Browsing by Author "Jemal Mohammed"

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    Assessment of Service Delivery Quality of Addis Ababa Abattoirs Enterprise
    (A.A.U, 2020-01) Shewalefa Yitbarek; Jemal Mohammed
    The primary objective of this study is to assess service quality and customers’ satisfaction pertaining to quality of Service ofAddis Ababa Abattoirs Enterprise and to give an insight for the abattoir’s management regarding to the level of service quality of the service they rendered. The Specific objectives of the study are to assess the service delivery quality of Addis Ababa Abattoirs Enterprise and to assess level of customer satisfaction in Abattoirs service from five quality perspective. Descriptive statistics such as frequency mean, variance, standard deviation analysis techniques are applied to analyze background information of the respondents. Service quality dimensions and customers satisfaction are also analyzed using descriptive statistics. This Research will discus the analysis of slaughtering service view of customer satisfaction in Addis Ababa abattoirs Enterprise using Both B2BSERVQUAL method and importance performance analysis.The finding on the base of correlation analysis also implies that the relationship between service quality dimensions and customer satisfaction is analyzed and the result shows all service quality dimensions have positive and significant relation with customer satisfaction. The finding also confirms the service quality dimensions have an impact on customers’ satisfaction implying that the higher the quality of service, the higher is the level of customers’ satisfaction. The finding of the study shows that customers are dissatisfied on the slaughtering and meat distribution service quality reliability, empathy, responsiveness, assurance and tangibility. Customer satisfaction is analyzed and the result shows that all service quality dimensions have low customer satisfaction. Therefore on the bases of the finding it can be summarized that Addis Ababa Abattoirs can improve its service by mostly focusing on responsiveness and tangibility of service quality dimensions
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    Assessment of Teachers Performance Appraisal Practices ln Government General Secondary Schools of Addis Ababa
    (A.A.U, 2020-06) Abebe Awraris; Jemal Mohammed
    The main purpose of this study was to assess the current practice of teachers’ performance appraisal in government general secondary schools of Addis Ababa. Important information and data needed for the study were collected by presenting five basic questions with regard to Teachers Performance Appraisal practice, extent of teachers’ involvement in their appraisal, adequacy of the performance appraisal criteria, perception of teachers towards their appraisal practice and major challenges of the TPA system in those samples schools. Descriptive survey method was used as a method of research. The study was conducted on three government general secondary schools of Addis ketema sub city selected using availability sampling technique. Teachers and principals were the respondents of the study. Stratified followed by systematic sampling technique was employed to select sample teachers. On the other hand, principals were selected using purposive sampling technique. Survey questionnaires were administered to 120 teachers to gather relevant data on TPA. Interview was also held with 3 principals who were directly involved on the appraisal process of teachers performance in the sample schools to collect additional information. Statistical tools such as frequency count, percentage mean score and standard deviation were used via SPSS version 20 for analyzing the data. Narration and direct quotation were also used for analyzing the qualitative data. The finding of the study revealed, teachers performance appraisal has been a common practice often conducted twice in a year, but with limited appraisers competence resulted from lack of intervention training, skill and knowledge gap in conducting PA and negative attitude towards PA. With regard to purpose, the current system of teachers’ performance appraisal has not mainly served the developmental purposes of PA. In relation to the accuracy of the PA procedure, it appeared that there are some limitations that potentially affect the whole system in those sample schools. Handling issues in post PA management session did not look a problem; nevertheless, possibility of getting grievances solved by school management was found low. With respect to the participative nature of teachers PA, the finding seems somewhat mixed; schools principals claim that PA is participatory; whereas, about half of teacher respondents refuted principals’ view. The criteria used to appraise teachers were viewed by teachers as rigid, unrelated, less relevant as well as less objective and imposed from Addis Ababa education bureau. The study also found out that teachers had negative attitude towards the whole system of appraisal procedure. At last the practice of TPA was found entangled with myriads of challenges emanated from the administration, appraisers’ knowledge and skill, appraisal criteria and adequacy of resources. Moreover, lacks of consistent follow up, poor feedback system, students’ bias and absence of developmental plan were also found the major problems of TPA. To address the afore mentioned problems, it is recommended that the whole process of PA has to be modified by training teachers and school administrators via continuous orientation about TPA with the concerted effort of the education bureau, education office at different levels and schools. In addition, inbuilt school based learning and relearning has to be promoted about the potential benefits of PA at the school level among principals and teachers along with all concerned bodies at all levels. Adequate and relevant training should be given to all appraisers. Teachers should be involved in the formulation of TPA criteria. Besides this, performance appraisal should be reviewed periodically on the bases of the evaluation gained from teachers, principals and other key stakeholders participating in TPA criteria.
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    Challenges and Critical Success Factors in Implementing ITIL Service Operation Processes: The Case of Commercial Bank of Ethiopia
    (A.A.U, 2020-05) Rahel Teklay; Jemal Mohammed
    Information Technology Infrastructure Library (ITIL) is the most popular framework for IT Service Management (ITSM) in the world. This framework is also in the process of being adopted by Ethiopian IT organizations. ITIL comprises of five service lifecycle stages. Each lifecycle stage includes guidance on service management of 26 processes. Service Operation (SO) lifecycle stage is a critical stage of the service lifecycle responsible for the ongoing management of the technology that is used to deliver and support services. Available literature on ITIL discusses the importance of ITIL SO processes and its benefits. Lack of academic researches published on standard approach on its implementation in developing countries like Ethiopia generally, and the banking sector in particular, has contributed to the decision to carry out this study. Therefore, the purpose of this study was to explore Critical success factors (CSFs), identify challenges and discover the possible ways by which the IT support organizations can overcome the identified challenges of ITIL SO implementation in the context of Commercial Bank of Ethiopia. For this purpose, an exploratory case study approach was applied. Primary and secondary data were collected via semi-structured interview, document collection, and direct observation. For the reason that involving knowledgeable individuals on the subject of the study was crucial, a purposive sampling technique was used in the research. Respondents were screened by their exposure and certification level of ITIL framework. Data was analyzed and interpreted using qualitative content analysis method. The extracted challenges and CSFs from the literature and semi-structured interview were analyzed. As a result, findings which were unique to this study identified and a SO processes implementation strategy to overcome the identified challenges proposed. Thus, this paper identified 19 challenges in five categories. On the other hand, the critical factors that are unique to this study are: Project budget, Top Management involvement, Stakeholder management, Prioritization of Process implementation, ITIL Implementation experience, Organizational structure, Organizational culture, IT Governance, Measurement of stakeholder capabilities, Project management skill, activity demarcated among support levels, Process integration, maturity of other processes.
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    Communication Conduct on Fm Addis 97.1’S Hiv/Aids Phone-In Program
    (Addis Ababa University, 2015-07) Jemal Mohammed ; Teshome Demissie
    This study examines how communication is conducted in a „lived‟ radio phone-in program about HIV/AIDS and related matters by narrowing its focus onto the context of the practice in FM Addis 97.1, a broadcasting station in Ethiopia. Previous works on institutional discourse and perspectives from Goffmanian and ethnomethodology-based approaches were drawn on in framing the theoretical and methodological foundations. The data were primarily collected by recording „lived‟ radio phone-in productions in the target communication setting. The corpus for analysis was assembled by making detailed transcriptions of the recordings of the participants‟ speech exchanges on two randomly selected themes: „Blood Testing Experience for HIV-antibody‟ and „Challenges in (to) being Faithful‟, which together lasted about fifteen hours. The analysis of these transcripts reveals that communication is organized in a way that places the program host, the caller, the guest or expert and the audiences in the participation framework. Although the actual speech exchange in the program appears to be made either between the host and the caller or the host and the guest, it seems to be primarily shaped for and by the audience who listen to that program. While interaction between the host and the guest is found to constitute part of the production, the speech exchange of the hosts and the callers appears to be central in the making up of the program. This exchange involves three broader phases: the openings, „doing‟ the talk and the closure. Each of these phases is observed to have distinctive features. The participants display their orientations to such features through a reliance on predictable combinations of moves, which are realized through a limited range of speech acts and conversational routines. With respect to the construction of roles and identities, it is observed that the participants‟ discourse roles appear to be made relevant in many ways, with explicit role definitions by the host and with implicit negotiations by the participants. Their identities are found to be built through a reflexive combination of sequential and categorical methods as the interaction unfolds. Regarding the construction of power relationship, the analysis reveals that asymmetrical power relationship is not that characterize all that is happening in the target site, and that asymmetrical power relationship manifest in this setting tend to be not an outcome of just social structural difference between the participants but (mainly) of an interactional accomplishment which is made evident in and through the joint interaction moves by the parties involved. This study argues that the target radio phone-in participants tend to enact from multiplicity of roles, align and disalign with some form of actions, and position each other symmetrically and asymmetrically to the attainment of the program‟s goal: modeling of a desirable health behavior and stance. The study outlines the implications of making a fine-grained analysis of talk in a radio phone-in program to future practices and pre-and in-service trainings of hosts. Finally, the study makes some suggestions as to what the hosts of a radio phone-in program might do to improve the way interactions are managed, and points out areas worth examining in future studies of the sort.
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    A Comparative Analysis of The Competitiveness of Construction Firms: on Federal Highway Project Implementation
    (A.A.U, 2018-06) Ahmed Bubeker; Jemal Mohammed
    The understanding of firms’ competitiveness and assessing Key Competitiveness Indicators has been a major issue for construction industry. Several attempts have been made in relation to this issue elsewhere although little attention has given to local construction firms’ competitiveness in Ethiopian construction industry. The study was aimed at identifying key competitiveness Indicators (KCIs) for construction firm in the context of Ethiopian Federal Highway construction projects and assessing its association between KCIs and performance of the local construction firms. The finding of the study shows that there is a significant association between construction firm's competitiveness and key indicators such as; technology and innovation, marketing capability, financing capability, organizational management skills, and human resources strength. However, no statistically significant association was found between the construction firm's competitiveness and corporate image. The major objective of the research is to make assessment of Competitiveness of Local Contraction Firms (LCFs) and find out solutions that have potential of filling the competitiveness gaps of LCFs. The study took only views or perceptions of professionals from ERA, however, views of private construction firms, and consulting companies were not considered.
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    Corporate Governance and its Effect on Innovation in the Case of Private Commercial Banks in Ethiopia
    (Addis Ababa University, 2018-06) Wondwossen Tesfaye; Jemal Mohammed
    Corporate governance carries strategic importance and should be addressed correctly by decision makers. Corporate governance literature suggests that diverse boards are a part of good corporate governance practice. However, it is not clear how good corporate governance particularly diverse board characteristics might affect the corporate innovation and innovation search strategies. Impact of corporate governance on innovation is still an area of study that has not been adequately researched in Ethiopia. This study sought to establish the effect of corporate governance on innovation of private banks in Ethiopia. The objective was accomplished by assessing the effect of female directors in the board, size of the board, directors' educational qualification and board independence on innovation. Due to availability of recent data, the study had targeted population of nine private b anks from all operated in Ethiopia namely Awash, Abyssinia, Wegagen, United, NIB, Dashen, Oromiya-Cooperative, Birhan and Addis bank. The study entirely used secondary data obtained from publicized annual reports and websites of the individual banks. The researcher employed explanatory research design to explain the situation. Result from regression analysis showed that independent variables (female directors in the board, board size, educational qualification of directors’ and board independence) have significant positive effect on innovation (log of the numbers of automatic teller machines and point of sales terminal). The study thus concludes that the effect of corporate governance on innovation depends on the variables. The study thus recommends an evaluation of the board characteristics in private banks as it influences innovation.
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    Determinants of Employee Engagement in the Banking Industry in Ethiopia: the case of Bank of Abyssinia
    (Addis Ababa University, 2019-05) Gezahagn Ayalew; Jemal Mohammed
    The purpose of this study was to explore the determinants of employee engagement in the Bank of Abyssinia. Employee engagement is influenced by many factors including job characteristics, organizational justice, reward and recognition, leadership style, workplace culture, organizational communication and company reputation. In this study, job characteristics, reward and recognition, and leadership style were tested for their predictive role on employee engagement. The study adopted a quantitative research method and a survey research approach with five point Likert scale questionnaire was distributed to the respondents. Convenience sampling approach was used to select the target respondents of the survey, where 200 Self-administered questionnaires were distributed, out of which 191 were collected. The data collected was analyzed through descriptive, correlation, & regression analysis using SPSS Version 21 software. The correlation analysis result showed that job characteristics, leadership style, and reward & recognition have a strong positive relationship with employee engagement. The finding of the study using a multiple linear regression analysis revealed that all the independent variables (job characteristics, leadership style and reward & recognition) have positively predicted employee engagement. Based on the findings, the researcher forwarded recommendations and future research directions.
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    Determinants of Job Satisfaction in the case of Ethiopian Private Commercial Banks in Addis Ababa
    (Addis Ababa University, 2018-05) Yesu Girma; Jemal Mohammed
    Job satisfaction hinges on a productive and accomplishing relationship between employee, their company and their productivity. The objective of this research paper is to explore factors that influence job satisfaction in Ethiopian Private commercial banks in Addis Ababa city. The study investigated the nature of work, workplace environment, recognition, motivation, promotion opportunities and benefit packages as the antecedents of job satisfaction. This research is cross-sectional survey and the research approach applied for this study was quantitative approach in nature. A self-administered questionnaire was used for data collection from the employees of selected private commercial banks in Addis Ababa area using convenient sampling technique. Out of 290 questionnaires distributed, 277 were collected and used for further analysis. Correlation analysis and multiple linear regressions were used to analyze the gathered data with SPSS software. The results showed significant positive association between the nature of work, workplace environment, recognition, motivation, promotion and benefits and job satisfaction. Therefore, it’s forwarded for the top management of the private banks to improve the above variables in their respective organization.
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    The Effect of Emotional Intelligence on Proactive Decision Making in the case of Branch Managers in Commercial Bank of Ethiopia
    (Addis Ababa University, 2019-06) Cherinet Tesfaye; Jemal Mohammed
    Decisions most often result in either positive or negative outcomes. The negative side of decisions are those that reduce the performance of an entity and or organizations and frequently labeled as reactive. While those decisions which result in increasing the performance are proactive decisions. Both proactive and reactive decisions are often the result of the individuals’ state of mind or emotions. The main aim of this study is to investigate the effect of employee emotional intelligence skills on their level of proactive decision making. The research dwelled more on non-experimental quantitative approach which made entirely through questionnaires as formulated and developed only for this purpose. The researcher employed Wong and Law emotional intelligence scale, and the multidimensional concept of proactive decision making(PDM) measurements. Adopting census survey method the whole population were targeted where in size is restricted to branch managers under south Addis Ababa district office. The number of targeted branches were 102.The researcher believes that result obtained from this study will be general indicator for the rest of the branch managers in the Bank. In the research statistical analysis Software Package for social sciences (SPSS) version 24 was employed and descriptive and inferential statistical methods were used. Major finding of the study reveal that individuals’ emotional intelligence has significant and direct relationship with decisions that are proactive .Hence, it is recommended that the Bank should increase employees level of emotional intelligence skills by strengthening its staff development programs through delivering various trainings to management members specifically designed to branch managers since they are responsible to run core function of the organization, that is rendering customer service.
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    The Effect of Job Satisfaction on Employees’ Turnover Intention (The Case of Commercial Bank of Ethiopia)
    (Addis Ababa University, 2019-06) Michael Tadesse; Jemal Mohammed
    The purpose of the study was to examine the effect of job satisfaction on employees’ turnover intention with job satisfaction dimensions of payment, promotion, nature of work, supervision and achievement. The researcher adopted explanatory research design to explain, understand and predict the cause and effect relationship between variables. The target populations under study were 805 employees from 12 purposively selected branches. In order to gather primary data from the respondent a self-administered questionnaire applied for the study. Among the total population 267 employees were randomly selected out of which 250 questionnaires returned. Data analyzed by using descriptive statistics that includes percentages, frequency distribution tables. Correlation analysis also used in this study to test the relation between dependent (Job satisfaction) and independent (Turnover Intention) variables. The finding of the study showed that, all job satisfaction variables have negative relationship or correlation with employees’ turnover intention. Furthermore, the result of multiple linear regression variables like payment, promotion, and nature of work has negative and statistically significant effect on employee’s turnover intention. On the other hand, the impact of supervision and achievement has showed statistically insignificant effect on employee’s turnover intention. Based on the findings of the study recommendations forwarded for management of the bank to continuously examine and improve the existing HR policy and procedure on Payment, promotion opportunity and nature of the work that may guarantee continuous satisfaction of employees and to keep them retained in the bank.
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    The Effect of Organizational Commitment on Employees’ Turnover Intention: In the Case of Ethiopian Trading Business Corporation (Alle Bejimla)
    (Addis Ababa University, 2019-06) Megfira Adem; Jemal Mohammed
    There is a growing interest in theory and practice with regard to organizational commitment and Turnover intention of employees. The Objective of this thesis is to study the effect of organizational commitment on Turnover intention; specifically, to assess the effect the Affective commitment, Normative commitment, and continuance commitment on Employee’s Turnover intention. A quantitative research design that involves quantifying of the variables of the study by way of generating numerical data was adopted. From the total of 272 employees within the case organization i.e. Alle Bejimla, a closed ended questionnaire was distributed for a sample of 162 employees selected using convenient sampling. Where 143 responses were collected and used for final data analysis. The data collected from the questionnaire were analyzed using descriptive statistics, correlation and regression analysis with the help of IBM’s Software Package for Social Science (IBM SPSS Statistic 20). The outcome of the analysis revealed that organizational commitment at the 1st order level construct is negatively related to turnover intention. Furthermore, while all three dimensions of commitment have a negative relationship to the dependent variable i.e. turnover intention; affective commitment was found to have a strong negative relationship with turnover intention while the other two had a moderate negative relationship. The study recommends that organizations should emphasis on minimizing the high level of turnover intention by engaging and committing the employees for better productivity.
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    The Effect of Organizational Culture on Employee Commitment (The Case of Commercial Bank of Ethiopia)
    (Addis Ababa University, 2019-06) Abraham Warga; Jemal Mohammed
    The study has sought the effects of organizational culture on employees' commitment in Commercial Bank of Ethiopia. The specific objectives of the study were; to determine the relationship between involvement culture, consistency culture, adaptability culture and the relationship between mission culture and employees commitment in commercial bank of Ethiopia. The study used quantitative research method and explanatory research design to objectively answer the proposed research questions. Cluster sampling technique was used to select the four districts from the total of 15 districts and also proportionate stratified sampling technique was adopted to treat the 368 participants; and out of those, 350 has responded. Descriptive analysis, factor analysis, Pearson correlation, analysis of variance (ANOVA) and regression were carried out to analyze the data using SPSS 20. Regression analysis was used to assess the effects of organizational culture on the employees’ commitment. The study shows that there is positive relationship between organizational culture and employees’ commitment. Based on the findings, the study recommends that CBE should empower employees and reinforce team orientations, embrace integration, coordination, organizational learning, agreement and core values and they should create competence development to promote employees commitment.
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    Effect of Organizational Culture on Employee Creativity in Ethio-Telecom
    (A.A.U., 2019-12) Kalkidan Amare; Jemal Mohammed
    This study emphasizes on the effect of organizational culture elements namely; organizational values, organizational climate and leadership style on employee creativity in Ethiotelecom. Three research hypotheses were formulated and tested. For selecting sample of respondents’ random sampling was used. 198 questionnaires were distributed to a sample drawn from employees of Ethiotelecom working at head office, Out of which, 175 were returned. Descriptive and inferential data analysis was made using statistical package of social science(SPSS) software version 20.preilminary analysis of testing the assumptions of linear regression analysis was made before the major analysis. The finding indicated that, organizational climate and leadership style had significant and positive relationship with employee creativity, but there was no significant relationship between organizational values and employee creativity. The paper would add value to organization studies discipline by providing insightful view towards organizational culture and employee creativity and would initiate further discussions to create an effective framework between organizational culture and its impact on creativity.
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    The Effect of Organizational Culture on Employees’ Commitment – the case of Ethiopian Airlines
    (Addis Ababa University, 2019-06) Meseret Getachew; Jemal Mohammed
    The objective of this study was to assess and examine he relationship between organizational culture and employees’ commitment. The researcher used explanatory research design with quantitative research approach in order to meet the objective of the study. The target population for this study was professional employees of Ethiopian Airlines located in Addis Ababa, Head Quarter. Out of which 364 respondents were selected using Stratified Random Sampling Technique. A structured and self-administered questionnaire was developed based on Denison’s organizational culture dimensions (involvement, consistency, adaptability and mission) and employees’ commitment, and distributed to the target respondents. A total of 331 questionnaires were used for this study and the data were analyzed using descriptive and inferential statistics. Pearson Correlation analysis shows that there was statistically significant positive relationship between all the four organizational dimensions (i.e. involvement, consistency, adaptability and mission) and employees’ commitment. Moreover, mission had stronger positive and statistically significant correlation with employees’ commitment than the other dimensions. Relatively, involvement had less positive correlation with employees’ commitment. The result of multiple regression Analysis revealed that 23.7% of the variation of employees’ commitment can be predicted by the independent variables i.e. involvement, consistency, adaptability and mission. In addition, the two organization culture dimensions (i.e. adaptability and mission) had significant contribution to employees’ commitment at 95% confidence level. However, involvement and consistency had a positive but statistically insignificant contribution towards employees’ commitment. Accordingly maintaining the organizational culture with significant contribution towards commitment (i.e. Identification with mission and adaptability) by communicating its mission and vision to the newly hired employees consistently and rewarding innovation to encourage employees for further creativity is recommended by the researcher. The need to establish clearly defined and visible expression of organizational culture is also recommended by the researcher.
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    The Effect of Resistance to Organizational Change on Job Performance of Employees as Mediated by Job Satisfaction: the case of Commercial Bank of Ethiopia
    (A.A.U, 2020-11) Getachew Tesfaye; Jemal Mohammed
    Resistance to organizational change is among the main factors that impede successful execution of change initiatives. Investigating the effect of resistance to change on employees’ performance and the role of mediating factors is essential for managerial actions. The aim of this study was to investigate the mediation role of job satisfaction on the effect of resistance to change on employees’ job performance among employees of the commercial bank of Ethiopia. The study applied a cross-sectional study design with both descriptive and explanatory approaches. Data were collected using structured questionnaire adapted from previous studies. Analyses were done using STATA 14 software. Descriptive analyses, t-test, ANOVA and multivariable linear regression, structural equation modeling and path analyses were used. A total of 398 employees of the Commercial bank of Ethiopia were selected from twenty four branches in Addis Ababa out of 398 employees 251 (63.1 %) were male while 147 (36.9 %) were female The results of the multivariable linear regression analyses revealed that, job satisfaction affected the level of employees’ job performance by a factor of 0.254, at p-value=0.000; when resistance to organizational change was not included in the model. On the contrary, resistance to organizational change had total effects of -0.543 and -0.388 on employees’ job satisfaction and performance, respectively; each with P-value of 0.000. Finally, the results of the mediation analyses showed that, when job satisfaction was included in the model as a mediating variable; resistance to organizational change had a direct effect of -0.300 on employees’ performance at a p-value of 0.000. At the same time, employees’ job satisfaction had a direct effect of 0.161 on employees’ performance at p-value of 0.000. Given that, resistance to organizational change had an indirect effect of about -0.088 on employees’ performance, which is mediated by job satisfaction (p-value=0.000). The study concluded that, job satisfaction had a mediation role on the negative effect of resistance to change on employees’ performance. Thus, whenever change initiatives are triggered in the bank, it is vital to think of ways to assess and alleviate level of resistance; and undertake actions to increase job satisfaction so as to achieve better employees’ performance.
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    The Effect of Work Life Balance on Employees Job Satisfaction: in the case of Lion International Bank S.C
    (Addis Ababa University, 2019-06) Elsabeth Girmay; Jemal Mohammed
    Work-life balance in its broad sense captures all aspects of employees’ personal and work life. The purpose of this study was to analyze the Effect of work life balance on employee’s job satisfaction. Primary data for the study was gathered from 184 employees from Lion International Bank’s Addis Ababa city branches and Head office through self adminstered questionnaires. The study variables were: Working hours, Working conditions, work load, work life balance program and employees job satifaction. Correlation and regression analysis was conducted using Statistical Package for Social Science software Version 20. The study hypothesis were tested using multiple regression analysis to identify the effects of the independent variables on the dependent variable. The finding suggested that, Working hours, Working conditions, work load and work life balance program have statstically significant effect on employee job satisfaction. Finally, the resercher concluded that balanced work life balance of of employees increase the level of employee Job satisfaction. Based on the finding the reasercher recommended the Bank to develop organized programs to balance the employees life at work place and in personal life to increase their level of satisfaction on their job for better performance and profitablity of the Bank.
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    The Effect of Working Environment on Employee Performance: in the case of Bole Lemi Industrial Park
    (Addis Ababa University, 2019-06) Awoke Tesfu; Jemal Mohammed
    The aim of this study was to investigate the effects of working environment on employee performance in Bole lemi Industrial Park found around Addis Ababa. Quantitative research approach with explanatory research design was adopted in carrying out this research. Cross sectional data was collected to address research objectives of the study using self-administered questionnaire from 315 employees using random probability sampling technique. The collected data were analyzed using descriptive statistics, correlation and regression analysis through statistical package for social science (SPSS) version 25. The study used seven major working environment factors including: physical environment, reward, democratic leadership style, work life balance, training, workload and discrimination as predictor variables and employee performance as dependent variable. The finding of the research highlights that physical work environment, reward and training have positive and statistically significant impact on employee performance while, workload and discrimination have negative and statistically significant impact on employee performance. On the other hand, democratic leadership style and work life balance have showed statistically insignificant impact on employee performance. Based on the findings of study, recommendations made for management of the industrial park are: physical work environment in terms of lighting, noise level, temperature and ventilation should be made sure that they stay at an acceptable level, discrimination has to be minimized at work place by encouraging employee irrespective of gender, age, ethnic group or religious belief to participate in decision making as this will help to reduce discrimination in the workplace.
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    Effects of Business Level Strategies on Performance of Private Commercial Banks in Ethiopia
    (A.A.U, 2023-06-08) Leka Nigusse Tujo; Jemal Mohammed
    The general objective of this study was to assess the effects of business level strategies on performance of private commercial banks in Ethiopia. The research has quantitative nature. To accept or reject the research hypothesis relevant questions by means of questionnaire were created and distributed to the survey's respondents. Self-administered questionnaires were used to gather primary data, and they were distributed through non random sampling technique. An explanatory research design was used. The hypotheses were examined using multiple regression analysis and Pearson's product moment correlation analysis. The result showed that there was a positive significant effect of cost leadership, differentiation, focus and combination strategy on performance of Private Commercial Bank. Therefore, from the outcomes and conclusions, it is suggested that the management and professional staffs of Private Commercial Banks in Ethiopia should enhance their performance by improving the management of: economies of scale, supply of quality and superior products to their customers, give close attention to unique customer preferences, monitoring of combination strategy and more investment in business level strategies.
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    Effects of Business Level Strategies on Performance of Private Commercial Banks in Ethiopia
    (A.A.U, 2023-06-04) Leka Nigusse; Jemal Mohammed
    The general objective of this study was to assess the effects of business level strategies on performance of private commercial banks in Ethiopia. The research has quantitative nature. To accept or reject the research hypothesis relevant questions by means of questionnaire were created and distributed to the survey's respondents. Self-administered questionnaires were used to gather primary data, and they were distributed through non random sampling technique. An explanatory research design was used. The hypotheses were examined using multiple regression analysis and Pearson's product moment correlation analysis. The result showed that there was a positive significant effect of cost leadership, differentiation, focus and combination strategy on performance of Private Commercial Bank. Therefore, from the outcomes and conclusions, it is suggested that the management and professional staffs of Private Commercial Banks in Ethiopia should enhance their performance by improving the management of: economies of scale, supply of quality and superior products to their customers, give close attention to unique customer preferences, monitoring of combination strategy and more investment in business level strategies.
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    The Effects of Performance Appraisal System on Employees' Performance in the case of Addis Ababa Abattoirs Enterprise
    (A.A.U, 2019-12) Mekonnen Getachew; Jemal Mohammed
    Employees' performance is one of the major issues in an organization. The purpose of this study was to explore the influence of performance appraisal system on employees' performance in the case of Addis Ababa Abattoirs Enterprise. The study was aimed to: identify whether setting performance standards in an organization will lead to better employees' performance or not; evaluate how communicating performance expectation to employee has an effect on employees' performance; determine how measuring actual performance of employees based on Predetermined standards has an effect on employees' performance; realize how comparing actual performance with standards affect employees' performance; find out the effect of discussion on appraisal result and giving feedback on the employees' performance, and identify the relationship between indicating corrective actions and employees' performance. The method of the study was quantitative and data were collected by the use of questionnaires from 277 employees from the target enterprise. Data from the research was analyzed by using Statistical Package for the social sciences. To analyze the data, descriptive (frequency, percentage and mean) and also inferential statistic (Pearson's correlation coefficient and regression) test were run. The association between employees' performance and each performance appraisal system dimensions are significant, which indicates that there is a moderate positive relationship between performance appraisal system and employees' performance. Regression analysis model indicates performance appraisal system has a significant positive effect on employees' performance. The study recommended that the management should strive to make their employees aware of the role of the performance appraisal system. The results of the appraisal shall be communicated to the employees, and then both administrative and developmental corrective actions shall be applied to improve performance