AAU-ETD :: Browsing by Author "Mohammed, Abdurazak (PhD)"

Browsing by Author "Mohammed, Abdurazak (PhD)"

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Assessing Effect Of Training And Development On Employees’ Performance; A Case Of Gulelle Sub City Administration Sectors
(Addis Ababa University, 2017-05-09) Tegegne, Amsalu; Mohammed, Abdurazak (PhD)
Effective employees training minimize the gap between actual required skill to do the job and existing skills in new employees. The main purpose of training and development is by improving the employee competencies so that organizations can maximize efficiency and effectiveness of their human assets. The problem related to training in many organizations is that the outcomes of training are not properly evaluated.Therefore; the objective of the study was to assess the effect of training and development on employee performance in context of Gulelle Sub-city administration sector. Training design, objective and delivery style are used as a variable. This paper is quantitative in nature. The study use survey research design.The research is based on primary data. The primary data was collected using self-administered questioners distributed to 141 respondents taken as sample size from different sectors. The researcher used SPSS 20, descriptive statistics, correlation and regression analysis to analyze the data collected and to evaluate the relationship between the two variables. The result of the study signifies that there is a positive and significant relationship between training and employee performance in the context of Gulelle Sub-city administration sector’s training and development was found to be a positive predictor of employee performance, administrators should engage in increasing the qualities and quantities of the training program so as to increase their employee’s performance
Assessing The Effect Of Motivation On Job Satisfaction And Employees Performance: Case Of Commercial Bank Of Ethiopia
(Addis Ababa University, 2020-06) Getahun, Ruth; Mohammed, Abdurazak (PhD)
The aim of this research paper is to assessing the effect of motivation on Job satisfaction and lead to Employee Performance by the case organization, Commercial Bank of Ethiopia. Motivational factors (Salary and Benefit, Promotion, Recognition, Work Content, and Working Condition) are assessed in order to find motivation effect on job satisfaction. The study takes job satisfaction as a mediator between motivation and employee performance. The study was conducted based on the data gathered from sixteen branches of commercial bank of Ethiopia. A mixed research approach was used to answer the research questions that emerged through the review of existing literature and the experiences of the researcher in respect to effect of motivation on job satisfaction and lead to employee performance. The study statistically analyzed data obtained from the survey questionnaire. A research framework developed based on Herzberg Two Factor Theory and modified by the researcher is used to guide the study. The result of the study indicated that job satisfaction is highly lead employees to performance in other word job satisfaction is a significant and strong mediator between motivation and employee performance but related to motivation employees are not satisfied and motivated with the current procedure carried out by the bank. It revealed that they are mostly not satisfied with the promotion, recognition and work content practice of the bank. The study suggests different measures include: drafting and implementing clear and appropriate career advancement procedures, providing proper and timely recognition as part of the system, the basis of motivational procedures taken up by the organization should follow the interest of employees, and shaping and implementing appropriate motivational techniques in order to satisfy its employees and to get high employee performance In order to achieve organizational objectives
Assessment Of Effectiveness Of Employee Motivation Strategies On Employees’ Performance: The Case Of Ethiopian Electric Power Enterprise
(Addis Ababa University, 2015-06) Wondimu, Akalu; Mohammed, Abdurazak (PhD)
The study was about concerning Ethiopian Electric Power enterprise of the major problems are the issue of motivation and retention, that why are so many voluntary resignations among the employees. The main objective of this study was to assess the effect of motivational strategies on the employees’ performance of EEP enterprise while the specific objectives were: to identify the existing motivational packages; to identify motivation packages influence employee performance; to assess the managers’ perception of what motivate employees? And identify other effective motivational package in order to enhance the performance of the selected EEP employees. The study was based mainly on Primary data in form of questionnaires, interviews for these purpose 317 respondents selected from Ethiopian Electric power head officeusing the stratified sampling method. The population of the study was 1817 workers from different departments. The study used descriptive statistics (frequencies, mean, and percentages) to answer the research questions posed for the study. Chi-Square Test was used to test the significant relation between employee motivation strategies and employees performance. The result obtained from the analysis showed that there existed relationship between employee motivation and the organizational performance. The study reveals that: financial motivational strategies given to employees in an enterprise had a significant influence on the employees’ performance; non-financial motivation strategies had no significant influence on employees performance; enterprise motivation strategies were not inconformity with employees expectation and EEP enterprise employees prefer financial motivation strategies then non financial motivation strategies. This is in line with Maslows hierarchy theorywhich emphasizes that proper in the remuneration package and Vroom’s expectancy theory which states that individuals make choices based on their perceived expectancy that certain rewards will follow tend to produce higher performance from employees. The researcher recommends enterprise should adopt extrinsic rewards in their various departments to increase employee performance. On the bases of these findings, employers are continually challenged to develop pay policies and procedures that will enable them to attract, motivate, retain and satisfy their employees. The researcher therefore suggest that more research should be conducted on the relationship and influence motivational strategies on employees performance using many private and public organizations which will be a handy tool that could be used to provide solutions to individual conflict that has resulted from poor motivation system
Assessment Of Management Roles Effectiveness For Enterprise Resource Planning (ERP) System Implementation Success: The Case Of Ethiopian Electric Utility (EEU) ERP Project
(Addis Ababa University, 2019-08) mulushoa, Yohannes; Mohammed, Abdurazak (PhD)
This case study is conducted in Ethiopian Electric Utility (EEU) to assess Enterprise Resource Planning (ERP)implementation success based on Management Roles effectiveness. Thus the study;by adapting previous research work that tried to group related Critical Success Factors (CSFs) into five Management Roles, developed a research framework that associate the management roleseffectiveness with the ERP implementation success; and also by using various data collection methods (qualitative and quantitative) in combination with purposive sampling techniqueto select 167 samples and using the opinions of the project managers, core team members, end users and consultants/implementation partners assessed the implementation success, test the relationship and draw explanation. The result ofthe studyshows that; with the established criteria EEU's ERP implementation performance is under average;found that the Top Management, Technology Management, Process Management, Change Management and Project Management Roles have a strong and positive relationship with ERP implementation success; andall the management roles have a respectable amount of variance to explain the ERP Implementation Success. Additionally, in order to exploit the full potential from ERP, more efforts to be practiced to improve the effectiveness of the five management rolesand further research in the five management roles areas are recommendedfor the case of EEU.
An Assessment of Monitoring and Evaluation of Participatory Small-Scale Irrigation Development Program (PASIDP) at the Ministry of Agriculture & Natural Resources
(Addis Ababa University, 2017-06) Genene, Bekalu; Mohammed, Abdurazak (PhD)
This project work was prepared with the objective of identifying challenges that affected the M&E system of PASIDP at the Ministry of Agriculture & Rural Development-National Program Coordination and Management Unit. To achieve its objective, the study employed descriptive research approach and used both primary and secondary data. Questionnaire, interview, and document review were used as data collection tools. Furthermore, it employed purposive or judgmental sampling technique. Data was analyzed using Statistical Package for Social Science (SPSS) and was presented in the form of tables showing frequencies & percentages with detail interpretation. The study revealed that the M&E system of PASIDP at the NPCMU had several challenges. Some of the M&E problems identified were lack of separate M&E plan, lack of MIS to facilitate the M&E activities, staff capacity limitation, inability to prepare baseline survey to facilitate program evaluation, problem of ensuring data quality coming from regions, and inadequate project progress monitoring. Based on the findings of the study, recommendations were given to strengthen the M&E system of PASIDP II, which is in the first of its seven years program, at the NPCMU. Recommendations include preparing separate M&E plan for PASIDP II, developing MIS system to facilitate M&E activities, providing adequate & relevant training to develop capacity of M&E and other experts at the NPCMU, preparing baseline survey within the first year of PASIDP II implementation, developing mechanism to ensure data quality coming from regions, conducting timely and consistent project progress monitoring
Assessment Of Motivational Practices The Case Of Ethio-Telecom, Addis Ababa Ethiopia
(Addis Ababa University, 2015-06) Argaw, Abinet; Mohammed, Abdurazak (PhD)
The main objective of this study was to assess the motivational practices that are being implemented in Ethio-Telecom. In this regard, Working Condition, Promotion, Work Content, Benefit, Payment and Recognition are assessed from varied dimensions. To deliver quality service, understanding individual motivation is required. A number of studies confirm that a well motivated employee has a great impact on organizational performance. The research design of this study is Descriptive and a questionnaire was administered to 144 respondents from four selected departments. The respondents were selected by using Stratified Random Sampling method. The data was collected using Standard Questionnaire specifically designed to capture responses to assess the motivational practices of the organization. The questionnaire was a fivepoint likert scale. Descriptive statistics such as standard deviation, mean, frequency and percentage was used to analyze the collected data. The data collected from the survey was analyzed using SPSS software version 20.0 and presented in the form of Descriptive Statistics. The main findings of this study indicated that there is motivational practice in Ethio-Telecom even though it is not formal and appropriate. The results have shown that respondents have felt unfair and injustice in the company’s motivational practices
Assessment of practices and challenges of employee performance management at Commercial bank of Ethiopia, Bishoftu city
(Addis Ababa University, 2018-10-19) W/Michael, Tigist; Mohammed, Abdurazak (PhD)
This thesis is designed to assess the practices and challenges of performance management at Commercial Bank of Ethiopia, Bishoftu area. The study tried to address for what purposes the system was used, how performance management process was practiced and challenges faced while implementing the system. The research used descriptive method of study. This research has used stratified random sampling technique to select questionnaire respondents and purposive sampling to select interviewees. Both primary and secondary data were used. The primary data was collected from 134 respondents through questionnaire and also semi-structured interview was conducted with managers to get information for the research. The analysis was done by the help of SPSS and presented using descriptive statistics; frequency, mean, tables and percentages. The research has outlined that the major weaknesses of the employee performance management system of the Commercial Bank of Ethiopia as limited awareness concerning the purpose and implications of performance management, lack of employee participation in planning, lack of regular feedback and coaching to improve performance. And also subjective supervisor assessment and no link between performance and reward were revealed by the research. The research also indicated CBE has some good qualities in clearly defining the mission, vision and values and developing strategy map. Recommendations forwarded to address the issues were, improve employee’s participation in the process, to avail adequate and timely trainings concerning all aspects of the EPMS, revise performance standards and measures to minimize subjectivity; enhance the involvement of employees via promoting transparency and equip them with the required resources, provide regular feedback and Coaching. Finally to make the system effective, CBE needs to provide reward at the right time and clearly show the implication of good as well as poor performance
Assessment Of Project Management Practices And Challenges: The Case Of Telecom Expansion Project (TEP) In Ethio telecom
(Addis Ababa University, 2019-05) Haftom, Medhen; Mohammed, Abdurazak (PhD)
The purpose of this study is to assess the project management practices of telecom expansion project and their effect on project performance in ethiotelecom. Explanatory research design was applied to address the specific objectives of the study and reach at specific conclusion. Primary data has been collected by distributing 88 structured questionnaires and all the distributed questionnaires were filled and returned. Results from descriptive analysis identified that TEP was good in practicing Initiation, planning, execution, monitoring & control and closing phase activities except the following observed problems in within these phases like: Lack identifying possible risks and detail scope statement preparation at planning phase, lack of timely escalation of problems impeding project team’s performance to execute the project and regularly updating project schedules at execution phase, lack of proper identification and documenting of lessons learned at closing phase. With regard to implementation challenges, Lack of proper coordination with stakeholders, Lack of proper fund management in the project, Government Policy challenges, Project communication and integration management problems were identified as highly challenging factors. Results from correlation analysis shows, there is significant positive correlation between all the project phases practices and project performance and significant negative correlation between challenges and project performance. Result from multiple linear regression shows, except planning all the other project phase practices and challenges significantly explain the project success. Finally though the project was not completed with the planned budget and schedule, it was good in achieving the expected quality, objective and goal. Based on this the study proposes: ethiotelecom should develop a culture of developing appropriate risk plans and risk response controls, to prevent unexpected risks and failures, it should also develop a strong culture of lessons learned documentation at every project performed by the organization, should develop effective and efficient project communication and integration management systems etc.
Assessment of Recruitment and Selection Practice in Ethiopian Electric Power Enterprise
(Addis Ababa University, 2018-05-10) Mulugeta, Genet; Mohammed, Abdurazak (PhD)
The success and failure of organization depends to the extent as to know how much efficient, experienced and capable employee are procured and recruited. The purpose of this study was to assess recruitment and selection practice in Ethiopian Electric power enterprise. The study used both quantitative and qualitative approach and employed descriptive research design to objectively answer the research questions. For achieving the study objective, 184 sample respondents were selected through simple random sampling technique. Accordingly, data were collected through self administered Questionnaire and interview from sample respondents. Out of 184 respondents, workable data were obtained from 179 respondents. The study found that newspaper is the only recruitment EEP does not consider other methods, there is no proper planning for recruitment and selection processes and there is a very long delay in filling the vacant position and also there is lack of transparence in selection criteria and process .Planning is key for effective Human resource management. Every problem identified in this study occurred due to lack of proper planning. Generally the practices of recruitment and selection were characterized with lots of problems. The study suggested that EEP should haves proper strategic plan for recruitment and selection, conduct internal HR and cost benefit analysis for each recruitment and selection methods and tools and to use online recruitment and selection.
An assessment of the contribution of performance management system to employee job motivation in the case of Anbessa Shoe Share Company
(Addis Ababa University, 2015-05) Aberham, Abebezuhan; Mohammed, Abdurazak (PhD)
The organization with Varity of human resource application, grants opportunity to employers to assess employees` contribution so as to enforce the acceptable boundaries to motivate to do their best, providing feedback in which the employee get motivated. In addition, managers and employees meet to discuss and agree what to be done and how to be done with the goal found in planning stage. The need to fulfill these activities, planned and adequate performance management system is highly required. Thus, the main objective of this study was to assess the contribution of performance management system to employee job motivation, with the main independent variables i.e. setting objective, feedback and employee evaluation. To collect necessary information for the purpose of the study, the researcher used questionnaire and document review. Questionnaires were distributed to a sample of 274 employees out of which 264 questionnaires were returned. Based on the returned questionnaire, descriptive statistics were used to analyze the data using SPSS software. The results of the analysis shows that, in the performance management systems practice of Anbessa Shoe Share company there are some strong areas to be further strengthened and as well as weak areas to be improved. Among the weak areas, employees were not given opportunity to participate jointly with managers identify specific and achievable goals, in performance planning, they were not aware of the evaluation standards, their performance assessment was not based on what the employees and their supervisors jointly agreed and performance review stage could not allow to receive feedback, supervisors were not willing to invest on employee development and motivation, performance process was not transparent and used for just formality purpose. Concerning the recommendation, the study proposed managers and employees should meet in planning stage to identify goals, there should be standard that evaluation is done accordingly and feedback should be given to employees
Assessment On Challenges Of Project Financing: A Case Study On Commercial Bank Of Ethiopia
(Addis Ababa University, 2017-06) Kassahun, Berhanu; Mohammed, Abdurazak (PhD)
Capital as a requirement for economic growth is satisfied mainly by the development of financial sector in an economy. This research was undertaken with the objective of assessing the challenges of project financing in Commercial Bank of Ethiopia. To this end, the study employed quantitative and qualitative research approach; descriptive design to construct meaning from extracted data collected from primary and second sources through survey and document review. This was supplemented by available books, documents, published and unpublished thesis. Accordingly, the study came up with the findings that challenges CBE was facing in project financing emanate from three categories. The study, hence, concluded project financing challenges in CBE were external environment specific (data/information, financial intermediaries, economic & political environment and infrastructure), borrower specific (character of the borrower, nature of the project and management problem of the project promoter) and bank related (character of the bank, credit policy and procedure and credit appraisal & approval) in decreasing order of mean value of major category. From the reached conclusion in the study, it is recommended the bank and concerned parties should take respective actions to tackle the challenges timey.
Assessment On The Causes Of Labor Turnover: The Case Of Four And Five Star Category Independent Hotels Of Addis Ababa
(Addis Ababa University, 2015-05) Urgessa, Abebe; Mohammed, Abdurazak (PhD)
Studies done regarding labor turnover in the service industry across the world indicate that, the hospitality sector leads with many employees’ changing jobs from time to time. Subsequently, some causes of labor turnover are believed to be industry-specific. Both the internal and external causes of labor turnover affect the growth, profitability and customer satisfaction whenever it occurs in the workplace. Employers see the process of staff leaving and being replaced as a natural and inevitable feature of the industry. In Addis Ababa, very little has been documented on the causes of labor turnover in the hotel industry. The main purpose of this study was therefore to establish the internal and external causes of labor turnover in four and five star rated independent hotels of Addis Ababa. Addis Ababa city has ten hotels which are classified as four star and one hotel which is classified as five star (which are independently owned hotels) according to the data obtained from Ministry of Culture and Tourism (2014). The study adopted descriptive survey research design. This study involved a total of 315 permanently employed staff working in these star-rated hotels. The entire four and five star independent hotels have been taken for the study. Simple random sampling method was used to pick the respondents for this study. The Employee Attitude Survey revealed that; Non-competitive compensation package, Non-conducive Working Environment and competing organizations provide better working conditions are the three main reasons why employees of four and five star independent hotels of Addis Ababa hotels leave their job. The study therefore recommended that, the management should improve the pay scale, working condition for the employees as well as should minimize Intervention of owners in their job in professional operations
Challenges of Implementing a Program Management Office: The Case of Commercial Bank of Ethiopia
(2017-06-05) Tamene, Ethiopia; Mohammed, Abdurazak (PhD)
Nowadays organizations which conducted project are beginning to understand the importance of project management office (PMO) for project success. But for PMOs to be successful; various internal and external factors must be taken in to consideration. The purpose of this study is to identify the challenges of implementing the Project Management Office in Commercial Bank of Ethiopia. The research is conducted in order to address the shortage of research in PMO especially in financial institutions. Descriptive research approach is selected for this study. Data is collected for the study using semi-structured interview. The collected Data was analyzed and interpreted using descriptive analysis technique. The study identified 11 challenges to implementing PMO. The top three challenges were difficulty of staffing the PMO with necessary personnel, lack of systematic knowledge management and absence of standardized project management tools and templates. The research findings will be expected to assist the bank and the Program Management Office in addressing the challenges properly. Based on this finding, recommendations are made to overcome these challenges. Accordingly, the PMO need to hire permanent PMO staffs to conduct the basic PMO activities, rigorously work on developing a systematic knowledge management and document lessons learned. It should also work on developing standardized tools template, provide project management training to the project managers
Determinants Of Job Satisfaction Of Trainers The Case Of Selected Government Polytechnic Colleges Of Addis Ababa
(Addis Ababa University, 2015-06) Tilahun, Abera; Mohammed, Abdurazak (PhD)
The job satisfaction of trainers is the most important factor in government polytechnic colleges. If effectiveness and productivity of the polytechnic colleges are to be enhanced, then it is must to examine what factors influence the job satisfaction of trainers in the polytechnic colleges. Thus the purpose of this study was to examine factors affecting job satisfaction of government polytechnic colleges of Addis Ababa that are explained by Herzberg job motivator and hygiene factors. The study was conducted in Addis Ababa government polytechnic colleges in order to assess the determinants of the job-satisfaction of the trainers. The major sources of the data were three colleges of Addis Ababa government polytechnic college: Trainers (233), Deans (3), Out-come based Training process owners (3), Human resources Department heads (3). To conduct the study, a descriptive survey method was employed. In selecting the sample from the colleges, a purposive sampling method was used. In addition, the respondents were included based on simple random sampling techniques. For this thesis questionnaire and interview were used to collect quantitative and qualitative data. The quantitative data collected through questionnaire were analyzed using descriptive statistical tools such as percentage, mean scores; correlation and chi-square test (SPSS version 20) were used for the analysis. The results of the study show that there were poor working condition, ineffective supervision, poor recognition, poor organizational and administration policy, inadequate salary, inadequate fringe benefit, lack of interpersonal relationship and poor communication level i.e. the job satisfaction for these facet are very low. On the other hand the nature of work, responsibility of the work, opportunity for advancement and achievement except scholarship and further education are the highest contributors for the satisfaction of the trainers. Chi-square indicates that there is association between gender and the overall level of job satisfaction but not age. In addition, Pearson correlation table shows that there is statistically strong positive correlation between the variables. Finally, Developing a consistent recognition program, to give scholarship opportunity, provide financial and material rewards, promotion to better responsibility level, revising and improving the salary structure (scale) , improve the supervisors skill and ability; sufficient budget allocation and purchase or search for donation from different sources, provide sufficient fringe benefit , follow participative management principle understanding the trainers’ attitude towards their job and job-reflecting factors are some of the recommendations that are forwarded to reduce trainers’ job dissatisfaction and enhance their satisfaction
Determinants of Turnover intentions of Employees: The Case of Ministry of Agriculture
(Addis Ababa University, 2015-05) Tadesse, Alemseged; Mohammed, Abdurazak (PhD)
Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively or negatively affect the overall performance of an employee. In this context, the level of turnover intention experienced by the employee is greatly influenced by various personal, pull and push factors. The main objective of this paper is to identify factors that affect employee turnover intention, so the method that could be employed to investigate this problem is a descriptive survey. A quantitative method is used to assess personal, pull and push factors which are associated with turnover intentions. Convenience sampling is also used as a sampling technique. Primary data were collected from 286 employees using questionnaire methods. The results indicated that all factors (personal, pull and push) have contributed in the employees’ turnover intentions. However, pull factor have significantly contributed in turnover intentions in relation to others
Effect of corporate social responsibility on employee‟s performance: A case of selected insurance companies
(Addis Ababa University, 2020-05) Abate, Samuel; Mohammed, Abdurazak (PhD)
The main purpose of the study is to investigate the effect of corporate social responsibility on Employee’s Performance in selected insurance companies in Addis Ababa region. To identify and explain the relationship between corporate social responsibility and employee’s performance, the study applied explanatory research design. Both quantitative and qualitative research approaches were used to collect data through the utilization of a questionnaire and interviews respectively. A total of 287 respondents were participant in the study. Primary and secondary data were used to find out the research output. To generate the output of the study results the statistical software version 20.0 was used and analyzed and interpreted accordingly. The finding of the study revealed that corporate social responsibilities in general and discretionary corporate social responsibility, legal corporate responsibility, ethical corporate responsibility and economic corporate social responsibility were practiced in different magnitude in the companies. Generally there were limited corporate social responsibility practices in a fragmented ways. Most frequently mentioned practice were helping the needy and street children, accepting the call of the government, be proactive to communities need, employees support, community service, environmental protection, and customer handling. Provision of health insurance, freedom of associations for labor, facilitating continuous skill based training, support to local NGOs, offering scholarship opportunities, and providing charity and other emergency support are some of the involvements. Thus activities have positive effect on employee performance. Due to this the researcher recommends the management of selected insurance company should include other internal and external corporate social responsibility strategies in their long term strategic plan
The Effect of Decision Making Autonomy of Employee on Cadet Training Effectiveness
(Addis Ababa University, 2020-07) Dibesa, Befkadu; Mohammed, Abdurazak (PhD)
The aim of this study was to investigate the effect of Decision-making autonomy of employees on cadet training effectiveness in the case of Major General Hayelom Araya Military Academy. Decision-making autonomy is referred to on employee involvement in decision-making at various levels of the Military Academy. The study was employed descriptive and explanatory research designs to conduct this research. The sampling technique of the study was a stratified sampling technique. The target population was 214 employees of the Major General Hayelom Araya Military Academy Department. The sample taken was 139 employees which was 65% of the total population and selected proportionally from each stratum. Five departments (supportive staff, commandant, military instructor; Guna course and civil instructors of the Military Academy) and five commandant and departments head were selected for an interview and the remaining 134 members for the questionnaire. The study emphasized on the three factors of decision making Autonomy. These are Control, Choice, and Empowerment. All of them were tested individually on the analysis. After the required data are collected descriptive and inferential (i.e. frequency, percentage; mean standard deviation, correlation, and regression) analysis were used to analyze the data using SPSS version 20. The findings of the research were that employee autonomy in decision-making did not give to effective training putting into practice. And also did not make an allowing environment for inspiration and growth as employees see themselves as participants and owners of a decision-making implementation. And employees of the Military Academy did not see themselves as being part of a decision-making process. Then they become negligent, undisciplined behavior, emotional feeling, missing military value and culture, desertion; dissatisfied and less apathetic, which is likely to adverse effect training effectiveness. It is recommended that employees’ views are needed on matters that affect their lives and work and the military academy empowered to take decisions through which they will have a reason for self-worth and a feeling of belonging that will make them give of their best well in the Military Academy.
The Effect of Decision Making Autonomy of Employees on Organizational Performance: the case of Commercial Bank of Ethiopia
(Addis Ababa University, 2017-06-04) Sereke, Hilina; Mohammed, Abdurazak (PhD)
Employees are the fuel that runs the engine of the organization and it is believed that their autonomy in the decision-making process plays a vital role in the organizational performance. It leads to lost man hours among others which adversely affect the fortunes of the organization. This study, therefore, sought to determine the effect of employee autonomy as a management tool in decision-making and its implementation in organizations by determining the extent to which employees are granted autonomy in decision-making and the consequences of such action on implementation of decisions. The type of research design for this study is exploratory method and it relied on primary information. The research findings suggested that employee autonomy in decision-making contributes to effective decision implementation and also creates an enabling environment for creativity and growth as employees see themselves as stakeholders and owners of the decision-making implementation. It was also revealed from the research that when employees see themselves as not being part of the decision-making process, they become dissatisfied and apathetic which is likely to adversely affect organizational performance. It is recommended that employees’ views are sought on matters that affect their lives and work and they should also be empowered to take decisions through which they will have a sense of self-worth and a feeling of belonging that will make them give of their best in the organization
The Effect of Employee Empowerment on Employee Job Satisfaction: the case of Lutheran World Federation Employees.
(Addis Ababa University, 2016-05) Sekata, Dechassa; Mohammed, Abdurazak (PhD)
The main purpose of this study was to explore the relation and effect of empowerment on employees’ job satisfaction. The research has been designed as a case study employing descriptive statistics and spear man correlation. Both primary and secondary data were used in the research. A survey questionnaire with five point Likert scale and open ended question was a main tool for gathering primary data about employee empowerment and job satisfaction. A total of 145 (81% of the population) participants in the Head office and field office participated in filling the questionnaires. These participants were selected using random sampling method. The findings of this study indicated that respondents have medium/moderate job satisfaction and empowered to moderate or medium level. The correlation result indicates there is positive relationship between employee empowerment and employee job satisfaction but not strong or significant. The study also show that the level of empowerment and Job satisfaction varies with respondents demographic characteristics like age, education level, experience and work states. T So in LWF empowering of employees means increasing job satisfaction. So the LWF management should understand this and work on employee empowerment to the higher level to get higher level of job satisfaction by employees. However, some aspects require improvement by the management as low mean rating obtained from their scores. These includes, giving incentives to work hard and pay competitive salary , introduce promotion strategy ,assess and increase benefit packages ,work on job security maintaining mechanism, prepare good working environment where employees can use their ability and skills and develop good employee feedback mechanisms.
The Effect of Employee’s Perception towards the Performance Appraisal on their Job Satisfaction: the Case of Ethiopian Electric Utility
(Addis Ababa University, 2017-06-25) Asfaw, Meaza; Mohammed, Abdurazak (PhD)
The purpose of this research was to investigate the effect of employee’s perception towards the Performance Appraisal on their job satisfaction in the Ethiopian Electric Utility. To achieve this target a quantitative research approach was adopted. Descriptive and explanatory research designs were employed to perform the analysis. To get the relevant data survey questionnaire was developed and distributed to 160 employees of EEU located at the head office. The data collected from the questionnaire were analyzed using statistical measures such as correlation and multiple regression analysis. The major findings of the study show that there are drawbacks in the performance appraisal practice of EEU. The appraisal results were not used to reward employees for their accomplishment; employees have also low job satisfaction level. There exist positive and significant relationship between job satisfaction and the communication, goal setting, feedback, evaluation process, performance based reward and recognition, and employee’s performance improvement variable. The finding also revealed that there exist higher relationships between the performance based reward and recognition dimension and job satisfaction. Finally the study recommends EEU to improve its performance appraisal practice and to enhance employee’s job satisfaction by rewarding their achievement. EEU should implement the performance appraisal properly by which employee’s job satisfaction will be increased. Based on the performance result highly performing employees should be rewarded and recognized. It is also recommended that the communications, feedback, goal setting, evaluation process, and employee’s performance improvement aspects of the performance appraisal has to be improved. This research can be used by HR managers to improve their performance appraisal; through it they can increase the satisfaction level of their employees

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