Browsing by Author "Selamawit Negash"

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    Cost Analysis of Abortion in Addis Ababa Public Hospitals
    (Addis Abeba Universty, 2000-04) Selamawit Negash; Damen Hailemariam
    This is an institution based cross-sectional study conducted in four public hospitals in Addis Ababa, Ethiopia, with the objective of analyzing the cost of treating patients with abortion complications and provision of safe abortion services. The data on unsafe cases were collected for three months and patients with abortion complications who attended these hospitals during the study period were interviewed (n=401). Four hundred twenty four medical records were reviewed and observation was done in ten percent of the cases (n=42) and administrative records were reviewed, to obtain data on direct, indirect and opportunity cost in treating abortions complications. The cost in provision of safe abortion service was estimated and the average unit cost ranges from 40.97 to 65.32 birr while the actual average unit cost in treating a patient with abortion complication was 131.7 birr with out including the patient side cost. Moreover the sensitivity analysis showed that the cost of treating complication of abortion could rise up to 323.23 birr. Thus, the health care system is spending a lot of resources for treating complications of abortion, which could be possible to prevent it through provision of safe abortion services. The average patient side cost which includes medical, non-medical and opportunity cost was found to be 535.5 birr. If the existing law were liberalized to allow provision of early and safe abortion services with feasible promotion of family planning, in addition to cost reduction 8 in the health system and individual patients, it could save life and minimize suffering of a lot of women who undergo unsafe abortion.
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    The Effects of Organizational Factors on Employees’ Resistance to Change: In the Case of Ethio Telecom’s Contact Centers
    (A.A.U, 2023-06-08) Selamawit Negash; Amare Abawa
    Identifying sources of resistance to change is crucial for organizations, as employees' behaviors cannot always be predicted. Much of the literature focuses on identifying sources of resistance arising from employees' side. This study aimed to investigate the effects of broken promises, organizational bureaucracy, and groupthink that can come directly from the organization itself, which lead employees to resist organizational change. A questionnaire was distributed to 264 participants. The research at Ethio telecom's Wello Sefer contact center found a positive and significant relationship between broken promises, organizational bureaucracy, and groupthink on resistance to change. The majority of Ethio telecom employees believed that these variables were the reasons for their resistance to change. The linear multiple regression analysis revealed that groupthink was the best predictor of resistance to organizational change, followed by organizational bureaucracy and broken promises. Groupthink is the main cause of resistance to change, as it strengthens group unity, reinforces self-negligence, and lowers decision quality. Organizational bureaucracy is another factor that can affect resistance to change, as large bureaucratic organizations often face resistance from employees. Broken promises have the least effect, but employees may reserve their assigned contribution, decrease organizational commitment, voluntary exit, diminished job satisfaction, and reduced proactive behavior when they believe their employer has failed to honor promised rewards.