks, enhancing their capacity to protect themselves against hazards and interruption or loss of income.

According to The National Social Security Policy (2003), Social security means any kind of collective measures or activities designed to ensure that members of society meet their basic needs and are protected from the contingencies to enable them maintain a standard of living consistent with social norms.

According to Article 22 of the Universal Declaration of Human Rights (1998), state that “Everyone, as a member of society, has the right to social security and is entitled to realization, through national effort and international co-operation and in accordance with the organization and resources of each State, of the economic, social and cultural rights indispensable for his dignity and the free development of his personality.

Generally; Social security may be referred as the action programs of government intended to promote the welfare of the population through assistance measures guaranteeing access to sufficient resources for food and shelter and to promote health and wellbeing for the population at large and potentially vulnerable segments such as children, the elderly, the sick and the unemployed.

Social protection has several types or aspects. Most common types of social protection are as mentioned bellow;

Labor market interventions; these are policies and programs designed to promote employment, the efficient operation of labor markets and the protection of workers.

Social Insurance; this mitigates risks associated with unemployment, ill health, disability, work-related injury and old age, such as health insurance or unemployment insurance.

Social Assistance; is when resources, either cash or in-kind, are transferred to vulnerable individuals or households with no other means of adequate support, including single mothers, the homeless, or the physically or mentally challenged.

According to The National Social Security Policy (2003), social security has the following elements or tires;

Social assistance schemes, which are non-contributory and income-tested, and provided by the state to groups such as people with disabilities, elderly people and unsupported parents and children who are unable to provide for their own minimum needs. In Tanzania social assistance also covers social relief, which is a short term measure to tide people over a particular individual or community crisis;

Mandatory schemes, where people contribute through the employers to pension or provident funds, employers also contribute to these funds;

Private savings, where people voluntarily save for retirement, working capital and insure themselves against events such as disability and loss of income and meet other social needs.

Despite the existence of this framework, service delivery has not reached the majority of Tanzanians due to inadequate financing and fragmented institutional arrangements.

Social protection is relatively a new approach for ensuring safety and security of individuals and society as a whole with more programmes and a wider coverage. The following are the reasons why was necessary to shift from social security to social protection;

Coverage; consequently, the concept of social protection was initiated with more wider coverage as well as more acceptable in developing countries than the concept of social security which is more applicable in the conditions, where large numbers of citizens depend on the formal economy for their livelihood.

The National Social Security Policy (2003), state that, “person covered by the social security schemes are those who are employed in the formal sector estimated at 1.0 million. This is only 5.4 % of the whole labour force of over 16 million of Tanzanians. This means the remaining 15 million labour forces, engaged in informal sector and comparatively more vulnerable are not covered by the formal social security protection.”

Social security is contributory scheme (mandatory scheme); the scheme of social security needs contribution from those benefiters. The scheme primarily based on formal employment and it includes those who can contribute some amount of money for their security. The poor people who cannot afford to contribute in the funds cannot get the benefits from the social security. This form of contributions needs the government to designate another programme to cover more people from social risks.

The National Social Security Policy (2003), state that, “the estimated total population of Tanzania is 33.5 million1. Out of this, 70 per cent are in the rural areas, while the rest are in urban areas. The total labour force of Tanzania is estimated at 16 million, where 5.4% of the total labour force or 2.7% of the total population is covered by the mandatory formal social security system. 93 per cent of the capable workforce is engaged in the informal sector in both rural and urban areas; out of that 80 per cent is in engaged in the agrarian economy.

The fragmentation of institution which deals with social security; this also was the reason to change from social security to social protection. The institution which is responsible to take care and supervise the benefits of contributors is very fragmented and not coordinated. These circumstances arise many misunderstanding between the members of those institutions. Every institution operates under its ministry with its rules and regulations. As a result the numbers of benefits differ from one institution to another. For this reason, government found another alternative to equip the citizens from the poverty.

The social security sector lacks co-ordination at national level as each Fund reports to a different Ministry with differing operational rules and procedures. As a result, contribution rates, benefit structures, qualifying conditions as well as plans and priorities differ from one institution to another (The National Social Security Policy 2003)

The social security funds offer inadequacy of benefits; the benefits offered by the schemes follow under ILO minimum standard in terms of quality, numbers and indexation to the current levels of earnings. The structure of benefits offered as directed by ILO does not meet the all necessities needed by the societies. Normally ILO target on reducing social risks but not poverty in the society.

The National Social Security Policy (2003), state that, “the number of benefits offered by most of the existing schemes fall below the ILO Minimum Standards in terms of number, quality and indexation to the current levels of earnings.”

Social protection is to secure all people in both poverty and social risks while social security based much on employees’ social risks. Social protection consists of policies and programmes designated to reduce poverty and vulnerability by promoting efficient labour market, diminishing people’s exposure to social risks, enhancing their capacity to protect themselves against hazards and interruption or loss of income. Social security protects the employees from illness, accident, disability, old age, unemployment, maternity, single parenthood, widowhood and bad luck.

Lerisse F. (2003), Vulnerability and Social Protection Programmes in Tanzania.

(For the Research and Analysis Working Group)

United Nations Research Institute for Social Development (UNRISD) (2009).

The National Social Security Policy (2003)

HIV means The Human Immunodeficiency Virus, or HIV, is the virus that causes HIV infection. During HIV infection, the virus attacks and destroys the infection-fighting CD4 cells of the body’s immune system. Loss of CD4 cells makes it difficult for the immune system to fight infections. Acquired Immunodeficiency Syndrome, or AIDS, is the most advanced stage of HIV infection. (www.aidsinfo.nih.gov/guidelines; retrieved on 12/12/2012)

According to Dyk (2008), “AIDS is a short form of Acquired Immune Deficiency Syndrome. We say that this disease is acquired because it is not a disease that is inherited. It is caused by virus (the Human Immunodeficiency Virus HIV) that enters the body from the outside. Immunity is the body’s natural ability to defend itself against infection and disease. A deficiency is shortcoming-the weakening of the immune system so that it can no longer defend itself against passing infections. A syndrome is a medical term for a collection of specific signs and symptoms that occur together and that are characterized of particular conditions.”

Hill at el; (2002) argued that; “HIV is the virus which attacks the T-cells in the immune system.
AIDS is the syndrome which appears in advanced stages of HIV infection.  HIV is a virus. AIDS is a medical condition.

Generally, AIDS (Acquired Immune Deficiency Syndrome or Acquired Immunodeficiency Syndrome) is a disease caused by a virus called HIV (Human Immunodeficiency Virus). The illness alters the immune system, making people much more vulnerable to infections and diseases. This susceptibility worsens as the disease progresses.

HIV is found in the body fluids of an infected person (semen and vaginal fluids, blood and breast milk). The virus is passed from one person to another through blood-to-blood and sexual contact. In addition, infected pregnant women can pass HIV to their babies during pregnancy, delivering the baby during childbirth, and through breast feeding.

HIV/AIDS is a major development crisis that affects all sectors. HIV/AIDS epidemic has spread relentlessly and affecting people in all walks of life and decimating the most productive segments of the population particularly women and men. The followings are different perspectives of HIV/AIDS illness on how it affects our nation;

The HIV/AIDS lead to absenteeism from workplaces; It also accelerate deaths reflects the early manifestation of the epidemic leaving behind suffering and grief. Others include lowering of life expectancy, increasing the dependency ratio, reducing growth in GDP, reduction in productivity, increasing poverty, raising infant and child mortality as well as the growing numbers of orphans.

(The National Policy on HIV/AIDS; 2011)

The children under the age of ten years bear the brunt of the impact of AIDS and for them the impact is much longer lasting than for adults. The epidemic is a serious threat to the country’s social and economic development and has serious and direct implications on the social services and welfare. Given the high HIV prevalence in the society, and in the absence of cure, the devastating impact of the epidemic is incomprehensible. (The National Policy On HIV/AIDS; 2011)

It accelerates poverty in most societies in Tanzania; HIV/AIDS influences the spread and impact of poverty. In many ways it creates vulnerability to HIV infection, causes rapid progression of the infection in the individual due to malnutrition and limits access to social and health care services.

It lead to the economical stagnation; HIV/AIDS influence the economical setback as it leads to death of the economically active segments of the society and bread winners leading to reduction in income or production. The human capital loss has serious social and economic development in all sectors and at all levels. Ultimately the high cost of care and burials leave heavy burden on the already overburdened households, orphans and dependants, people living with HIV/AIDS (PLHAs) and vulnerability to HIV infection. Therefore the ‘poverty factor’ at the household level has to be addressed simultaneously with the National efforts to combat the HIV/AIDS epidemic. (The National Police on HIV/AIDS; 2011)

It leads the demise/loss of productive labour force; ESRF; (2004) A study on the impact of HIV/AIDS on agricultural performance in Ulanga and Kilombero districts reveals that the death in the household and time taken to take care of HIV/AIDS related problems have negatively impacted on agricultural productivity. Duration of HIV/AIDS related illness covered a total of 479 man-days, which were equivalent to a loss of agricultural labour force of 20 farming households. Putting it differently, 20 farming households could not attend their farming activities at all in the last 6 months prior to the survey due to illnesses related to HIV/AIDS pandemic. Further, a total of 533 man-days were used to attend and/or care for HIV/AIDS patients. This is equivalent to a loss of productive labour force of 23 households in 6 months.

It cause Lower life expectancy; the trend in most developing countries is towards older people out numbering younger people, but the decrease in life expectancy caused by the AIDS epidemic means that the reverse will remain true in sub-Saharan African countries like Tanzania. By 2020, nearly 90 per cent of the world’s children aged fewer than 15 will be living in developing countries. As a consequence, the impact of the HIV/AIDS epidemic on children and families will be much more severe in these countries. In sub-Saharan Africa, there will be twelve times as many children under 15 as adults over 64. This is likely to lead to increased dependency ratios within households (Graiger  at.el; 2001)

It increases the rates of orphaning; as many parents dies and leave their children, the number of orphans increases. According to UNICEF and UNAIDS 1999 argued that “By the end of 2000, 13million children, 10.4 million of them aged under 15 will have lost their mother or both parents.” This is what we experience now in Tanzania because the numbers of orphans are increasing and the centre of orphans care increases day to day. The burden now sent to the government as fails to help them to acquire their basic education (Hill  at.el; 2002).

It leads to the demise in the number of teachers and quality of education; HIV/AIDS impacts not only on the ‘demand’ for education, but also on the supply. A World Bank study in Tanzania projected that 14,460 teachers would die from AIDS by 2010, costing US$21 million in training for replacements. Furthermore, policies intended to support children affected by HIV/AIDS, such as Uganda’s introduction of free primary education for all children, have overstretched the education system and dramatically reduced the quality of education available to all children. In addition, anecdotal reports suggest that parents may be claiming that (Graiger at. al; 2001)

Loss of productivity due to the deaths of health workers; The health workers who died had been in service for periods ranging from less than a year to 44 years. Half of those who died had worked for between one year and 16 years. The large majority of the deaths (70%) were among those who had worked between 10 and 24 years. It is apparent therefore that the health services are losing health workers who have many years of working experience, especially among the males (Mhondwa and Fimbo; 2006)

It increases the number of dependents ratio; HIV/AIDS affects the welfare of households through illness and death of family members, which in turn leads to the diversion of resources from savings and investments into care. The HSRC has argued that it is expected that the premature death of large numbers of the adult population, typically at ages when they have already started families and become economically productive, can have a radical effect on virtually every aspect of social and economic life. This is clearly indicated by an increase in the number of dependents relying on smaller numbers of productive household members and increasing numbers of children left behind to be raised by grandparents or as child-headed households (Hill at el; 2002)

 It cause the child labour and street beggars; Intensive use of child labour increases as a major strategy typically used by the afflicted household during care provision. Children may be taken out of school to fill labour and income gaps created when productive adults become ill or are caring for terminally ill household’s members or are deceased. Drawing from another study in Tanzania, Rugalema confirms that the illness affects time allocation, puts pressure on children to work, divert household cash and the disposal of household productive assets. HIV/AIDS is therefore an impoverishing process that leads to other problems such as malnutrition, inaccessibility to health care, increased child mortality and hence intergenerational poverty. (Hill at.el; 2002)

Bollinger. at el; (2009), argued that;  HIV/AIDS leads to the hardship and highly life costs; the direct costs of AIDS include expenditures for medical care, drugs, and funeral expenses indirect costs include lost time due to illness, recruitment and training costs to replace workers, and care of orphans. If costs are financed out of savings, then the reduction in investment could lead to a significant reduction in economic growth. The economy Tanzania is heavily based on agriculture, particularly subsistence farming. By 1996, 83% of the labor force was still employed in agriculture, with the sector contributing 52% of GDP. The main cash crops are coffee, cotton, cashew nuts, and cloves. Food crops include cassava and maize, along with cattle rearing. Very little mining activity exists, while the small amount of manufacturing activity consists mostly of food processing and textiles. The services sector was the second largest US$170 in 1996

It leads to the demise of Government Health Facilities; Hospital Based Data indicate that up to 50% of beds are occupied by patients with HIV/AIDS related illness. Consequently the demand for care and hospital supplies is enormous and by-and-large government health facilities are facing inadequate funding and manpower. It is estimated that in Tanzania the ideal lifetime and nursing-care costs for HIV/AIDS is US $ 290 for adults and US$ 195 for children. Gains made during 1980's in TB control have been lost due to HIV/AIDS. TB case rates had been declining steadily up to 1982 but since then there has been a sharp increase the number of reported TB cases and in most urban areas these have more than doubled (tacaids report-2007)

Failure for the government to provide other social services in a good manner rather than helping those HIV/AIDS victims; The health sector in particular is experiencing an increased demand for its services, as AIDS patients occupy an ever-increasing number of beds in hospitals. And given illness episodes per AIDS patient, the public expenditure on AIDS treatment is high. In the education sector we find children pulled out of school either due to a lack of money or needed to help at home. The social welfare sector is experiencing a large increase of AIDS orphans.

Generally; Women frequently are carrying a double burden of generating income outside the home and for care giving as well as maintaining family land. In this regard, women are responsible for caring for sick members of the household, for childcare, as well as being heavily involved in generating money and supplying food for their households through agricultural production.

REFERENCES:

The National Police on HIV/AIDS; (2011)

Dyk A.V.(2008) HIV/AIDS Care and Counselling, 4^th edition. Maskew Miller Longman (pty) ltd

ESRF; (2004) The Impact of HIV/AIDS on Food Poverty in Rural Tanzania: The Case of Ludewa District. Final Report

Grainger C. (2001) Children Affected by HIV/AIDS: Rights and responses in the developing world. Working Paper Number 23

Bollinger L. (1999) The Economic Impact of AIDS in Tanzania. Research Triangle Institute (RTI), Tanzania

Ruhweza A. (2002) The Impact of HIV/AIDS on Education and Institutionalizing Preventive Education. International Institute for Education Planning/UNESCO, Paris.

Muhondwa E.P.Y and Fimbo B.N (2006) Impact of HIV/AIDS On Human Resources for Health In Tanzania. ECSA Health Community, Arusha.

Tacaids Report, 2007

www.aidsinfo.nih.gov/guidelines

DEBORAH

ECKERNFORDE TANGA UNIVERSITY

DEPARTMENT OF HUMAN RESOURCES MANAGEMNT

PROGRAM                                      :         CHRM

SUBJECT                                 :         BLOCK FIELD WORK

TYPE OF WORK                      :         FIELD WORK REPORT

NAME OF STUDENT               :         DEBORAH MANYAMA MTANI

                                                          REG. NO. 165/T2011

FIELD WORK CONSULTANT  :         EMMANUEL KIARIRO

AGENCY                                :         TAZARA

FIELD SUPERVISOR                :         MR. ERICK MWASOGYE

DURATION                             :         17^TH SEP, TO 12^TH OCT, 2012

ACKNOWLEDGEMENT

I am very much indebted to the following individuals for their valuable assistance during my field work practice activities:

First, my gratitude should go to Mr. Jillo  Mwanakatwe the field work coordinator and Mr. Emmanuel Kiariro my consultant for their assistance they gave me up to the accomplishment of this report.

Also, my thanks should go to the TAZARA employees and management staffs for their kindness and generosity they expressed to me all the time I worked with them. Few names to mention are; the Head Human Resources Mr. H.Y. Mabewa, Senior Human Resources Officer (IR) Mr. Erick Mwasyoge, Human Resources Officer, (MP) Mrs. Grace Mkaukula, Senior Human Resources Clerk Ms Furaha Kadege, Open registry Clerk, Ms. Catherine Materego, Confidential Registry clerk, Mr N. Mbetwa, Regional Administration officer Mr. Mkuyu, messengers Mr. Billo, Rashidi Kimbunga, and Charles Migako.

I must admit from my heart that, the above mentioned persons have contributed their moral and material assistance for the successful performance of my fieldwork practice and the ultimate production of this field work report.

TABLE OF CONTENTS

Page

Acknowledgment ………………………………………………………………                        i

Table of contents ……………………………………………………………….                        ii

List of Abbreviations ……………………………………………………………                        iii

CHAPTER ONE ……………………………………………………………………                     1-2

1:0      Introduction ……………………………………………………………..             1

1:1      Aims and objectives ……………………………………………………           2

CHAPTER TWO……………………………………………………………………..        3-5     

2:0      Location of TAZARA ……………………………………………………..          3

2:1      Historical Background of TAZARA…………………………………….           4

2:2      Mission and Vision of the Agency ……………………………………          5

2:3      Objectives and functions of the Agency ……………………………         5

2:4      Organization structure …………………………………………………..         5

CHAPTER THREE ……………………………………………………………...........       6-8

3:0      The HRM functions practiced……………………………………………        6

3:1      Leave calculations and preparation of Benefits…………………….       6         

3:2      Disciplinary procedures …………………………………………………         6

3:3      Employee Motivation Strategies ……………………………………….      7-8

3:4      Human Resources Training and Development ………………………       8

CHAPTER FOUR ………………………………………………………………………    9-10

4:0      Problems …………………………………………………………………….        9

4:1      suggestions ………………………………………………………………….       9

4:2      Conclusion and Recommendations ……………………………………      10

LIST OF ABBREVIATIONS

TAZARA         -          Tanzania Zambia Railway Authority

RGM               -          Regional General Manager

CME               -          Chief Mechanical Engineer

TM                   -          Transportation Manager

HRM                -          Human Resources Management

CIA                -          Chief Internal Auditor

RAO                -          Regional Administration Officer

CCE                -          Chief Civil Engineer

SLC                 -          Senior Legal Canceller

SSO                 -          Senior Supply Officer

HHR                -          Head Human Resource

HC                  -          Head Commercial

HO                  -          Head Operation

HF                   -          Head Financial

RME                -          Regional Mechanical Engineer

RCE                 -          Regional Civil Engineer

RSTE                -          Regional Signaling Telecommunication Engineer

RSO                 -          Regional Safety Officer

IR                    -          Industrial Relations

MP                  -          Manpower Planning

NSSF               -          National Social Security Fund 

CHAPTER ONE

1:0      INTRODUCTION

Human resources management can be defined as a management philosophy, policies procedures, and practices related to the effective management of people for purposes of facilitating the achievement of results in the work organization.

Field work is a training process in which the students of learning institutions are given an opportunity to apply in a practical situation what they have learned theoretically in the class.

In the course of field work practice the student of human resources management is given an opportunity to combine theory and principles of HRM in a practical situation.

Apart from the opportunity, the student also learns how the organization works by gaining experiences from other expertise within the organization like the management staffs and the other co-workers and employees. Therefore the student in the field has to learn and work in respect to the Agency’s policy.

Human resources management profession encompasses many functions. It covers seven core functions namely planning, recruiting, training and development, performance evaluation, compensation, safety and health, and labour relations. It also includes the non-care functions of job design and analysis, orientation and placement, career planning and development, motivation, job satisfaction, quality of work life programmes, employee supervision, communication, disciplining and management of termination of employment contracts.

1:1      AIMS AND OBJECTIVES

 1.1.1  Aims of field work

The aim of field work practice is to transform student’s theoretical understanding into practice.

1.1.2   Objectives of field work

The objectives of field work are as follows:-

(a)      To provide opportunity to student to integrate theory and practice so as to obtain training and experience in real life situation.

(b)      To strengthen the student’s skills by attending different activities.

(c)       To make student become capable in different tasks

(d)      To strengthen the student’s ability to work in collaboration with other members of different professional background.

CHAPTER TWO

2:0      LOCATION OF TAZARA

The Tanzania Zambia Railway authority (TAZARA) agency is located in Temeke District. It is near the junction of Nyerere road and Mandela road. It is opposite the Azam Mills.

The sketch map of the TAZARA agency location.

Not shown

  2:1  HISTORICAL BACKGROUND OF TAZARA

The idea to connect central and Southern African states with the eastern cost of Africa through a rail link started as far back as 1947.

On the Tanganyika side, plans for this had been discussed for many years while on the Northern Rhodesian side the suggestion was beginning to receive prominence and support by 1963 through the advocacy of Kenneth Kaunda.

The Western countries were first approached for assistance to build the line, but rejected on the understanding that the project was economically not viable.

The Democratic People’s Republic of china, then under the leadership of Chairman Mao. Tse-tung (Ze Dong) was approached and readily accepted. It offered to finance and builds the line.

Hence on 5^th September 1967, an agreement for the construction of TAZARA was concluded in Beijing between the three governments of china, Tanzania and Zambia.  

The Tanzania – Zambia Railway Authority was established in March 1968 and the survey and design work was commenced in October 1968 and completed in May 1970.

Construction of the line started in October 1970 and presidents Julius Nyerere of Tanzania and Kenneth Kaunda of Zambia officially inaugurated the commencement at Kapiri Mposhi in Zambia and Dar es Salaam in Tanzania respectively.

                 

The construction of the line was completed in June 1975 and the TAZARA was formerly handed over to Tanzania and Zambia by the People’s Republic of China in July 1976 where by the full operations commenced.

   

2:2      MISSION AND VISION OF THE AGENCY

2.2.1   Mission

To satisfy customer needs through the provision of an efficient and quality transport service.

2.2.2   Vision

To be the most preferred transport organization in the sub-region.

2.3      OBJECTIVES AND FUNCTIONS OF THE AGENCY

2.3.1   Objectives

(a)      To increase tonnage to 71,000 per month from December 2012 to June 2013 and thereafter target an annual growth rate of 30% until 2014.

(b)          To transport 1.5 million passengers per annum with a projected growth rate of 10% per annum until 2013

(c)          To develop a safety policy in six moths

(d)          To review various rules and regulations by July 2013

(e)          To devise measures to improve security by March 2014

(f)             To devise an efficient marketing strategy to retain and attract customers up to the end of this year.

2.3.2   Functions

(a)      The major function of TAZARA is transportation of Cargo and passengers. TAZARA transports two types of freights which are the local goods and foreign goods.

(b)             The train carries Cargo originating from Dar Es Salaam and other areas in Tanzania to new Kapiri Mposhi in Zambia and vice versa.

2.4      ORGANIZATION STRUCTURE

TAZARA is divided into two regions (Tanzania and Zambia) with regional offices in each country. The Head office of TAZARA is in Dar es Salaam Tanzania. All the Regional General Managers in both Tanzania and Zambia are responsible to the managing Director at the Head office in Dar es Salaam Tanzania.

CHAPTER THREE

3:0      THE HRM FUNCTIONS I PRACTISED

The human resources management functions which I practiced during my field work were as follows:-

(a)                   Leave preparations and calculations of benefits

(b)                   Disciplinary procedures

(c)                   Employee motivation strategies

(d)                   Human resources training and development.

3.1      LEAVE CALCULATION AND PREPARATION OF BENEFITS

I was given task to calculate leave benefits of employees such as payments of fare money for the employee and his/her family from the place of work to his/her place of domicile and back to the place of work. Then I prepared and filled in the leave forms for the employees.

EXPERIENCES ACQUIRED

In the classroom I did not leant anything that employees leave rights and benefits should be accurately calculated, but at the field work agency, I was assigned to perform myself those employee leave benefits and filing them for further actions.

3:2      DISCIPLINARY PROCEDURES

During my field practice, I leant that TAZARA has a collective Agreement which outlines that the employees who misconduct will be sued to the disciplinary committee which will decide the penalty to be imposed up on the offender, and sometimes if the offence is a criminal one the case will be taken to the court of law. This was the new experience to me because we did not learn it during the class.

   

EXPERIENCE ACQUIRED

I learned about the employee who was dismissed because she used forged certificates to get employed by TAZARA.

3.3      EMPLOYEE MOTIVATION STRATEGIES

In the classroom we learnt the importance of motivation of employees. During my field work practice, I learnt and observed the motivation strategies of TAZARA for the employees. Some of such strategies are as follows:-

            3.3.1   Issuing of free passes to employees.

When employees are traveling by TAZARA train, they are given free passes to travel freely. Also the retiree employees are offered free passes to travel by TAZARA train twice a year.

3:3:2   Leave benefits

Workers are paid transport fares when they are traveling on leaves from their work place to their place of domicile and back to their workplace.

            3.3.3   Issuance of sick sheets

When the employee or his/her family is sick, he/she is provided with free medical treatment by being given a sick sheet which authorize free treatment for the employee whereby all the experiences will be paid by the management of TAZARA.

            3.3.4   Training of employees

There is a schedule for training workers from various departments in the agency. Workers are sent to various training institutions so as to upgrade their skills, knowledge and experience to suit their promotion.

    

            3.3.5   Golden handshake

On retirement the retiring employee is given 36 sheets of corrugated irons or the value of money equal to 36 sheets of corrugated irons as a thanks giving from the organization to the worker for having been willingly working for the organization up to the compulsory retirement period.

EXPERIENCE ACQUIRED

In classroom we learnt motivation strategies theoretically, but in my field work practice, I practiced the above motivation strategies practically by preparing sick sheet and free passes for the employees and by calculating leave benefit for the employees.

3.4      HUMAN RESOURCES TRAINING AND DEVELOPMENT

Training is a learning process in which employees acquire knowledge, skills, experience and attitudes that they need in order to perform well their jobs for the achievement of their organizational.

In my field work practice, I observed that TAZARA has a training plan for workers from all the departments every year to enable them to acquire required skills, knowledge’s, experiences and attitudes to achieve organizational and individual goals.

EXPERIENCE ACQUIRED

I learnt that training to the employees increases the productivity in the organisation. That training of employees should base on the demands and performance capabilities.

                                         CHAPTER FOUR

4:0      PROBLEMS

4:0:1   Lack of sufficient orientation

During the course of field work practice I was not introduced to all the departments of the agency. Such as financial department, commercial department Engineering department, operational department and supply department. I was introduced to registry, Administration, HHR and SHRC offices only.

4:0:2   Lack of sufficient information Technology equipment (Computer)

Some offices do not have computer, systems for data collection and storage.

             

4:1      SUGGESTIONS

4:1:1   SUGGESTIONS TO ECKERNFORDE TANGA UNIVERSITY

I would like to advise the Eckernforde University to assist the students to get the field work placement agency on time. This is because some students find it difficult to get the suitable agency for field work placement.

4:1:2   SUGGESTIONS TO TAZARA AGENCY

First, orientation of field work practice students, should involve the introduction of students to all the departments so that the student and the employees can know each other.

Second, I recommend that the agency should ensure that each office is fitted with computer systems to simplify data collection, storage and distribution.   

4:2      CONCLUSION AND RECOMMENDATIONS

I conducted my field work practical; training at TAZARA from 17^th September, 2012 to 12^th October, 2012.

All the process of my field work involved the assimilation and practice of what I had learnt theoretically in the classroom in realism and practical situation.

My supervisor instructed me many things and assigned me various duties relating to the functions of HRM. This helped me to acquire knowledge skills and experience, about HRM in a real life situation.

Lastly, this field work report is designed for academic requirement and aimed at demonstrating the trend of activities which I perform during my field work practices.