COLLEGE OF BUSINESS EDUCATION

DODOMA CAMPUS

MASTERS OF INTERNATIONAL BUSINESS MANAGEMENT PROGRAMME

THE CONTRIBUTION OF HEALTH AND SAFETY COMPLIANCE ON WINE

INDUSTRY PRODUCTIVITY IN DODOMA REGION

NAME OF STUDENT; JUDITH A. LYIMO

REG NO; 04.0037.02.02.2018

NAME OF SUPERVISOR: DR. G. MPUYA

A RESEARCH PROPOSAL SUBMITTED IN PARTIAL FULFILMENT OF THE

REQUIREMENTS OF THE DEGREE OF MASTER OF INTERNATIONAL BUSINESS
MANAGEMENT, COLLEGE OF BUSINESS EDUCATION

DODOMA
2020

1
 TABLE OF CONTENTS
LIST OF TABLES.........................................................................................................................................................iii
LIST OF FIGURE........................................................................................................................................................iv
CERTIFICATION..........................................................................................................................................................v
COPYRIGHT STATEMENT........................................................................................................................................vi
DECLARATION..........................................................................................................................................................vii
ACKNOWLEDGEMENT...........................................................................................................................................viii
LIST OF ABBREVIATION..........................................................................................................................................ix
ABSTRACT/ PREFACE................................................................................................................................................x
CHAPTER ONE.............................................................................................................................................................1
INTRODUCTION..........................................................................................................................................................1
1.1 Overview..............................................................................................................................................................1
1.2 Background of the Study......................................................................................................................................1
1.3 Statement of the problem......................................................................................................................................5
1.4.1 General Objective.........................................................................................................................................6
1.4.2 Specific objectives of the study....................................................................................................................6
1.5 Research Questions..............................................................................................................................................6
1.6 Significance of the study......................................................................................................................................7
1.7 Organization of the Study.....................................................................................................................................7
CHAPTER TWO............................................................................................................................................................8
LITERATURE REVIEW...............................................................................................................................................8
2.1 Introduction..........................................................................................................................................................8
2.2 Definition of key terms;...................................................................................................................................8
2.2.1.1 Employee’s health......................................................................................................................................8
2.2.1.2 Organizational health.................................................................................................................................8
2.2.1.3 Organizational safety.................................................................................................................................9
2.2.1.4 Labour productivity....................................................................................................................................9
2.2.1.5 Occupational Health and Safety.................................................................................................................9
2.2.2 Theoretical framework................................................................................................................................10
2.2.2.1 Goal-Freedom Alertness Theory..............................................................................................................10
2.2.2.2 Distractions Theory..................................................................................................................................11
2.3 Empirical review................................................................................................................................................12
2.3.1 To find out the occupational health and safety activities............................................................................12
2.4 Research gap.......................................................................................................................................................18
2.5 Conceptual Frame Work.....................................................................................................................................18
2.5.1 Explanation of the Conceptual Framework.................................................................................................19
CHAPTER THREE......................................................................................................................................................20
RESEARCH METHODOLOGY..................................................................................................................................20
3.1 Research Design.................................................................................................................................................20
3.2 Area of the Study................................................................................................................................................20
3.3 Sample size and Sampling procedures...............................................................................................................20
3.3.1 Target Population........................................................................................................................................20
3.3.2 Sample Size.................................................................................................................................................20
3.3.3 Sampling procedures...................................................................................................................................21
3.4 Data collection methods and instruments...........................................................................................................22
3.4.1 Primary Data...............................................................................................................................................22
3.4.1.1Questionnaire............................................................................................................................................22
3.4.1.2 Key Informants Interviews.......................................................................................................................23
3.4.2 Secondary Data...........................................................................................................................................23
3.5 Data processing and analysis............................................................................................................................23
3.6 Validity of Instrument........................................................................................................................................24
3.7 Reliability of the Instrument...............................................................................................................................24
3.8 Ethical issues......................................................................................................................................................25
CHAPTER FOUR.........................................................................................................................................................26

i
 RESULTS AND DISCUSSION...............................................................................................................................26
4.1 Introduction........................................................................................................................................................26
4.2 Response rate......................................................................................................................................................26
4.3 Demographic profile and background information of respondents....................................................................27
4.3.1 Gender analysis...........................................................................................................................................27
4.3.2 Age analysis................................................................................................................................................28
4.3.3 Marital status analysis.................................................................................................................................28
4.3.4 Education Level analysis............................................................................................................................29
4.3.5 Period of working in the wine industry in Dodoma region.........................................................................30
4.4 The occupational health and safety activities in the wine industry in Dodoma region......................................31
4.4.1.1 Safety Education......................................................................................................................................33
4.4.1.2 Inspection, Maintenance, and Repair of Machines..................................................................................34
4.4.1.3 Employee Protection Practices.................................................................................................................34
4.4.1.4 Hazard Mitigation Practices.....................................................................................................................35
4.4.1.5 Physical Plant Layout...............................................................................................................................36
4.4.1.6 Employee Empowerment Practices..........................................................................................................36
4.4.2 The occupational health management practices..........................................................................................38
4.4.2.1 Health Education......................................................................................................................................40
4.4.2.2 Health Rules and Regulations..................................................................................................................41
4.4.2.3 Medical programs....................................................................................................................................42
4.4.2.4 Health Surveillance Practices...................................................................................................................44
4.4.2.5 Employee Counseling and Rehabilitation................................................................................................45
4.4.2.6 Physical Fitness Practices........................................................................................................................46
4.4.2.7 Noise and Vibration Control....................................................................................................................46
4.5.1 Multiple regression analysis.......................................................................................................................47
4.6 The challenges affecting the implementation of occupational health and safety practices in the wine industry
in Dodoma region.....................................................................................................................................................49
4.6.1 Whether there are challenges affecting the implementation of occupational health and safety practices in
the wine industry in Dodoma region....................................................................................................................49
4.6.2 The challenges affecting the implementation of occupational health and safety practices in the wine
industry in Dodoma region..................................................................................................................................50
4.7 Discussion of study findings..............................................................................................................................52
CHAPTER FIVE..........................................................................................................................................................54
SUMMARY, CONCLUSION AND RECOMMENDATION.....................................................................................54
5.1 Introduction........................................................................................................................................................54
5.2 Summary of the study.........................................................................................................................................54
5.3 Conclusion of the study......................................................................................................................................55
5.4 Recommendations of the study..........................................................................................................................55
5.5 Recommendation for further studies..................................................................................................................57
REFERENCE................................................................................................................................................................58
APPENDIX ONE..........................................................................................................................................................62
APPENDIX TWO: INTERVIEW GUIDE...................................................................................................................68

ii
 LIST OF TABLES
Table 3.1 Sample size of respondents...........................................................................................................................22
Table 4.2: Response rate...............................................................................................................................................26
Table 4.3: Respondents’ Gender...................................................................................................................................27
Table 4.4: Respondents’ age group...............................................................................................................................28
Table 4.5: Marital status of employees in Dodoma Wine Industries............................................................................29
Table 4.6: Level of education of the respondents in Dodoma Wine Industries............................................................30
Table 4.7: Number of years respondents worked in the wine industry........................................................................30
Table 4.8: The occupational health and safety activities in the wine industry in Dodoma region...............................32
Table 4.9: The occupational health management practices..........................................................................................39
Table 4.10 : Model Summary.......................................................................................................................................47
Table 4.11 : ANOVAa...................................................................................................................................................48
Table 4.12: Coefficientsa...............................................................................................................................................48
Table4.13: Whether there are challenges affecting the implementation of occupational health and safety practices in
the wine industry in Dodoma region.............................................................................................................................50
Table 4.14: The challenges affecting the implementation of occupational health and safety practices in the wine
industry in Dodoma region...........................................................................................................................................51

iii
 LIST OF FIGURE

Figure 2.1 Conceptual Frameworks...........................................................................................................19

iv
 CERTIFICATION

I, the undersigned, certify that I have read and hereby recommend for acceptance by College of
Business Education- Dodoma Campus a dissertation entitled: The contribution of health and
safety compliance on wine industry productivity in Dodoma region. This dissertation serves
as a requirement, in partial fulfillment for the award of the degree of Masters of International
Business Management of College of Business Education- Dodoma Campus

..................................................

Dr. G. Mpuya

SUPERVISOR

v
 COPYRIGHT STATEMENT

No part of this dissertation may be reproduced, stored in any retrieval system, or transmitted in
any form or by any means without prior written permission of the author or University.

© 2020 College of Business Education- Dodoma Campus

vi
 DECLARATION

I, JUDITH A. LYIMO declare that this dissertation is my own work. It has not been and will
not be presented for any other course of study.

Signature………………………………..

Date ……………………………………….

vii
 ACKNOWLEDGEMENT

I take this opportunity to recognize the efforts from College of Business Education - Dodoma
Campus and the people who contributed to this work. Dr G. MPUYA is acknowledged for her
considerable input into finalizing of the report.

My sincere dedications go to my father Mr. ANTON LYIMO for the endless love and support
he has offered me throughout my life and I owe this work to him as well.

My sincere dedications also go to my lovely mother ELIZABETH A. LYIMO who has always
showed me what a mother ought to be to her daughter.

In addition, the study would not have been possible without the support from my boyfriend
MIHAYO KADETE for accepting my dissertation to be “a co- husband” and finally my lovely
family (Doreen & Calvin) for the support during the whole time of writing this report.

viii
 LIST OF ABBREVIATION

CBE College of Business Education

ILO International Labor Organization

OHS Occupational Health and Safety

OSHA Occupational Safety and Health Authority

URT United Republic of Tanzania

ix
 ABSTRACT

The study aimed at assessing the contribution of health and safety compliance on wine industry
productivity Dodoma region. The study adopted descriptive research design. The target
population in this study included all workers of all wine industries in Dodoma region. the study
used a sample size of 100 respondents. The study applied both probability and non-probability
sampling procedure in selecting the study sample. Data was collected though questionnaires and
Key Informants Interviews. The Statistical Tool for Social Sciences (SPSS) version 22 was used
for analysis using descriptive statistics such as mean. The study found that; the occupational
health and safety activities in the wine industry in Dodoma region included; safety education,
inspection maintenance and repair of machines, employee protection practices, hazard mitigation
practices, physical plant layout, and existence of safety education. In the Dodoma Wine Industry
occupational health management practices such as; health education, health rules and
regulations, medical programs, health surveillance practices, employee counseling and
rehabilitation, physical fitness practices, noise and vibration control received little attention.
Health and safety practices influenced employee productivity by leading to an increase in
productivity, employees’ satisfaction and profit of the organization. Health and safety practices
had a less impact on the rate of absenteeism. There were challenges affecting the implementation
of occupational health and safety practices and they included; failure to involve employees in
implementation, rapid change in technology, eemployees’ negative attitude, high cost of training,
government policy, high cost of Occupational Health and Safety (OHS) equipment. The study
concluded that health and safety compliance had a great contribution in the wine industry
productivity Dodoma region despite the existence of some challenges. The study recommended
that; the wine industry in Dodoma region should involve the employees in the implementation of
occupational health management practices. The wine industry in Dodoma region should change
according to the rapid changes in technology being witnessed so as to ensure that the health and
safety compliance mechanism do bring the required productivity from the staffs.

x
 CHAPTER ONE

INTRODUCTION

1.1 Overview
This chapter presents the introduction of the study on the contribution of health and safety
compliance on wine industry productivity in Dodoma region. It contains the background of the
study, statement of the problem, objectives, research questions, significance of the study and
lastly organisation of the study.

1.2 Background of the Study.

Health and safety compliance are paramount to the well-being of the employees and the
employer due to the following importance; prevents illness and injury, reduces health and safety
hazards, and avoid serious consequences, just to mention a few. This greatly impacts the amount
of goods and services that a group of workers produce in a given amount of time (Weakley,
2019).

The UK Health and Safety Commission (HSC) and the Health and Safety Executive (HSE),
shows that an increase in employee involvement with health and safety issues helps to reduce
accident rates from 1.2 to 0.1 per 100,000-man hours. It also revealed that when employees are
evaluated for their safety performance, they are included to seek and implement practical safety
improvement ideas (Dwomoh, Owusu & Addo, 2015). In addition, when workers feel safe from
injuries, they get satisfied from their working condition and become more productive
(Denkowski, Kelly, & Garvin, 2016).

The impact of health on productivity in Europe and the improvement in health has a long-run
dynamic effect on the productivity of the nation since the health improvement which begun over
300 years ago in Europe and North-America has not fully run its course and is still benefiting the
countries (Cole & Neumaye, 2007). In Norway, the improvement and adoptions of health
measures in the 18th century was coupled with a decline in the level of mortality which increased

1
their labour force participation (United Nations, 2010). Steckel’s work in 2002 gives an
indication of health impacts on productivity since health is a determinant of one’s productivity
and countries with better health indicators (low morbidity rate, higher life expectancy among
others) had higher per-capita income (Adjotor, 2015).

In the developing world, safety customs have enhanced proactive injury avoidance, and it has
been demonstrated that organizations do perceive health and safety as an essential segment of
making and keeping up a healthy workforce (Gbadago, Amedome & Honyenuga, 2017). For
example, in Kenya, health and safety has created a safe working environment and employees are
protected from workplace accidents or from adverse events. Implementation of Occupational
Health and Safety has fostered a sense of security and comfort in the heart of the employee. The
creation of a sense of security and comfort makes employees to be in a better position to avoid
work accidents that would hinder their performance. Thus, the creation of a sense of security and
comfort in the workplace enables improvement of employee’s performance since it creates a
sense of security that could improve performance. This is because if employees do not feel safe
whilst working, they may not do their job well (Njihia, Nzulwa, & Kwena, 2017).

In Tanzania, there is a reasonable impact of occupational health and safety programme as it is

related with economic activities undertaken in the country. However, occupational safety and
health is still a serious problem and the Tanzanians workers in all social economic sectors are
daily affected (Mrema, et al., 2015). Occupational Safety and Health Authority (OSHA) has
managed to register only 6,599 workplaces out of estimated 27,500 workplaces in Tanzania
which accounts for 24% of the existing estimated workplaces (URT, 2013; Greepherson, 2013).
In 2015, the numbers of accidents reported in Tanzania mainland have been 1,692 and 1,889
respectively and total amount of TZS 668.5 million were used to compensate occupational
accidents victims (Neema, 2015). While in 2016 according to International Labour Organization
(2020), the Workers Compensation Fund (WCF) started paying compensation claims to victims
of occupational accidents and diseases effective July 1st of that very year in Tanzania. The major
aim was to compensate employees or their dependents in case of injury or death. Recipients of
the compensation were employees who sustained occupational accidents, contracted diseases or
died in the course of employment.

2
Meanwhile, over the past ten years, wine has increasingly become an international good with
countries such as Australia, New Zealand, the USA, Argentina, South Africa and Chile have
assumed an important role in the global wine market (Pesenti, 2019). In USA, the wine industry
contributes $219.9bn to the US economy a year, making it a ‘major economic engine’. The
industry also provides nearly a million direct jobs (Arthur, 2017). When it comes to Australia,
the Australian wine sector is defined as wine grape growing, wine making and wine related
tourism; supports 163,790 direct and indirect full and part-time jobs including 5,626 directly in
grape growing, 13,563 directly in wine manufacturing and 55,885 directly associated with wine
tourism. Australia generates income from both direct and flow-on employment in the wine sector
of $12.0 billion, contributing $45.5 billion to the value of gross output for Australia and adds
$22.5 billion in value-added to the Australian economy (Gillespie & Clarke, 2019).

The South African Wine Industry employed approximately 300,000 people both directly and
indirectly in 2015. It also contributed R36.1 billion gross domestic product (GDP) to the regional
economy, with about R19.3 billion eventually remaining in the Western Cape to the benefit of its
residents, so all in all the Wine Industry of South Africa has contributed to the GDP by at least
10% per annum since 2003 though the total exports of wine decreased by 24% to 320 million
litres in 2019, mainly as a result of the three-year drought (Wines of South Africa, 2019)

In Sub-Saharan Africa, Tanzania is the second largest producer of wine after South Africa
although its history of wine making is very recent and dates back to just a few years before
independence. Tanzania only has one major grape growing region and it is centered around the
capital city Dodoma. The most common grape varietals in the region are Chenin Blanc, Syrah,
Cabernet Sauvignon and a local variety named for a Dodoma sub-region, Makutupora (Tanzania
Wine Region, 2016).

The urban Dodoma produces 70% of the grapes and rural Dodoma produces 30% (The
Netherlands Development Organization Tanzania, 2005). Dodoma continues to be the country’s
most important wine producing region with an annual production of 1,000 tons, with a positive
outlook for continued growth and export opportunities. Between 1998 and 2013, the export of
Tanzania’s grape wine increased from 176 kilos fetching $715million to 151,221 kilos fetching

3
$26,238 million (Schweizer, 2015). Between 1998 and 2015 the export of Tanzania's grape wine
increased from 176kg to over 150,000kg, mostly travelling to neighboring East African
Countries and fetching lots of foreign exchange for Tanzania (Wine-Searcher, 2016).

The first small wineries in Dodoma started in Bihawana and Hombolo missions producing
communal wine mainly for church purposes (Kalimang`asi, Majula & Naftali, 2014). In 1963,
the Isanga prison, started growing grapevine with only four acres and three years later the crop
was gradually introduced to the five villages namely Mpunguzi, Msalato, Nala, Nkulabi and
Mundemu. Subsequently, the National Service Camp at Makutupora - Dodoma increased the
acreage and the yields rising high expanding from table grapes to wine production
(Kalimang`asi, et al., 2014). There was an increase in the export of Tanzania's grape wine
between 1998 to 2015 where Tanzania's grape wine export increased from 176 kilos ($715) to
151,221 kilos ($26,238) hence justifying the contribution of wine industry in Dodoma region to
the economy of the country is recognized by the government of Tanzania.

Despite its contribution and the enforcement of occupational health and safety standards which is
currently undertaken by Occupational Safety and Health Authority (OSHA), the wine industry
workers in worldwide and Tanzania in particular have a number of persisting health risks
associated with their occupation. Such risks include work-related musculoskeletal problems from
vine pruning work, and allergic diseases including occupational asthma from exposure to insect
pests growing on vines (Dave, 2016). Workers are also at risk of illness from exposure to the
many classes of pesticides used to keep vine pests in check, and winemakers and tasters may
suffer significant dental erosions and sensitivity as a result of the acidic nature of the wines
(Dave, 2016). The persistent of the underscored risks associated with wine workers necessitate
an academic investigation on the contribution of health and safety compliance on wine industry
productivity in Tanzania and Dodoma Region in particular.

1.3 Statement of the problem

Occupational safety and health is an important strategy not only to ensure the health and safety
of workers, but also to contribute positively to productivity, quality of products, work
motivation, job satisfaction and to the overall quality of life of individuals and society in general

4
(Oluoch, 2015). In Tanzania, the Occupational Safety and Health Authority (OSHA) is striving
to make sure that the health of the workers is well protected against any hazardous environment
through the Occupational Health and Safety Act of 2003. The Act has clearly stipulated down the
duties and responsibilities of both parties that is the workers and the employers on occupational
health and safety issues and it sures the environment for safe working is being promoted in every
working place with hazardous nature including the wine industry (OHS Act, 2003).

In particular, the concentration of occupational health and safety issues are directed to the factory
and manufacturing setting as they are considered to be high-risk sectors (International Labour
Organization, 2016). The OSHA which is charged with the responsibility of ensuring safe and
healthy working conditions in all workplaces sets and reinforces laws and standards that should
be observed by employers and employees (International Labour Organization, 2016). The
Government of Tanzania has also established the Labour Court (LC) which is the Division of the
High Court of Tanzania, the Employment and Labour Relations Act No. 6 of 2004, the
Commission for Mediation and Arbitration (CMA) and the Registrar of Trade Unions, all dealing
with occupational health and safety aspects (Mbiro, W., & Mbiro, R. 2020)

However, like other wine industries in other parts of the world such as South Africa as revealed
by Human Rights Watch (2011), British Columbia as stated by Youakim, (2006), Italy as stated
by Lyman (2018), USA as stated by Baseler (2005), the wine industry of Tanzania has continued
to have workers who are at the risk of illness from their work related environment. Such illnesses
include; musculoskeletal problems, especially of the wrists and hands, from vine pruning work,
and can develop allergic diseases, including occupational asthma, from exposure to insect pests
growing on vines (ILO, 2009). Eventually, several studies such as Dwomoh et al. (2013),
Gbadago et al. (2017), Esi, (2012), Njihia et al.(2017), Greepherson, (2013), Neema, (2015) just
to mention a few, have been carried out in other parts of the world and in Tanzania on the impact
of health and safety policies on employees’ performance in other industries such as the mining,
construction, health services and manufacturing apart from that of wine. Thus, when it comes to
the wine industry in Tanzania and Dodoma Region in particular, the contribution of health and
safety compliance on productivity is still unclear. This study therefore seeks to assess the
contribution of health and safety compliance on wine industry productivity in Dodoma Region.

5
1.4 Objectives of the Study
The study aims at the following general and specific objectives

1.4.1 General Objective

The main objective of this study is to assess the contribution of health and safety compliance on
wine industry productivity in Dodoma region.

1.4.2 Specific objectives of the study.

The specific objectives of the study include;
i. To find out the occupational health and safety activities in the wine industry in Dodoma
region.
ii. To examine how health and safety practices influence employee productivity in the wine
industry in Dodoma region.
iii. To find out the challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region.

1.5 Research Questions

The study is set forth to answer the following research questions:
i. What are the occupational health and safety activities in the wine industry in Dodoma
region?
ii. How do the health and safety practices influence employee productivity in the wine
industry in Dodoma region?
iii. What are the challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region?

1.6 Significance of the study

The study will have the following contributions to body of knowledge, theory and to other
researchers.
i. To the body of knowledge, the findings of the study will broaden up the existing
literature on the contribution of health and safety compliance mainly on the wine industry

6
 productivity hence serving as a reference material to decision makers of health and safety
policies
ii. To policy makers, the findings of the study will provide the basis for the formulation of
an effective health and safety policy which will address specific health and safety needs
that will ultimately boost the performance of the work force.
iii. The gaps to be identified in this study will create a footstep to potential researchers who
will be interested in undertaking research on the same subject matter of inquiry.

1.7 Organization of the Study

The study is organised in five chapters; chapter one comprises of the introduction which deals
with the background of the study, statement of the problem, objectives of the study, research
questions, significance of the study, and lastly, the organization of the study. Chapter two
comprises of the definition of key terms, theoretical framework, empirical review, research gap,
and lastly conceptual frame work. Chapter three comprises of research design, area of the study,
sample size and sampling procedures, data collection methods and instruments, data processing
and analysis, validity of instrument, reliability of the instrument, and lastly ethical issues.
Chapter four contains the analysis and discussion of the study findings through drawing tables
and graphs, and lastly, chapter five had the summary of findings, conclusions and different
recommendations.

7
 CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction
This chapter provides a of theories relating to the contribution of health and safety compliance
and empirical review of studies relating to the contribution of health and safety compliance. It
also presents a research gap on the concept of health and safety compliance on productivity in
Small and Medium Enterprises in relation to studies conducted by other researchers under this
area.

2.2 Definition of key terms;

2.2.1 Employee’s health

Employee health refers to healthcare issues related to a type of patient: employees and it may
include multiple facets of medicine: occupational medicine, internal medicine, sports medicine,
family medicine, etc. (Newkirk, 2015). According to Franklin (2013), a healthy labour force will
record low levels of absenteeism at work and this will translate into higher volumes of
productivity. Improved survival rate will increase labour force participation. This would result in
an increased per capita income if these individuals are accommodated in the labor market. In
this study employees’ health referred to the physical and mental status of employees taking into
account their illness and wellness in the same breath.

2.2.2 Organizational health

Organizational health is associated to an organization’s ability to achieve its goals based on an
environment that seeks to improve organizational performance and support employee well-being
(Alman, 2010). According to Keller andPrice (2011), organizational health refers to the ability of
an organization to align, execute, and renew itself faster than the competition to sustain
exceptional performance over time. In this organizational health refers to the well-being of
employees.

8
2.2.3 Organizational safety
Organizational safety refers to a viewpoint that identifies and eliminates hazards associated with
work, and it discourages work habits that place individuals at risk of injury (Abdalla, Apramian,
Cantley, & Cullen, 2017). A successful safety program should firstly change the perception of
both employees and employers that safety refers to the elimination of injury, instead of the
prevention of illness, property damages and the promotion of healthy life styles (Annan, 2011).
A safety program should also incorporate the organizational structure, culture and processes
since these play important roles in forming the attitudes and perceptions of workers (Wachter &
Yorio, 2014). For the purpose of this study, organizational safety refers to how the organisation
meets the aim of making the workplace safer.

2.2.4 Labour productivity

According to Franklin (2013), labour productivity is the value of production added that each
worker generates, therefore, labour productivity equals the value of production divided by labour
input. Labour productivity is usually used as a measure of efficiency in every kind of firm since
it is much easier to find its numerical estimates as compared to other determinants of
productivity (Mostafa, 2003). For the purpose of this study, labour productivity is refers to the
amount of output that is obtained from each employee.

2.2.5 Occupational Health and Safety

Occupational health and safety can generally be defined as the science of anticipation,
recognition, evaluation and control of hazards arising in or from the workplace that could impair
the health and well-being of workers, taking into account the possible impact on the surrounding
communities and the general environment (ILO, 2009). Occupational health may also be defined
as development, promotion, and maintenance of workplace policies and programs that ensure the
physical, mental, and social well-being of employees (Industrial Accident Prevention
Association [IAPA], 2007). These policies and programs strive to prevent harmful health effects
because of the work environment, protect employees from health hazards while on the job, place
employees in work environments that are suitable to their physical and mental capacities and
other characteristics, and address other factors that may affect an employee’s health and well-
being (Djik,Varekamp, Radon & Parra, 2011). For the purpose of this study, Occupational

9
Health and Safety is concerned with how the policies are developed and monitored so as to
ensure the safety of employees.

2.3 Theoretical framework

The study used Goal-Freedom Alertness Theory and Distractions Theory so as to produce new
perspectives and new research agendas. Distractions Theory justifies that when a worker has
lower probability of injury then there’s a higher level of task achievements. This implies that
upholding health and safety compliance is a key to productivity as it was backed up by the Goal-
Freedom Alertness Theory that agitates for companies to train their managers and foremen
mainly on health and safety compliance for better productivity.

2.3.1 Goal-Freedom Alertness Theory

The Goal-Freedom Alertness Theory was developed by Kerr in 1950 (Kerr, 1950). The theory
states that safe work performance is the result of psychologically rewarding work environment.
Under this theory, accidents are viewed as low-quality work behaviour occurring in an
unrewarding psychological climate and this contributes to a lower level of alertness. According
to the theory, a rewarding psychological climate is one where workers are encouraged to
participate, set sustainable goals and choose methods or safety programmes to attain those safety
and health goals. They must be allowed to participate in raising and solving problems. It further
states that management should let workers have well defined goals and freedom to pursue those
goals. The result is a higher level of alertness and a focus on the tasks at hand. The theory
suggests that managers and supervisors should try and make work more rewarding for workers.
They may use a variety of managerial techniques including positive reinforcements, goal setting
participative management and clear work assignments.

The Goal-Freedom Alertness Theory is applicable to this study as it agitates for companies to
train their managers and foremen to make the work more rewarding for their workers. Through
this theory, having occupational health and safety activities in place, and dealing with the
challenges affecting the implementation of occupational health and safety practices may assist
the workforce in acting safer and having less accident. The Goal-Freedom Alertness Theory is

10
applicable to this study as the presence of alertness through health and safety compliance and
ensuring an accident-free work environment leads to a higher quality productivity.

2.3.2 Distractions Theory

The Distractions Theory proposed by Hinze (2007) states that safety is situational. Hazards or
physical conditions with inherent qualities that can cause harm to a person, may or may not be
recognized by the worker and influence safety of the task. The theory applies to a situation in
which recognized safety hazard exist and there is a well-defined work task to perform. In the
absence of hazards there is little to prevent workers from completing their tasks. However, in the
presence of hazards, work is greatly complicated. The theory has two components, first dealing
with hazards posed by unsafe physical conditions and the other dealing with a worker
preoccupation with issues not directly related to the task being performed.

The theory basically states that when a worker has lower probability of injury then there’s a
higher level of task achievement. When a worker has a higher focus on sa
fety hazard, the worker has a higher probability of injury and a lower level of task achievement.
To avoid injury and achieve high levels of productivity, workers must avoid health hazards.
The Distractions Theory is applicable to this study as it justifies that identifying the occupational
health and safety activities and different challenges affecting the implementation of occupational
health and safety practices and dealing with them creates an environment with no hazards hence
little to prevent workers from completing their tasks hence increasing employee productivity.

2.4 Empirical Literature Review

2.4.1 Occupational Health and Safety Activities
Karanikas et al (2018), assessed the degree of balance between safety and productivity, and its
relationship with awareness and communication of human factors and safety rules in the aircraft
manufacturing environment. The study was carried out at two Australian aircraft manufacturing
facilities where a Likertscale questionnaire was administered to a representative sample. The
study found that the workers were sufficiently aware of how human factors and safety rules
influence their performance and acknowledged that supervisors had adequately communicated
such topics. Safety and productivity seemed equally balanced across the sample. A preference
for the former over the latter was associated with a higher awareness about human factors and

11
safety rules, but not linked with safety communication. The size of the facility and the length and
type of employment were occasionally correlated with responses to some communication and
human factors topics and the equilibrium between productivity and safety. This shows that much
as there existed human factors training and sufficient bidirectional communication, the quality
and complexity factors had influence on the effects of those safety related practices on the safety
productivity.

Odongo (2012) aimed at determining the occupational health and safety management practices
among the electronic media houses in Kisumu County, Kenya. A descriptive census survey
design was used in the study. Data was collected using semi structured questionnaires which
were administered through the drop and pick later method. The study findings indicated that the
following occupational safety management practices existed among electronic media houses in
Kisumu County; Inspection, maintenance and repair of machines; employee protection from
hazards; having efficient physical plants layout; safety education practices; proactive
identification of hazards; and employee empowerment. The study also found out that the main
occupational health management practices include: having health and medical programs; use of
health rules and regulations; use of noise and vibration control equipment; health surveillance on
employees; employee counseling and rehabilitation; and promoting physical fitness activities.
Experience from this finding has shown that there were occupational safety management
practices in place implying that the health and safety of workers is taken into account.

Buyela, Mburu & Njogu, (2017), aimed at assessing occupational safety and health practices in
Kenya agricultural and livestock research organisations, western Kenya region. The study
assessed hazards, determined safety and health awareness of workers and explored effectiveness
of control measures present at the two workplaces. Structured questionnaires, camera and
checklists were used for data collection including personal observation. The study findings
revealed that common classes and sources of hazards were chemical hazards from exposures to
pesticides, dust/ mist in field trials, cleaning detergents/disinfectants in research laboratories;
biological hazards arising from working with animals and plants; ergonomic hazards arising
from planting, weeding, sitting, walking or standing; physical hazards from exposures to heat in
green houses and in open field as supported by workplace inspection. It was established that both
institutes had a safety and health policy. Presence of safety and health committees, complying to

12
safe work procedure practices, personal protective equipment provision and its usage, minimizes
worker’s suffering from accident at the two work places. Experience from this finding has shown
that several measures were in place to regulate the several occupational hazards though cases of
limited training on hazard identification surfaced.

Neema (2015) analysed the extent to which SekouToure hospital complied with the requirements
stipulated by the regulations and policy on occupational health and safety and revealed that, there
is a poor compliance to the occupational health and safety regulations as well as policy at Sekou
Toure Hospital. The employees have less knowledge on issues of OHS, as well as the hospital
administration have made less efforts on making sure that the issue of OHS is being
implemented effectively as required by the law. This shows that serious attention has not been
given to OHS matters hence putting the workers’ safety at stake which affects their productivity
at the end of the day.

2.4.2 Industrial Health and Safety Practices Influence on Employee Productivity.

Dwomoh et al (2013), examined the impact of health and safety policies on employees’
performance in the Ghana’s timber industry and a case study approach was adopted for the study.
The study findings showed that health and safety measures put up by the company positively
correlated with employees’ performance despite that the correlation was weak. There was an
inverse relationship between reducing the number of accidents and injuries through health and
safety promotions and employees’ performance. From the findings, it was depicted that
upholding health and safety measures improves employees’ performance.

Esi (2012) examined the effect of health and safety standards on productivity in Ghana rubber
estates limited. The study revealed that employees’ productivity was influenced by management
safety practices and safety programmes, management attitude towards health and safety,
investigation of accidents, supervisors’ safety, and training of employees on safety standards
held in the organisation. It also revealed that health and safety standards if managed effectively
had a positive impact on productivity. Experience from this finding shows that organisational
safety and health procedures when put in place do greatly impact the productivity of workers.

13
Njihia et al (2017) assessed the influence of OSHA on employee productivity in Kenya. It was
therefore, guided by Employee Wellness and Employee Safety as independent variables and
Employee productivity as the dependent variable. The study found that that Employee wellness
and Employee safety were the major factors that mostly affected Employee Productivity in
manufacturing sector in Kenya. Likewise, Greepherson (2013) assessed the impacts of the
occupational health and safety programmes on organization performance, a case study of Arusha
airport authority. The results from the analysis of respondents revealed that there was a
reasonable impact of occupational health and safety programme to the organization. However,
there were challenges which hinder the 100 percent of successful occupational health and safety
at Arusha airport authority. Training and education, involvement of staffs, conforming to the
budget, and motivation were recommended by the researcher. Experience from the study
findings above have shown that upholding occupational health and safety programmes greatly
influenced organization performance.

2.4.3 Challenges in Implementation of Occupational Health and Safety Practices.

Gbadago et al, (2017) analyzing Organizational and Health Safety (OHS) at South Tongu
District, Ghana observed that workers faced numerous hazards such as safety hazards,
mechanical hazards, biological hazards, ergonomic, physical hazards and psychological hazards.
Furthermore, management was found to be constrained financially in the implementation and
maintenance of OHS measures which were also found out to impact the performance of staff.
Based on the findings of the study, it is recommended that management should look for
alternative sources of funds to implement the OHS Policy thoroughly.

Likewise, Kaguathi (2013), aimed at determining the challenges of implementing occupational

health and safety strategies at East African Portland Cement Company Limited, Kenya. The
study found out that there were no resources challenges in the implementation of the strategy.
However, it was established that both the management and the general staff initially were
reluctant to change but management had started to embrace it. Organization structure was also
found to affect the implementation of the strategy; the positioning of safety in the company’s
structure created a gap in the company. Factors such as lack of timely correction of causes of
incidences; repeat observations for issues of safety risk importance; lack of effectiveness in

14
monitoring the quality of strategy execution and lack of effective supervision were also found to
affect the strategy implementation. The study concluded that organization culture, structure, and
resistance were the major factors affecting the successful implementation of occupational health
and safety strategies at East African Portland Cement Company Limited. Experience from these
studies shows that there are several factors affecting the successful implementation of
occupational health and safety and they range from financial constrains to management support.

Wazir (2013) aimed at establishing the challenges faced by the organization in implementing
Health and Safety Program currently in place at Kenya Airways, and also to establish the factors
affecting the implementation of those program. The findings of the researcher were that there
existed a formal, written Health and Safety Programmes which were not brought to the attention
of employees. There were no formal procedure of reporting accidents and identification of
hazards. There were no reviews of Health and Safety Programmes and employees were not
involved in safety committees, which took place only when there was a major accident involving
aircrafts. Experience from this finding shows that the Health and Safety Programmes were
brought to the attention of employees creating the need for employees to be trained and educated
in health and safety matters specifically on identification of health and hazards at place of work.

2.5 Research gap

As far as occupational Health and Safety Activities is concerned, Odongo (2012) stated that
occupational safety management practices existed among electronic media houses. Buyela,
Mburu & Njogu, (2017) acknowledged the existence of occupational safety and health practices
in Kenya agricultural and livestock research organisations. Neema (2015) acknowledged the
existence of a poor compliance to the occupational health and safety regulations as well as policy
at Sekou Toure Hospital. However, none of the above studies addressed the occupational health
and safety activities in the wine industry in Dodoma region.

As far as industrial Health and Safety Practices Influence on Employee Productivity is

concerned, Dwomoh et al (2013) noted that health and safety measures put up by the company
positively correlated with employees’ performance. Esi (2012) stated that employees’
productivity was influenced by management safety practices and safety programmes,

15
management attitude towards health and safety, investigation of accidents, supervisors’ safety,
and training of employees on safety standards held in the organisation. Njihia et al (2017) noted
that Employee wellness and Employee safety were the major factors that mostly affected
Employee Productivity in manufacturing sector. Despite the findings, none of the studies
examined how health and safety practices influence employee productivity in the wine industry
in Dodoma region.

As far as challenges in implementation of occupational health and safety practices is concerned,

Gbadago et al, (2017) observed that workers faced numerous hazards such as safety hazards,
mechanical hazards, biological hazards, ergonomic, physical hazards and psychological hazards.
Wazir (2013) noted that there were no formal procedure of reporting accidents and identification
of hazards. There were no reviews of Health and Safety Programmes and employees were not
involved in safety committees, which took place only when there was a major accident involving
aircrafts. Despite the findings, none of the study addressed the challenges affecting the
implementation of occupational health and safety practices in the wine industry in Dodoma
region.

All in all, there has been little academic attempt to provide a holistic picture of the contribution
of health and safety compliance on wine industry productivity in Dodoma region. With the basis
of extant literature, primary and secondary data, the present study will make an effort to fill this
knowledge-gap hence further demonstrate how contextual elements come together to form a
unique experience of the contribution of health and safety compliance on wine industry
productivity in Dodoma region.

2.6 Conceptual Frame Work

According to Sitko (2013), the conceptual framework is a system of concepts, assumptions,
expectations, beliefs, and theories that support and inform your research through explaining
either graphically or in narrative form the key factors, concepts or variable and the presumed
relationships between them. The conceptual framework increasingly strengthen and keeps the
research on track by providing a clear link from the literature to researcher goals and questions,
contributing to the formulating of research design, providing reference points for discussion of

16
literature, methodology and analysis of data, contributing to trustworthiness of the study and
giving broad scope to thinking about the research.
Figure 2.1 Conceptual Framework

DEPENDENT VARIABLES
Productivity in the Wine industry.

-Reduce rate of absenteeism,

-Increase productivity,

-Increase the profit of the

organization, -increase
INTERVENING employee’s satisfaction
VARIABLES
-Reduce rates of staff turnover
 polices,

 labor laws

Source: Researcher (2019)

2.5.1 Explanation of the Conceptual Framework

In the Figure 2.1 the dependent variables will include; the independent variable is the health and
safety practices that include; first aid, medical facility and lastly personal protective equipment.
The dependent variable is the productivity in the wine industry which includes; reduce rate of
absenteeism, increase productivity, increase the profit of the organization, increase employee’s
satisfaction and lastly reduce rates of staff turnover.

The intervening variable in this study include polices and labor laws which are hypothetical
variables that do influence and must be in place if health and safety practices are to lead to
employee productivity. Not having polices and labor laws in place makes it difficult for
companies to have health and safety practices in place and this at the end of the day leads to
reduction in the productivity in the Wine industry. The intervening variables that will impact the
independent variables include the existing polices on health and safety in place and the labor
laws of Tanzania and how they safeguard the health and safety of staffs.

17
The conceptual framework above show the cause effect relationship between the independent
variables which are the different health and safety practices results in the dependent variables
which is productivity in the wine industry having been impacted by intervening variables such as
polices and labor laws. Therefore, having health and safety practices such as first aid, medical
facility and personal protective equipment together with different polices and labor laws in place
leads to reduction in the rate of absenteeism, increased productivity, increases the profit of the
organization, increases employee’s satisfaction and lastly reduces rates of staff turnover.

18
 CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Research Design

This study adopted descriptive research design since it involves gathering data that describe
events and then organizes, tabulates, depicts, and describes the data collection. Descriptive
research utilizes elements of both quantitative and qualitative. It also involves collections of
quantitative information that can be tabulated along a continuum in numerical form. This
allowed the researcher to describe data and attributes regarding the population and phenomenon
that were studied.

3.2 Area of the Study

This study was conducted in Dodoma Region. The region was selected because it is a major
grape growing region in Tanzania with many wine industries that include; Dodoma Wine
Company (dowico), Central Tanzania Wine Company (cetawico), Sixville wine, Alko Vintages,
KokuTuty Estate Winery (UPENDO Canna & Balozi Wines), Robbins Enterprises (Tully's
Wine), and Kings wine. All wine industries in Dodoma region were included in the study.

3.3 Sample size and Sampling procedures

3.3.1 Target Population

The target population in this study included all workers of all wine industries in Dodoma region.
These were selected because they directly know the contributions of ensuring health and safety
compliance in their respective wine industries and the contribution it had on productivity.

3.3.2 Sample Size

The sample size of the study was obtained from 200 employees from the selected wine industries
in Dodoma Region using the formula as described by Rwegoshora (2006).

19
 ……………………………………………. (1)

Where by n = Sample size,

N= Total population

x = Precision

1= constant

N=200

X=7%

n=101.01 which is approximately 100

Using this formula, the study used a sample size of 100 respondents which was an adequate
number of representatives that possess all characteristics of the target population.

3.3.3 Sampling procedures

The study applied both probability and non-probability sampling procedure in selecting the study
sample. With probability, the study applied simple random method to select temporary and
permanent workers to be included in the sample. Random sampling was used because it made it
possible to cull a smaller sample size from a larger population and use it to research and make
generalizations about the larger group. Purpose sampling was employed to select industries
which produce wine in Dodoma Region and key informants which included top managers of
wine industries in Dodoma. Purposive sampling was used because it provides opportunity to
focus on particular characteristics of the population that are of interest, which best enabled the
researcher to answer their research questions.

20
Table 3.1 Sample size of respondents

Respondents’ category Number of respondents

Dodoma Wine Company (DOWICO) employees 25
Central Tanzania Wine Company (CETAWICO) employees 25
Alko Vintages employees 25
KokuTuty Estate Winery (UPENDO Canna &Balozi Wines) employees 25
Total 100
Source: Estimations by the Researcher (2020)

The 100 questionnaires were distributed proportionally distributed among the four main wine
companies in Dodoma employees so every company had a sample of 25 respondents and the
companies included; Dodoma Wine Company (DOWICO), Central Tanzania Wine Company
(CETAWICO), Alko Vintages and lastly KokuTuty Estate Winery (UPENDO Canna & Balozi
Wines). The study also had 10 key informants where Dodoma Wine Company (DOWICO) and
Central Tanzania Wine Company (CETAWICO) had three and the other two industries had two
due to a small management team they had.

3.4 Data Collection Methods and Instruments

3.4.1 Primary Data

The rationale of using primary data is that; are collected for the particular project at hand. This
means that they are more consistent with the research questions and research objectives. It could
be a bit difficult to learn about opinions and behaviour without asking questions directly to
people involved (Perez and Knell, 2005). In this study, the primary data was collected by using
questionnaires and Key Informants Interviews. Therefore, detailed information about the
contribution of health and safety compliance on wine industry productivity in Dodoma region
was obtained through the use of primary data source.

3.4.1.1Questionnaire

In this study, primary data was collected though questionnaires from the selected wine industries
in Dodoma Region because it is a cheap way to collect data from a potentially large number of
respondents. Questionnaires were administered to the staffs of wine industries in Dodoma region
due to fact that they are well informed of the contribution of health and safety compliance on

21
wine industry productivity. Where the respondents had no challenge with writing and
understanding the questions, they filled the questionnaires themselves and then return to the
researcher. Incases where the respondents could answer through writing, the researcher asked
them from the questionnaire and she filled the questionnaire herself.

The questionnaire contained both open ended and closed ended questions. However, open
ended questions predominated in order to provide opportunity for the respondents to answer the
questions independently. Pre-testing was conducted by the researcher to 10 employees of the
following wine factories; Dodoma Wine Company (dowico), Central Tanzania Wine Company
(cetawico), Alko Vintages and KokuTuty Estate Winery (UPENDO Canna &Balozi Wines) in
order to ensure that questions used are in line with objectives of the study. Thus, and any
difficulties faced by the respondents were noted and ironed out.

3.4.1.2 Key Informants Interviews

Key informant interviews were used to gather opinions about the contribution of health and
safety compliance on wine industry productivity in Dodoma region. Key Informants Interviews
were guided by interview guides to provide more details on the subject matter. In-depth
interviews were conducted to managers in the wine industries in Dodoma. During the in-depth
interviews the researcher led the interview by asking questions and recording the responses using
tape recorder.

3.4.2 Secondary Data

Secondary data was obtained from studies from both published and unpublished documents on
health and safety compliance such as; the Employment and Labour Relations Act No. 6 of 2004,
the Commission for Mediation and Arbitration (CMA) and the Registrar of Trade Unions. This
study used the publications from respective websites of reputable organization. The National
occupational health and safety policy and The Occupational Safety and Health (General
Administrative) Rules, 2015 was used. Furthermore, search engines such as Google scholar were
employed as a means of accessing information related to the contribution of health and safety
compliance on wine industry productivity in Dodoma region. Secondary data supplemented data
obtained from primary sources.

22
3.5 Data processing and analysis

For objective one frequencies and percentages were used in order to find out the occupational
health and safety activities in the wine industry in Dodoma region.

For objective two, multiple regression analysis was used in order to show the influence of health
and safety practices on employee productivity. The formula below was used to show the
influence of health and safety practices on employee productivity.

Y = β0 + β1X1 + β2X2 + β2X3+……………………………………………..+ ϵ

 Y – Dependent variable
 X1, X2, X3 – Independent (explanatory) variables
 First Aid

 Medical facility

 Personal protective equipment

Where; Y= Employee Productivity in the Wine industry in Dodoma region

β0 = Constant
β1 - β3 =Regression coefficients

Objective three was analysed by using mean which helped to show challenges in terms of ranks.
Analysis of data to be obtained through questionnaires survey was preceded by data coding for
easy entry and analysis. Each question was coded to obtain variables with the corresponding
values. After coding, data was entered into the Statistical Tool for Social Sciences (SPSS)
version 22 for analysis using descriptive statistics such as mean. Statistical data was interpreted
and inferences drawn. Counting of frequencies and computation of percentages was carried out
to enable analysis and interpretation of the findings. Findings from descriptive analysis were
presented in form of tables.

Data from Focus Group Discussion and Key Informants Interviews was analysed using content
analysis which is a systematic approach to analyzing qualitative data. Content analysis is a way

23
to distil the information into categories (sometimes referred to as “themes”) that would help the
researcher to make sense of the data.

The different steps that were followed the researcher when analyzing data using content analysis
included; selecting the content that will be analyze, defining the units and categories of analysis,
developing a set of rules for coding, coding the text according to the rules, and finally analyzing
the results and drawing conclusions. Data obtained was read and re-read until the researcher was
familiar with it; it was then organized by question, coded into categories or theme. The
researcher reviewed and revised the coding system, then looked for patterns across categories or
themes and finally summarize the findings, recognize limitations of the data such as key
informant interview respondents who only represent one side of an issue.

3.6 Validity of Instrument

The validity of the measurement tools refers to the extent to which the research instrument
measures what it is intended to measure (Fink, 2006). Validity was addressed during the
planning stage through sorting and pre- testing of the questionnaire for the purpose of measuring
theoretical meaningfulness of the concepts and consistency of language used to present concepts.
Validity was also ensured by asking respondents if questions are clear in order to measure the
intent of the questions. Furthermore, test-retest technique was used to test the validity of the
research instrument before the instrument was administered to the respondents.

3.7 Reliability of the Instrument

According to Joppe (2000), reliability refers to the extent to which results are consistent over
time and an accurate representation of the total population under study, also, if the results of a
study can be reproduced under a similar methodology, then the research instrument
is considered to be reliable. The issue of reliability was considered in the study by using various
methods of data collection which were questionnaires and key informants interviews.

3.8 Ethical Issues

Consideration of ethics and values in research would remind the researcher of the responsibility
for acknowledging, keeping the public informed and protecting the privacy and welfare of

24
human subjects (Mason & Bramble, 1997). In this light, anyone who entered into research
activities needed to adhere to ethical obligations. This study involved the use of questionnaires to
collect data from different respondents and the data was analysed. The researcher obtained
permission from the managements of Dodoma Wine Company (dowico), Central Tanzania Wine
Company (cetawico), Alko Vintages and lastly KokuTuty Estate Winery (UPENDO Canna
&Balozi Wines) with the help of an ethical clearance letter from CBE- Dodoma requesting for
permission to collect data from the company staffs. The data obtained from questionnaires was
used solely for research purposes and was not passed on to any other person or organisation. The
confidentiality of respondents was highly protected in that the questionnaires and were identified
by numbers. The management of the wine industries in Dodoma were told when and where they
would have access to a summary of the findings of the study.

25
 CHAPTER FOUR

RESULTS AND DISCUSSION

4.1 Introduction
This chapter provides findings of the analysed data from field work. The chapter includes the
demographic profile of respondents. Furthermore, the depth discussion was made purposely to
correlate the obtained data from different respondents. The discussion of the finding based on the
specific objectives namely; to find out the occupational health and safety activities, to examine
how health and safety practices influence employee productivity and last to find out the
challenges affecting the implementation of occupational health and safety practices in the wine
industry in Dodoma region. Finally, the chapter summary is provided.

4.2 Response rate

Here the study looked at the retuned and unreturned questionnaires.

Table 4.2: Response rate

Response Frequency Percentage (%)

Returned questionnaires 80 80
Unreturned questionnaire 20 20
Total 100 100
Source: study findings (2020)

Table 4.2 indicates that 80(80%) of the total number of respondents returned their questionnaires
and only 20(20%) did not return their questionnaires. This implies that the biggest portion of the
targeted respondents returned their questionnaires implying that a true image of the contribution
of health and safety compliance on wine industry productivity in Dodoma region was obtained
for generalization. This is supported by Customer Thermometer Ltd (2010) that a survey
response rate of 50% or higher should be considered excellent in most circumstances. A high
response rate is likely driven by high levels of motivation to complete the survey, or a strong
personal relationship between business and customer. The findings are also supported by
Fincham (2008) Response rates approximating 60% for most research should be the goal of
researchers and certainly are the expectation of the Editor and Associate Editors of the Journal.
The study findings are also in agreement with Mugenda and Mugenda (2008) that stated that any

26
response rate of 70 percent and above is taken to be excellent for carrying out analysis and
drawing conclusions.

4.3 Demographic profile and background information of respondents

The study considered the importance of analyzing the demographic characteristics of a study
population as it helps in data interpretation. The sample of this study was drawn from workers of
in the wine industry in Dodoma region. The employees were asked about their age, sex, marital
status, education as these variables were deemed important in interpretation of the data.

4.3.1 Gender analysis

The study was interested in finding out the gender of respondents who participated in this study.
Table 4.3: Respondents’’ Gender.

Gender Frequency Percentage (%)

Male 44 55
Female 36 45
Total 80 100
Source: Research findings (2020)

Table 4.3 show that 44(55%) of the total number of respondents were male while female
respondents constituted 36(45%) of the total number of respondents.

Generally, Table 4.3 revealed that there were more male employees than the female working in
the wine industry in Dodoma region. The intention was to have equal numbers of male and
female respondents in this study. However, this was difficult achieve since most work in the
wine industry requires a lot energy and this makes it unfavorable to women. However, the
difference has no effect on the findings since it is very minimal. The study findings are inline
with Oluoch (2015) that noted that 1% of the respondents were male while 29% were female.
The findings indicate that there is significantly more male than female due to nature of work
done at Kenya Power Company.

4.3.2 Age analysis

The age distribution of the employees in the wine industry in Dodoma region was seen as an
important aspect in the selection of the sample. This has some implication on the understanding

27
of various aspects such as reduction in the rate of absenteeism, increased productivity, increase
in the profit of the organization, -increase employee’s satisfaction and lastly reduction of the
rates of staff turnover related to the contribution of health and safety compliance on wine
industry productivity in Dodoma region.

Table 4.4: Respondents’ age group

Age group Frequency Percentage (%)
20- 29years 19 23.8
30-39 years 27 33.8
40- 49 years 26 32.5
50 and above 8 10.0
Total 80 100
Source: Research findings (2020)

From the findings indicated on Table 4.4 show that 19(23.8%) of the total numbers of
respondents were aged between 20-29 years. The findings show that 27(33.8%) of the total
number of respondents were aged between 30- 39 years, 26(32.5%) was between 40-49 years
and 8(10%) were 50 years and above.

Generally, it can be noted that most respondents where in the age group between 30 to 49 years
of age. This age bracket has been exposed to the National occupational health and safety policy
and the Occupational Safety and Health (General Administrative) Rules, 2015 and thus have the
experience on health and safety compliance and its contribution to the wine industry productivity
Dodoma region. On top of that, a labourforce aged between 30 to 49 years indicates that Dodoma
Wine Industries do possess a young and energetic employee base. The study findings are inline
with Tabitha (2018) who found that majority, 36.50 % were aged between 25-35 years, 27.60%
constituted those aged 36-45 years, 21.20% were aged over 45 years while 14.70% were aged
below 25 years. The study findings implied that most respondents were middle aged.
4.3.3 Marital status analysis.

Marital status was considered as an important element since the marital status of someone show
their level of responsibility and atimes impacts their decision making and so the study found out
the marital status of respondents in the wine industry in Dodoma region.

Table 4.5: Marital status of employees in Dodoma Wine Industries.

28
 Status Frequency Percentage (%)
Single 31 38.8

Married 41 51.3

Widowed 6 7.5

Divorced 2 2.5

Total 80 100

Source: Field data (2020)

Table 4.5 show that 31(38.8%) of total respondents were single. The results also show that
41(51.3%) of the total number of respondents were married and this was the largest marital status
portion for employees in Dodoma Wine Industries. The study findings show that 6( 7.5%) of the
total number of respondents in this study were widowed while only 2(2.5%) of the total number
of respondents were divorced. Generally, Table 4.5 revealed that there was a massive difference
in marital status among different respondents of the study with married employees constituting
the biggest number of employees in the wine industry in Dodoma region.

4.3.4 Education Level analysis

Education level was considered as an important attribute when assessing and understanding the
contribution of health and safety compliance on wine industry productivity Dodoma region. This
was because, education was assumed to have a crucial role in enabling respondents to understand
different questions on the contribution of health and safety compliance, the different
occupational health and safety ,how health and safety practices influence employee productivity
and the challenges affecting the implementation of occupational health and safety practices in the
wine industry in Dodoma region.

29
Table 4.6: Level of education of the respondents in Dodoma Wine Industries.

Education level Frequency Percentage (%)

Secondary education 10 12.5
Diploma 16 20
Degree 45 56.25
Master Degree and other professional courses 9 11.25
TOTAL 80 100
Source: Field data (2020)

The results as per Table 4.6 show that 10(12.5%) of the total number of respondents were
holders of secondary school certificates, while 16(20%) of respondents were diploma holders.
The biggest proportion of respondents was 45(56.3%) of the total number of respondents and
they were degree holders. Finally, only 9(11.3%) of the total number of respondents had master
degrees and other qualifications which included PhD, CPA and others just to mention a few.

Generally, Table 4.6 revealed that most employees had attained diploma education and above
implying that the wine industry in Dodoma region had employees who were well educated and
skilled with the degree level having the biggest portion of employees. The study findings are
similar to those of Tabitha (2018) who noted that most of the respondents are educated and have
an understanding of the impact of occupational health and safety practices on the performance of
an employee.

4.3.5 Period of working in the wine industry in Dodoma region

The study looked for how long the respondents have been working in the wine industry in
Dodoma region as longer working period puts them in a position to fully understand the
occupational health and safety activities and its related benefits and challenges.

Table 4.7: Number of years respondents worked in the wine industry

Response Frequency Percentage (%)

Less than 1 year 12 15.0
1- 5 years 24 30.0
6-10 years 29 36.3
11 and more years 15 18.8
Total 80 100
Source: Field data (2020)

30
The finding as per Table 4.7 show that 12(15%) of respondents had worked in the wine industry
in Dodoma region for less than years while 24(30%) had worked in the wine industry for a
period between 1 to 5 years. The biggest number of respondents had been working in the wine
industry for a period between 6 to 10 years as acknowledged by 29(36.3%) of respondents.
Finally, 15(18.8%) had worked in the wine industry for more than 15 years.

Generally, Table 4.7 revealed that most employees had worked for Dodoma wine industries for a
long period of time so the information they provided was reliable and accurate regarding the
contribution of health and safety compliance on wine industry productivity in Dodoma region.
The study findings are inline with Oluoch (2015) who also found that most of the respondents
had worked at the company for more than 10 years. It can be concluded that most of the
respondents had enough experience hence provided most reliable information on occupational
health and safety programs in the Company. The study findings are also inline with Gbadago, et
al (2017) who revealed that Eighty percent had been working with the hospital for periods
between 1 – 5 years while 20percent has been working for over 11 years in the hospital.

4.4 The occupational health and safety activities in the wine industry in Dodoma region
The study intended to find out the different occupational health and safety activities existing in the
wine industries in Dodoma region using the likert scale where 1 = strongly disagree, 2 =
disagree 3 = undecided 4 = agree 5 = strongly agree.

31
Table 4.8: The occupational health and safety activities in the wine industry in Dodoma region

Safety Education 1 2 3 4 5

Employees receive sufficient health information and training 0 2(2.5%) 8(10%) 48(60%) 22(27.5%)
Regular seminars are held on personal safety responsibility 0 12(15%) 13(16.3%) 38(47.5%) 17(21.3%)

Safety education is conducted at all levels 2(2.5%) 18(22.5%) 18(22.5%) 30(37.5%) 12(15%)
Direct supervision and monitoring are offered to trainees 0 17(21.3%) 13(16.3%) 35(43.8%) 15(18.8%)

There are safety representatives to deal with safety issues 8(10%) 16(20%) 15(18.8%) 29(36.3%) 12(15%)

There is employee participation and involvement in safety 10(12.5%) 14(17.5%) 8(10%) 32(40%) 16(20%)
issues

Inspection, Maintenance, and Repair of Machines          

There is regular inspection of machines for effectiveness 0 8(10%) 16(20%) 33(41.3%) 23(28.8%)

There is continuous maintenance of machines 0 0 8(10%) 45(56.3%) 27(33.8%)

Faulty machines are regularly repaired 0 0 12(15%) 43(53.8%) 25(31.3%)

Clear records of the machines and their conditions are kept 4(5%) 7(8.8%) 8(10%) 31(38.8%) 23(28.8%)

There is systematic evaluation of work environment 7(8.8%) 15(18.8%) 10(12.5%) 28(35%) 20(25%)

Employee Protection Practices          

We conduct continuous monitoring /assessment of safety levels 11(13.8%) 14(17.5%) 18(22.5%) 26(32.5%) 11(13.8%)

All employees have insurance medical cover 18(22.5%) 22(27.5%) 7(8.8%) 24(30%) 9(11.3%)

There are clearly marked safety conditions e.g. danger 0 4(5%) 12(15%) 39(48.8%) 25(31.3%)

The management reinforces safety rules 5(6.3%) 12(15%) 9(11.3%) 30(37.5%) 24(30%)

Employees use protective clothing and equipment 7(8.8%) 10(12.5%) 4(5%) 37(46.3%) 22(27.5%)

Hazard Mitigation Practices          

Clear records of accidents and safety incidences are maintained 10(12.5%) 11(13.8%) 20(25%) 29(36.3%) 20(25%)

Regular assessment is done on safety levels achieved 4(5%) 15(18.8%) 7(8.8%) 35(43.8%) 19(23.8%)

There are clear measures to respond to workplace hazards 5(6.3%) 8(10%) 9(11.3%) 30(37.5%) 28(35%)

We conduct assessment of risks for future hazard mitigation 9(11.3%) 14(17.5%) 5(6.3%) 32(40%) 20(25%)

We implement remedial measures to mitigate risks 5(6.3%) 13(16.3%) 16(20%) 28(35%) 18(18.8%)

Employees use protective equipment: fire extinguisher, first aid 9(11.3%) 10(12.5%) 2(2.5%) 35(43.8%) 24(30%)
kit

Physical Plant Layout          

32
The buildings and other infrastructure are spacious 5(6.3%) 8(10%) 7(8.8%) 34(42.5%) 26(32.5%)

Safety conditions are clearly marked to create awareness 3(3.8%) 10(12.5%) 5(6.3%) 37(46.3%) 25(31.3%)

The buildings have fire exit doors 11(13.8%) 16(20%) 10(12.5%) 24(30%) 19(23.8%)

Electric cables are well insulated 4(5%) 6(7.5%) 5(6.3%) 37(46.3%) 28(35%)

Employee Empowerment Practices          

The management encourages employee involvement in safety 6(7.5%) 7(7.8%) 6(7.5%) 34(42.5%) 27(33.8%)
issues
There is safety education 6(7.5%) 14(17.5%) 8(10%) 30(37.5%) 22(27.5%)

Employees are rewarded for high safety performance levels 13(16.3%) 20(25%) 24(30%) 15(18.8%) 8(10%)

There is a safety officer to deal with safety issues 0 14(17.5%) 25(31.3%) 26(32.5%) 15(18.8%)

The management often delegate duties on safety to employees 6(7.5%) 11(13.8%) 9(11.3%) 36(45%) 18(18.8%)

Employees undergo regular safety trainings 0 22(27.5%) 5(6.3%) 33(41.3 20(25%)

Source: Field data (2020)

4.4.1.1 Safety Education

Table 4.8 shows that employees received sufficient health information and training as 48(60%)
of the total number of respondents agreed and 22(27.5%) strongly agreed. 38(47.5%) of the total
number of respondents agreed that regular seminars were held on personal safety responsibility.
17(21.3%) of the total number of respondents strongly agreed that regular seminars were held on
personal safety responsibility. On the other hand, Safety education was conducted at all levels as
acknowledge by 30(37.5%) that agreed and 12(15%) that strongly agreed that Safety education
was conducted at all levels. Furthermore 35(43.8%) of the total number of respondents agreed
that direct supervision and monitoring were offered to trainees. 15(18.8%) of the total number of
respondents strongly agreed that direct supervision and monitoring were offered to trainees.
29(36.3%) of the total number of respondents agreed that there are safety representatives to deal
with safety issues. 12(15%) of the total number of respondents strongly agreed that there are
safety representatives to deal with safety issues. There was employee participation and
involvement in safety issues as agreed by 32(40%) of the total number of respondents and
strongly agreed by 16(20%) of the total number of respondents.

Generally, as far as Safety Education aspects are concerned Table 4.8 revealed that, employees
received sufficient health information and training, there were regular seminars were held on

33
personal safety responsibility, Safety education was conducted at all levels, there were direct
supervision and monitoring were offered to trainees, safety representatives were available to deal
with safety issues with employee participation and involvement in safety issues. This is
supported by Odongo (2012) who noted that occupational safety management practices existed
among electronic media houses in Kisumu County and they included; Inspection, safety
education practices; proactive identification of hazards; and employee empowerment.

4.4.1.2 Inspection, Maintenance, and Repair of Machines

The study findings as per the table above show that there is regular inspection of machines for
effectiveness as acknowledged by 33(41.3%) of the respondents that agreed and 23(28.8%) of
the total number of respondents strongly agreed. Continuous maintenance of machines is carried
out as acknowledged by 45(56.3%) of the respondents that agreed and 27(33.8%) that strongly
agreed. Faulty machines were regularly repaired as stated by 43(53.8%) that agreed and
25(31.3%) that strongly agreed. It was also noted that clear records of the machines and their
conditions are kept as 31(38.8%) of the total number of respondents agreed and 23(28.8%)
strongly agreed. In the wine industry in Dodoma, t here is systematic evaluation of work
environment as most employees acknowledged with 28(35%) agreed and 20(25%) strongly
agreed.

Generally, Table 4.8 revealed that there are regular inspection of machines for effectiveness,
there is continuous maintenance of machines, faulty machines are regularly repaired, clear
records of the machines and their conditions are kept and lastly there is there is systematic
evaluation of work environment in the Wine industries in Dodoma. This is supported by Odongo
(2012) who stated that the following occupational safety management practices existed among
electronic media houses in Kisumu County and maintenance and repair of machines was one of
them.

34
4.4.1.3 Employee Protection Practices
From the study findings in the table above, the wine industry in Dodoma conducted continuous
monitoring /assessment of safety levels as acknowledged by 26(32.5%) of the total number of
respondents agreed and 11(13.8%). 24(30%) agreed that employees had insurance medical cover
and only 9(11.3%) strongly agreed that employees have insurance medical cover. Well
39(48.8%) agreed that there are clearly marked safety conditions e.g. danger while 25(31.3%)
strongly agreed that there are clearly marked safety conditions e.g. danger. In the wine industry in
Dodoma, 30(37.5%) agreed that the management reinforces safety rules and 24(30%) strongly
agreed that the management reinforces safety rules. Much as not all employees use protective
clothing and equipment, 37(46.3%) agreed that employees use protective clothing and equipment
while 22(27.5%) strongly agreed.

Generally, Table 4.8 revealed that continuous monitoring /assessment of safety levels are
conducted, employees have insurance medical cover, there are clearly marked safety conditions
e.g. danger and lastly managements of Wine industries in Dodoma do reinforce safety rules
Employees use protective clothing and equipment. This is supported by Odongo (2012) who
indicated that the following occupational safety management practices existed among electronic
media houses in Kisumu County include employee protection from hazards

4.4.1.4 Hazard Mitigation Practices

The study findings as per the table above show that majority of the respondents acknowledged
that there was maintenance of clear records of accidents and safety incidences as 29(36.3%) agreed
and 20(25%) strongly agreed. Majority of the respondents that is 35(43.8%) agreed and
19(23.8%) strongly agreed that regular assessment was done on safety levels achieved. Clear
measures to respond to workplace hazards were in place as noted by 30(37.5%) that agreed and
28(35%) that strongly agreed. On the other hand, assessment of risks for future hazard mitigation
was conducted as only a few respondents that is 9(11.3%) strongly disagreed and 14(17.5%)
disagreed while the majority agreed and strongly agreed as depicted by 32(40%) and 20(25%)
of the total number of respondents respectively. 28(35%) and 18(18.8%) of the total number of
respondents agreed and others strongly agreed that there was implementation of remedial

35
measures to mitigate risks. Much as some respondents didn’t acknowledge the use of protective
equipment including fire extinguisher, first aid kit majority of the respondents that is
35(43.8%) and 24(30%) agreed and strongly agreed that employees used protective equipment.

Generally, Table 4.8 revealed that, clear records of accidents and safety incidences are
maintained, regular assessment are done on safety levels achieved, there are clear measures to
respond to workplace hazards, assessment of risks for future hazard mitigation are conducted,
implementation remedial measures to mitigate risks is carried out and Employees use protective
equipment: fire extinguisher, first aid kit in the Wine Industries in Dodoma. This is supported by
Odongo (2012) who indicated that the following occupational safety management practices
existed among electronic media houses in Kisumu County; Inspection, maintenance and repair of
machines; employee protection from hazards; having efficient physical plants layout; safety
education practices; proactive identification of hazards; and employee empowerment

4.4.1.5 Physical Plant Layout

The study findings show that the buildings and other infrastructure were spacious as only
5(6.3%) and 8(10%) respectively disagreed and strongly disagree. On the other hand, 34(42.5%)
strongly that the buildings and other infrastructure were spacious while 26(32.5%) strongly
agreed that the buildings and other infrastructure were spacious.

On the other hand, 3(3.8%) strongly disagreed that Safety conditions are clearly marked to create
awareness. 10(12.5%) disagreed that Safety conditions are clearly marked to create awareness.
Yet 5(6.3%) of the total number of respondents were undecided that Safety conditions were
clearly marked to create awareness. 37(46.3%) of the total number agreed that Safety conditions
are clearly marked to create awareness while 25(31.3%) strongly agreed that Safety conditions
are clearly marked to create awareness.

On whether the buildings had fire exit doors 11(13.8%) strongly disagreed while 16(20%) agreed
that the buildings had fire exit doors. A reasonable number of respondents that was 10(12.5%)
where undecided on whether the buildings had fire exit doors. On the otherhand 24(30%) of the
total number of respondents agreed that the buildings had fire exit doors and 19(23.8%) of the
total number of respondents strongly agreed that the buildings had fire exit doors.

36
The study findings show that 4(5%) of the total number of respondents strongly disagreed that
electric cables were well insulated. 6(7.5%) of the total number of respondents disagreed that
electric cables were well insulated. Only 5(6.3%) of the total number of respondents were
undecided that electric cables were well insulated. 37(46.3%) of the total number of respondents
agreed that electric cables were well insulated. 28(35%) strongly agreed that electric cables were
well insulated.

Generally, Table 4.8 revealed that, the buildings and other infrastructure are spacious, Safety
conditions are clearly marked to create awareness, the buildings have fire exit doors and lastly
electric cables are well insulated in the Wine industries in Dodoma. The findings are supported
by Safety, Health and Welfare at Work Act 2005 (the 2005 Act) that states that employees must
be made aware of all possible escape routes and emergency drills should be used regularly to
practice using them as part of emergency routines. It further states that all premises should have
an escape plan that clearly identifies the action that employees and others should take in the
event of a fire. This may include duties for employees to check areas are clear, close doors and
assist others.

4.4.1.6 Employee Empowerment Practices

From the study findings, 6(7.5%) of the total number of respondents strongly disagreed that the
management encouraged employee involvement in safety issues. 7(7.8%) disagreed that the
management encouraged employee involvement in safety issues. 6(7.5%) were undecided on
whether the management encouraged employee involvement in safety issues. 34(42.5%) agreed
that the management encouraged employee involvement in safety issues. 27(33.8%) strongly
agreed that the management encouraged employee involvement in safety issues.

The study findings show that 6(7.5%) of the total number of respondents strongly disagreed that
there is safety education. 14(17.5%) disagree that there was safety education. Only 8(10%) were
undecided that there is safety education. 30(37.5%) agreed that there was safety education.
22(27.5%) of the total number of respondents strongly agreed that there was safety education

13(16.3%) of the total number of respondents strongly disagreed that employees were rewarded
for high safety performance levels. 20(25%) of the respondents disagreed that employees were
rewarded for high safety performance levels. The biggest number of respondents were undecided

37
that employees were rewarded for high safety performance levels as revealed by 24(30%) of the
total number of respondents. 15(18.8%) of the respondents agreed that employees were
rewarded for high safety performance levels and only 8(10%) strongly agreed that employees
were rewarded for high safety performance levels

The study findings show that 14(17.5%) disagreed that here is a safety officer to deal with safety
issues. 25(31.3%) were undecided on whether there is a safety officer to deal with safety issues.
26(32.5%) agreed that there is a safety officer to deal with safety issues. 15(18.8%) of the total
number of respondents strongly agree that there is a safety officer to deal with safety issues.

The study findings show that 6(7.5%) of the total number of respondents strongly disagreed that
the management often delegate duties on safety to employees. 11(13.8%) of the total number of
respondents strongly disagreed that the management often delegate duties on safety to
employees. Only 9(11.3%) were undecided on whether the management often delegate duties on
safety to employees. 36(45%)of the total number of respondents agreed that the management
often delegate duties on safety to employees. 18(18.8%) of the total number of respondents
strongly agreed that the management often delegate duties on safety to employees

The study findings show that 22(27.5%) disagreed that employees undergo regular safety
trainings. 5(6.3%) were undecided on whether employees undergo regular safety trainings.
33(41.3%) agreed that employees undergo regular safety trainings and finally 20(25%) of the
total number of respondents strongly agreed that employees undergo regular safety trainings.

As far as Employee Empowerment Practices is concerned, the management encourages

employee involvement in safety issues, there is safety education, though employees are not
rewarded for high safety performance levels, there is a safety officer to deal with safety issues,
the management often delegate duties on safety to employees and finally Employees undergo
regular safety trainings in the Wine industries in Dodoma.

On the other hand one of the interviewees indicated the existence of occupational health and
safety activities in the wine industry in Dodoma region, as he stated that, “we have sign posts
around the factory to show our staffs the danger zones, and we make sure that our factory
workers do wear over rolls and gloves when at work, in some areas of the industry. At Alko
Vintages we have engineers who regularly inspect the machines for effectiveness and carry out

38
their maintenance. Also, our staffs are provided with face masks mainly in the production
section”.
Generally, Table 4.8 revealed that, the occupational health and safety activities in the wine
industry in Dodoma region that were observed included; Safety Education, Inspection
Maintenance and Repair of Machines, Employee Protection Practices, Hazard Mitigation
Practices, Physical Plant Layout, and existence of safety education. The findings are supported
by Safety, Health and Welfare at Work Act 2005 (the 2005 Act) that states that it is a line-
management responsibility to monitor safety and health performance against predetermined
plans and standards. Monitoring reinforces management’s commitment to safety and health
objectives in general and helps to develop a positive safety and health culture by rewarding
positive work done to control risk. The study further emphasized that there are two types of
monitoring are required: Active Systems, that monitor the design, development, installation and
operation of management arrangements, safety systems and workplace precautions. Secondly,
reactive systems, that monitor accidents, ill health, incidents and other evidence of deficient
safety and health performance.

4.4.2 The occupational health management practices

Here the study looked at the different the occupational health management practices in the wine industry
in Dodoma region whereby 1 = strongly disagree, 2 = disagree, 3 = undecided ,4 = agree, 5 =
strongly agree.

39
Table 4.9: The occupational health management practices

Health Education 1 2 3 4 5
Regular health seminars 17(21.3%) 20(25%) 10(12.5%) 18(22.5%) 15(18.8%)
Greater employee participation in health
issues such as environmental quality, injury 12(15%) 17(21.3%) 7(8.8%) 25(31.3%) 19(23.8%)
and violence
Health education is conducted at all
14(17.5%) 22(27.5%) 10(12.5%) 20(25%) 14(17.5%)
management levels
Health Rules and Regulations          
Strict enforcement of health rules and
15(18.8%) 17(21.3%) 6(7.5%) 23(28.8%) 19(23.8%)
regulations
Unified framework of legislation cover all
17(21.3%) 28(35%) 5(6.3%) 18(22.5%) 12(15%)
work activities
Adequate resources are committed to
20(25%) 27(33.8%) 3(3.8%) 18(22.5%) 12(15%)
statutory health regulations
All employees are medically examined during
30(37.5%) 50(62.5%) 0 0 0
recruitment
There are well articulated hazard response
9(11.3%) 17(21.3%) 8(10%) 27(33.8%) 19(23.8%)
measures
Employees are disciplined for violating health
12(15%) 15(18.8%) 9(11.3%) 24(30%%) 20(25%)
rules
Medical programs          
There is a clearly stated and written medical
24(30%%) 32(32%) 10(12.5%) 9(11.3%) 5(6.3%)
program
There is an in-and-outpatient medical
33(41.3 47(58.8%) 0 0 0
schemes
There is medical insurance cover for all
17(21.3%) 23(28.8%) 3(3.8%) 21(26.3%) 16(20%)
employees
There is medical insurance cover for
23(28.8%) 29(36.3%) 2(2.5%) 16(20%) 10(12.5%)
immediate dependants
The organization meets the statutory health
9(11.3%) 18(22.5%) 7(8.8%) 24(30%) 22(27.5%)
regulations
The organization gives insurance benefits to
14(17.5%) 22(27.5%) 2(2.5%) 26(32.6%) 16(20%)
its Workers
Health Surveillance Practices          
There are adequate health facilities: first aid,
emergency dispensary, medical consulting 0 0 5(6.3%) 42(52.5%) 33(41.3%)
facility
There is a registered doctor/ nurse to deal
0 0 0 46(57.5%) 34(42.5%)
with health issues
Periodic medical exams are conducted for
27(33.8%) 36(45%) 4(5%) 10(12.5%) 3(3.8%)
exposure to hazards
Clear health records are maintained for all
26(32.5%) 45(56.3%) 5(6.3%) 4(5%) 0
employees
There is screening and for possible health risk
24(30%%) 42(52.5%) 8(10%) 6(7.5%) 0
factors
Employee Counseling and Rehabilitation          
Clear health records are maintained for all
20(25%) 23(28.8%) 5(6.3%) 22(27.5%) 10(12.5%)
employees
The organization has effective employee 32(40%) 48(60%) 0 0 0

40
rehabilitation program
Employees are regularly counseled on health
20(25%) 22(27.5%) 2(2.5%) 20(25%) 16(20%)
issues
Drug testing and screening is done to detect
29(36.3%) 51(63.8%) 0 0 0
use of illegal substances
Physical Fitness Practices          
The management promotes employee’s
20(25%) 52(65%) 8(10%) 0 0
physical fitness
The organization has an effective physical
25(31.3%) 55(68.8%) 0 0 0
fitness program
Noise and Vibration Control          
The organization has noise control equipment
22(27.5%) 24(30%) 5(6.3%) 17(21.3%) 12(15%)
such as silencers
The organization has vibration control
37(46.3%) 43(53.8%) 0 0 0
equipment
Source: Field data (2020)

4.4.2.1 Health Education

Table 4.9 shows that 17(21.3%) of the total number of respondents strongly disagreed that there
are regular health seminars. 20(25%) of the total number of respondents disagreed that there are
regular health seminars. 10(12.5%) of the total number of respondents were undecided on regular
health seminars. 18(22.5%) of the total number of respondents agreed that there are regular
health seminars. 15(18.8%) of the total number of respondents strongly agree that there are
regular health seminars.

The results as per Table 4.9 show that show that 12(15%) of the total number of respondents
strongly disagreed that there were greater employee participation in health issues. 17(21.3%) of
the total number of respondents disagreed that there were greater employee participation in
health issues. 7(8.8%) of the total number of respondents were undecided no whether there was
greater employee participation in health issues. 25(31.3%) of the total number of respondents
agreed that there were greater employee participation in health issues. 19(23.8%) of the total
number of respondents strongly agreed that there were greater employee participation in health
issues.

The results as per Table 4.9 show that 14(17.5%) strongly disagreed that Health education was
conducted at all management levels. 22(27.5%) disagreed that Health education is conducted at
all management levels. 10(12.5%) were undecided on whether Health education is conducted at
all management levels. 20(25%) agreed that Health education is conducted at all management

41
levels while 14(17.5%) strongly agreed that Health education is conducted at all management
levels.

Generally, Table 4.9 revealed that, health seminars have not been regular, however there has
been greater employee participation in health issues such as environmental quality, injury and
violence but the wine industries in Dodoma region have failed to conduct Health education at all
management levels. The findings are contrary to Esi (2012) who recommended that copies of
organisational safety and health procedures should be given to employees so that they may be
aware of the laid down policies, rules and safety precautions to reduce accidents in the
organisation as well as health and safety measures should be in place and employees should be
trained on how to use the emergency facilities in case of a problem. There should be a
continuous review of occupational health and safety policies, to ensure that firms have up to date
safety measures in place.

4.4.2.2 Health Rules and Regulations

The study findings show that 15(18.8%) of the total number of respondents strongly disagreed
that there was Strict enforcement of health rules and regulations. 17(21.3%) of the total number
of respondents disagreed that there was Strict enforcement of health rules and regulations.
6(7.5%) of the total number of respondents were undecided on there was Strict enforcement of
health rules and regulations. 23(28.8%) of the total number of respondents agreed that there was
Strict enforcement of health rules and regulations. 19(23.8%) of the total number of respondents
strongly agreed that there was Strict enforcement of health rules and regulations

From the study findings 17(21.3%) strongly disagreed that of the total number of respondents
strongly disagreed that there was unified framework of legislation cover all work activities.
28(35%) disagreed that of the total number of respondents strongly disagreed that there was
unified framework of legislation cover all work activities. 5(6.3%) were undecided on whether
there was unified framework of legislation cover all work activities. 18(22.5%) agreed that of
the total number of respondents strongly disagreed that there was unified framework of
legislation cover all work activities. 12(15%) strongly agreed that of the total number of
respondents strongly disagreed that there was unified framework of legislation cover all work
activities.

42
The study findings show that majority of the respondents disagreed that adequate resources are
committed to statutory health regulations as depicted by27(33.8%). 20(25%) strongly disagreed
that adequate resources are committed to statutory health regulations. 3(3.8%) were undecided
on whether adequate resources were committed to statutory health regulations. 18(22.5%) agreed
that adequate resources are committed to statutory health regulations. 12(15%) strongly agreed
that adequate resources are committed to statutory health regulations.

The study findings show that 30(37.5%) strongly agreed all employees were medically examined
during recruitment. 50(62.5%) agreed all employees were medically examined during
recruitment.

The study findings show that 9(11.3%) strongly disagreed that there are well articulated hazard
response measures. 17(21.3%) agreed that there are well articulated hazard response measures.
8(10%) were undecided on whether there were well articulated hazard response measures.
27(33.8%) agreed that there were well articulated hazard response measures. 19(23.8%) strongly
agreed that there are well articulated hazard response measures.

The study findings as per the Table 4.9 above show that 12(15%) of the total number of
respondents strongly disagreed that employees were disciplined for violating health rules.
15(18.8%) of the total number of respondents disagreed that employees were disciplined for
violating health rules. 9(11.3%) of the total number of respondents were undecided on whether
the employees were disciplined for violating health rules. 24(30%%) of the total number of
respondents agreed that employees were disciplined for violating health rules. 20(25%) of the
total number of respondents strongly agreed that employees were disciplined for violating health
rules

Generally, Table 4.9 revealed that, there are strict enforcement of health rules and regulations but
with no unified framework of legislation cover all work activities and few resources are
committed to statutory health regulations with not all employees being medically examined
during recruitment. However, the Dodoma Wine Industries have in place well-articulated hazard
response measures and do discipline employees for violating health rules. The findings are
supported by Esi (2012) who recommended that copies of organisational safety and health
procedures should be given to employees so that they may be aware of the laid down policies,

43
rules and safety precautions to reduce accidents in the organisation as well as health and safety
measures should be in place and employees should be trained on how to use the emergency
facilities in case of a problem. There should be a continuous review of occupational health and
safety policies, to ensure that firms have up to date safety measures in place.

4.4.2.3 Medical programs

The study findings as per the table above show that 24(30%) of the respondents strongly
disagreed that there is a clearly stated and written medical program. 32(32%) of the respondents
disagreed that there is a clearly stated and written medical program. 10(12.5%) of the
respondents were undecided that there is a clearly stated and written medical program. 9(11.3%)
of the respondents agreed that there is a clearly stated and written medical program. 5(6.3%) of
the respondents strongly agreed that there is a clearly stated and written medical program.

The study findings show that 33(41.3%) of the respondents strongly disagreed that there is an in-
and-out-patient medical scheme. 47(58.8%) of the respondents disagreed that there is an in-and-
out-patient medical scheme.

The study findings show that 17(21.3%) of the respondents strongly disagreed that there is
medical insurance cover for all employees. 23(28.8%) of the respondents disagreed that there is
medical insurance cover for all employees. 3(3.8%) of the respondents were undecided on
whether there is medical insurance cover for all employees. 21(26.3%) of the respondents agreed
that there is medical insurance cover for all employees. 16(20%) of the respondents strongly
agreed that there is medical insurance cover for all employees.

The study findings show that 23(28.8%) of the respondents strongly disagreed that there is
medical insurance cover for immediate dependants. 29(36.3%) of the respondents disagreed that
there is medical insurance cover for immediate dependants. 2(2.5%) of the respondents were
undecided that there is medical insurance cover for immediate dependants. 16(20%) of the
respondents agreed that there is medical insurance cover for immediate dependants. 10(12.5%)
of the respondents strongly agreed that there is medical insurance cover for immediate
dependants.

44
The study findings show that 9(11.3%) of the respondents strongly disagreed that the
organization meets the statutory health regulations. 18(22.5%) of the respondents disagreed that
the organization meets the statutory health regulations. 7(8.8%) of the respondents were
undecided on whether the organization meets the statutory health regulations. 24(30%) of the
respondents agreed that the organization meets the statutory health regulations. 22(27.5%) of the
respondents strongly agreed that the organization meets the statutory health regulations.

From the table above, the study findings show that 14(17.5%) of the respondents strongly
disagreed that the organization gives insurance benefits to its Workers. 22(27.5%) ofthe
respondents disagreed that the organization gives insurance benefits to its Workers. 2(2.5%) of
the respondents were undecided on whether the organization gives insurance benefits to its
Workers. 26(32.6%) of the respondents agreed that the organization gives insurance benefits to
its Workers. 16(20%) of the respondents strongly agreed that the organization gives insurance
benefits to its Workers.

Generally, Table 4.9 revealed that there are no clearly stated and written medical program with
no in-and-outpatient medical schemes, there is no medical insurance cover for all employees and
no medical insurance cover for immediate dependants. However, the Eine industries in Dodoma
region try to meets the statutory health regulations and do give insurance benefits to its Workers.
This is are contrary to Greepherson (2013) who recommended Training and education,
involvement of staffs, conforming to the budget, and motivation. The findings are contrary to Esi
(2012) who recommended that copies of organisational safety and health procedures should be
given to employees so that they may be aware of the laid down policies, rules and safety
precautions to reduce accidents in the organisation as well as health and safety measures should
be in place and employees should be trained on how to use the emergency facilities in case of a
problem. There should be a continuous review of occupational health and safety policies, to
ensure that firms have up to date safety measures in place.

4.4.2.4 Health Surveillance Practices

The study findings show that 5(6.3%) were undecided on whether there are adequate health
facilities: first aid, emergency dispensary, medical consulting facility. 42(52.5%) of the
respondents agreed that there are adequate health facilities: first aid, emergency dispensary,

45
medical consulting facility. 33(41.3%) of the respondents strongly agreed that there are adequate
health facilities: first aid, emergency dispensary, medical consulting facility.

The study findings show that 46(57.5%) of the respondents agreed that there is a registered
doctor/ nurse to deal with health issues. 34(42.5%) of the respondents strongly agreed that there
is a registered doctor/ nurse to deal with health issues.

From the table above, the study findings show that 27(33.8%) of the respondents strongly
disagreed that periodic medical exams are conducted for exposure to hazards. 36(45%) of the
respondents disagreed that periodic medical exams are conducted for exposure to hazards. 4(5%)
were undecided on whether periodic medical exams are conducted for exposure to hazards.
10(12.5%) of the respondents agreed that periodic medical exams are conducted for exposure to
hazards.3(3.8%) of the respondents strongly agreed that periodic medical exams are conducted
for exposure to hazards.

From the table above, the study findings show that 26(32.5%) of the respondents strongly
disagreed that Clear health records are maintained for all employees. 45(56.3%) of the
respondents disagreed that Clear health records are maintained for all employees.5 (6.3%) of the
respondents were undecided on whether Clear health records are maintained for all employees.
4(5%) of the respondents agreed that Clear health records are maintained for all employees.

The study findings show that 24(30%) of the respondents strongly disagreed that there is
screening and for possible health risk factors .42(52.5%) of the respondents disagreed that there
is screening and for possible health risk factors. 8(10%) of the respondents were undecided that
there is screening and for possible health risk factors. 6(7.5%) of the respondents agreed that
there is screening and for possible health risk factors.

Generally, Table 4.9 revealed that, there are adequate health facilities: first aid, emergency
dispensary, medical consulting facility and the wine industries in Dodoma do have a registered
doctor/ nurse to deal with health issues. However, there are no periodic medical exams
conducted for exposure to hazards, no clear health records maintained for all employees and no
screening and for possible health risk factors. This is supported by Dwomoh et al (2013), who
concluded that organizations needed to pay much attention to their health and safety measures
since apart from the fact that in other jurisdictions it was backed by law and is mandatory, it was

46
classified as an existence need for which other motivational factors meant to improve
employees’ performance revolves.

4.4.2.5 Employee Counseling and Rehabilitation

The study findings show that 20(25%) of the respondents strongly disagreed that Clear health
records are maintained for all employees. 23(28.8%) of the respondents disagreed that Clear
health records are maintained for all employees. 5(6.3%) of the respondents were undecided on
whether Clear health records are maintained for all employees. 22(27.5%) of the respondents
agreed that Clear health records are maintained for all employees. 10(12.5%) of the respondents
strongly agreed that Clear health records are maintained for all employees

The study findings show that 32(40%) of the respondents strongly disagreed that the
organization has effective employee rehabilitation program. 48(60%) of the respondents
disagreed that the organization has effective employee rehabilitation program.

The study findings show that 20(25%) of the respondents strongly disagreed that the employees
are regularly counseled on health issues. 22(27.5%) of the respondents disagreed that the
employees are regularly counseled on health issues. 2(2.5%) of the respondents were undecided
on whether the employees are regularly counseled on health issues. 20(25%) of the respondents
agreed that the employees are regularly counseled on health issues. 16(20%) of the respondents
strongly agreed that the employees are regularly counseled on health issues.

The study findings show that 29(36.3%) of the respondents strongly disagreed that drug testing
and screening was done to detect use of illegal substances. 51(63.8%) of the respondents
disagreed that drug testing and screening is done to detect use of illegal substances.

Generally, Table 4.9 revealed that, the Wine industries in Dodoma region do not maintain clear
health records for all employees, the organization has no effective employee rehabilitation
program, employees are not regularly counseled on health issues with no drug testing and
screening done to detect use of illegal substances. This is supported by Mathioudakis, et al
(2016) who stated that health record keeping is an integral component in good professional
practice and the delivery of quality healthcare. Regardless of the form of the records (i.e.
electronic or paper), good clinical record keeping should enable continuity of care and should

47
enhance communication between different healthcare professionals. Consequently, clinical
records should be updated, where appropriate, by all members of the multidisciplinary team that
are involved in a patient’s care (physicians, surgeons, nurses, pharmacists, physiotherapists,
occupational therapists, psychologists, chaplains, administrators or students). Should the need
arise patients themselves should have access to their records to be able to see what has been done
and what has been considered. Clinical records are also valuable documents to audit the quality
of healthcare services offered and can also be used for investigating serious incidents, patient
complaints and compensation cases.

4.4.2.6 Physical Fitness Practices

The study findings show that 20(25%) of the respondents strongly disagreed that the
management promotes employees’ physical fitness. 52(65%) of the respondents disagreed that
the management promotes employees’ physical fitness. 8(10%) of the respondents were
undecided on whether the management promotes employees’ physical fitness.

The study findings show that 25(31.3%) of the respondents strongly disagreed that the
organization has an effective physical fitness program. 55(68.8%) of the respondents disagreed
that the organization has an effective physical fitness program.

Generally, Table 4.9 revealed that, Dodoma wine industries' managements do not promote
employee’s physical fitness and the Wine industries in Dodoma do not have an effective physical
fitness program. The study findings are inline with Grimani, et al (2019), who noted that workplace
interventions to address issues of fitness and nutrition which include work-related outcomes are
complex and thus challenging to implement and appropriately measure the effectiveness of. The
study findings are also inline with Opel (2012) that noted that the presence of extensive benefits
such as fitness and health promotion programs in the Japanese company stems from its
paternalistic management style. While employee fitness programs in the United States are
primarily intended for the improvement of physiological function, company programs in Japan
have traditionally placed a special emphasis on improving human relations and as a means to
refresh or warm-up workers. An increased pressure for improved productivity may be the current
underlying reason why fitness and health promotion is pursued so vigorously by the Japanese

48
company today. The development of these programs coincides with the rise in popularity of
employee programs in the United States.

4.4.2.7 Noise and Vibration Control

The study findings show that 22(27.5%) of the respondents strongly disagreed that the
organization has noise control equipment such as silencers. 24(30%) of the respondents
disagreed that the organization has noise control equipment such as silencers. 5(6.3%) of the
respondents were undecided on whether the organization has noise control equipment such as
silencers. 17(21.3%) of the respondents agreed that the organization has noise control equipment
such as silencers. 12(15%) of the respondents strongly agreed that the organization has noise
control equipment such as silencers.

The study findings show that 37(46.3%) of the respondents strongly disagreed that the
organization has vibration control equipment. 43(53.8%) of the respondents disagreed that the
organization has vibration control equipment.

On the otherhand one of the enterviewees stated that, “we have fire extinguisher allover the
company, our employees wear face masks, we once in a while train our staffs on how to ensure
safety at work, our factory staffs do wear helmets. We have a standby nurse to attend to our
employees in cases of any injuries obtained at work”.

Another Interviewee also expressed that, “as far as the occupational health and safety activities
our wine industry is concerned, “we have a small dispensary and a medical personnel employed
to deal with health issues, health records of employees are maintained, our staffs use protective
clothing and equipment, we enforce the health and safety rules, and we offer supervision and
monitoring to trainees and new employees”

Generally, Table 4.9 revealed that, there were no noise control equipment such as silencers in the
Wine Industries in Dodoma and there were no vibration control equipment implying that workers
are exposed pollution and its side effects. The study findings are inline with Subrahmanyam
(2012) who asserts that excessive noise is an unwanted sound and causes many health problems.
Vibrations are the cause for such noise in structural systems. Many reasons like alignment error,
manufacturing error, transmission error etc. are treated as the cause of the problem. If one has

49
limited reach on the above he can opt for the control of the same. In this article concepts and
strategies to minimize the noise and vibrations are detailed. Source and transmission stage
controls are emphasized. The findings are also supported by shinryo.com (2020) that stresses that
excessive noise and vibration may disturb office work and cause the productivity of precision
instruments in factories to deteriorate. In order to avoid and resolve these problems, noise and
vibration environments suitable for the intended use must be built.

4.5 How health and safety practices influence employee productivity in the wine industry in
Dodoma region.
Here the study looked at; Contribution of health and safety practices on employee’s productivity
in wine industry

4.5.1 Multiple regression analysis

This was used so as to predict the Productivity in the Wine industry based on health and safety
practices such as First- Aid, Medical facility, and Personal protective equipment.

Table 4.10 : Model Summary

Adjusted R
Model R R Square Square Std. Error of the Estimate
1 .456a .352 .320 0.7333
a. Predictors: (Constant), First Aid, Medical facility, Personal protective equipment

Table 4.11 : ANOVAa

Model Sum of Squares Df Mean Square F Sig.
1 Regression .824 3 .275 10.176 .001
Residual 118.663 76 1.561
Total 119.488 79
a. Dependent Variable: Employee Productivity in the Wine industry
b. Predictors: (Constant), First Aid, Medical facility, Personal protective equipment

50
Table 4.12: Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta T Sig.
1 (Constant) 2.648 1.177 2.250 .000
First Aid .754 .166 .078 4.541 .001
Medical facility .187 .082 .042 2.277 .002
Personal protective equipment .238 .072 .330 3.299 .000
a. Dependent Variable: Employee Productivity in the Wine industry

Multiple regression analysis was conducted to establish the influence of occupational health and
safety practices on employee productivity in the wine industry in Dodoma. The results are shown
in Table 4.11 to Table 4.12.
From the above R-square of 0.352 implies that occupational health and safety practices
collectively predict/explain 35.2% of changes in employee productivity. Therefore, ensuring
occupational health and safety practices plays a key role employee productivity in the wine
industry in Dodoma region.

The ANOVA test indicates a p value of 0.001 (< 0.05) which implies that the effect is
statistically significant. Therefore, to a large extent health and safety practices in the Dodoma
wine industry contributed to employee’s productivity, since to a large extent led to an increase in
productivity, employee’s satisfaction, employees’ satisfaction and profit of the organisation. On
the other hand, health and safety practices had a less impact on the rate of absenteeism.

From Table 4.12, it can be observed that all the health and safety practices such as ensuring First
Aid in the in the Dodoma wine industry, the existence of Medical facility and Personal protective
equipment in the Dodoma wine industry all positively and were statistically significant and
therefore influence employee productivity in terms of; reduction in the rate of absenteeism,
increase in productivity, increase the profit of the organization, -increase employee’s satisfaction
and lastly reduction in the rates of staff turnover. That is the p values are; First Aid is 0.01 (<
0.05), Medical facility is 0.02 (< 0.05) and finally Personal protective equipment is 0.00 (< 0.05)
From the above, the following multiple regression equation is deduced for the study;

51
Y = 2.648 + 0.754X1 + .187X2 + 0.238X3
Where; Y= Employee Productivity in the Wine industry in Dodoma region
β0 = Constant
β1 - β3 =Regression coefficients
X1 = First Aid,
X2 = Medical facility
X3 = Personal protective equipment

Generally, Table 4.12 revealed that First Aid in the in the Dodoma wine industry, the existence
of Medical facility and Personal protective equipment in the Dodoma wine industry all positively
and were statistically significant and therefore influence employee productivity in terms of;
reduction in the rate of absenteeism, increase in productivity, increase the profit of the
organization, -increase employee’s satisfaction and lastly reduction in the rates of staff turnover.
This is supported by Njihia, et al (2017) that stated that in Kenya, health and safety has created a
safe working environment and employees are protected from workplace accidents or from
adverse events. Implementation of Occupational Health and Safety has fostered a sense of
security and comfort in the heart of the employee. With the creation of a sense of security and
comfort which makes employees to be a better position to avoid work accidents and would not
hinder their performance. Thus, the creation of a sense of security and comfort in the workplace
enables improvement of employee’s performance since it creates a sense of security that could
improve performance. This is because if employees do not feel safe whilst working, they may
not do their job well.

4.6 The challenges affecting the implementation of occupational health and safety practices
in the wine industry in Dodoma region.
Here the study looked at the different challenges affecting the implementation of occupational
health and safety practices in the wine industry in Dodoma region.

52
4.6.1 Whether there are challenges affecting the implementation of occupational health and
safety practices in the wine industry in Dodoma region.
Here the study looked at whether there are challenges affecting the implementation of
occupational health and safety practices in the wine industry in Dodoma region.

53
Table4.13: Whether there are challenges affecting the implementation of occupational
health and safety practices in the wine industry in Dodoma region.
Response Frequency Percentage (%)
Yes 69 86.3
No 8 10.0
Cannot tell 3 3.8
Total 80 100.0
Source: Field data (2020)
From Table 4.13, the results show that 69(86.3%) of the total number of respondents agreed that
there were challenges affecting the implementation of occupational health and safety practices in
the wine industry in Dodoma region while 8(10.0%) of the total number of respondents faced no
challenges in the implementation of occupational health and safety practices in the wine industry
in Dodoma region.

On the other hand, 3(3.8%) of the total number of respondents could not tell whether there were
challenges affecting the implementation of occupational health and safety practices in the wine
industry or not.
On whether there are challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region, one of the interviewees stated that, “it is
expensive to afford all the required OHS requirements but we try our level best”.

Another interview stated that, “well acquiring the required tools and equipment for ensuring the
health and safety of workers is expensive, training staffs on how to ensure safety is also
expensive since it requires experts”.

Generally, Table 4.13 revealed that, there were challenges affecting the implementation of
occupational health and safety practices in the wine industry in Dodoma region. This is contrary
the study of Kaguathi (2013) that noted that there were no resources challenges in the
implementation of the strategy of occupational health and safety practices.

4.6.2 The challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region.

54
Here the study looked at the different challenges affecting the implementation of occupational
health and safety practices in the wine industry in Dodoma region.
Table 4.14: The challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region.

Response Mean Std. Deviation

Failure to involve employees in implementation 4.7500 .56254

Rapid change in technology 4.8250 .61160

Employee negative attitude 3.9375 1.74547
High cost of training 4.8875 .38954
Government policy 4.8375 .40390

High cost of OHS equipment 4.9125 .36261

Valid N (listwise)
Source: Field data (2020)

The study findings show that High cost of OHS equipment was the biggest challenge affecting
the implementation of occupational health and safety practices in the wine industry in Dodoma
region (mean=4.9125, Std. Deviation=.36261). Rapid change in technology was another big
challenge affecting the implementation of occupational health and safety practices in the wine
industry in Dodoma region (mean=4.8250, Std. Deviation=.61160). High cost of training was
among the big challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region (mean=4.8875, Std. Deviation=.38954).

On the other hand, Employee negative attitude was the least challenge affecting the
implementation of occupational health and safety practices in the wine industry in Dodoma
region (mean=3.9375, Std. Deviation=1.74547). Failure to involve employees in implementation
was not a major challenge affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region (mean=4.7500, Std. Deviation=.56254). Finally,
the government policy was a minor challenge affecting the implementation of occupational
health and safety practices in the wine industry in Dodoma region (mean=4.8375, Std.
Deviation=.40390).

55
On the challenges affecting the implementation of occupational health and safety practices in the
wine industry in Dodoma region, one of the interviewees stated that, “there was a challenge of
low awareness about OSH, and we cannot provide adequate occupational health services to all
our staffs because of limited resources”. Interviewee three also asserts that “well it is costly to
obtain OHS equipment, and some of our staffs have a bad attitude towards some health and
safety measures”

Generally, Table 4.14 revealed that, there were challenges affecting the implementation of
occupational health and safety practices in the wine industry in Dodoma region and they
included; Failure to involve employees in implementation, Rapid change in Technology,
Employee negative attitude, High cost of training, Government policy, High cost of OHS
equipment. The findings are in line with Youakim (2006) that stated that the workers are at risk
of work-related musculoskeletal problems, especially of the wrists and hands, from vine pruning
work, and can develop allergic diseases, including occupational asthma, from exposure to insect
pests growing on vines. The findings are also supported by Gbadago et al, (2017) analyzing
Organizational and Health Safety (OHS) at South Tongu District, Ghana observed that workers
faced numerous hazards such as safety hazards, mechanical hazards, biological hazards,
ergonomic, physical hazards and psychological hazards. Furthermore, management was found to
be constrained financially in the implementation and maintenance of OHS measures which were
also found out to impact the performance of staff. Based on the findings of the study, it is
recommended that management should look for alternative sources of funds to implement the
OHS Policy thoroughly. This finding is are in line with the study of Wazir (2013) that noted that
there existed a problem of potential causes of accidents in the organization and other safety
related incidents. The findings of the study could be used to come up with a lasting solution on
the accidents in the organization through successful implementation of applicable effective
health and safety policies and program. After addressing the challenges determined by the study.
The findings of the researcher were that there existed a formal, written Health and Safety
Programmes which were not brought to the attention of employees. There were no formal
procedure of reporting accidents and identification of hazards. There were no reviews of Health
and safety Programmes and employees were not involved in safety committees, which took place
only when there was a major accident involving aircrafts.

56
 CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 Introduction
This chapter provides the general conclusion of the study in the light of what is discussed in
chapter four. It covers the contribution of health and safety compliance on wine industry
productivity in Dodoma region. Furthermore, general recommendation is provided regarding the
findings, observation and views of the researcher. The purpose of recommendations is to inform
the wine industry in Dodoma how productive health and safety compliance is when well
enforced and implemented. Finally, the study suggests an area that needs further studies to be
carried out which is purposely conducting more empirical research on the contribution of health
and safety compliance to individual wine industries in Tanzania.

5.2 Summary of the study

In summary the study had the following findings; the occupational health and safety activities in
the wine industry in Dodoma region that were observed included; safety education, inspection
maintenance and repair of machines, employee protection practices, hazard mitigation practices,
physical plant layout, and existence of safety education. On the otherhand in the Dodoma Wine
industry occupational health management practices such as; health education, health rules and
regulations, medical programs, health surveillance practices, employee counseling and
cehabilitation, physical fitness practices, noise and vibration control received little attention.

Health and safety practices influenced employee productivity in the wine industry in Dodoma
region and mainly to a large extent led to an increase in productivity, employee’s satisfaction,
employees’ satisfaction and profit of the organisation. On the other hand, health and safety
practices had a less impact on the rate of absenteeism.

Well despite the contribution, there were challenges affecting the implementation of
occupational health and safety practices in the wine industry in Dodoma region and they
included; Failure to involve employees in implementation, rapid change in technology, employee

57
negative attitude, high cost of training, government policy, high cost of OHS equipment. The
challenges to a large extent affected the implementation of occupational health and safety
practices in the wine industry in Dodoma region.

5.3 Conclusion of the study

Basing on the study findings, most occupational safety management practices were observed by
the wine industry in Dodoma region however occupational health management practices
received little attention. Despite that to a large extent health and safety practices on in the wine
industry contributed to employee’s productivity. However, challenges such as; failure to involve
employees in implementation, rapid change in technology, employee negative attitude, high cost
of training, government policy, high cost of OHS equipment are being experienced and these
have hampered the full realization of the contribution of health and safety compliance on wine
industry productivity in Dodoma region. Therefore, health and safety compliance has had a great
contribution in the wine industry productivity Dodoma region despite the existence of some
obstacles and challenges that when dealt with can create a safe and good working environment
for the employees hence working hard and being productive.
5.4 Recommendations of the study

Therefore, in view of the conclusions and observations reported here in, the following
recommendations are given.

i. The wine industry in Dodoma region should involve the employees in the implementation
of occupational health management practices so as to overcome the challenge of failure to
involve employees in implementation and create a sense of ownership among workers for
policies aimed at making their working environment.

ii. Policy makers should make stringent policies on health and safety compliance and
monitor to ensure that they are enforced for a better working environment for employees
and hence more productivity.

iii. The wine industry in Dodoma region should adapt to the ever-changing so as to ensure
that the health and safety compliance mechanism do bring the required productivity from
the staffs.

58
 iv. The existing legal provisions should get major modifications to meet international
requirements and standards. OHS regulations and legislations need refocusing, revision,
and strengthening so as to cover all staffs so as to overcome the existing loopholes in the
government policies on occupational health management practices.

v. Capacities in the wine industry in Dodoma region should be improved through training
and research to enable enforcement and hence an increment on employee productivity.

vi. Employees in the wine industry in Dodoma region should be trained and educated on the
need to ensure health and safety so as to reduce the risk of work-related health problems
but at the same time it will resolve the challenge of employee negative attitude towards
occupational health management practices.

vii. Dodoma wine industries should include in their budgets the costs of training employees
on health and safety compliance since its more advantageous and productive to the
companies than being a financial burden.

viii. There is need for an occupational health and safety services strategy, backed by
legislations and provided with the necessary resources (competent experts, financial and
technological resources), in Tanzania.

ix. The government of Tanzania should subsidize the cost of OHS equipment so as to be
affordable to all companies so that the staffs they employee receive no harm hence being
productive.

x. Policy makers should ensure that there is a unified framework of legislation cover all
work activities in the wine industry in Dodoma region.

xi. Dodoma wine industries should ensure that all employees are medically examined during
recruitment so as to know their health status before allocating to them tasks that maybe
hazardous to their health. Wine industries in Dodoma should ensure that there is a clearly
stated and written medical program, with an in-and-outpatient medical schemes plus
medical insurance cover for all employees and their immediate dependants

59
5.5 Recommendation for further studies
As the findings of this study are based on the wine industry in Dodoma region generally, there is
need to conduct more empirical research on the contribution of occupational health and safety
activities to both the private and public sector in Tanzania as a whole. If such a move is taken, it
will then be an obligation of each particular industry to strive and meet the different occupational
health and safety measures and practices since they have a great contribution to the productivity
of the staffs.

60
 REFERENCE

Adjotor F (2015), The effects of occupational safety and health on labour productivity: A case
study of some selected firms in the greater Accra region of Ghana.
Arthur R (2017), Wine industry contributes $220bn to US economy. Retrieved on 23rd January
2020 from https://www.beveragedaily.com/Article/2017/10/02/Wine-industry-
contributes-220bn-to-US-economy.
Buyela W, Mburu C, & Njogu, P.(2017), Occupational Safety and Health Practices In
Agricultural and Livestock Research Organisations, Western Kenya Region.
International Journal of Environmental & Agriculture Research (IJOEAR) Vol(3),
Issue(8).
Çalışkan B (2014), Occupational health and safety in SMEs: Overview as a part of management
system.Retrieved on 1st October 2019 from
https://www.researchgate.net/publication/293081464_Occupational_health_and_safety_i
n_SMEs_Overview_as_a_part_of_management_system.
Chandrasekar, K. (2011) Workplace environment and its impact on organisational performance
in public sector organisations, Alagappa University,Karaikudi, India. International
Journal of Enterprise Computing and Business Systems, Vol. 1, pp. 1-20.
Cole M and Neumaye, E. (2007)The Impact of Poor Health on Total Factor Productivity.
Journal of Development Studies, 42 (6), 2007, pp. 918-938
Denkowski MR, Kelly BG, and Garvin M.(2016) A paradigm shift in well control training and
assessment. In IADC/SPE Drilling Conference and Exhibition 1e3 March 2016,
Fort Worth (TX). Society of Petroleum Engineers, 2016.
Dwomoh G, Owusu E and Addo M (2013),Impact of occupational health and safety policies on
employees’ performance inthe Ghana’s timber industry: Evidence from Lumber
and Logs Limited. International Journal of Education and Research Vol. 1 No. 12
Esi Y (2012), the effect of health and safety standards on productivity in ghana rubber estates
limited. A Thesis submitted to the Institute of Distance Learning, Kwame Nkrumah
University of Science and Technology in partial fulfillment of the requirement for the
degree of common wealth executive master of business administration.
EU- OSHA, (2005), European Agency for Safety and Health at Work, Promoting Health and
Safety in European Small and Medium-sized Enterprises (SMEs), 2005. Available
at:
http://osha.europa.eu/en/publications/reports/ag05001

61
Gbadago P, Amedome N & Honyenuga Q (2017), The Impact of Occupational Health and
Safety Measures on Employee Performance at the South Tongu District Hospital. Global
Journal of Medical Research;Volume 17 Issue 5 Version 1.0 Year 2017
Gerard I.and Zwetsloot, T(2017), OSH management in small and micro enterprises. Retrieved on
1st October 2019 from
https://oshwiki.eu/wiki/OSH_management_in_small_and_micro_enterprises
Gillespie R and Clarke M (2019), Economic Contribution of the Australian Wine Sector 2019.
Environmental and Resource Economics.
Greepherson A (2013), The impacts of the health and safety programmes on the organization
performance: a case study of arusha airport authority. A research dissertation submitted
in partial fulfillment of the requirements for the degree of master of human resource
management of the open university of Tanzania
Hasle P., and Limborg, H.J.(2011), Occupational health and safety in small enterprises: the need
for a diversity of strategies, Guest editorial, .International Journal of Workplace Health
Management 4 (2), 2011. Available at:http://www.emeraldinsight.com/journals.htm?
articleid=1937334&show=html
Hasle P. and Limborg H.J.(2006), ‘A Review of the Literature on Preventive Occupational
Health and Safety Activities in Small Enterprises’, Industrial Health 44, 2006, pp 6-12.
Hesapro (2013), The link between productivity and health and safety at work background
research paper
International Labour Organization (2019) World Statistic. Retrieved on 1st October 2019 from
https://www.ilo.org/moscow/areas-of-work/occupational-safety-and
Health/WCMS_249278/lang--en/index.html
ILO ( 2006) Occupational safety and health: synergies between security and productivity.
ILO (2013), the Prevention of Occupational Diseases: World Day for Safety and Healthat Work
28 April, 2013, International Labour Organization, Geneva, Switzerland.
Jingdonga Z,and Hana Z(2012),Occupational Health Management Research on Small &
Medium-sized Enterprises Together with Large & Medium-sized State-owned
Enterprises ——A Case Study in Hubei Province.International Symposium on Safety
Science and Engineering in China, 2012 (ISSSE-2012)
Kalimang`asi N, Majula R and Naftali N(2014),The Economic Analysis of the
Smallholders Grape Production and Marketing in Dodoma Municipal: A case study of
Hombolo Ward. International Journal of Scientific and Research Publications, Volume 4,
Issue 10, October 2014
Karanikas, N, Melis, D Kourousis I, (2017), The Balance Between Safety and Productivity and
its Relationship with Human Factors and Safety Awareness and Communication in
Aircraft Manufacturing. Saf Health Work. 2018 Sep; 9(3): 257–264.

62
Katsuro P, Gadzirayi C, Taruwona M and Mupararano S (2010), Impact of occupational health
and safety on worker productivity: A case of Zimbabwe food industry African Journal of
Business Management Vol. 4(13), 2644-2651
Lamm, F., Massey, C., and Perry, M (2006), Is there a link between workplace health and Safety
and Firm Performance and Productivity. New Zealand Journal of Employment
Relations. Vol.32, No.1, 2006, 75-90.
Luria G, and Yagil D.(2010), Safety perception referents of permanent and temporary
employees: safety climate boundaries in the industrial workplace.
NAO (2013), A Safe and Healthy Workplace is a Wealthy workplace: A performance Audit
Report on the Management of Occupational Health and Safety in Tanzania,
NAO, Dar- es-salaam, Tanzania.
Neema, J(2015), Compliance of occupational health and safety policies and regulations in
public hospitals in mwanza region: a case study of sekou toure hospital.The research
Report submitted to the School of Public Administration and Management in fulfillment of the
requirements for the Degree of Master of Public Administration (MPA) of Mzumbe
University.
Njihia W, Nzulwa J, and Kwena R (2017), Influence of occupational safety and health on
employee productivity in the manufacturing sector in Kenya. The Strategic Journal
of Business & Change Management. ISSN 2312-9492
Mbiro, W. & Mbiro, R. (2020), Tanzania:Employment & Labour Law 2020. Retrieved on 20th
August 2020 from https://iclg.com/practice-areas/employment-and-labour-laws-and-
regulations/Tanzania.
Mmasi M and Mwenisongole C (2012), Compliance of small and medium enterprises with
government regulations: a case study of metal works smes in arusha Tanzania.
International Journal of Scientific & Engineering Research, Volume 3, Issue 11 1
Mrema J, Ngowi V, and Mamuya H (2015), Status of Occupational Health and Safety and
Related Challenges in Expanding Economy of Tanzania. A n n a l s o f G l o b a l H e a l
t h 2 0 1 5 T h e A u t h o r s. E l s e v i e r I n c . o n b e h a l f o f I c a h n S c h o
o l o f Me d i c i n e
Pesenti P, (2019), The wine industry a globalized market. Retrieved on 23rd of January 2020
from https://www.academia.edu/4067250/the_wine_industry_a_globalized_market.
Odongo, D.(2012), Occupational health and safety management practices among the electronic
media houses in Kisumu county, Kenya. A management research project
submitted in partial fulfillment of the requirement for the award of the degree of master of
business administration (mba), school of business university of Nairobi. (Unpublished
manuscript)
Oluoch E,2015), Effect of occupational safety and health programmes on employee performance
at kenya power company limited. A research project submitted in partial fulfillment of the

63
 requirements for the award of degree of master of science in human resource
management, school of business, university of Nairobi.
Sitorus D, (2017), Improving access to finance for SMEs in Tanzania: Learning from Malaysia’s
experience
SNV Tanzania (2005), Fruits Subsector a Study on fresh fruits: the case study in Morogoro and
Dodoma (With Special emphasis on Pineapples); Final Report
URT (2009), National occupational health and safety policy dar es salaam. Ministry of labour,
employment and youth development
WAHSA (2008), Work and Health in Southern Africa: Findings and Outputs of the WAHSA
program 2004-2008, University of KwaZulu Natal, South Africa.
Weakley L, (2019),The Importance of Health and Safety in the Workplace. Retrieved on 7th of
November 2019 from https://workplacediversity.com/news/The-Importance-of-Health-
and-Safety-in-the-Workplace-
Wines of South Africa (2020), Statistics. Retrieved on 23rd January 2020 from
https://www.wosa.co.za/The-Industry/Statistics/World-Statistics/
World Health Organization (2004), Occupational health and safety in the African region;
situation analysis and PerspectivesBrazzavilleRegional committee for Africa. Congo.
Youakim S(2006), Occupational health risks of wine industry workers. Issue: BCMJ, vol. 48 ,
No. 8 , October 2006 , Pages 386-391 Clinical Articles

64
 APPENDIX ONE

QUESTIONNAIRE FOR EMPLOYEES IN DODOMA WINE INDUSTRIES THAT

INTENDS TO FIND OUT THE CONTRIBUTION OF HEALTH AND SAFETY
COMPLIANCE ON WINE INDUSTRY PRODUCTIVITY IN DODOMA REGION

Dear Respondent,
You are kindly requested to participate in this study by providing answers to the following
questions. This study is for the award of Masters of International Business Management at
College of Business Education- Dodoma Campus. The questions are purely for academic
research. The information obtained from you will be confidentially handled, not to be disclosed,
published or shared with any other institution. I wish to express in advance my sincere
appreciations for the assistance which you will furnish to in completion of this research.
Thanks.

65
SECTION A: DEMOGRAPHIC PROFILE OF RESPONDENTS
1. What is your Gender? Please tick the appropriate.

Male
Female

2. How old are you? Please tick the appropriate.

20- 29years
30-39 years
40- 49 years
50 and above

3. What is your marital status? Please tick the appropriate.

Single
Married
Widowed
Divorced

4. Level of education of the respondent. Please tick the appropriate.

Secondary education

Diploma
Degree
Master Degree and other professional courses

SECTION B: BACKGROUND INFORMATION

1. For how long have you been working in your wine industry?
a) Less than 1 year [ ]
b) 1-5 years [ ]
c) 6-10 years [ ]
d) 11 years and above

2. Does your wine industry have a written health and safety program?
a) Yes [ ]
b) No [ ]
c) Cannot tell [ ]

3. How long has a written health and safety program been in place at your wine industry?
a) Less than 1 year [ ]

66
 b) 1-2 years [ ]
c) 3-4 years [ ]
d) 5 years and above [ ]
e) Not applicable [ ]

4. How often is health and safety program review carried out within your wine industry?
a) Quarterly [ ]
b) Semi-annually [ ]
c) Annually [ ]
d) Never carried out [ ]

5. How often does work related accidents occur in your wine industry?
a) Very frequently [ ]
b) Frequently [ ]
c) Rarely [ ]
d) Never [ ]

SECTION C: THE OCCUPATIONAL HEALTH AND SAFETY ACTIVITIES IN THE

WINE INDUSTRY IN DODOMA REGION.
The following are statements that represent some of the occupational safety management
practices. Please tick (√) the extent to which you agree with the practices as concerns your wine
industry. Key: 1 = strongly disagree 2 = disagree 3 = undecided 4 = agree 5 = strongly agree.
Safety Education 1 2 3 4 5
Employees receive sufficient health information and training
Regular seminars are held on personal safety responsibility
Safety education is conducted at all levels
Direct supervision and monitoring are offered to trainees
There are safety representatives to deal with safety issues
There is employee participation and involvement in safety issues
Inspection, Maintenance, and Repair of Machines
There is regular inspection of machines for effectiveness
There is continuous maintenance of machines
Faulty machines are regularly repaired
Clear records of the machines and their conditions are kept
There is systematic evaluation of work environment
Employee Protection Practices
We conduct continuous monitoring /assessment of safety levels
All employees have insurance medical cover
There are clearly marked safety conditions e.g. danger
The management reinforces safety rules
Employees use protective clothing and equipment
Hazard Mitigation Practices
Clear records of accidents and safety incidences are maintained
Regular assessment is done on safety levels achieved

67
There are clear measures to respond to workplace hazards
We conduct assessment of risks for future hazard mitigation
We implement remedial measures to mitigate risks
Employees use protective equipment: fire extinguisher, first aid kit
Physical Plant Layout
The buildings and other infrastructure are spacious
Safety conditions are clearly marked to create awareness
The buildings have fire exit doors
Electric cables are well insulated
Employee Empowerment Practices
The management encourages employee involvement in safety issues
There is safety education
Employees are rewarded for high safety performance levels
There is a safety officer to deal with safety issues
The management often delegate duties on safety to employees
Employees undergo regular safety trainings

The following are statements that represent some of the occupational health management
practices. Please tick (√) the extent to which you agree with the practices as concerns your wine
industry. Key: 1 = strongly disagree 2 = disagree 3 = undecided 4 = agree 5 = strongly agree
Health Education 1 2 3 4 5
Regular health seminars
Greater employee participation in health issues
Health education is conducted at all management levels
Health Rules and Regulations
Strict enforcement of health rules and regulations
Unified framework of legislation cover all work activities
Adequate resources are committed to statutory health regulations
All employees are medically examined during recruitment
There are well articulated hazard response measures
Employees are disciplined for violating health rules
Medical programs
There is a clearly stated and written medical program
There is an in-and-out patient medical schemes
There is medical insurance cover for all employees
There is medical insurance cover for immediate dependants
The organization meets the statutory health regulations
The organization gives insurance benefits to its Workers
Health Surveillance Practices
There are adequate health facilities: first aid, emergency dispensary, medical consulting facility
There is a registered doctor/ nurse to deal with health issues
Periodic medical exams are conducted for exposure to hazards
Clear health records are maintained for all employees
There is screening and for possible health risk factors
Employee Counseling and Rehabilitation
Clear health records are maintained for all employees
The organization has effective employee rehabilitation program
Employees are regularly counseled on health issues
Drug testing and screening is done to detect use of illegal substances
Physical Fitness Practices

68
The management promotes employees physical fitness
The organization has an effective physical fitness program
The organization has a free or subsidized gymnasium
Noise and Vibration Control
The organization has noise control equipment such as silencers
The organization has vibration control equipment
State any other occupational health management practices in your organization.

SECTION D: HOW HEALTH AND SAFETY PRACTICES INFLUENCE EMPLOYEE

PRODUCTIVITY IN THE WINE INDUSTRY IN DODOMA REGION.
6. Contribution of health and safety practices on employee’s productivity in your wine
industry:
a) Reduce rate of absenteeism [ ]
b) Increase productivity [ ]
c) Increase the profit of the organization [ ]
d) Increase employee’s satisfaction [ ]
e) Reduce rates of staff turnover [ ]

7. Is there any other contributions of health and safety practices on your wine industry apart
from the above mentioned? if yes, mention them.

……………………………………………………………………..…
……………………………………………………………………….
8. To what extent has health and safety practices on your wine industry contributed to
employee’s productivity. Please tick the appropriate, 1=Not at all, 2= Little extent,
3=Moderate Extent, 4=Large Extent, 5=very Large extent

1 2 3 4 5
Reduce rate of absenteeism
Increase productivity
Increase the profit of the organization
Increase employee’s satisfaction
Reduce rates of staff turnover

SECTION E: THE CHALLENGES AFFECTING THE IMPLEMENTATION OF

OCCUPATIONAL HEALTH AND SAFETY PRACTICES IN THE WINE INDUSTRY IN
DODOMA REGION.
1. Are there challenges affecting the implementation of occupational health and safety
practices in the wine industry in dodoma region?
a) Yes [ ]
b) No [ ]
c) Cannot tell [ ]

69
 2. What are challenges affecting the implementation of occupational health and safety
practices in the wine industry in dodoma region?

Failure to involve employees in implementation

Rapid change in technology
Employee negative attitude
High cost of training
Government policy
High cost of OHS equipments
3. To what extent do the following challenges affect the implementation of occupational
health and safety practices in the wine industry in D odoma region. Please tick the
appropriate, 1=Not at all, 2= Little extent, 3=Moderate Extent, 4=Large Extent, 5=very Large
extent

Failure to involve employees in implementation 1 2 3 4 5

Rapid change in technology
Employee negative attitude
High cost of training
Government policy
High cost of OHS equipments

70
 APPENDIX TWO: INTERVIEW GUIDE

1. Are there occupational health and safety activities in the wine industry in Dodoma
region?
2. What are the occupational health and safety activities in the wine industry in Dodoma
region?
3. How do the health and safety practices influence employee productivity in the wine
industry in Dodoma region?
4. What are the challenges affecting the implementation of occupational health and safety
practices in the wine industry in Dodoma region?

71