Assessment of Reward and Compensation Management Practices at Ethiopian Electric Power Corporation Training Institution and Head Quarter
| dc.contributor.advisor | Mekonnen, Worku (PhD) | |
| dc.contributor.author | Bahita, Gebremedhin | |
| dc.date.accessioned | 2018-08-08T08:04:07Z | |
| dc.date.accessioned | 2023-11-05T08:57:59Z | |
| dc.date.available | 2018-08-08T08:04:07Z | |
| dc.date.available | 2023-11-05T08:57:59Z | |
| dc.date.issued | 2014-06 | |
| dc.description.abstract | In the general terms, this study was about reward and compensation systems within the EEPCO Headquarter and its training institution located in Kotebe Yeka district. As reward and compensation is a steering instrument in maintaining the organizational efficiency and productivity as well as takes the lion’s share in motivating the employees to act in the best interest of the organization, the purpose of this study was to identify how the selected company (EEPCO) works on the issue. It is also aimed at finding out the extent to which the institution gives focus on rewarding and compensating its employees in order to encourage them and thus assist it to reach its goals and visions as one national organization working on huge and giant projects. An attempt of identifying the procedures and basis of bonuses and related benefits within the selected institution is also made by this researcher. This attempt includes pointing out whether the rewarding systems available in the institution- bonuses and salary increments- offered to the employees are based on performances or just in a collective basis regardless of performances. As a result, the research question, which is based on the purpose of the study, is ‘What kind of ways and systems does EEPCO use to reward its employees so as to motivate them to work in its best interest?’ To address the research question, the researcher has conducted interviews with the employees of the institution both at the head quarter and the training institution. In addition, the researcher has distributed 50 questionnaires to the employees in both offices. Not only that but also, the researcher has tried his level best to analyze documents that are related to reward and compensation. All in all, the researcher has found out that though the selected company (EEPCO) has a habit of rewarding and motivating its employees to let them work to its best interest, the rewarding systems are not based on performance. They are instead bonuses and salary increments which are given to all employees once annually. The performances of the employees are not considered in these processes. It is just based on the salary scale, which is not advisable according to the theoretical frameworks this researcher used. This is also something that the respondents witnessed. The conclusion is, therefore, the rewarding systems which EEPCO uses do not motivate its employees to be competitive and work to the best interest of the company given that the rewarding systems do not take competitiveness and performance into account | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/11274 | |
| dc.language.iso | en | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Ethiopian Electric Power Corporation Training | en_US |
| dc.title | Assessment of Reward and Compensation Management Practices at Ethiopian Electric Power Corporation Training Institution and Head Quarter | en_US |
| dc.type | Thesis | en_US |