Browsing by Author "workie, Bantie (PhD)"

Now showing 1 - 11 of 11
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    Assessment of Challenges in Performance Management Implementation Process in Bank of Abyssinia Share Company
    (Addis Ababa University, 2021-08) Muzia, Ziyad; workie, Bantie (PhD)
    The purpose of this project was to assess challenges faced in performance management implementation process in Bank of Abyssinia Share Company. Theoretical aspect of PMS in BoA HR department is ideal and according to literatures’ suggestion, where as in practical implementation in branches operational level not effective as expected. The motive of the research is to identify the gaps in implementation process. Related literature and empirical studies were reviewed to assess what is studied past in the area of performance management. The activities in phase of performance prerequisites, goal planning, performance execution, performance assessment, and performance review stages are discussed independently in literature review chapter. Challenges in implementation of PMS are not known before conducting the study researcher prefers qualitative research methodology and descriptive type of research design used. Interviews used in order to collect required data through purposive sampling method, this used to make the research participants reflect all branch level staff representation as well as managerial and non-managerial perspective balancing. The interviews were recorded, transcribed, analyzed and interpreted. Based on transcribed data analysis in perspective of Identification the main challenges in implementing in PMS process phases had been carried out. Employees were not fully understood the ultimate objective of PMS. When conducting goal planning process employees’ participation was not practicing. Based on findings the researcher forwards to the organization should improve understanding level of workers about the whole stage activities of the PM system. Discussion in goal planning stage, system based data tracking and recording should be implemented. Formal discussion platform for employees and supervisors at review stage must be arranged. Employees’ promotion and benefit package must be aligned with PMS result. Improve managerial employee’s knowledge about the system, as well as non-managerial position staffs provided class room training should be arranged
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    Assessment of Performance Management Practice in Ethiopian Electric Power
    (Addis Ababa University, 2020-11) Gessesse, Yemisrach; workie, Bantie (PhD)
    Human resource is one of the most determinant factors for organizations success and survival. In light of this, substantiating employee performance and creating performance-oriented culture is inevitable. Organizations need to practice effective performance management system so as to improve the performance of individuals and teams. Performance management system aims to build up the capacity of people to meet and exceed expectations and achieve their full potential to the advantage of themselves and the organization. The main purpose of this study was to assess performance management practices in Ethiopia Electric power. The study also addresses the practice & process of performance management system, the attitudes of the employees & leaders towards the system and challenges faced while implementing it. Descriptive type of research design was used. In order to collect primary data, structured questionnaire which includes demographic profiles and issues that related to performance practices designed with a five-point Likert scale was used. A total of 262 questionnaires were distributed to employees of the organization selected by using proportionally stratified random sampling technique. Of which 247(94%) questionnaires were properly filled and returned. Interviews were also conducted with Human resource development director, performance and reward management manager and performance and reward management experts of the organization selected by using purposive sampling technique. Data analysis was made using descriptive statistics, frequency and percentage. SPSS version 24 was used to process the primary data which was collected through the questionnaire. The study found that the practice of performance management system in EEP is not properly implemented though performance management directives are designed. Employees are well aware of the mission, vision and strategic objectives and the alignment between organizational objectives with departmental and individual objectives. Managers and employees didn’t equip with the necessary attitude, skill, and awareness in implementing the whole performance management process. In addition, EEP was not using performance management results for any administrative and developmental purpose and high-level performances were not recognized and rewarded adequately. Therefore, EEP should establish a full-fledged performance management system that would cover all PMS steps and create employee understanding on this matter. Top management of EEP should also be committed and exert its maximum effort to put the system institutionalized
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    Assessment of the Practices and Challenges of Performance Management System in Ethiopian Federal Police Commission
    (Addis Ababa University, 2021-05) Chekole, Tarekegn; workie, Bantie (PhD)
    Performance management system is the most reliable method of measuring performance since it focuses on results and is also concerned with improved employee performance and organizational results. Effective performance can be ensured only when organizations are able to execute each key Component of the performance management process well. Organizations not only set goals and plan work routinely, they measure progress toward those goals and give feedback to employees, develop the skills needed to reach them and recognize the behavior and results through rewarding. The main objective of this study was to assess the Practice and Challenges of performance management in Ethiopian federal police management development sector. To address this objective descriptive survey research designs has been employed by using both quantitative and qualitative research approaches. The total number of population was 1984 and for this study stratified simple random sampling techniques was used by taking 333 employees to fill the questionnaires. The total numbers of respondents are selected through systematic simple random sampling technique for quantitative and 5 participants were selected by using purposive sampling technique for qualitative data. The data gathered from the questionnaires were compiled by using SPSS software and analyzed using descriptive statistics frequency and percentage. On the other hand data gathered from interview were analyzed in narration form by relating it with the themes of the objectives. The result of the analysis was presented using tables graph and pie charts. The major findings from the study proved that there was no regular feedback, there were no recognition and reward for best performers, lack of knowledge and skill to implement, poor integration, feedback and performance evaluation result not communicated, lack of line management commitment, and these were the major challenges of PMS in the sector. Having this in mind, the researcher recommended that offering regular feedback, developing and implementing an Integrated PMS , providing recognition and reward for the best performers , Providing continuous training and coaching, create a precise and consolidated, commonly agreed institution wide and viable performance evaluation criteria. Line managers should need to show a real sense of ownership during implementation of PMS. Therefore, a lot has to be made in making performance management practice more useful for the sector. In order to fill the identified gaps, there should be an effective implementation of performance management system in the sector
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    Challenges of Interest Free Banking Window in Ethiopia: The Case of Dashen Bank S.C.
    (Addis Ababa University, 2021-06) Abdu, Feysel; workie, Bantie (PhD)
    The main goal of this study is to look at the challenges of interest-free banking in Ethiopia. Interest-free banking was launched in Ethiopia as an alternative to the banking industry within the existing conventional bank in window bases, and it operates in accordance with Shari’ ah principles. However, lack of Shari’ ah governance and dispute resolution system, cannibalization with conventional wing and lack of ownership, core banking system limitation and segregation of IFB fund, scramble in IFB marketing mix and product development have all hampered its activities. The study employed qualitative methods of analysis, with primary data collected through in depth interviews to test research objectives and respond to research questions. To achieve the objectives of the study interviewees were drawn from Dashen Bank S.C. Data was acquired via a semi structured in depth interview and purposive sampling from a sample of 19 IFB employees, of whom 10 of them interviewed. The results were examined using thematic analysis methods. The result showed that lack of robust Shari’ ah governance framework is the major setback to the operation of interest free banking, lack of ownership and commingling of funds lagged the operations of Interest free banking; capacity limitation on core banking system and loopholes in IFB organizational structure are also affected the growth of IFB business. Some scrambles in product development and IFB marketing mix (charging higher price than conventional price, weak distribution channel in case of click & Mouse technology and, undiversified IFB products and absence of Shari’ ah screening in IFB promotion) makes very limited provision for the operation of IFB in Ethiopia; and these key findings show that a major setback to the operation of IFB in Ethiopia found as institutional drawbacks. Weak and lack of supervisory framework, entry of Full fledge IFB banks and expansion of IFB dedicate branches by other banks, lack of institutional capacity are the major country level constraints found by the study
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    The Effect of Internal Communication on Employees’ Engagement in Ethiopian Electric Utility
    (Addis Ababa University, 2021-02) Tefera, Tesfaye; workie, Bantie (PhD)
    This study aimed to examine the effect of internal communication on employees’ engagement in Ethiopian Electric Utility (EEU). The study appropriately employed mixed research approach and explanatory research design. The primary data was collected through self-administered questionnaire and structured interviews. This study targeted the total number of 954 employees working in Addis Ababa. The sample size is 282 employees based on Slovin's sampling formula; and the study used stratified sampling technique. Respondents from each level of stratum were selected by applying simple random sampling technique. The study found that most of communication channels have been well implemented in the study organization. However, some communication channels like intranet have been inadequately implemented. Pearson correlation test indicated that there is a significant and positive relationship of internal communication skill, channel and climate with employees’ engagement. Among the three factors of internal communication; communication skill has been identified as the most influential of engagement in the organization; nevertheless; it has been paid the least attention. Communication climates contribute the least to employees’ engagement; these include lack of openness and reliable information from managers and employees. There are communication differences with respondent age in terms of using communication skills and channel. Communication climates are dependent upon gender and experience. The regression test has shown that internal communication is able to predict employees’ engagement by 50.9 %; whereas the remaining or less than 50 % explained by other variables which have not been addressed in this study. Thus, it could be concluded that the role of internal communication to enhance employees’ engagement is paramount. The demographic diversity of employees has not paid the appropriate attention for the roles it has in relation to internal communication variables. This study has given a hint to consider the age, experience and gender in nurturing internal communication variables so as to enhance employees’ engagement. This study recommends as employees’ engagement is very sensitive to internal communication, EEU managers should design and implement internal communication strategy to boost employees’ engagement. This should be accompanied by an effective training about internal communication. Additional dimensions of internal communications should be broadly investigated to give a depth insight that may have an effect on employees’ engagement.
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    The Effect of Leadership Style on Employee Motivation in the Case of BGI Ethiopia PLC (St. George Brewery)
    (Addis Ababa University, 2021-08) Deneke, Kidist; workie, Bantie (PhD)
    This study looks in to the leadership styles effects upon the employees’ motivation at the headquarters of BGI Ethiopia PLC. The study’s main objective is to see how leadership style affects employee motivation in BGI Ethiopia, specifically St. George Brewery. For this purpose, the researcher employed research methods that aided in achieving the research objectives. Thus, a quantitative research design was used which entails the collection and analysis of appropriate data with the use of SPSS Version 20 software. This process utilized descriptive terms, Pearson and inferential statistics to facilitate decision making by using 128 survey questionnaires. The results shows that the relationship between transformational leadership styles with employee motivation was statistically significant have positive relationship. On the other hand Transformational leadership style and laissez-faire leadership style have statistically significant and moderate relationship. Inferring from findings it is recommended for the organization to use transformational leadership styles in administrative and office support roles and transactional leadership style in middle management levels and laissez faire leadership style in departments where project managers oversee everything and don’t necessarily need managers looking over them
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    The Effect of Leadership Style on Employee Motivation: The Case of Coca Cola Company
    (Addis Ababa University, 2021-04) Gezahegn, Estifanos; workie, Bantie (PhD)
    The main objective of the study was to understand the effect of leadership style on motivation in the case of Coca Cola Company. In order to do this, a Likert scale questionnaire was prepared and distributed to the employees of Coca-Cola. It was found that transformational leadership style has the highest positive effect on motivation, transactional leadership style has the most negative effect on motivation and laissez faire leadership style has a negative effect on motivation and a positive effect on extrinsic motivation. The study also found a strong relationship between transformational leadership style, laissez faire leadership style, transactional leadership style and the motivation of Coca Cola employees and explains 56.9% of the deviation in their motivation. It was also found that transformational leadership style dominates the company
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    The Effect of Leadership Styles on Organizational Performance: A Case Study on Tracon Trading PLC
    (Addis Ababa University, 2021-08) Mesfin, Meletetsega; workie, Bantie (PhD)
    The purpose of this study was to examine the relationship between leadership styles, limited to autocratic, democratic, and laissez-faire; and organizational performance in the case of Tracon Trading PLC, Head Office in Addis Ababa, Ethiopia. This research was conducted using the quantitative approach with data collected using a questionnaire; specifically, with the collection of 148 questionnaires. The data analysis was performed using descriptive statistics and regression analysis using SPSS V20. The results showed that the relationship between democratic leadership style and organizational performance was statistically significant and positive. On the other hand, autocratic and laissez-faire leadership styles were found to be both statistically significant with a negative relationship on organizational performance. Inferring from findings, it is recommended for the organization to use the autocratic leadership styles in clerical departments, the democratic leadership for brainstorming idea sessions, and the laissez-faire leadership for the Real Estate sector in the organization
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    The Effects of Balanced Score Card /BSC/ Implementation on Perceived Employee Performance: The Case of Ethio Telecom’s Sales Department
    (Addis Ababa University, 2021-08) Asfaw, Melat; workie, Bantie (PhD)
    To upgrade its planning, performance measurement, and communication, Ethio telecom is carrying out a balanced scored card tool. This study investigated the effects of balanced score card implementation on perceived employee performance of Ethio telecom’s sales department. A sequential explanatory mixed method approach that combined both quantitative and qualitative studies to explore the central and subsidiary questions was utilized. Information was accumulated from Administrators, Advisors, Specialists, Supervisors and Managers of sales department. Semi-structured interviews with key informants, documentary evidence, and a survey questionnaire form the main evidence base. Inferential statistics (Regression and correlation) and Content analysis were used to analyze the quantitative and qualitative data separately. The result of the integrated approach indicates balanced scorecard implementation from financial and learning and growth perspectives have positive and significant effect on the performance, while customer and internal process had insignificance effect on the perceived employee performance of Ethio telecom. With the set of such findings, the study suggested that the performers of balanced scorecard to take thought to the objectives in endeavor to define key performance indicators to further develop employee performance. Close to the findings, this study perceived the need to concentrate further on the effective implementation of balanced scorecard perspectives on the company and individual levels
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    The Effects Of Training On Employees' Performance: The Case Of Tea Processing And Packing Factory
    (Addis Ababa University, 2020-06) Biruk, Yewondwosen; workie, Bantie (PhD)
    Training is very critical for improving the performance of employees in any organization. The primary purpose of training is to enhance employee competencies so that organizations can maximize the efficiency and effectiveness of their human assets. Therefore, the objectives of the study were to assess the effect of training on employees' performance in the case of TPPF to suggest policy recommendations. Thus, Training needs assessment, Training program design, Selection of a trainer, and Implementation and Employees' performance have been used as independent and dependent variables, respectively, in this study. This paper has used a quantitative research approach and a survey research design. The primary data have been collected from 50 respondents using self-administered questionnaires. Descriptive statistics were used to analyze the data collected and to examine the relationship between the variables. The result of the study signified that there was a positive and significant relationship between the variables. As the survey investigated major findings, TPPF did not use well designed and effective training programs. Moreover, the training conducted in the past years were not having clear goals and objectives which did not give attention to the particular needs of both individual and the firm. Therefore, it was recommended that design training programs with clear goals and objectives while keeping in mind the particular needs of both individuals and the firm
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    Strategic Management Practices and its Challenges: The Case of Ethiopian Consulting Architects and Engineers Firms
    (Addis Ababa University, 2021-08) Sitotaw, Bizuayehu; workie, Bantie (PhD)
    The very objective of the research was to identify the level and the challenges of strategic management practice in the Ethiopian construction industry consulting firms. Literatures show that strategic management is an important approach for a long-term performance of an organization. It is beneficial in forming a sustainable business organization and advances professionalism if incorporated to the business following best practices. Qualitative approach was used for data gathering to enable the researcher collect an in depth thought of the participants. Qualitative data were collected from fourteen consulting office respondents having managerial or technical director position. The qualitative data analyzed thematically to draw results and conclusions. The key findings show that the practices of strategic management in consulting firms were not matured after tested according to the fundamental stages. The lack of knowledge and commitment was found the reason for consultants failing to embrace strategic management in their service provision in addition to the challenging market system due to the weak regulation of the industry. The recommendation forwarded both for consultants and regulatory body or policy makers. Consultants are recommended to raise the conception and application of strategic management and to assess their competitive advantage in the industry. Regulatory body or policy makers are also recommended to work to provide enabling market system that appreciates the application of strategic management practice