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THE STATE UNIVERSITY OF ZANZIBAR

SCHOOL OF SCIENCES

DEPARTMENT OF SOCIAL SCIENCE

CHALLENGES FACING HOTEL EMPLOYEES IN ZANZIBAR HOTEL INDUSTRY

CASE STUDY: ZANZIBAR URBAN AREA HOTELS.

BY: SULEIMAN MOHAMED BAKARI

REG NO: S.SEAS/9/10/1582

YEAR: 2012 / 2013

A PROJECT REPORT SUBMITTED UNDER THE PARTIAL FULFILLMENT OF THE

REQUIREMENTS OF THE DEGREE OF BACHELOR OF ARTS WITH EDUCATION

OF THE STATE UNIVERSITY OF ZANZIBAR.

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DECLARATION

I the undersigned solemnly declare that the report of the project work which titled as

CHALLENGES FACING HOTEL EMPLOYEES IN ZANZIBAR HOTELS is based my

own work carried out during the course of my study under the supervision of MR. THANI R.

SAID

I assert that the statements made and conclusions drawn with recommendations are an

outcome of the project report. I further declare that to the best of my knowledge and belief

that the project report does not contain any part of any work which have been submitted for

the award of any other degree/diploma/certificate in this university or any other university.

………………………..

SULEIMAN MOHAMED BAKARI

S.SEAS/9/10/1582.

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CERTIFICATE OF THE GUIDE

This is to certify that the report submitted is the outcome of the project CHALLENGES

FACING HOTEL EMPOLOYEES IN ZANZIBAR HOTELS carried out by SULEIMAN

MOHAMED BAKARI, Reg. No. S.SEAS/9/10/1582 under my guidance and supervision for

the award of degree in Bachelor of Arts with Education in State University of Zanzibar.

In the best of my knowledge the report

i) Embodies the work of the candidate himself.

ii) Has duly been completed

iii) Full fills the requirement of the academic relating the Bachelor of Art with

Education

iv) Is up to the desired standard for the purpose which is submitted

………………………….

MR THANI R. SAID

LECTURER IN DEPARTMENT

OF SOCIAL SCIENCES

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DEDICATION AND ACKNOWLEDGEMENT

In the name of Allah, the Most Gracious, the Most Merciful, All the praises and thanks be to

Allah, the Lord of the `Alamin.

I would like to dedicate this first degree research to my mother, Ms. KHADIJA MWALIM

MZEE and my loved father as condolences Mr. MOHAMED BAKARI RUWANDA. There

is no doubt in my mind without their continued support and counsel I could not have

completed this education level so Thank you very much.

I would like to acknowledge the inspirational instructions and guidance with patience of MR.

THANI R. SAID as my love research supervisor and my partner MR JABIR AME

MTWANA. Both of these have given me a deep appreciation and love for the beauty and

detail of this subject. Thank you very much.

I would also acknowledge my brothers and sisters and whole family for their support of

encouragement during studies. Thank you very much.

I would also like to acknowledge Ms. Samira Said for her support and my loved team

students who worked hand in hand in University Mr. Ahmed S. Kikope, Mr Jabir A. Mtwana

and Haji O. Affan

Finally, I would like to send my specific acknowledgment to all students in State University

of Zanzibar ( SUZA) for their encouragement, assistances, tolerances and enthusiasm.

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ABSTRACT

This study attempted to challenges facing hotel employees in Zanzibar hotels.

A population sample, fourty five (45) respondents were used, it comprised hotel workers,

hotel employers and industrial court of Zanzibar

The study is divided into five chapters. The first chapter gives background of the study to the

history of tourism in Zanzibar, Statement of the Problem, Research Questions, Research

Objectives, Significance of Research, Limitation and Quality Insurance of the Study.

Chapter two gives a survey of literature review; it examines the challenges that face hotel

employers around the world that work in the same aspects in Zanzibar Hotels.

Chapter three gives the details of Research methodology, The study approach, The study

area, Sampling and sampling procedure, Data collection, Types and sources of the data,

Definition of types and Abbreviations of this study.

Chapter Four deal in the analysis of data. The data have been analysed in relation to questions

which were assumed to give (show) how challenges facing workers in Zanzibar Hotels. Also

the discussion of the findings is kept in this chapter.

Chapter five concludes, summarizes and recommends the whole finding of the research. The

chapter draw the researcher suggestions in conclusions and recommendations. The findings

show workers face number of challenges such poor contracts, insufficient salary and

maltreatment of workers in hotels.

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TABLE OF CONTENTS

Contents: Page:

Declaration i

Certificate of the Guide ii

Dedication and Acknowledgements iii

Abstract iv

CHAPTER ONE:

1.0 Introduction 1

1.1 Background of the study 1

1.1.1 Prominent economic depended sector in Zanzibar 2

1.2 Statement of the problem 4

1.3 General objective 4

1.4 Specific objectives of the study 4

1.5 Research questions 5

1.6 Significance of the study 5

1.7 Assumption of the study 5

1.8 Limitation of the study 6

1.9 Delimitation of the study 6

CHAPTER TWO

2.0 Literature review 8

CHAPTER THREE

3.0 Research methodology 14

3.1 The study approach 14

3.2 The study area 14

3.3 Sampling and sampling procedure 15

3.4 Data collection 15

3.5 Types and sources of the data 16

CHAPTER FOUR

4.0 Result and discussion of the findings. 17

4.1.0 Results of the findings 17

4.1.2 Gender 17

4.1.3 Education 18

4.1.4 The problems facing workers in hotel industries 19

4.1.5 Employers interview results 22

4.1.6 Industrial court interview results 22

4.2.0 Discussion of the findings 24

CHAPTER FIVE

5.0 Conclusion summary and recommendations 26

5.1 Conclusion 26

5.2 Summary. 27

5.3 Recommendations 28

Appendices 30

Bibliography 35

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CHAPTER ONE

1.0 INTRODUCTION

This chapter contains the background of the study, statement of the problem, purpose of the

study, research questions, significance of the study and limitation and delimitation of the

study.

1.1 BACK GROUND OF THE PROBLEM

Zanzibar is located in the Eastern Indian Ocean and a form of United Republic of Tanzania.

The Islands is located between 50 to 6

0 South of Equator and between 39 to 40 Easts of prime

meridian. It consists of two major Islands which are Unguja and Pemba and a part of the rest

small Islands such as Tumbatu, Uzi, Kisiwa Panza, Fundo, Kojani, Changuu and Mnemba.

The Islands covered a total area of 2, 33 squares kilometre.

According to (2002) sencus, the demographic data show the population density per square

kilometre is 400 and average population growth rates are 3.1%. In Zanzibar the number of

population has been increasing geometrically. The total population of Zanzibar is about one

and half million.

Geographical features and climate, Zanzibar Islands are under East Coastal currents that flow

Northwards throughout the year. The direction of the currents influenced by the presence of

sand, reef and small Island. The climate of the islands consists of four seasons, which are

spring, winter and autumn and summer. The island also enjoys with the tropical climate with

temperature ranging from 22`C and 40` C.

Zanzibar environment is considered as Agro – Ecological and Marine categories. The coral

land mainly extended on Eastern side of both islands where the soil is very shallow.

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1.1.1PROMINANT ECONOMIC DEPENDED SECTOR IN ZANZIBAR

Today, to remain standing in competitive world, hotel businesses need both to increase their

employee‟s motivation and to be in effort of continuous development of their businesses

facilities provided for their customers (Aksu, 2000). One of the most crucial and having the

most variables essences of hotel industry that are in service sector is workers. Workers

performance and efficiency is among the factors that impact the success of this trade.

Zanzibar economy is mostly depends upon hospitality sector which contribute about 70% of

its income known as National Growth Products (NGP). Therefore even their individuals

depend upon hospitality to survive.

In hospitality hotel industry play major role to contribute income of the country. In hotel

workers play parts according to their position and contributes is survival

This means that hospitality sector is dominated by hotel industry that absolutely cuisine make

is survival. Since the establishment of hotel industry in Zanzibar workers seemed to be

deprived their rights in area such as contracts, low wages and opportunities. There are several

cases in Industrial court of work which prove the workers that are violated their rights.

In 2000 in Industrial Court of Work there was case number 06 of 2008 which was claimed by

Khadija Khamis Haji against Coral Reef Beach Hotel claiming for terminal benefits after

been terminated by the defendants without being paid her terminal benefits

The Court judgment in the case was stated as “ The Court hearing gone through the evidence

from both parties is for the considered view that the plaintiff was wrongful terminated form

her employment and hence entitled to compasantion under section 120 of ACT NO.11 of

2000 Laws of Zanzibar ..........Sgd. Mshibe A. Bakar – J 10/09/2008”. In this case of Khadija

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Khamis Haji the Court ordered to be paid her allowances and Six month salary. This case

show that workers in hotel face difficult challenges to make hotel industry enlargement

Furthermore, The Civil Case Number 23 of 2006 claimed by Benjamin Alex Mwakisyala

against Ras Nungwi Hotel. Mr Benjamin Alex opened the case for wrong Termination in

work. In this case Court judged as “The Court having heard the whole evidence from both

parties satisfied that the plaintiff was the employee of the defendant in 1998 and dismissed. It

was wrong for the defendant to dismiss the plaintiff from his employment. It has been shown

that the defendant is no longer confident with service of the plaintiff; the right remedy was to

terminate him rather than dismissing him. The court is therefore pleased order that the

plaintiff is entitled to termination and be paid his terminal benefit in full.

Indeed, Civil Case NO. 28 of 2007 claimed by Ally Mohamed against Sea Club and Bravo

Club due to wrong contract termination. This case was judged as follow “The Court having

heard the matter satisfied that the plaintiff has been wrongful dismissed and he has not been

paid his terminal benefits. In this case the plaintiff was paid his allowance and salaries.

To investigate those above three cases against employees and employers the most workers

problems are wrong contract termination and unpaid allowances. This means that are factors

behinds the problems which needed to be examined in huge skill and knowledge.

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1.2 STATEMENT OF THE PROBLEM

Hotels are the one among the key element for the development of the tourism sector

whenever there is a good facilities production, always the tourists will be attracted to pay visit

and the worker are only one who are responsible to the production of good facilities to the

hotels management. Though workers are most significant human resource to enhance hotel

industries in Zanzibar but they face various challenges in their working place.

This study therefore will investigate the challenges facing workers to the hotel industry in

Zanzibar, this will enable to know the existing challenges for the aim of improving tourism

industry in Zanzibar.

1.3 GENERAL OBJECTIVE OF THE STUDY

This study was to investigate the problems facing workers in hotel industry in Zanzibar hotels

islands

1.4 SPECIFIC OBJECTIVES OF THE STUDY

1.4.1 Investigate problems facing workers in hotel management.

1.4.2 Assess the contribution of workers to the poor performance of hotel industry in

Zanzibar.

1.4.3 Examine and maintain the good relationship between the workers and employers of

the hotel management for the good future performance of hotel industry in Zanzibar.

1.4.4 Minimize the obstacle facing workers in the hotel industry.

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1.5 RESEARCH QUESTIONS

1.5.1 What are problems facing workers in hotel management / industry?

1.5.2 How do the problems facing workers hinder the effective performance in hotel

industry?

1.5.3 What is relationship between workers and employer in hotel industry?

1.5.4 Which ways can be used to minimise workers` problems in hotel industry?

1.6 SINGIFICANCE OF THE STUDY

The study will be useful because it will:-

1.6.1 Provide important ways to other stakeholders and new investors such as government

sectors and private sectors to overcome the challenges facing workers in hotel

industry

1.6.2 Show how workers behave whenever their problems are not addressed

1.6.3 Provide the basic clues on what to be done in order to make the hotel relevant and

beneficial to the services providers.

1.7 ASSUMPTION OF THE STUDY

Hotel industry is growing economic sector in Zanzibar. This sector plays major role in

economic enlargement and government effectiveness in the social development planning.

Even though it is important sector yet resource which makes it popular (human resource) is

faced by numbers of challenges. Most workers claim to be deprived their rights and numbers

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of workers` claims overburden in Zanzibar courts to show their responses towards their

workers` rights violation. If workers will be highly considered and not be kept under claims,

hotel industry in Zanzibar will be more than significant economic sector hence hospitality

will be dream to be achieved or desired by every tourist who have ever tested.

1.8 LIMITATION OF THE STUDY

The study was limited by number of factors. Some of them are:-

1.8.1 Fund constraints that caused the research to delay.

1.8.2 Time constraint. The time given is simultaneously with studies of school that led to

delay the study completion period.

1.8.3 Afraid of respondent biases during data collection. This problem was avoided by

writing technical questionnaires and interview questions with. (technical questions)

1.9 DELIMITATION OF THE STUDY

Though the study faced many challenges but those challenges were overcome as follows:-

1.9.1 Need consultancy from the research supervisor

The supervisor has been involved to give his consultancy. His consultancies helped to the

maximum to show the ways to reduce the cost like allowing hand writing to the first proposal

and also allowed the researcher to send the soft copy. In this way the cost was automatically

reduced in large extent.

1.9.2 Time constraint could be the obstacle of this research.

Luckily the selection of data was done during the vocation. This gave the researcher to collect

data without the interaction of other studies. So the data was collected by the researcher

joyful.

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1.9.3 Quality Insurance

The study is very technical in such away the respondents are directed to give the intended

responses of the research questions. These questions do not allow any respondents to show

their biases

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CHAPTER TWO

2.0 LITERATURE REVIEW

There are many researches throughout the world concern hotel industry sector, it is seen the

factors that affect the employees of hotel management are so many includes, insufficient

wage and job security, limited training programme, new opportunities (Cheng & Brown,

1998; Wong et al., 1999; Zhang & Wu, 2004).

In addition to these few factors it is known that employees have problems with their working

hours and social conditions (Karatepe & Uludağ, 2007). That‟s why in hotel management

many researches has been made on it in order to determine what are the factors that motivate

the employees in a positive way and as a result of these researches too many factors have

been found (Mak & Sockel, 2001; Velo & Mitta, 2006).

For good example, in the middle of 1990s Smith, Kendal and Hulin found a scale named

„‟Job Descriptive Index‟‟ in their researches and developed in later years. Hack men and

Oldham (1996) developed „‟Job Characteristics Approach‟ that explain the reasons of factors

that have effects on employees job satisfactions. This approach includes dimensions of skill

variety, task unity, task importance, autonomy and feedback. These features are important in

motivating employees and providing 60 S.Kingir / SJM 5 (1) (2010) 59 – 76 employees job

satisfaction. In „‟Job Characteristics Model‟ it is aimed to increase employees‟ quality,

preplanning of the work and increase employee‟s efficiency by making changes in

accordance with its job experience (Kaşlı, 2007). In the end of the 1990s it is seen that there

is an important increase in researches about motivation in hotel businesses. For example, in

these years Lindner (1998) classified factors, affecting employees motivation according to

importance degree, as attractive job, good wage, being praised, good working conditions,

promotion opportunities, taking part in decisions and manager-staff relations.

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Linders research draws some parallels with Kovach‟s (1999) research. Difference between

these two researches based on importance degree of classifying. For example in Lindner‟s

research good wage is at the second place according to importance degree while in Kovach‟s

research there comes appreciation of the work in the second place.

In addition to this Nelson (1996), in his research about what are the factors that motivate

employees on the view of managers, determined that to be appreciated and performance

reward are at the first place among the motivation means.

When comes to 2000s years, factors that motivate employees are seen to be changed and in

this situation technological developments, rapid increase of competition factor among

businesses and changes in employees needs are seen to be effective. For example, in his

research to determine what are the factors that affect working staff Olcer (2005) determined

that factors, affect service employees motivations are job security, good relations with

superiors, wage and appreciation based on fair performance, trustful and cooperative relations

with workmates, appropriate working environment, ensuring opportunities for social

development, doing group work, giving important and appropriate works in accordance with

employee‟s skills and working rotation.

Olcer stressed that there is a meaningful relation in a positive way between motivation level

and performance level. In their research Tayfun and Kosem (2005) found evidence about the

business-featured model which was developed by Ross, Hackmen and Oldham (1998) was

carried out on seasonal and fulltime hotel employees.

According to findings, it was determined that this model was reliable and valid and could be

carried out in hotel businesses. In the following years Ross carried out this model in 2005 in

hotel businesses located in Australia and Mauritius. According to research findings, it was

found that this model which was developed by Hack men and Oldham (1975) could be

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carried out in regions out of west culture. In terms of organization-based applications these

outputs such as being pleased with job, commitment, security, and productivity have an

important effect in motivating employees. In order to verify the validity of expectation theory

and to put an expectation theory for employees working in hotels.

Chiang and Jang (2008) carried out a research in medium –sized hotels in the United States.

According to research findings, researchers asserted that five basic elements generate

expectation theory, and they pointed out that these basic elements are expectation, external

value and internal value.

Within highlighting that these basic elements are the best factors that motivate employees,

Chiang and Jang (2001) also stressed that internal motivation factor is more effective than

external motivation factor. S.Kingir / SJM 5 (1) (2010) 59 - 76 61 Orucu and Esenkal (2005)

tried to find out what are the factors that affect satisfaction of employees who work in

accommodation businesses by comparing city and coastal hotels in a research of different

study. At the end of this research, they highlighted that among the factors that affect

employee‟s motivation, family relations and job commitment are effective in city and coastal

hotels and although reward factor is seen to be effective in city hotels, it isn‟t effective in

Coastal hotels and physical conditions and professional development are effective in coastal

hotels but not in city hotels. Whittaker (2008) pointed out in his research, carried out in

England that important key factors for motivation are market pressure, to develop the value

of partners, to reveal Money funds for growth and to change strategic activities, to develop

Money funds, to develop effectiveness in authenticity of management, presence of money

funds and merging the companies.

In their research, comprising hotel businesses in Hong Kong, Chan and Wong (2006) gather

elements affecting motivation in hotel businesses into eight factors. In researcher‟s

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researches, these factors are the government‟s cooperation, ISO‟s benefits, top management,

laws, market trend, trade barriers, customers, and rivalry. Chan and Wolso (2006) also

indicated that these factors should be used to determine internal power rather than external

power. In another research carried out in parallel with this knowledge, according to findings

of research carried out in thermal hotels Dundar and others (2007) found that internal

motivation means effect on employees‟ motivation is much more important than that of

external motivation means effect on employees‟ motivation. In this research, it is also

stressed that in determining business strategies managers should consider employees needs.

In another research on employees working in hotel industry in Hong Kong, Wong and Pang

(2003) found that training programs and development, motivation coming from top

management and support, policies being clear, to be definable and autonomy and flexibility

are five basic elements that motivate employees.

In addition to theses researches; in his research carried out in five-star hotel business in

Antalya region, Aksu (2005) found that before giving training programs employees need,

they should be motivated. In today‟s business environment, in the first place of elements

necessary for organizational success are innovate, on, necessity of new products, managing

change speed and provide opportunities for employees to reveal their skills. For

accommodation a business who wants surviving in hard competition world, it should be

provided opportunities for them to be sensitive about what are the factors that motivate

employees and to give necessary value to its employees (Wong & Pang, 2003).

In parallel to this, it is very important for employees who work in accommodation industry to

give opportunities for them to build carrier after work hour in their work place (Jauhari,

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2006) In their research on satisfaction and motivation of international Telecom union

members, Bauer and his friends highlighted that on the first place of factors that motivate

employees are giving work and network opportunities. As in other researches, it is found out

that position, infrastructure elements and reliability haven‟t any effect in decision-making.

Wong and his friends (1999) developed a survey, considering 10 motivation factors,

developed by Kovach, that motivate employees. In total 1245 usable survey has been

distributed to 64 hotels of 72 hotels listed by Hong Kong hotel directors and data were

collected from employees working in these hotels. As indicated by the staff, working in these

hotels, three important motivation factors were found out. These factors are opportunities for

development, to show loyalty to employees and good wage. In this research, as a result of

MANOVA analysis, there isn‟t found out any relationship between singles, married and these

three free variables which are level of positions.

According to result of ANOVA analysis, it is tried to find out whether there is a difference

between different demographic variables that are considered in selecting factors that motivate

hotel employees. As a result of analysis it is found out that there are three factors that are

effective among demographic variables. These factors are attractive work, opportunities to

develop and progress and emotional consciousness. In many motivation theories, many

researches were carried out to find out what are the factors that motivate employees but its

employees values rarely appeared in these researches. The value of employees, working in

appropriate measures, can be suggested while speculating motivation factors, this

measurement parts can‟t be considered as a risk. In a survey close to measurement issues, an

important deficiency was found in employee‟s personality, organizational culture and

socialization factor issues. In today‟s some motivation models, because of not considering the

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value employees have, some limitations appeared. This dynamic triangle motivation theory

includes needs and values needed to motivate employees. At the same time, this model

includes tools necessary to measure employee‟s personality, organizational culture and

socialization. As a result, when considering employees values in motivation theories, it

contributes greatly in the process of motivation increase (Osteraker, 1999).

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CHAPTER THREE

3.0 RESEARCH METHODOLOGY

This chapter covered the approach of the study, study area, sampling population, data

collection technique and data analysis technique.

3.1 THE STUDY APPROACH

The research used Survey Approach to collect, interpret and analyze data. It is the way of

gathering data from respondents through representative of some population. Also it is a set of

questions that researcher ask a lot of people in order to find out information about the general

opinions and behaviour.

3.2 THE STUDY AREA

This study was conducted at urban areas in which the following hotel industries are as a

sampling to the study

3.2.1 Emerson & Green Hotel

3.2.2 Ocean Group of Zanzibar Hotel

3.2.3 Kiponda Bed & Break first Hotel

3.2.4 Island View Hotel.

3.2.5 Industrial Court of Zanzibar.

The study was conducted in urban area because it was easier for the researcher to reach due

to his financial problem. This sample was obtained because the respondents were willing to

give data.

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3.3 SAMPLING AND SAMPLING PROCEDURE

The sample of population in the study obtained through two techniques which are simple

random sampling and purposive sampling. Under simple random sampling, the population

(50) was randomly selected to get representative but four (4) respondents did respond

properly hence the researcher could not account as 100% responses but accounted as 90%

responses in analysis. The main intention of this process was to avoid bias. The persons who

were randomly selected are hotel workers. Under the purpose of sampling population,

specific people (6) were included due to their importance for the effectiveness of the study

which includes hotel employers, labour court and hotel workers of the organisation.

3.3.1 HOTEL WORKERS

These are the main focus of this study since they are the one who are faced with the number

of challenges in their working place. Therefore fifty (50) workers were to be questioned for

the aim of collecting primary data for this studying.

3.3.2 THE INDUSTRIAL COURT

It is also one among the studying areas of this study hence it was expected that the legal proof

could be obtained specifically from the labour cases.

3.3.3 HOTEL EMPLOYERS

These were the concern of the research data. These participants provided the information on

their workers through interview. They gave details of how workers claims are and why they

face those problems

3.4 DATA COLLECTION

The researcher used questionnaire and interview as the data collection techniques.

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The questionnaire technique was used for hotel employees of different gender, education

level and age.

Interview technique was used for hotel employers and Industrial Court

3.5 TYPES AND SOURCES OF THE DATA

In the study two types of data source have been considered. They are primary and secondary

sources. Primary sources include those data collected from the fields where interviewees and

questionnaires were key providers of the data. The secondary sources include text books,

journals, and statistical abstract with online magazines. These data mainly deals with hotel

industry on how workers face their challenges in working

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CHAPTER FOUR

4.0 RESULTS AND DISCUSSION OF THE FINDINGS.

4.1.0 RESULTS OF THE FINDINGS.

In this part the researcher provides the results of the research questions as responses from the

fields that intended fulfil the demand of the research objective of examining challenges

facing workers in hotel industries. Those results have been analysed according to

questionnaire and interviews.

4.1.2 GENDER

In this1research, the researcher did not consider gender discrimination, female participation

as the part of sample of questionnaire was 37.5% and male was 52.5%. This variation

between males and females was due availability of respondents. To the side of hotel

employers 50% were females and 50% we males since all four expected respondents in the

side of hotel employers were available. Indeed in the Industrial Court only one interview

paper was presented and was respondent by a male respondent

Table 1 show the gender basis

FEMALE & % MALE & % TYPES OF

SAMPLE

15= 37.5%

21 = 52.5%

Hotel workers

2 = 50% 2= 50%

Hotel Employers

0 = 0% 1 = 100%

Industrial Court

Source: Field data, 2013

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4.1.3 EDUCATION

The sample which was drawn also considered different educational level. The purpose was to

obtain the authenticity of the society in education variations specifically in hotel industry.

They have been analysed separately considering level and gender issue by using chart.

table 2: Educational variations of the respondents

EDUCATIONAL

LEVE

NO. OF

FEMALE

ATTENDANCES

FEMALE

%

NO. OF MALE

ATTENDANCES

MALE

%

PRIMARY 3 7.5 1 2.5

SECONDARY 4 10.0 11 27.499

TERTIARY 2 4.99 1 2.5

DIPLOMA 4 10.0 2 5.00

A DEGREE 2 4.99 6 15.00

MASTER 0 0.00 0 0.00

PHD 0 0.00 0.00 0.00

TOTAL 15 37.5 21 52.5

Source: Field Data 2013( Hotel in Urban area)

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4.1.4 The problems facing workers in hotel industries

According to responses from hotel workers in Zanzibar hotel Industry evident that workers

faces numbers of challenges. They have mentioned these challenges to researcher while

collecting data throughout questioning them. These challenges are.

Contracts challenge

This is very huge challenge in some hotels in Zanzibar. The researcher has found that only

37.5% out of 90% have contracts. This means that only 12.499% out of 37.5% of females

have contract while only 27.380% of male out of 57.5% have contract. This calculation has

been done throughout total of 90% respondents.

More ever, there is not contract which take the periods of four (4) years. This means that

according to this research 85% of the contracts are less than one year contract. To mean that,

no one has job insurance to continue with next year.

Indeed some respondent have claimed that there are fake contracts. This means they do not

fulfil labour law contract requirements.

For those who have no contract have mentioned several reasons to be neglected this

important rights. These reasons are:

- The hotel negates labour laws willingly.

- The way to violate workers rights like security fund, allowances and regularly

payment.

- Some industries provide the contract when worker reach six month as a casual labour.

- The way to avoid workers to demand satisfying salary.

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Salary insufficiency challenges.

Salary insufficiency is serious challenge that has been claimed by respondents who are the

victims. They are the victims since they are ordinary workers in hotel industries. Data have

been collected by the researcher show that only 7.499% out 90% of this research have agreed

that their salary is sufficient and get some amount to save. These 7.499% working positions

are guest relation officers, and only a waiter and supervisors. Hence, 82.5% out of 90% have

not agreed that the salary is sufficient according to the jobs they do.

Even though large percent do not satisfy with salary but they just continue working because

there is no other job that can act as alternative when they decided to quiet the job. While they

get other job they cannot insisting doing job in hotel industry.

Allowances challenges.

Allowances are crucial phenomena to be given every worker in every industry. This help to

motivate workers so as to work effectively for both benefit, which are industrial benefit as

well as workers` benefits.

The research has shown that 60% out of 90% of workers are given allowances. The worse of

the matter only 1% out of 60% is satisfying with allowance but 59% claim that the

allowances are not paid regularly and not all areas are give allowances. According to this

research only two areas which employers emphasis the allowances. These areas are transport

and meal. To minimum health assistantship is given to workers who get accident at work

stations.

In other side some respondents who are 40% out 90% have are not given allowance. These

respondents have mentioned the following reasons that made them to be kept out of this right:

- Poor contract terms / conditions.

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- Absence of contract to some workers.

Retirement Fund Insurances challenge.

Every worker expects retirement Insurance so as to help maintaining life in age of adulthood.

In hotel Industry some workers enjoy this right. This research have found that 37.5% out of

90 % have Retirement Fund Insurance and their money sent to Zanzibar Social Security Fund

(ZSSF) regularly but 45% out of 90% have not Retirement Fund Security and 7.499% do not

know whether they enjoy this right or not.

This right is crucial to every worker but many workers do not enjoy this right something that

they just work for temporary life and not saving for their retirement benefit.

Working Environment Condition

The beautifulness of the hotels does not mean that workers have conducive environment.

Good environment for workers means workers to be given all facilities according to working

positions. In this research 54.999% out of 90% believe that their working environment is

better. This means they have all necessary facilities at work area. To those who believe that

their working environment is poor who are chefs, housekeepers and maintenance workers

have no enough equipment to make them work effectively.

Relationship between employees and employers.

Team work is a tool to make industries grow extensively and widely. To make good

relationship between employees and employers is to make effective team work for the

development of industries.

According to this research show that 62.499 out of 90% have agreed that they have good

relationship with employers but they have poor relationship with some supervisors. They

29

claim that some supervisors are hash while they supervising workers. But in the side of

employers they all believe that they have good relationship with their subordinates.

4.1.5 IMPLOYERS INTERVIEW RESULTS

Employers were the part of the research so as to make this research attain its aim of

examining those challenges facing workers in hotel industries. Four (4) employers as

expected by the researcher and according for the purpose of this research four (4) respondents

stand as 100% of the respondents in the category

In this interview only 1% claims that their workers have no enough qualifications at work.

This means that they have problem of human resource.

Also, 100% of the employers argue that all labourers who have contracts they are given

Retirement Fund Insurance. This response is against to the employees responses because only

37.5% out of 90% claim to have contract.

Furthermore, all employers admit that all workers have good behaviour at work station but

some mistakes they make are corrected by consultants. This means discipline at work area

satisfy employers.

Indeed, 100% of the employers in this research believe that labour laws in Zanzibar are good

enough to protect workers.

4.1.6 INDUSTRIAL COURT INTERVIEW RESULTS

In this research, researcher has considered the Industrial Court hence many workers send

their case in this Court. The Court has said that there are three problems that workers face as

most problems appear in the Court. These are:

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- Workers are not paid salary according to their agreements.

- Breaking of contracts. The Court claims that two reasons which make the breaking of

contract unlawful is that workers do not realise contract terms while they make

contract and they have no lawyers during making contract and most of employers do

not know labour laws and if they now they just beak they willingly.

- Maltreatment to workers. This means workers are not given their rights such as

overtime payment.

Also the Court admitted that most plaintiff win the case against employers hence workers are

most victims in unlawful contract breaking.

The Court insists that education should be provided to both employers and employees so as to

reduce the workers challenges specifically in hotel industries.

Finally, in the side of Industrial Court opinion, believe that laws favour the employers then

employees.

„The labour law should be improved since many of them seem to infringe

labour right and favour employers. Example few arrangement of time

to the labour to go to the Court when they are chased away from their work.

Muximum two weeks. – one of the official said’

This means that even Zanzibar has labour laws but they are recommended to be improved.

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4.2.0 DISCUSSION OF THE FINDINGS

In educational status of employees, it is seen that, along with secondary school and such

school graduates, there is a majority of university graduates. About the education of tourism

management and hotel administration, it is found out 42.499 % of employees had tourism

educations and the others didn‟t. Definitely, this proportion increases. Yet, it seems that

there‟s no effect in statistical sense for the employees between their aspects to the

independent variable and their educational status. When the departments, the employees work

in are examined, it is found that they mostly work in food-beverage department. It is seen that

hotel businesses need more employees in this department.

About the length of time employees‟ work contract in a hotel, it appears that 85% of

employees work between 0-1 year and 5 % of employees work between 2-4 years. This

shows that in hotel businesses there is a high ratio of employee circulation. A lot can be said

to explain this situation. Most obviously, this is because this hotel industry has a seasonal

character and also busy working hours and also always being face to face with unexpected

problems. Because of all of these factors employees seem to change their jobs frequently.

Also about the issue of wage it seem the most of workers complain that they are given low

wage compare to the jobs and profit the hotels gain. They are very eager to work in this

industry but the salary make them to hate their jobs but they just continue working because

they have not other alternatively to do. It clear some workers who have good posts are paid

well and get some amount to save. These posts are normal administrative posts like front

office and those working in human resource department. There is needed to make salary

reform so as to satisfy other workers and make them to love their jobs.

32

In the side of retirement fund insurance in hotel many workers do not have some amount of

money to help them when they get retired. This is because many workers are regarded as

seasonal workers and have no contracts. This all happen because there is poor government

supervision of government of employees rights. This reason makes a lot of problems in

contract terms. Government should increase more effort to make their citizens get this right

of being kept their money to Zanzibar Social Security Fund (ZSSF) so as to make their

workers to get relief when they experience time of retirement.

Moreover, many workers do not know their rights, in this research data show that 85% do not

know their working rights. This situation make many workers to be deprived their rights. This

matter is very worse hence making many workers to be exploited without their concern. This

all happen because education on labour right is very low and in hotel no official training is

given to workers so as to know their rights.

Furthermore, hotel employers negate labour rights willingly. Most of employers are educated

to the maximum and they have knowledge of human resources. This shows that there is

minimum follow up to force employers to give full rights to workers. This research shows

that most of case against the employers to evident that workers are much exploited.

Indeed, Industrial court claim of workers challenges are caused by the employers willingly

and it claim the labour rights should be improved. In the side of this court it clearly seen that

justice is maintained because most of workers are poor but they win case again rich people

who are the owners of the hotels. Therefore court is place to be trusted and workers should

not be afraid of owners but they should send case whenever they seen that their violated their

rights.

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CHAPTER FIVE

5.0 CONCLUSION, SUMMARY AND RECOMMENDATIONS

5.1 CONCLUSION

Hotel industry is very huge industry in Zanzibar economy. This is the prominent sector that

the government and citizens depend upon. This means there is a need to make specific

measure in order to reduce those challenges facing workers in this industry.

Those challenges that have seen in data analysis which the prominent ones are poor contract

systems and low wage should be given specific measure to make the industry perform it work

very well.

According to the employees among the factors which are considered to affect the motivation

such as social opportunities feeling of appreciation fair salary level and optimal working time

doesn‟t show up incidentally. An employee caring about these factors tells that it can be

perceived in a way, they can‟t be satisfied. Hence, entrepreneur‟s managers and the people

likewise shouldn‟t fail to notice the issues their employees care about, if they want to

motivate them. It should be kept in mind that in order for the businesses to crown with

success reach their objectives. They should be given a goal, and this is only possible by

satisfying and motivating their employees.

Hotel owners make chances of employments that are very important aspect of human being.

Even they give the chance, it seen that they still make challenges that make this opportunity

to be not well admired.

34

Human resource is well growing sector to be emphases because there is no industry develop

without having skilled labour. This means that in hotel industry the owners should preserve

this resource by giving workers everything they observe.

5.2 SUMMARY

This research was conducted in Urban area of Zanzibar. The research included four hotels

which were Kiponda Bed & Break first, Island view, Emerson & Green and Ocean Group of

Hotel in Zanzibar. Also the research involved fourty (40) workers, four employers and

Industrial Court of Zanzibar.

The sources of data used in research were both primary that all data obtained from the field

and secondary data which collected from text books journals, magazines and statistical

abstract.

The research questions could give the relevant findings that showed the challenges facing

workers in hotel industry. The following are the challenges facing workers in hotel according

to findings.

- Poor contract that make workers to miss their rights such as allowance and over time

payment.

- Poor working conditions to some workers in some hotels

- Salary insufficient that make them to miss their intend will according to their job.

- Allowances challenges that mean they are not given allowance as needed to every

worker.

- Retirement insurance challenge that some workers are not given money to Zanzibar

Social Security Fund (ZSSF) so as to help them when they get age of retirement.

35

- Some workers have poor relationship with employers specifically workers`

supervisors.

Also according to the employers workers are very discipline at work areas but the matter of

worse they (workers) miss them some rights.

Industrial court insists education to be provided to both workers and employees so as to avoid

unnecessary misunderstanding between them.

5.3 RECOMMENDATIONS

The following are the recommendations that have been proposed by the researcher so as to

reduce challenges facing workers in hotel industry.

Although, these recommendations have been based on the findings from small sample of

Zanzibar urban area, is assumed that the research would be applicable to the constituents,

districts, regions and whole country.

The recommendations are:-

5.3.1 Both employees and employers should be given education on Zanzibar laws so as to

make them aware of those laws in order to protect complains which are easier to be

avoided.

5.3.2 The government should not allow hotel workers to make contracts with employers

without the supervision of qualified lawyers in contracting laws so as to avoid

cheating of employers to employees.

5.3.3 The government should force hotel employers to make long contracts that can make

workers as a part of hotel and insure long survival at work.

5.3.4 Government should make effective follow up to the authorised institutions dealing

with hotel employees‟ problems.

36

5.3.5 Zanzibar Social Security Fund (ZSSF) should increase measures to make sure that all

employees are given their money in this fund.

5.3.6 The government should improve the labour laws since the present laws seem to

favour employers` side.

5.3.7 The government should follow payment schemes of hotel worker so as to make

workers paid regarding to their position, education and experiences on the basis of

government schemes.

37

QUESTIONNAIRES FOR HOTELWORKERS

Name of University : State University of Zanzibar (SUZA)

TITLE: : CHALLENGES FACING WORKERS IN HOTEL

INDUSTRY

IN ZANZIBAR

Case study of : Workers challenges in Zanzibar hotels

This questionnaire is for collecting information on the above title, please feel free to provide

your responses and give maximum cooperation. The information you volunteer to give out

will be confidential and only for the purpose of this study.

Please tick in the correct answer.

1.a. Sex: Male Female

Age: 18-25 26-35 36-above

Marital status: Single Married Divorced

1.b. Level of Education:

Primary Secondary Diploma

A: INTRODUCTION

B: GENERAL INFORMATION ABOUT RESPONDENT

38

Tertiary: BA MA PHD

2. What is your working position?

3.a. Do you know your working rights?

YES NO

b. If yes, please indicate those rights

4.a. Do you have working contract?

YES NO

b. If yes, for how long your contract end?

c. If no, why don‟t you have the contracts?

5.a. Do you think your salary is enough according to your job?

YES NO

b. If yes, Is your salary satisfy your basic need?

c. Do you get the amount to save?

c. If No, why you are still doing the job?

6.a. Is your employer give you needed allowances i.e. transport and food allowances?

YES NO

b. If yes, is your allowance paid regularly?

c. If no, have you ever taken the measure to demand your allowance?

d. Which challenges did you face when you demanded you allowance?

7. Do you have good relationship with your employer?

8. To what extent the government helps to resolve your problems

9. What is your suggestion to resolve the problems you face in your work

THANKS FOR PARTICIPATION

39

INTERVIEW FOR HOTEL EMPLOYER

NAME OF UNIVERSITY : STATE UNIVERSITY OF ZANZIBAR

(SUZA)

TITLE : CHALLENGES FACING WORKERS IN HOTEL

INDUSTRY IN ZANZIBAR.

CASE STUDY OF : WORKERS CHALLENGES IN ZANIBAR HOTELS

This interview is for collecting information on the above title, please feel free to provide your

response and give maximum cooperation. The information you volunteer to give out will be

confidential and only for the purpose of this study.

Please provide the correct information

1.a. Name of the hotel. ………………………………………………………….

b. Name of respondent. …………………………………………………………..

c. Position of respondent …………………………………………………………

2. What challenges do you think facing your workers?

2b Why are those challenges still exist?

3. Is your hotel saving money for workers in ZSSF?

If no, why

A: INTRODUCTION

B: GENERAL INFORMATION ABOUT RESPONDENTS

C: examine the challenges facing workers in hotel industry in

Zanzibar

40

4. Do you think workers behave in good manner during working?

5. Do you have good relationship with your workers?

6. What is your opinion on labour laws of Zanzibar?

41

INTERVIEW FOR INDUSTRIAL COURT

NAME OF UNIVERSITY : STATE UNIVERSITY OF ZANZIBAR

(SUZA)

TITLE : CHALLENGES FACING WORKERS IN HOTEL

INDUSTRY IN ZANZIBAR.

CASE STUDY OF : WORKERS CHALLENGES IN ZANIBAR HOTELS

This interview is for collecting information on the above title, please feel free to provide your

response and give maximum cooperation. The information you volunteer to give out will be

confidential and only for the purpose of this study.

Please provide the correct information

1. a. Name of the Court Industrial Court

b. Name of respondent. …………………………………………………………..

c. Position of respondent …………………………………………………………

2. How many cases of hotel workers do you receive annually?

2b Where are those cases base on?

3. Are the plaintiffs win against those cases?

If no, why

If yes why

4. What is your general opinion to be done in order to address those cases?

5. What is your opinion in labour laws specifically for hotel workers?

A: INTRODUCTION

B: GENERAL INFORMATION ABOUT RESPONDENTS

C: examine the challenges facing workers in hotel industry in

Zanzibar

42

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