Business Leadership

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http://etd.aau.edu.et/handle/123456789/38

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Browsing Business Leadership by Author "Abraraw Chane (PhD)"

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    Assessing Performance Management Practice on Flight Safety: the Case of Ethiopian Airlines Flight Operations
    (Addis Ababa University, 2023-06) Kassahun Amenu; Abraraw Chane (PhD)
    The aim of this study was to assess and describe performance management practice on flight safety. The study was conducted at Ethiopian Airlines Flight Operations department. It was designed using descriptive research to use both quantitative and qualitative data. Data was collected primarily through survey questionnaires and analyzed descriptively using SPSS in conjunction with respondent’s opinions and reviewed literature. The results of the analysis were presented using percentage and frequency charts, bars and tables. Respondents mean and standard deviations were employed to interpret the data. The major findings of the research indicated that the performance management practice shows it has a positive relation with flight safety. Higher percentages of flight crews believed that they clearly understood the purpose of performance management. PMPs have clarity among the crews. The respondents response on Meaningfulness of PMS shows neutral and disagreed on Specificity, Acceptance and Fairness, and Openness of PMPs. They also responded PMPs lack safety focus and they feel that they are pressured to accomplish tasks and forced to accept duties while fatigued, which compromise safety, to satisfy performance evaluation requirements. Lastly, the research found that PMPs has no effect on improving flight safety. Finally, based on the study findings it was concluded and recommended that features of performance management system has to be revised so that it becomes strong in influencing the employees’ performance and safety. Accordingly, it was recommended ET Flight Operations has to improve on meaningfulness, specificity, acceptance and fairness, openness and to give due attention on safety during PMPs. It was also recommended that more research has to be done on the area to identify more factors that influence safety and performance of flight crews
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    Assessment of Knowledge and Experience Management Practices in Ethio Telecom Supply Chain Division
    (Addis Ababa University, 2024-09) Habtom Gebreegziabher; Abraraw Chane (PhD)
    This research investigates the practices of knowledge and experience management within the Supply Chain Division of Ethio Telecom, Ethiopia's leading telecommunications operator. Recognizing the critical role of effective knowledge and experience management in maintaining competitive advantage and enhancing organizational performance, the study seeks to identify current practices, evaluate mechanisms for knowledge transfer, and uncover bottlenecks hindering efficient management. A mixed-method approach, combining quantitative surveys and qualitative interviews, is employed to gather comprehensive insights from employees and management within the division. The research will assess the current practices and will recommend solutions to fill the gap. Ethio telecom can enhance operational efficiency, leverage employee’s knowledge and experience with their potential, and adapt to a rapidly changing market environment. This study is limited to the Supply Chain Division at the headquarters, excluding other functional divisions and regional offices due to resource constraints. And finally based on the findings the major recommendations are to develop effective knowledge-sharing platforms and standardize knowledge documentation procedures to benefit from the fruits of effective knowledge and experience management. The results will serve as a foundation for practical implementations in the field of knowledge and experience management Supply Chain Division as well as ethio telecom. Key Words: knowledge management, Experience management, ethio telecom, practices, challenges, supply chain
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    Determinants of Employee Retention in Awash Wine S.C
    (Addis Ababa University, 2022-06) Eyoab Habte; Abraraw Chane (PhD)
    A study was carried out with the goal of evaluating the determinants of employee retention. The study's population consisted of Awash Wine S. C’s white-collar manager and non-manager employees. In order to collect quantitative data, the researcher employed census technique to select participants of the study. Data was collected using a self-rating questionnaire disseminated online through Google Forms. Cronbach's alpha was used to test the reliability of the Multifactor Questionnaire and employee retention items' validity and reliability. Descriptive statistics, inferential statistics, two-tailed Pearson correlation, and regression analysis were used in the study. The study indicated that management / leadership is the highest determinant factor that makes employees want to stay at Awash Wine S.C. The regression results also revealed management / leadership affects employee motivation at Awash Wine S.C, followed by work life balance, corporate culture, and development opportunities. Work environment is the least among the determinants of employee retention which has no impact on employee’s retention in Awash Wine S.C.
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    The Effect of Change Management on Organizational Performance: The Case Of Ethio-Telecom Head Office
    (Addis Ababa University, 2024-10) Lemita Dinote; Abraraw Chane (PhD)
    The purpose of this study was assessing the effect of Change Management on Organizational Performance in ethio telecom at HO. To attain this objective, the researcher has employed descriptive and explanatory research design to its intent to find the effect of the independent variables change management practices such as leadership, communication, employees’ engagement and readiness for change on the dependent variable organizational performance. The correlation analysis reveals strong positive relationships, particularly highlighting the importance of communication, employee engagement, and readiness for change in influencing performance. Descriptive statistics indicate consistent perceptions across these variables, with communication scoring highest and readiness for change lowest. The regression model is highly significant, explaining approximately 61.7% of the variance in organizational performance, as confirmed by ANOVA results. The most significant predictor of performance is readiness for change (β=0.527, p<0.001\beta = 0.527, p < 0.001β=0.527, p<0.001), followed by communication (β=0.142, p=0.044\beta = 0.142, p = 0.044β=0.142, p=0.044) and employee engagement (β=0.172, p=0.024\beta = 0.172, p = 0.024β=0.172, p=0.024). Leadership, although important, does not show a significant direct impact when other variables are considered (p=0.982p = 0.982p=0.982). Based on these findings, the study concludes that enhancing readiness for change, improving communication, and increasing employee engagement are critical for boosting operational performance. Recommendations include conducting regular readiness assessments, establishing transparent communication channels, implementing engagement initiatives, developing leadership skills focused on change management, and continuously monitoring and refining strategies to sustain high performance. These insights provide a roadmap for organizations aiming to navigate change effectively and achieve superior operational outcomes. Key Words: Change Management, Operational Performance, ethio-telecom, Leadership, Communication, Employees Engagement, Readiness for Change,
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    The Effect of Leader's Personality Traits on Employee Job Satisfaction: The case of Unilever Manufacturing PLC
    (Addis Ababa University, 2023-07) Nardos Endeshaw; Abraraw Chane (PhD)
    The purpose of the study was to examine the effect of Leaders Personality Traits on Employees Job Satisfaction in the case of Unilever Manufacturing PLC. The big five personality traits were used to determine the leader’s personality. To perform the study the researcher used both primary data collection method like questionnaires and interview, as a secondary data different publications and journals were used. Descriptive research design was adopted to conduct the study and to address the research questions a quantitative research method was used. The sampling method used was purposive sampling as this sampling method lets the researcher choose the respondents by taking the aim of the study in consideration. The sample size was 117 out of which 96 of the respondents has filled out the question. To analyze the data collected IBM Statistical Package for Social Sciences 26 was used, to get the mean, and standard deviation a descriptive statistics test was taken. A regression analysis was run to describe the relationship among the dependent and independent variable, analysis of variance table is presented to show the relationship strength of the variables. Accordingly, the Agreeableness personality, Conscientiousness personality, and Openness personality of leaders has a significant effect on employee’s job satisfaction, Whereas Neuroticism personality and Extraversion personality of leaders has relatively less impact on job satisfaction of employees. Therefore, the researcher recommends personal development trainings to take place in organization so that leaders can be mindful of their personality understand the significance of their personality on the job satisfaction of their members, in addition to further research to be done on this topic at a wider range and in different sectors as well
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    The Effects of Strategic Leadership on Employee Performance: the Case of Bgi Ethiopia
    (Addis Ababa University, 2023-06) Zewdu Mulugeta; Abraraw Chane (PhD)
    Strategic leaders possess a clear vision for their organization's future and the skills necessary to effectively communicate and motivate their employees to achieve it. Success requires collaboration and problem-solving, which involves setting goals, developing plans, and executing them. The study aimed to investigate the relationship between strategic leadership and employee performance in BGI Ethiopia and provide suggestions for enhancing organizational performance in the region. The majority of the data was analyzed using quantitative techniques such as descriptive statistics like mean, percentage, and frequency tables. All 55 employees were included in this study via census techniques. The correlation was used to answer the basic research questions, and four independent variables were assessed on a five-point Likert-Scale ranging from "strongly disagree" to "strongly agree." Mean scores were used as a measure of central tendency. SPSS V26 encoded, processed, and analyzed the data. The correlation analysis demonstrated that employee performance had a positive relationship with all variables, but it was only significantly associated with the relationship between SL & EP and the effect of SL on EP. Furthermore, the regression analysis results exposed that only one variable, SLAPE, had a significant effect on employee performance, but the rest were insignificant. In conclusion, the study indicated that strategic leadership has a significant impact on employee performance at BGI Ethiopia, except for the variables that were deemed significant
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    “The Impact of Organizational Climate on Employees’ Job satisfaction: The Case of Commercial Bank of Ethiopia
    (Addis Ababa University, 2024-10) Abel Yacob; Abraraw Chane (PhD)
    The main purpose of this study is to explore the impact of organizational climate on employees’ job satisfaction at commercial bank of Ethiopia. The subjects of the study are employees of the Bank who work at the head quarter. This study was conducted with the use of a survey. A questionnaire on organizational climate dimensions and job satisfaction was developed to assess both the organizational climate and job satisfaction of the employees. Two hundred seventy-eight (278) questionnaires were returned, for a response rate of 91.72 percent. The questionnaire was divided into two parts. The first part included questions related to respondents' biographical and organizational variables and the second part comprises of 30 measuring questions under different categorical dimensions. Statistical methods used to analyze the data included Cronbach's alpha coefficient to determine reliability of the instrument. Spearman's rho correlation was employed to assess the degree of relationship between organizational climate and job satisfaction. The data analysis revealed a strong, positive, and significant correlation between all dimensions of organizational climate (trust, job security, job autonomy, and recognition) and job satisfaction. Regression analysis further confirmed that these dimensions collectively explained a significant portion (64.7%) of the variance in job satisfaction, with all four being significant predictors. The findings suggest that fostering a positive organizational climate that emphasizes trust, job security, job autonomy, and recognition can contribute to increased job satisfaction among employees. Key Words: - Organizational Climate, Job Satisfaction, Trust, Job security, Job autonomy, and Recognition and appreciation
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    The Role of Contingent Reward Leadership on Bank Performance:The Case of Hibret Bank Sc
    (Addis Ababa University, 2022-06) Yirga Almaw; Abraraw Chane (PhD)
    The purpose of this study was to investigate the role of Contingent Reward leadership on bank performance in the case of Hibret Bank sc. Taking the study’s objectives and questions into consideration, a quantitative research technique and descriptive research designs were adopted. The proportional stratified, and random sampling procedures were used in the study. Structured questionnaires were issued to a sample of 336 Hibret Bank sc clerical and management staffs through mail group to obtain quantitative data. As a statistical tool, the Statistical Package for Social Science software (SPSS) version 26.0 was used. Descriptive and inferential analyses were used to analyze the quantitative data. Correlational analysis demonstrated a substantial association between the mean score of CR leadership factors (contingent financial reward and contingent non-financial reward) and the dependent variable, bank performance. Similarly, the results of multiple regressions revealed that predictor factors such as CR leadership (Contingent financial and non-financial reward) had a favorable and substantial influence on the bank's performance. Thus, this study suggests the formulation and implementation of effective contingent reward and recognition systems where employees are clearly informed what is expected from them, staffs are assisted to develop themselves and recognized for achievement to encourage the performance improvement for employee and the bank as well. Keywords: Contingent reward leadership, Contingent financial reward, Contingent non-financial reward, Bank performance
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    The Role of Leadership Styles for Organizational Change Management Readiness in Abay Bank S.C.
    (Addis Ababa University, 2023-06) Haregewoin Nega; Abraraw Chane (PhD)
    The purpose of this study was to look at the relationship between leadership styles and how prepared Addis Ababa's Abay Bank S.Co. branches were for organizational change. The dependent variable in the study was change preparedness, and the two independent variables were transformational and transactional leadership styles. The study's aims were addressed via two research questions. The link between the variables was examined using a quantitative and explanatory method. The California Organizational Change Management Questionnaire and the Multi-factor Leadership Questionnaire, which come in two formats (leader form and rater form), were utilized to collect the data. 128 non-administrative personnel and 48 administrative bodies participated in the study. From the questionnaires that were issued, 40 (83%) administrative bodies and 118 (92.1%) employees provided valid responses. Frequency, percentage, Pearson correlation, and multiple regression analysis were the main statistical methods utilized, along with descriptive and inferential statistics. The findings showed that, compared to transactional leadership styles, transformational leadership styles showed a better correlation with organizational change preparedness. Additionally, a sizable amount of the variation in organizational change was strongly predicted by both transactional and transformational leadership styles. They explained 46% of the variation in organizational change preparedness when taken as a whole. According to the results, it is advised that the entire workforce be subjected to customized leadership development initiatives, and that effective training and follow-up plans be developed in partnership with stakeholders
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    The Technology Leadership and Job satisfaction of Private High School Teachers in Addis Ababa, Ethiopia
    (Addis Ababa University, 2022-06) Rahel Tesfaye; Abraraw Chane (PhD)
    The purpose of the study was to investigate the relationship between technology leadership and Job satisfaction of Private High School Teachers in Case of Addis Ababa, Ethiopia. The study adopted a descriptive and correlation research design with sample size of 96 respondents in which all usable data were collected from the distributed 96 questionnaires to respondents and analyzed to arrive at findings, conclusions, and recommendations. Primary data collection, Cluster and random sampling methods were used, data collection instruments were closed ended/structured questionnaires and lastly the data collected were analyzed quantitatively and presented in the form of tables, frequencies, means and standard deviations using Statistical Package for Social Science software (SPSS). Data were presented in tables, chart and analyzed using mean scores, standard deviation, frequencies and percentages). Then the results were interpreted by integrating with the literature. It determined that there is a relationship between technological leadership and job satisfaction. This shows that the level of job satisfaction of teachers increases with the increasing of technology leadership. To the end, a brief conclusions and recommendations were drawn. Key Words: Technology Leadership and Job satisfaction,