Business Leadership

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    The Effect of Organizational Culture towards Perception on Female Leadership: The Case of BGI Ethiopia
    (Addis Ababa University, 2022-06) Endrias Leulseged; Belaynesh Tefera (PhD)
    The main aim of this study was to assess the ability of organizational culture to influence the perception towards female leadership. To this end, a descriptive survey research design has been employed taking 90 employees and 46 managers as samples to respond to the questionnaires designed for the study. The sampling method used was a systematic random sampling method for employees and purposive sampling technique to managers. The managers having equal number of women and men have been selected to maintain balance in their responses. The data gathering instrument has been adopted from previous research which has made use of the Denison Model of organizational culture containing four dimensions such as Involvement, Consistency, Adaptability, and Mission. In this case, the study attempted to assess the existence of relationship between each one of these dimensions with that of perception towards female leadership at BGI Ethiopia. Consequently, the study has found out that involvement has a strong relationship with that of perception on female leadership while consistency and mission has a moderate relationship with it. Only adaptability was found to have a weak relationship with that of perception on female leadership. In general, all the four variables found to have a statistically significant relationship towards perception on female leadership in which case the null hypotheses were rejected. Overall, the study found out that the ability of organizational culture to be able to explain perception towards female leadership was very low that amounts only 3.5% in which case other variables associated to the females themselves seems being able to explain more towards perception among employees though not entertained in this particular study. In other words, the predictive ability of organizational culture towards perception on female leadership seems very low in the case of BGI Ethiopia. Besides, the study has found different other findings according to the responses given by the managers. The study has also made some recommendations so as to improve the perception towards female leadership in the organization. Key Words: involvement, consistency, adaptability, mission and perception on female leadership
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    The Effect of Leader-Member Exchange Theory on Organizational Change: The Case of Ethiopian Roads Administration
    (Addis Ababa University, 2022-10) Eyuel Bogale; Fisseha Afework (Associate Professor)
    Leadership is rather a complicated concept that have been evolving for years and challenging organizations in selecting a suiting style. Organizational change is deemed unavoidable for any organization irrespective of their missions and visions. As change implementation success depends on many factors, one is the human relations aspect between employees, particularly among leaders and their followers. This study intends to examine the existence of Leader-Member-Exchange theory, the possible effect and the extent of Leader Member Exchange influence on organizational change implementation in the Ethiopian Roads Administration. As s data collection tool, the study used list of questionnaire inquiries directed to a sample of the employees of the target institution. The collected data is then analyzed to acquire descriptive, correlational and causative information to answer the research questions, draw conclusions and produce recommendations. Consequently, it is found that portion of the leader-follower relations in the Ethiopian Roads Administration, in differing degree, as Leader-Member-Exchange with and the sample employees believe that LMX would have positively influenced the success rate of organizational change. Thus, it is concluded that there is an effect generated by LMX type leadership on implementation of organizational change in the target institution and it can be predicted that the change success rate based on the level of LMX leadership in ERA to a confidence level of 85% using a developed model from the collected data. As a result, the management of the target institution is advised to acknowledge Leader-Member-Exchange theory as a contemporary leadership concept and thus, are recommended to create enabling conditions so as to promote the same. Moreover, whenever the Ethiopian Roads Administration aims to launch a certain organizational change programme it is advisable to assess the quality of Leader-Member-Exchange as such relation quality determines the success rate of the change success to a degree equaling 85%. Lastly, the target organization is advised to use prediction models prepared through this study and other similar ones prior to implementing organizational change. Keywords: Leader-Member Exchange, Leader-Member Exchange Multidimensional, Organizational Change
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    The Role of Employee Engagement on Organizational Performance: The Case of East Africa Bottling Share Company
    (Addis Ababa University, 2022-06) Fekadu Delil; Fisseha Afework (Associate Professor)
    The primary goal of this study is to investigate the role of employee engagement on an organization's performance in the case of East Africa Bottling Share Company. This study was based on information acquired from East Africa Bottling Share Company's managers/supervisors, non-managerial employees, and professionals. The research employed a quantitative technique and an explanatory research design. The information utilized in the study was gathered from primary sources using questionnaires adapted from previous studies. The research was limited to the Addis Ababa plant, and the three dimensions of employee engagement were used conceptually: vigor, dedication, and absorption. The Utrecht Work Engagement Scale (UWES) was used to determine the level of employee engagement. The performance of the organization was assessed on two dimensions: financial and non-financial, as determined by literature. Descriptive statistics were used to examine data collected from respondents using a five-point Likert scale. Employee engagement and non-financial performance had a substantial association, whereas employee engagement and financial performance had a poor correlation, according to the study's findings. The current study's findings suggest that employee engagement is important for organizational success because of the various contributions engaged individuals provide to their firms. Keywords: Employee Engagement, Utrecht work engagement scale, Vigor, Dedication, Absorption, financial performance and non-financial performance
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    The Effect of Organizational Leadership on Quality of Education Delivered: The Case of Menelik II Health Science & Medical College
    (Addis Ababa University, 2022-09) Gifti Mekonnen; Teklegiorgis Assefa (PhD)
    This study was constructed on the concept that growth of a nation goes hand in hand with the Educational advancement the nation is reaching; therefore on the quest to that, Higher Educational institutions’ organizational leadership is believed to take a major role. Thus, the objective of this study was to understand the effect of Organizational leadership on the quality of education delivered in the case of Menelik II College of Medical and Health Science. The effect of Leadership style (Democratic Leadership, Autocratic leadership and Leissez Faire); Leadership skill & Leadership Ethics as an independent variable on the quality of Education as dependent variable was determined. This study uses quantitative; explanatory research approach and design to understand the research objective. The target populations used for this study are 313 students. To meet the objective of the research and gather vital information, questionnaire was distributed to the target group, where 97.4% return rate of respondents was found. The findings of this study shows that there is a positive and significant relationship between organizational leadership and Quality of education. Thus, HEI Policies should be designed where only trained and competent organizational leaders can serve HEIs by implementing preferred leadership style, skillfully and ethically in order to deliver quality of education. Key words: Organization, Leadership, Quality, Education, Organizational leadership; Quality of Education; Higher Educational Institution
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    The Effect of Teamwork on Organizational Performance in Ethiopian Healthcare Institutions: The Case of Torhiloch Comprehensive Specialized Hospital
    (Addis Ababa University, 2022-06) Girmachew Tilahun; AdaneAtara (PhD)
    The aim of this project work was to see the effect of teamwork on organizational performance of Torhiloch comprehensive specialized hospital. The objective of this project work is to analyze the view point of team members and team Leaders on the effect of teamwork on organizational performance in health care organizations by taking Torhiloch comprehensive specialized hospital as a case organization. The project work adopted descriptive and a cross sectional design with use of both qualitative and quantitative approach with 179 respondents. Descriptive analysis using SPSS was carry through to assess the effect of team work on organization performance. This suggests that when employees are allowed to work in teams with defined roles, specific goals and easy of communication they perform well which is manifested in the overall organizational performance. Conclusions have been deduced that the working approach is at lower level in the study organization. This implies that efficient use of time and resource is not practiced accordingly. As healthcare jobs are basically conducted by teamwork, the hospital requires concentrating on team work and noticing the accomplishment of a fine performing teams so as to accept better team work result.Furthermore, management of Torhiloch comprehensive specialized hospital encourages teamwork, because teamwork has a significant effect on organizational performance. Key Words: Team, teamwork, performance, organizational performance, TCSH, healthcare, effect, impact
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    Assessment of Succession Planning Practices: In the Case of Oromia Bank S.C
    (Addis Ababa University, 2022-06) Amanuel Mekonnen; Worku Mekonnen (PhD)
    The study seeks to assess succession planning practice in the case of Oromia Bank S.C among branches found in Addis Ababa City. The study aimed to meet four main objectives. Firstly, it assessed SP practice in the Bank. Secondly, it examined factors hindering effective execution of SP practice. Thirdly, it determines the determinant factors for effectively executing SP practice. Finally, the sought for enabling strategies for effectively executing SP practice in the Bank. By considering the research objectives and questions into account, both quantitative and qualitative approach along with descriptive research design. Stratified and purposive sampling technique has been utilized where data was collected from 195 respondents of managerial and clerical job categories which accounts for a response rate of 85%. Qualitative data were analyzed using descriptive statistics like percentages, mean and SD; while qualitative data were analyzed qualitatively in the form of summary. The findings of the study shows that the majority of employees of the bank knows the bank’s SP practice and how it works. Above all, insufficient talent pipeline, inability to motivate and retain key employees, ineffective business practice, unfocused roles and responsibilities, limited information about employees, lack of effective company vision and failure to address future needs and inactive periodical actions are the factors hindering the bank’s SP practice as per the findings of the study. Besides, the findings of the study reveals that the bank is not properly practicing the determinants factors of effectively executing SP practice. Furthermore, enabling strategies for effectively executing SP practice has not been properly implemented in the bank as per the findings of the study. Keywords: Succession planning, succession planning challenges, determinants of succession planning, strategies of succession planning, Oromia Bank S.C
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    The Effect of Leadership Style on Organizational Change Management: The Case of Bank of Abyssinia S.C.
    (Addis Ababa University, 2022-06) Christina Solomon; Abdurezak Mohammed (PhD)
    The purpose of this study is to analyze the effect of leadership style on organizational change management: the case of Bank of Abyssinia. On the literature review, five key leadership styles (Transformational, Transactional, Authoritarian, Laissez-faire and servant leadership styles) are identified as indicators of organizational change management. The study used descriptive and explanatory research design and adopted a quantitative research approach. Data is collected through a self-administered questionnaire from a sample employees of 241, that was selected from different departments found in the head quarter of the bank using stratified sampling technique. The collected data is analyzed by using the Statistical Package for Social Sciences (SPSS v25) software. The relationship between the independent variables (Leadership styles) and dependent variable (Organizational Change management) is proven by using correlation and multiple regression analysis. The finding revealed that only Transformational, Servant and Transactional leadership styles have a significant and positive effect on the organizational Change Management at Bank of Abyssinia. Following the finding the study recommended that the bank's management apply more of transformational leadership style and together with other leadership styles as needed in order to successfully manage change. Keywords: (Leadership style, Change management, Transformational leadership, Transactional leadership, Authoritarian leadership, Laissez faire and servant leadership styles)
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    The Effect of Marketing Strategy on Business Performance and the Moderating Role of Transformational Leadership in their Relationship: A Case Study on Bank of Abyssinia S.C
    (Addis Ababa University, 2022-06) Amanuel Lemma; Andinet Worku (PhD)
    The objectives of this research were to examine the relationship between Transformational Leadership and Business Performance, as well as to study the effect of Transformational Leadership on the relationship between Strategic Marketing and business performance. Specifically, this study evaluated the relationship between business performance and selected elements of marketing strategy such as advertising, branch image, price, distribution intensity, branch location at Bank of Abyssinia S.C. The research also sought to examine the effect of transformational leadership on the preceding relationship. To achieve these objectives data was collected using Convenience Sampling from Grade A branches of the bank. Data was collected using questionnaires. The data was obtained from a sample of 203 employees of the bank at grade A branches of the bank. Correlation analysis was used to establish the relationship between strategic marketing variables and business performance as well as transformational leadership and business performance. In general, the findings of the correlations analysis revealed that there is a positive relationship between an element of strategic marketing and business performance. The study revealed that Distribution Intensity had a positive and significant correlation with business performance while all the other elements in this study did not have significant correlations with business performance. Thestudy also used interaction analysis which depicted that transformational leadership does have significant effect on the relationship between an element of strategic marketing (i.e.,distribution intensity) and business performance. Through regression analysis, the study similarly revealed that transformational leadership and distribution intensity significantly affect business performance while advertising, price, branch location, branch image have insignificant relationship. It also advised for the bank to focus more on distribution intensity and leadership style as these have significant relationship with business performance than other variables. Thus, an improvement in this two is likely to enhance performance. Overall the study indicated that strategic marketing has a positive effect on business performance. The implications of this study for practitioners are indicated in the thesis. Key terms: strategic marketing, transformational leadership, advertising, distribution intensity, branch image, price, branch location, business performance
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    The Role of Leadership Style on Organizational Culture: In the Case of Zemen Bank
    (Addis Ababa University, 2022-09) Balew Cheru; Solomon Markos (PhD)
    Today's corporate leaders must have the ability to change organizational culture in response to issues if they are to succeed. On the other hand, leaders actively contribute to establishing, preserving, and enhancing organizational culture through their policies and leadership style. Therefore, leaders are required to act in a manner that is compatible with the goals of the organizations that they lead. This study aims to investigate the relationship and the role of leadership style on the organizational culture of Zemen Bank Data from both primary and secondary sources were gathered in order to meet the research objectives. The available scholarly studies' material was reviewed, and a conceptual framework was developed as a result. Checklists for document evaluation and survey questionnaires were employed to gather data. The objective of the study was accomplished using a descriptive and explanatory survey design. A straightforward random sample and purposeful sampling method was used to select the study's participants. 156 employees who are working in the city of Addis Ababa were requested to complete the questionnaire, and 151 did so. Through the use of descriptive, multiple regression, and correlation analysis techniques, the study's participant data were examined. Accordingly, the study's findings showed that, at the group level, leadership style had a positive and significant influence on the bank's organizational culture. Additionally, it was shown that the leadership style most frequently used in the bank was transactional leadership. The study finds that, apart from the aforementioned leadership style, transformational leadership style has strong influence on the culture of the bank. Whereas, the widely leadership style in the bank perceived by the employees of the bank was transactional leadership style. Hence most of the bank leadership style over reliance on rewards and punishment to exert influence and mainly focus on economic and instrumental transactions in treating employees. Although transactional leadership can be functional or even vital, it is less likely than transformational leadership to create and influence the organizational culture. Thus zemen bank has recommended adopting leadership style that is more aligned to ensure its innovative organizational culture to enhance competitive advantages in this dynamic world. Furthermore, the bank has to deploy intensive and continues management development to enhance participation, purposeful interaction between leader and employees in order to avoid the laissez-fairy leadership perceived by the employees of the bank. Key words- Leadership style, Organizational culture, Transformational, Transactional, and Laissez-faire
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    Effects of Leadership Styles on Employee Performance: In the Case of Commercial Bank of Ethiopia
    (Addis Ababa University, 2022-08) Binyam Melese; Wasihun Mohammed (PhD)
    Employee performance is a vital tool or mechanism that the company secures the expected outcome and the cascaded plan of the organization which has a direct connection with leadership styles. So the company overall performance and expected outcome is composed of leadership style and employee performance there should have to be a know how this tool or this two variables working together to get the utmost result of what is needed. The purpose of this study is to identify and examine the relationship between the selected leadership style and employee performance besides the relation hip of each leadership styles is negative or positive towards employee performance. The data collection method is using MLQ(Multi factor Leadership questionnaires’ is given to the employees of the commercial bank of Ethiopia Boe District 1262 employees from those 261 was managerial position employees and the rest of which is 1061 non managerial . The questionnaire contains 6 question for each three leadership style (Transformational, transactional and laissez-faire) leadership style and 18 question regarding employee performance and most of the questioner was responded successfully. Based on the findings of the questionnaire transformational leadership style has a negative impact on employee performance and the other two transactional leadership style and laissez-faire leadership style has a positive impact on employee performance. Finally it is recommended that it is useful to use transactional leadership style that needs every day followup and using laissez-faire leadership style that needs minor follow-up
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    The Impact of Strategic Leadership on Organizational Change: The Case of Cooperative Bank of Oromia (S.C)
    (Addis Ababa University, 2022-06) Guta Emana; Bahran Asrat (PhD)
    The modern business environment is highly dynamic due to numerous forces that interact with each other to affect organizations. The extremely competitive business environment, rapidly changing customer preference, continuously changing technology factors and highly diverse work environment have made change is a dominant characteristics of modern organization. Firms respond to these changes resulting in change programes which affect the whole organizations as a system, so strategic leadership is ultimate for success of change program as they are the one who to anticipate, envision, maintain flexibility and empower others to create strategic change as necessary, and also they are the one who direct all organization resources toward a common goal by effectively motivating employees to achieve a desired common vision. This study focuses on the impact of strategic leadership on organizational change of Cooperative Bank of Oromia and how strategic leaders ensure effective management of strategic change program and the study employed descriptive research design with a sample of 110 respondents drawn by purposive sampling techniques including all executive management members, department directors at HO, district directors, senior managers at district level and higher grade branch managers working in and around Addis Ababa. Primary data was collected by using self-administered questionnaires and the data was analyzed using SPSS software. Descriptive analysis and frequencies (Percentage, Frequencies, and averages) are used to show the results and data presentation are on bar graphs and tables. Key words: - Strategic leadership, organizational change, Leaders, bank
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    Relationship Between Leadership Styles with Special Grade Branches, is there a More Prevalent Leadership Style?
    (Addis Ababa University, 2022-06) Hawi Abera; Zegeye Muluye (PhD)
    This research aims to identify the relationship between leadership styles with CBE’s special grade branches, if there is a more prevalent leadership style exercised by these special grade branches. The main objective of this research was to examine if there is a particular style more prevalent the branches are using to stand out from the rest of the branches. The specific objectives were to assess how the independent variables as transformational, transactional and laissez-faire leadership style are related with the dependent variable i.e., the performance of the special grade branches at the bank. The study used an explanatory research design. MLQ and Delaney & Huselid (1995) where used to measure the perceived leadership style and branch performance respectively. A valid and reliable 220 questionnaire were distributed in five special grade branches of CBE under Addis Ababa central district, out of this 197 of them were returned complete. Data analysis was performed using SPSS software. Descriptive statistics (frequencies means & standard deviations), correlation Pearson and regression analysis were used to analyze the data. The descriptive analysis indicated that all three leadership styles were perceived in the branches while transformational leadership style were perceive explanatory to be widely used. Correlation analysis showed that there is a significant positive relationship between leadership styles with the branch performance. At the same time regression analysis estimated the effect of variables on the dependent variable. Finally, the research recommended the Bank to encourage and strive to build up the competency of its branch managers as well as its employees in advance to use the transactional, transformational and laissez-faire leadership style by providing training and skill transfer forums as these three leadership styles are proven to have a significant positive relationship with the branches performance and effectiveness
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    Assessing Factors Affecting Performance of Motor Insurance: A Case Study of Ethiopian Insurance Corporation
    (Addis Ababa University, 2022-08) Kabtamu W/Michael; Worku Mekonnen (PhD)
    The objective of this study is to investigate factors affecting the performance of motor insurance in Ethiopian Insurance Corporation. The research design used in this study was descriptive research design and the research methodology used were quantitative and qualitative collection method of data. By using survey questionnaire primary data were collected from 174 respondents. The software SPSS version 25 was used to test the reliability of survey questionnaire and the Cronbach alpha was 0.788 which was in the range of good. Hence, the analysis regarding to the factors effecting the performance of motor insurance in the company was continued. From the primary data analysis and secondary data the findings of the study revealed that marketing and sales was in the range of highest with a mean of 3.64,technology and service quality were in the range of moderate with a mean of a mean of 3.45 and 3.18.The growth rate of motor insurance was 9.2%,the premium share of motor insurance was 33.2% ,the loss ratio of the motor insurance in EIC was 50.5% on average and there were some similarity between the findings of this study and the study conducted by other researchers. Based on the findings of the study recommendations such as the company should provide flexible service for customers, entertain the motor insurance claim with in stated period of time and handling their complaint properly, improving improper network infrastructure were given. Key words: Insurance, Motor insurance, Performance, Ethiopian Insurance Corporation
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    Factors Affecting Effective Leadership in Manufacturing Microenterprises in Lemi Kura District
    (Addis Ababa University, 2022-06) Kaleb Haddis; Wasihum Mohammed (PhD)
    This study was conducted with the purpose of examining the factors of effective leadership in manufacturing micro enterprises in Lemi Kura district with respect to the generalized perspective of leadership. The research uses experimental reasoning research design with quantitative research approach to highlight relationships. Using Cochran’s large population sampling technique from the target population of leaders and followers in the manufacturing MSE, the researcher sampled 385 Primary data through questionnaires. Using SPSS software version 26, demographic, means and standard deviations, correlational and regression analysis were conducted. The results indicated that not only did Strategic management, people management and self-management have positive association with effective leadership but also positively affect effective leadership. The research also highlighted that people management played a greater role in affecting effective leadership positively. Accordingly, the researcher suggests attention to this generalized approach to leadership, particularly to people management factor for leaders, for a comprehensive leadership assessment and improvement. Furthermore, additional research in to this topic and leadership training for MSE members and case officers will likely reduce the failure rate of the MSE. Keywords: Effective Leadership, People management, Self -management, strategic management, MSE
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    Change Management Practices and Challenges: The Case of Development Bank of Ethiopia
    (Addis Ababa University, 2022-06) Kinfu Tadesse; Worku Mekonnen (PhD)
    The objective of this research project is to evaluate the strengths and weaknesses of the DBE‟s change and project management practices and identify the challenges encountered in the change implementation process. The study employed a quantitative approach with a descriptive research design in tackling the stated objectives of the research project. The populations of the study were employees and management members of the DBE Hawassa district. Survey data is collected by a questionnaire developed through extensive literature review. The questionnaire was administered to 51 employees and management members of Hawassa district. The collected data is analyzed to describe the status quo by using statistical tools appropriate to the setting. Based on the data analysis conducted, only a single measure, i.e. „the executive management makes effective & influential decisions related to change‟ came out as a single and stand alone „strength‟ of the DBE‟s change management practice. The data analysis showed that most of the evaluations conducted on the change management practices of DBE yielded mean scores within the range of ‘Neutral’. As per the results analysis, the most notable challenges to DBE‟s change management practices were found to be: lack of effective communication, prevalence of change- resistant culture and attitude, limited allocation of resources for change management and prolonged (delayed) change project implementation. Based on the results and conclusions drawn, the following recommendations are forwarded: the bank should improve its change management communications, employee and management engagement, resource allocation to change management, expedite the change project implementation. Key words: Change, Change Management, Change Management Practice and Challenges
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    The Effect of Employee Engagement on Turnover Intentions: The Case of De Leopole International Hotel
    (Addis Ababa University, 2022-06) Mahlet Kassahun; Seifu Mamo (PhD)
    The main objective of this paper is to examine the effect of Employee Engagement on turnover intentions: The case of De Leopole International Hotel. The study used a quantitative research method and employed both descriptive and explanatory research design. To achieve the study objective, 124 sample respondents were selected through the probability sampling technique. Accordingly, data were collected through self-administered questionnaires from sample respondents. Out of 124 respondents, workable data were obtained from 104 respondents. The effect of employee engagement on turnover intention is assessed quantitatively using a structured five-point Likert scale questionnaire and regression data analysis method. The result of the study reveals that the relationship between the three dimensions of employee engagement (vigor, dedication, and absorption) and employee turnover intention is significant and negative. The data were statistically analyzed using SPSS VR 28. It is concluded that the hotel has a low employee engagement level and moderate employee turnover intention. The result of regression analysis fully supported the hypothesis of the effect of employee engagement and turnover intention is significant and negative. Lastly, a recommendation is forwarded that leaders need to be aware of low-level employee energy and mental resilience while working and lack of strong involvement in work, employees lack experiencing a sense of significance and enthusiasm while working, not fully concentrating and happy engrossment in their work is a sign of lack of employee engagement. To alleviate this problem, leaders need to design proper programs to improve employee engagement and therefore reduce turnover intention. Keywords: Employee engagement, Vigor, Dedication, Absorption, Turnover Intention
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    The Role of Digitalization for Leadership Effectiveness: In the Case of Motor & Engineering Company of Ethiopia Limited S.C. (MOENCO)
    (Addis Ababa University, 2022-06) Martha Tadele; Teklegeorgis Assefa (PhD)
    The study aim to examine the role of Digitalization for Leadership effectiveness in the case of Motor and Engineering Company of Ethiopia, MOENCO. The qualitative data was found from literature's in the area of research; whereas the quantitative data was collected from respondents through a questionnaire. The study was conducted among the entire leadership group through a census sampling size. The data was then analyzed through SPSS and the reviewed data was elaborated by a descriptive analysis. In order to determine the relationship between variables, Pearson correlation matrix was used and regression analysis was done to investigate the effect of the independent factors on the dependent variable. The findings show that the group practiced all dimensions of digital practices, including Automation, Technology, and Corporate Strategy, and digital resources, with the exception of equitable access; thus, the study concluded that there is mostly good digital experience, which has a positive relationship with leadership effectiveness. Digital platforms were important for leaders to gather information, to support quality of decisions, and for increased external adaptability, but not for good engagement. Therefore, the study came to the conclusion that digitization has an impact on leadership effectiveness at most cases. Finally, the researcher recommended that even if MOENCO is in a good position for digital approaches leaders needs to put in more effort to embrace equitable access for digital platforms. They should use inclusive communication tools to interact with employees and improve engagements. Additionally, the study suggested that the current phenomena of digitalization is highly important to foster leadership effectiveness in organization. KEY WORDS: Digitalization, Effective, leadership, Equitable, Access, Employees engagement
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    Assessment of Enterprise Resource planning /ERP/ Implementation Paybacks at the United Nations Economic Commission for Africa -UNECA
    (Addis Ababa University, 2022-06) Meseret Worku; Bantie Workie (PhD)
    Enterprise Resource Planning (ERP) is vital to operate more effectively and improving performance of organization by integrating and streamlining business processes. The main objective of this study is to examine the benefits of adoption of ERP at the United Nations Economic commission for Africa. The study used both descriptive and explanatory research designs. The study used quantitative research approaches. The total sample size engaged for this study is 132. Regression, correlation and other statistical measures were used to analyze the quantitative data obtained through questionnaire. The findings of the study indicate Post ERP implementation success when evaluated against key factors conveying the ERP benefits was reasonably acceptable as measured by ERP users in UNECA. The study then concluded that organizations should retain and construct the best practices witnessed and utilize these benefits to the maximum. The organization should keep on enhancing activities recognized in the research in contributing to the organizational performance and efficiency. UNEAC being non-profit organization should strengthen use of ERP in satisfying the needs of the stakeholders especially member states. This research recommended more emphasis to bringing post ERP adoption synergy between departments and employee satisfaction. UNECA is also required to work to strengthening cohesive ways of satisfying stakeholders and member state needs. Key works: Stakeholders & member states, Integrated business reporting. Enterprise Resource Planning (ERP).
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    Factors Affecting Decision Making Practice of Leaders in Enat Bank S.C
    (Addis Ababa University, 2022-06) Mesfin Melese; Zegeye Muluye (PhD)
    This research study was conducted to study the factors affecting decision making practice and their effect on organizational performance in the case of Enat Bank. To investigate such effect, the study has used four factors affecting decision making practices namely state of the organization, availability of information, external conditions/ environment and personality & skills of decision makers. In order to address the objectives of the research a questionnaire was designed and distributed to randomly select 100 employees who are involved in decision making practice of Enat Bank S.C, from the total distributed questionnaire ninety two spoke back representing a response rate of 92%. Descriptive statistics and analysis of Variance or ANOVA test has been used to draw the conclusion. To examine the relationship and effect among variables, this study used Pearson correlation and multiple linear regressions. The findings of the study from regression analysis have shown that all the four factors affecting decision making practice namely state of the organization, availability of information, external conditions/ environment and personality & skills of decision makers had a positive and a statistically significant effect on organizational performance as the p-value of each variable is less than 0.05 (p-value<0.05) and positive beta coefficient. Therefore, the study concludes that all basic components of factors affecting decision making practice have impact on organizational performance and the researcher recommends that Enat Bank, has develop and establish different mechanisms to solve problems associated with decision making practices. Furthermore, this study indicates that the needs for more research related to the relationship between factors affecting decision making practice and performance with incorporating additional variables such as attitude about risk & uncertainty and behavior of customers and extend the study to be made on the entire banking industry level
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    The Impact of Innovative Organizational Culture on New Product Development : In Case of Ethio Telecom
    (Addis Ababa University, 2022-06) Mikiyas Alemayehu; Bahren Asrat (PhD)
    The main objective of the study was to assess the impact of innovative organizational culture on New Product Development Competitive in Ethio Telecom. The study adopted McKinsey 7s Framework to achieve objectives, the study embraced casual survey design. The target population for this study comprised 443 employees working at Telecom Excellence Academy TExA branch of Ethio telecom The study targeted the employees those have been working in TEXA since which is center for new product development in a centralized manner Yamane formula was used to determine a sample size of 210 employees were selected using purposively sampling technique. Data was collected using questionnaires which were structured using closed-ended questions in likert scale form and Piloted five interviews in the manager’s research with five key important managers of Ethio Telecom from IT, Engineering, Procurement, Finance and Human resources departments. The reason why the researcher chooses to have interviews with these five managers is that they are the ones who understand the organizational culture of Ethio Telecom and they are also have influence in shaping the culture of the company Descriptive and inferential analysis was conducted to achieve the objectives of the study. The study findings indicated that the all McKinsey Framework factors including finance or Budget, have a positive and significant impact on New Product Development. Based on the findings, the study recommends that Ethio telecom aim to improve new product development, to ensure that they have put in pace give more consideration to defined and communicated shared values to foster a creative and supportive organizational structure that will allow employees to perform optimally, and enhance their motivation and organizational commitment it’s also requires ensures that all its job tasks and roles are aligned with the core values that the company propagates. The firms should also focus on skill this could be improved by paying particular attention to enhancing the skills and capacities of its employees. It arranges regular training and workshops – internally as well as externally managed- to provide growth and development opportunities for its employees. Key word Organizational Culture, Innovative organizational culture, New Product development, Ethio Telecom