Business Leadership

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    Relationship between Leadership Style and Employee Commitment in Bank of Abyssinia
    (Addis Ababa University, 2019-06) Alemu, Tewodros; chane, Abraraw (PhD)
    The main objective of this study is to investigate the relationship between leadership styles and employee commitment in Bank of Abyssinia, Addis Ababa selected Branch offices. The study employed descriptive research design with emphasis on the relationship of leadership styles on the employee commitment in Bank of Abyssinia. The target population of interest in this study was made up of non-management employees of 12 grade three branch staffs of the bank, who were 322 in total which is obtained from the HR department. The sample size consists of a list of 50 randomly selected staffs from each of the 12 branch offices. Data was collected using questionnaire (two separate instruments namely Multifactor leadership questionnaire, MLQ& Organizational Commitment questionnaire, OCQ) and analyzed using the Statistical Package for Social Science (SPSS). The findings were presented using tables and charts. Correlation analysis was also being employed to test the relationship between the independent and dependent variables. The findings of the study revealed that transformational leadership style has significant and positive correlation with affective, continuance and normative employee commitments while transactional leadership style has not significant and positive correlation with all the three types of commitment. A laissez-faire leadership style is found to be not significantly correlated with affective & normative commitment but significantly and positively correlated with continuance commitment. Finally depending on the research work the researcher recommended that the bank could work on strengthening and intensively using Transformative leadership style by equipping managers on the skills needed for transformational leadership since this leadership style has proved to be significantly correlated with employee commitment
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    The Effect Of Leadership Styles On Employees Performance In The Case Of Sheraton Addis Hotel
    (Addis Ababa University, 2019-06) Mekonnen, Tamerat; Beyene, Abeba (PhD)
    The purpose of this study was to assess “the effects of leadership styles on employees’ performance in the case of Sheraton Addis Hotel.” The study was conducted based on Kuwart Lewins behavioral leadership style. It used explanatory research design and quantitative research approach. A questionnaire was administered to 182 employees and the respondents who were selected by using stratified sampling method. The collected data was analyzed using SPSS software version 22. In addition, to analyze the collected data descriptive statistics (frequencies, means & standard deviations), and multiple regression analysis were used. The finding of this study indicated that Autocratic and Democratic leadership style had a positive significant effect on employees’ performance but Lessize-faire leadership style had no significant effects on employees’ performance. Recommendations are also made based on the overall findings for possible action which will help further improvement based on the researcher view
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    The Assessment of the Role of Corporate Governance on Effective Performance: The Case of Habesha Cement S.C
    (Addis Ababa University, 2019-06) Tekle, Tesfu; chane, Abraraw (PhD)
    The purpose of the study was to assess the role of corporate governance has on effective performance in Habesha Cement S.C. The study adopted a case study design and a sample size of 88 respondents comprising stakeholders was selected using simple random sampling. Data was collected using structured questionnaires and in-depth interviews. The data was analyzed using Microsoft excel and SPSS version 23. The major findings of the study revealed that there is a significant relationship between commitment to corporate governance, and effective performance and commitment to corporate governance was a predictor of Habesha Cement S.C performance. Likewise, a significant relationship was observed between transparency and disclosure, and organizational performance where transparency and disclosure was seen to be a predictor of Habesha Cement performance. Further still, the relationship between structural and functioning of the board, and effective performance showed a significant relationship. In conclusion, commitment to corporate governance, structural and functioning of the board and transparency and disclosure as dimensions of corporate governance, determine effective performance at Habesha Cement S.C. The study recommends, therefore, that management of Habesha Cement should make efforts to ensure the existence of commitment to corporate governance, structural and functioning of the board and transparency and disclosure so as to promote Habesha Cement performance. The stakeholders in the sector should develop strategies in line with the study variable dealings to enhance effective performance in the cement industry. The strategies will help foster the development and implementation of governance structures which promote profitability, growth, cost reduction and liquidity
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    The Effect Of Leadership Style On Organizational Commitment In The Case Of Commercial Bank Of Ethiopia
    (Addis Ababa University, 2019-06) Nigussie, Redeit; Beyene, Abeba (PhD)
    The effect of leadership on organizational commitment was examined in this explanatory study. The purpose of this quantitative study is to investigate the effect of Leadership style on employee commitment. The research approach applied for this study was quantitative type of research where explanatory analyses have been deployed. The target populations of this study were employees of commercial bank of Ethiopia working in Addis Ababa area at branch level, which included 4 districts. From 11,344 total populations of CBE branches, which are found in Addis Ababa city, 386 employees were selected as the sample of the study. Simple random sampling technique was used to select the branches and individual respondents. The standardized questionnaires of leadership behavior organizational commitment and employees’ commitment were adapted from previous standard questionnaire. ANOVA Analysis was used to compare the effect of leadership styles. Correlation and regression were used to analyze the relationship and its effect between leadership styles on organization commitment. The regression results showed that the type of leadership styles have significant contribution for organizational commitment and employees’ performance. It was concluded that all the leadership styles have effect on commitment and transactional leadership was found to be the dominant leadership style practiced in CBE so CBE should apply the different styles in different situations
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    The Effect of Employee Empowerment Practices on Employee Performance: The Case of Ethiopian Agricultural Transformation Agency
    (Addis Ababa University, 2019-06) Ketema, Tesfaye; Chane, Abraraw (PhD)
    Leadership is a highly valued commodity and the way of to improve peoples’ personal, social, business and professional life. Empowerment activities are enabling workers to set their own work goals, make decisions, and solve problems within their sphere of influence. It has been suggested as a means of facilitating productive and motivated behavior in the organization. Therefore, the purpose of the study was to explain the effect of empowerment activities on employees’ performance in Ethiopian Agricultural Transformation Agency. The type of this research adopted both descriptive and explanatory research design. In this research, quantitative approach is used. The study preferred census to determine sample size. The research is based on primary and secondary data. The primary data was collected using self-administered questioners distributed to 96 respondents. The study used SPSS 25 version, descriptive statistics, and correlation and regression analysis to analyze the data collected and to evaluate the relationship between the two variables. Based on the analysis, there is positive and high degree correlation between training and employee performance. Regarding to communicating shared vision, there is positive and high degree of correlation between Communicating shared vision and employee performance. And also, there is positive and high degree of correlation between Participatory decision making and employee performance. This research concludes that the three independent variables together predict the percentage of employee performance. In multiple linear regression equation, Participatory decision making has highest beta coefficient which is greatly influence on predicting employees’ performance. The study recommends that involving the employees in decision making and maintaining their independency is very necessary to empower and build their capacity. In addition to this, managers/ supervisors better to take short term Leadership training especially regarding to empowerment activities. The study also recommends that future research that will take a part of survey all the regional offices across the country and better to study in multiple organizations. Such a study will increase accuracy of data and improve reliability
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    The Effect of Leadership on Employee Performance; In the case of Addis pharmaceutical Factory (APF)
    (Addis Ababa University, 2019-06-12) Yidenkachew, Hamelmal; Markos, Solomon (PhD)
    The effect of leadership on employee performance was examined in this descriptive study. The purpose of this quantitative study is to investigate the effect of Leadership style on employee performance. The research approach applied for this study was quantitative type of research where descriptive analyses have been deployed. The target populations of this study were employees of APF working in areas of Addis Ababa at branch level, which includes 3 branches. From 150 total populations 3 branches of APF from that 108 employees were selected as the sample of the study. Simple random sampling technique was used to select the branches and individual respondents. The standardized questionnaires of measuring leadership styles were adopted the multifactor leadership questionnaire (MLQ) and employee performance were adapted from previous standard questionnaire. ANOVA Analysis was used to compare the leadership styles. Correlation and regression were used to analyze the relationship and its impact between transformational and transactional leadership on employees’ performance. The regression results showed that the transactional and transformational leadership have significant effect on employees’ performance. Transactional leadership style was found to be positively correlated with both measures of employee performance and it was found to be the dominant style of leadership in the organization
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    The Influence of Leadership Styles on Employee's Motivation: In the case of KAKI Motors
    (Addis Ababa University, 2019-06-14) Teklay, Eden; Markos, Solomon (PhD)
    The main objective of the study is to examine the influence of Leadership style on employee's motivation. For this study quantitative approach was used through close-ended questions in order to group their responses in to the categories within the study by choosing respondents based on convenience and purposive sampling techniques and a total of 50 respondents completed the Multifactor Leadership questioner (MLQ) and Workplace Extrinsic and Intrinsic Motivation Scale (WEIMS) survey questionnaires which was done on the Head office of the company found around Megenagna-Gerji. Both descriptive and inferential analysis was done to analyze the responses. The demographic analysis shows that most of the respondents were found to be Female. The descriptive statistics indicated that Transformational leadership style to be the dominant leadership style at the organization followed by Transactional leadership style both indicating to have a strong positive relationship with the dependent variable Motivation while, Laissez-faire leadership style found to be insignificant as shown on the correlation statistics. In the regression analysis Transformation leadership style was still found to have better influence than the remaining two leadership styles. Mean score of the motivation level showed that employees were rather motivated extrinsically than intrinsically. Which according to this it is recommended that leaders in KAKI Motors should follow Transformational leadership style by hiring transformational leaders within the company considering the employee's motivation was proved to be extrinsic their drive for motivation needs to change. So, it is a good way for leaders to share the vision of the company and to what objective they are striving for to achieve success
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    The Effect of Organizational Culture on Organizational Performance: The Case of Bank of Abyssinia
    (Addis Ababa University, 2019-06-20) Zewdie, Addisalem; Hailu, Konjit (PhD)
    The main objective of the study was to assess the effect of organizational culture on organizational performance in case of Bank of Abyssinia. The four components of the organizational culture Involvement, Consistency, Adaptability and Mission were visualized based on Denison’s Model. The study specifically intended to ascertain the extent to which organizational culture affects non-financial performance of Bank of Abyssinia using BSC for the measurement of its non-financial performance. The target population of this research was 150 employees of Bank of Abyssinia composed of 45 management staff at head office and 105 branch staff from central district of the bank using stratified sampling for population distribution. In order to achieve the above objectives, primary data was collected through questionnaire. The study used descriptive and inferential survey research design and SPSS for data analysis to determine the relationship and the effect of two variables. The findings of this study show the existence of a significant relationship between organizational culture and organizational performance. Therefore, the study concludes that all basic components of organizational culture affect organizational performance and the researcher recommends that management of Bank of Abyssinia to have a system that helps the bank to create and maintain strong organizational culture consistently in order to ensure sustainable growth
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    Effect of Leadership Style and Employee’s Motivation: A case of Berhanna Selam Printing Enterprise (BSPE)
    (Addis Ababa University, 2019-07) Worku, Mubarik; Tesfaye, Atsede (PhD)
    The main purpose of this study was to reveal the effects of leadership style on employees’ motivation in the work place of BSPE. The participants of this study were 83 employees of BSPE. In order to collect quantitative data, the researcher employed probability sampling technique to select participants of the study. Moreover, the researcher applied Bass & Avolio's’ (1995) multifactor leadership questionnaire and Ryan and Deci’s (2002) MySkillsProfile.com Limited questionnaires on motivation. The validity and reliability of MLQ and motivation items had been tested using Cronbach’s alpha for testing the reliability. The study used descriptive statistics, inferential statistics, two tailed Pearson correlation and regression analysis. The results showed that transformational and transactional leadership styles are the dominant leadership styles at BSPE. The regression results also revealed that transactional leadership style affects employees’ motivation followed by transformational leadership style and laissez-faire leadership style the work places of BSPE.
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    Factors Affecting Of Women’s Participation In Leadership Positions In The Case Study Of Bank Of Abyssinia
    (Addis Ababa University, 2019-07-10) GebreMariam, Mhiret; Hailu, Konjit (PhD)
    This research conducted to findout factors affecting ofwomen’s participation in high leadership positions in the case of Bank of Abyssinia. The researcher used descriptive research method to achieve the objective of the study. The sample was selected by purposive sampling.Purposive sampling was used as a technique so as to include supervisor and above supervisor from permanent employee at head office the bank to get relevant data about the status on the factors affecting the participation of women in leadership position in the Bank.From primary data source, the tools used were structured questionnaires. The questionnaire were validated throughliterature review and advisorapproval and distributed to 125 employees of the selected population.The instruments’ reliability was assessed through the resultsCronbach’s alpha methodand the reliability co-efficient was 0.76.The data was analyzed with the help of a computer statistical package for social sciences (SPSS). The data analyzed was presented using tables, percentages and figure. The main findings of the research are the following: majority of the women’s are assigned in customer relation in the bank of Abyssinia ,education gap between men and women has a positive correlated and significant effect with women participation in leadership, socio cultural attitude has positive correlation and insignificant effect with women participation in leadership position ,lack of recommendation has positive correlation and insignificant effect with women participation in leadership position and lack of confidence has positive correlation and insignificant effect women participation in leadership position the status of women in the bank is very minimal it shows that there is no equal distribution of positions between men and women in key decision making and leadership position. The other finding is the beta coefficient for lack of confidence is positive which means that women participation in leadership and lack of confidence have direct relationship. Education gap have significant effect on women participation in leadership in BoAthis indicate there is positive and direct effect and relation between educational gap between women and men and women participation in leadership position. Socio-culture and lack recommendation have also positive and direct relation with women participation in leadership position in BoA
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    Factors Affecting Leadership Effectiveness From Employees Perspective: A Case Of Ethiopian Electric Power (EEP)
    (Addis Ababa University, 2019-07-10) Bekele, Lydia; Tesfaye, Atsede (PhD)
    The purpose of this study is to assess employees‟ perspectives on factors affecting leadership effectiveness at Ethiopian Electric Power (EEP). In the process of the study, data was acquired by taking one hundred twenty five samples from eight hundred thirty total employees using convenient sampling, yet one hundred sixteen usable and complete questionnaires were returned back. Sample is taken from non-management staffs of EEP. To achieve the objectives of the study and enable the researcher to answer the research questions explicitly as possible, the descriptive method was selected as the means to identify factors affecting leadership effectiveness. The reason to follow this approach is to answer the research questions using quantitative analysis. In the study data collection has been conducted by preparing structured questionnaire for non-management group. Descriptive statistics is used to show an accurate profile of demographic information and to assess factors that have impact on the effectiveness of leadership at EEPHO.The findings indicate that the employees perceive that the leadership effectiveness is affected in areas concerning empowerment, motivation, communication, and vision sharing. Accordingly these factors are the areas for improvement. Therefore recommendations based on the conclusions drawn are made in the end of the study
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    Effect Of Leadership Behavior On Employees Job Satisfaction In Case Of Ethiopian Roads Authority (ERA)
    (Addis Ababa University, 2019-07-12) Alemayehu, Melat; Hailu, Konjit (PhD)
    The purpose of this study was to assess the effect of leadership behavior on employee job satisfaction in Ethiopian Roads Authority Head office Quarter based on path goal leadership theory. The study employed explanatory research design and quantitative research approach. Primary data was collected from structured questionnaire and secondary data was collected from previous studies, journals, articles and books. The study used J. Carvalho “Archival application of mathematical sampling techniques. Accordingly, 125 questionnaires were distributed and 111 were obtained & used for further analysis. The collected data was analyzed using SPSS software version 21. In addition, to analyze the collected data descriptive statistics (frequencies, means & standard deviations), and multiple regression analysis were used. The finding of this study indicated that only supportive leadership behaviour has a positive and strong significant effect on job satisfaction on ERA employees. And employees of ERA are not significantly affected by participative, achievement oriented and also directive behavior has insignificant effect on job satisfaction of ERA employees. It is also indicated that currently the most dominant type of behavior is participative leader behavior however the behavior that was found to contribute more to job satisfaction in ERA is supportive leadership behaviour. Accordingly the researcher forwarded the following recommendation. The company should practice of using supportive leadership behavior which has significant effect on job satisfaction. The company should also conduct job satisfaction surveys from time to time & take corrective actions on areas that need improvement
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    Assessment of Non-performing loan in Dashen Bank S.C
    (Addis Ababa University, 2020-02) Gezachew, Ermias; Alemu, Dakito (PhD)
    The main goal of commercial banks is to operate profitably in order to maintain its stability and improve growth and sustainability. The problem of non-performing loans is seen as a burden on any country’s economy or financial institution and putting downward pressure on its growth. This is because the role of banks as financial intermediaries does not function properly due to the problem of non-performing loans (NPLs). In view of that, this study has been tried to examine the factors affecting non-performing loans in Dashen bank S.C. The research methodology adopted descriptive research design based on both open ended and close ended structured questionnaires to gain in-depth understanding. A sample size of 110 respondents was used and Simple random sampling method was adopted for the study. The findings indicated that poor risk assessment and poor monitoring/follow-up as the major reasons for the occurrence of loan default/ non-performing loan followed credit culture /orientation and interest rate. The study suggests that much attention should be given to proper credit assessment and risk management techniques, introducing and implementation of an aggressive debt collection policy, and strong loan follow-ups. Besides, the bank should exert additional effort to better manage its NPL position
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    The Effect of Employee Empowerment Practice on Customers’ Satisfaction in The Hotel Industry: The Case of Radisson Blu Hotel, Addis Ababa
    (Addis Ababa University, 2020-05) Desalegn, Semira; Asrat, Bahran (PhD)
    Empowerment is the most popular concept among modern management and organization applications, which improves the decisional authorities of employees and supports their personal development. The hotel industry has been growing fast in Addis Ababa, Ethiopia in the past years. This is attributed to the fast economic growth and associated matters relate to conference tourism, increased flow of tourism and globalization. The permanence and success of hotel enterprises which give priority to customer satisfaction. Hence, the main objective of this research was to determine the effect of employee empowerment practice on customer satisfaction in the hotel industry particularly at Radisson Blu hotel in Addis Ababa; and the specific objectives was determining the role of employee participation, employee capacity development, team work practice, communication effectiveness and management support on customer satisfaction in the hotel/hospitality sector. The type of this research was adopted descriptive survey research design. The research was based on primary and secondary data. The primary data was collected from all employees and employees (managers) of the organization through questionnaires and interviews. The research approach was applied for this study are both qualitative and quantitative (mixed) type of research when descriptive analyses have been deployed. ANOVA Analysis was used to compare the effect of employee empowerment practices. Correlation and regression were also used to analyze the relationship and its effect between employee empowerment practices on customer satisfaction. Based on the analysis, there is positive and high degree correlation between employee empowerment practices and customer satisfaction. In multiple linear regression equation, employee participation has highest beta coefficient which is greatly influence on predicting customer satisfaction. The study recommends that involving the employees in decision making and maintaining their independency is very necessary to empower and build their capacity. In addition to this the company should also conduct customer satisfaction surveys from time to time & take corrective actions on areas that need improvement.
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    Effect of Coaching on Employee Performance The Case of East Africa Bottling S.C (Coca Cola Ethiopia)
    (Addis Ababa University, 2020-06) Kore, Tsegalem; Chane, Abraraw (PhD)
    This research started having the main of assessing the effect of coaching on employee performance at East Africa Bottling S.C (EABSC), the exclusive manufacturer of Coca Cola product in Ethiopia. For the achievement of this major objective the research emphasizes on 4 areas of interest which are employee understanding the role of coaching practice, feedback provision of coaching, use of structured coaching plan, coaching environment or culture and assess the relationship with employee sales performance. The research collected the relevant data using structured questionnaire and different document from the company. The questionnaire was distributed via Google forms for ease of completion and included the sales employees and managers currently working at EABSC in Ethiopia. The research used explanatory method to analyze the data collected from the sample employees. Consequently, the findings of the research were discussed, the major finding of the research indicated that the company seem to have a good coaching practice has been which partially could be attributed to the company being subsidiary of international firm and this has been positively related with employee performance. The coaching feedback provision that also been assessed in this research and employees are satisfied with the feedback they are getting from their coaches. Accordingly, the research also revealed that conducive coaching environment and application of structured coaching plan have a very strong effect on employee performance at EABSC in Ethiopia. Even if the company seem to be on a solid ground on its coaching practice and its system, there are somethings that needs further digging and adjustment to make the best use of coaching. Some of the recommendations include focus of the coaching was criticized to being mostly to solve temporary performance problems, sometimes focus of feedback seem to be on employee’s shortcomings, frequency of coaching is also a bit inconsistent. Finally, the research suggested developing of coaching APP for better tracking of the coaching
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    Reward Management Practices of selected Hotels in Ethiopia
    (Addis Ababa University, 2020-06) Henock, Serkadis; Markos, Solomon (PhD)
    The main purpose of this study is to assess the reward management system of some selected hotels of Ethiopia. The study attempted to assess what extrinsic and intrinsic reward systems are being practiced in the selected hotels (Yaya village, Bellevue hotel and Wabe Shebelle hotel) and to evaluate how the reward management practices are effective through the alignment of reward practice to organizational goal. To achieve the objective of the study, descriptive research design has been along with quantitative approach. Simple random sampling technique was used to select 241 employees out of the total targeted population of employees in the selected hotels. Self-administered questionnaire was used to collect data from sample employees. The data gathered through the questionnaire were compiled by using SPSS software. Descriptive statistics method was used for analyzing data obtained from questionnaire. The result of the analysis was presented using tables. The main findings of the study revealed that the intrinsic reward is more practiced than the extrinsic reward on the selected hotels. There is less alignment of reward strategy to the business strategy of the hotels. In addition the reward management strategy is not communicated to employees on the selected hotel. To those and other problems investigated in the study, appropriate recommendations were provided based on findings
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    Employees’ Performance Management Practices, the Case of Ries Engineering S.C, Addis Ababa
    (Addis Ababa University, 2020-06) Asmamaw, Fekadu; Markos (PhD), Solomon
    This research project is conducted with the aim of assessing the performance management practices from preplanning to the post review activities at Ries Engineering S.C., identifying the main challenges in implementing the process and forwarding the necessary recommendations as per the findings. The researcher applied a descriptive type of research design and used both quantitative and qualitative research methodology in order to collect and analyze data. A questionnaire and interview is used to collect the required data and stratified random sampling method is used to select respondents of the questionnaires. The analysis of the data collected from the questionnaires is made by using SPSS version 23 and the researcher found out that employees are aware of the purpose of the performance management system and the goals and objectives of the company, the organization provides the necessary reinforcement including incentives. In other hand alignment of organizational goals and objectives to the goals and objectives of individuals is not made; while making the planning process it is found out that employees’ participation is minimal and the system is not helping employees in setting challenging, achievable but meaningful objectives; self -appraisal practices are not implemented in the process of performance management, No formal discussion meeting is available; communication about the process of performance management is limited and skill of supervisors is not satisfactory in handling the performance management process. Accordingly the researcher recommended the organization to clearly communicate the whole process of the performance management to its employees on an ongoing basis, make the necessary alignment between the organization and the individual’s goals and objectives. Maximize employees’ participation in goal setting process and make the goals and objectives of individual employees SMARTER. In addition, creation of a formal discussion platform for employees and supervisors, letting employees assess or evaluate their own performance, attaching the information from the PM more to employees’ developmental aspect, commitment from top management and HRD in following up its proper implementation, and enhancing the skills and attitudes of supervisors as well as employees through different trainings and learning platforms are major recommendations from the researcher
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    Determinants of Customer Retention In Case Of Ethio Telecom
    (Addis Ababa University, 2020-06) Izedin, Nebat; Mekonnen, Worku (PhD)
    The purpose of this study is to examine the determinant factors of customer retention in the case of Ethio Telecom. Customer satisfaction, loyalty, customer service, value and customer expectation was used to evaluate the effect on customer retention. In order to achieve the objective of the study, both descriptive and explanatory research design was chosen. And also quantitative research approach was implemented. Convenience sampling techniques was used to select 384 customers who served as respondents in the study. The Correlation result indicated that there is a positive and significant relationship between all determinants factors and customer retention. Also multiple regression analysis result revealed that except loyalty all dimension had positive and significant effect on customer retention. Besides, it is found that customer expectation aspect of determinant factor has the highest influence on customer retention in Ethio Telecom. From the analysis the researcher recommends that Ethio Telecom should priority for the proper implementation of customer expectation aspect of determinant factor dimension than other dimensions because this dimension has highest effect on customer retention. Finally Ethio Telecom have to implement most important dimensions appropriately and continuously, as a major tool for gaining competitive advantage which in turn leads to customer retention
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    Impact of Work Life Balance on Employee Performance: A Case of Zeta Construction PLC
    (Addis Ababa University, 2020-06) Abayneh, Tsedenia; Tesfaye, Atsede (PhD)
    Work life balance has the most dominant effect on employees performance and their productivity by sustaining well being of workers and lessen work stress, which in return maximize efficiency. The main purpose of this study was to disclose the impacts of work life balance on employee performance in the case of Zeta Construction PLC. The participants of the study were employees of Zeta Construction in Addis Ababa. In order to collect data, the researcher employed simple random sampling techniques to select participants of the study and total 154 questionnaires were distributed and came out 100% response rate. Plus the researcher used quantitative research strategy to further describe the phenomenon and applies both descriptive and explanatory approach. In addition to analyze the data SPSS version 26 were used, the reliability of questionnaire items had been tested using Cronbach's alpha, the study applied descriptive statistics, Pearson's correlation analysis and regression analysis. The result indicated that among the work life balance factors leave and job sharing are the most important and significant factors to achieve employee performance, and job stress has strongly negative relationship to the dependent variable. Based on the finding : the company should work on different work life balance practices as employee shows great interest and employee performance will be highly influenced by those factors and also Employees must also take the lead to share a job amongst themselves to lessen the job stress to increase performance and productivity.
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    Relationship between Leadership Styles and Employee Motivation In the Case of Geosynthetics Industrial Works PLC
    (Addis Ababa University, 2020-06) Mebrate, Daremyelesh; Atara (PhD), Adane
    The study aimed to examine if there is a relationship between leadership style and employee's motivation, and weather the prevailing leadership styles in a given organization has a positive or negative relationship with employee motivation. To realize the objectives of the study a survey was conducted on 103 employees of a case company that is Geosynthetics Industrial Works PLC (GIW)’s. The employees were chosen to respond to a Multi Factor Leadership Questionnaire (MLQ) and Multidimensional Work Motivation Scale (MWMS) survey questionnaires with some adaptation of the instrument to fit into the context of the case company, and data from which was analyzed quantitatively. The questionnaire was prepared as close-ended questions (Likert model), in order to group responses in to the categories within the study. The respondents were chosen based on convenience and purposive sampling techniques to exclude the leaders from the sample and with simple random sampling among the purposive target groups. Descriptive as well as inferential statistics was used to analyze the data Secondary data was accessed from the company’s data base and documentation was used to compliment data from the survey. The study findings revealed there indeed is a relationship between leadership style and employee motivation. It further identified the respective relationship of the three selected leadership styles to motivation. Accordingly, autocratic leadership style has a negative, democratic leadership style has a positive and strong bearing on employee motivation, while laissez-faire style has no significant relationship with employee motivation, along with the direction of the relation in the case organization. Based on the findings, the study recommends the management of the company to look into the company's dominant leadership style (Autocratic) which has a negative relationship to its employees’ motivation and to consider redesigning and nurturing the management style into a more democratic leadership style with a combination of revamping both the internal company culture as well as a deliberate focus on its recruitment to enrich its pool of managers with demonstrated track record of democratic leadership