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4.2. The incentives used by Tanzania public university libraries.
Having discussed how knowledge is shared and the advantages and disadvantages pertaining
to the way knowledge is shared, this section seeks to explore what incentives Tanzania public
university libraries have in place to facilitate knowledge sharing. It will start by presenting a
table showing the summary of the incentives suggested by the respondents from these
libraries. See table below.
Incentives for knowledge sharing
Score per University (out of 21). 21 Questionnaires out of 24
Type of
0UT
OF
SCORES
IN
incentive MUCCOBS MU OUT UDOM UDSM SUA TOTAL 21 %
1. Recognition 1 1 2 2 6 21 29%
2. promotion 1 2 2 3 8 21 38%
Financial
21 10%
3. benefit 1 1 2
4. None 4 2 1 1 2 10 21 48%
5. Any other - - - - - - - 21 0%
Fig 2. Table showing incentives for knowledge sharing
Knowledge sharing is well promoted by recognition of individual contributions toward
knowledge sharing. Organisational structures should strive to incorporate reward systems as a
way to encourage staff to share their knowledge. However reconciling different reward and
recognition approaches across the organisation can pose serious challenges. As the above
table suggests, different opinions exist as to how knowledge sharing is rewarded in Tanzania
public university libraries. What is evident is that the scores for the non existence of
compensation system is high compared to any reward suggested. Recognition also scored
more highly than promotion and financial benefits. However the maximum percentage scores
suggested by rewarding and non rewarding system is only 48% for no existence of rewarding
system, see figure below for the percentage distributions of incentives.
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