Masters of Business Administration (MBA)

URI for this collectionhttps://rps.wku.edu.et/handle/987654321/110

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    BRANDING AND ITS IMPACT ON CONSUMER BUYING DECISION (In the case of Selected Natural Spring Bottled Water Manufacturing Companies In Gurage Zone)
    (WOLKITE UNIVERSITY, 2024-05) TEWABECH NIDA
    eneral objective of this study is to examine the relationship between branding and consumer buying decision in the case of bottled water consumers in Ethiopia more specifically in Gurage Zone. Explanatory research design was applied using qualitative and quantitative approach. Similarly, Target populations were taken from customers of bottled water in Gurage Zone using different urban area outlets, so information gained from the view point of other customers who uses other channel using conveniences sampling techniques. Data source were taken from secondary source (questionnaires’ document, report. view). After conducting reliability and validity test of data analysis were done thought descriptive statistics in process of frequency, percentage, mean and standard deviations in prospecting of ethical considerations. The results of this study indicated that Consumers purchase intentions of bottled water have a strong positive association with Perceived Quality and brand Awareness which medium contributions of purchase intentions can be enhanced by associated class and brand visibility. The study also found that past purchase loyalty was not directly related to customer satisfaction or current brand preference and that brand preference is an intervening factor between customer satisfactions and re-purchase intentions. It is recommended that the researcher should strive to promote the brand loyalty more to customer along with brand loyalty happening negatively appeared in order to contribute towards positive purchase intentions. In other hand, water Bottling share company in Ethiopia should allow in mind that new familiar brands created as a result of relatively lower creativity of the “health matters of societies” as roamer always says, overextension and lack of investment in developing brand equity and values.
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    THE EFFECT OF MANAGEMENT INFORMATION SYSTEM ON OPERATIONAL PERFORMANCE: THE CASE OF COMMERCIAL BANK OF ETHIOPIA IN GURAGE ZONE, ETHIOPIA
    (WOLKITE UNIVERSITY, 2024-06) SIYOUM KEDRU CHIKSA
    During the growth of a competitive global environment, there is considerable pressure inmost organizations make their operational, tactical, and strategic processes more efficient and effective, the role of management information system (MIS) is vital now a day in an organization because it has evolved to become an integral part of its business operations. The main purpose of this thesis is to present the effect of MIS on operational performance in a case study of a commercial bank of Ethiopia in Gurage Zone, by identifying the key issues and components of MIS that integrate the business operation in the bank to successfully achieve high operational performance. Both descriptive and causal research design was employed. The study targeted 112 Respondents selected through simple random sampling and purposive sampling from employees at different operational positions of commercial bank of Ethiopia, in Gurage Zone. Both primary and secondary data were collected using a questionnaire, interview, and document analysis. The collected quantitative data was analyzed using descriptive statistics that include frequency, mean, standard, and inferential statistics including regression and correlation analysis. Documents analysis were also used to supplement the quantitative data and for triangulation purposes. Based on the analysis the study found that the MIS has a positive effect on the operational performance of the commercial bank of Ethiopia, in Gurage Zone and it supports the operational performance by providing better service for internal and external customers, collaborating with the core business operation one with another, increase bank profitability, and support overall managerial function and decision making. From the finding the study would like to recommend for further study even MIS has positively affected the operational performance of the bank, the application of MIS hasso various challenges and has factors that affect the application of MIS therefore it is best tostudy on challenges and prospects of MIS application.
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    THE EFFECT OF JOB ROTATION PRACTICES ON EMPLOYEE OUTCOME; MOTIVATION, COMMITMENT AND JOB INVOLVEMENT: THE CASE OF COMMERCIAL BANK OF ETHIOPIA, GURAGE ZONE
    (WOLKITE UNIVERSITY, 2021-11) SELAM GEBRE SEMA
    Job rotation is a broadly used approach followed by many organizations to make more committed employees towards work at various levels of the hierarchy of an organization. This strategy identified as a motivating factor for the employee development. The main objective of this study was to assess the effect of job rotation practices on employee outcome; motivation, commitment, and job involvement in the case of Commercial Bank of Ethiopia Gurage Zone branches. The study was employed descriptive and explanatory research design along with quantitative approach. Sampling techniques such as purposive, stratified, and simple random were used. Primary data was collected using structured questionnaires. 224 employees were selected and participated from the chosen banks. Descriptive statistics such as frequency count, percentages, mean and standard deviation and inferential statistics such as Pearson correlation and multiple linear regression model analyses were used to analyze the quantitative data with the help of Statistical Package for Social Science version 20. The findings of the study revealed that the level of job rotation practices, employees’ motivation, commitment and involvement were at moderate status in most of the branches of CBE in Gurage Zone. Moreover, the correlation coefficient analyses result showed that there was a significant and positive correlation between the five job rotation practices and employees’ motivation, commitment and involvement. Furthermore, the regression analyses results as shown by R square revealed that 77.6%, 77.0% and 76.7% of the variations in the employees’ motivation, commitment and involvement respectively were attributed to the effect of the five variables of job rotation practices in combination. Therefore, based on the findings the researcher recommended that by boosting job rotation practices, employees of CBE can be motivated, committed and involved on their job, since when employees are rotated, they become more job motivated, committed and involved. Moreover, the concerned bodies better to arrange other mechanisms in order employees to become more motivated, committed and involved in their job.
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    ASSESSING THE PERACTICE, CHALLENGES AND CUSTERM SATISFACTION OF PUBLICE SERVICE DELIVERY: THE CASE OF GURAGE ZONE INSTANCE COURT
    (WOLKITE UNIVERSITY, 2023-04) MESFIN WOLDE
    The major purpose of the study is assessing service delivery of the court and the major challenges in relation to service delivery. In the past few decades, there has been a growing emphasis on the need for public organization to see the public /citizen/ as a customer. The trend in public sector management is changing that customer increasingly used to describe the user of service delivered by government bodies although, traditionally associated with the private sector. These customers have rights and responsibilities towards quality service delivery. In this regard, the Ethiopia government has recognized the need for appropriate service delivery policy to encourage public service organization improve their service to attain user satisfaction. However, the performance of Gurage Zone Woreda (Gummer, Geta worda‟s and emdeber town) a first Instance court in providing quality service is not in a position to meet the expectation of service user. The compliant on the quality of service and response from the user for lack of service were indicating poor service delivery performance in the court. Therefore, the research was conducted using descriptive survey method by clustering the respondents‟ in to customer, employees and officials. The sample is selected using purposive and convenient sampling technique. To do this, to understand the level customers satisfaction based on the service they received. Then Questionnaires‟ were distributed to 384 customers by using convenient sampling technique. The major findings are Poor service quality and poor performance in service process such as knowledge gap of the employee to use technology effectively, dalliance of decision, unethical behavior of some employee, poor compliant handling system. So, the court failed to meet such requirement in order to provide accurate and reliable service to its customers Therefore, the court should come up with an appropriate service standards and evaluation, compliant handling system, fairness on job training established reward and recognition system for those who perform well in order to give quality service to its customers.
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    EFFECTS OF EMPLOYEES RETENTION STRATEGIES ON EMPLOYEES PERFORMANCE (IN THE CASE OF COMMERCIAL BANK, WOLKITE CITY)
    (WOLKITE UNIVERSITY, 2024-04) LEULSEGED NIGATU
    Employee performance is the concern of the study is the employee’s actual contribution to the productivity of the organization, in terms of volume or personal capacities and quality of output of the employee or the intensity of their effort that reflects the productivity of Employee. The main objective of this study is to examine the effect of employees’ retention strategies on employees’ performance. To arrive at an appropriate conclusion about the issue, the researcher has used explanatory research design. For the need of achieving the stated objective of this study, quantitative research approach has been utilized to meet the overall objective of the study. Data were gathered from both primary and secondary sources. The primary data were collected by using questionnaire with both open ended and close ended questionnaires from permanent employees of the institution. Secondary data collection tools include assessing the institution’s annual report, regulations, magazines and articles. All permanent employees of Ethiopian commercial bank, Wolkite city are the study's target group. Sample size of this study was303 respondents they were used to collect and analyze primary. In order to make data analysis, primary data that were collected from respondents and it is tabulated and analyzed using statistical package software for social sciences (SPSS) V.25. For this study, the researcher may use multiple regression models. According to multiple regression model of the study, five determinant variables (Training opportunity, employees’ recognition, employees’ salary, level of bonus, financial reward) have significant positive effect on employees’ performance. Finally, the researcher has recommended that the bank better to develop good incentive schemes to employees. Incentive schemes also play an important role in increasing the performance of employees.
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    EFFECT OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM ON BUSINESS COMPETITIVENESS; COMPARATIVE STUDY BETWEEN COMMERCIAL BANK OPERATING IN WOLKITE TOWN
    (WOLKITE UNIVERSITY, 2024-04) KELELEGN TEKALEGN
    This study investigates the relationship between employee performance management systems and business competitiveness in commercial banks located in Wolkite Town. A sample of 150 respondents from commercial banks was surveyed to gather data on their perceptions and experiences with performance management systems. The data were analyzed using correlation analysis to examine the relationships between different performance management components and business competitiveness. Additionally, regression analysis was employed to determine the extent to which these performance management variables explain the variability in business competitiveness. Using a quantitative research approach, data was collected from employees of both public and private banks through structured questionnaires. The sample included 174 employees from various banks in Wolkite town, representing a census approach to ensure comprehensive representation. The data was analyzed using statistical techniques, including regression analysis, to examine the relationships between EPMS components and business competitiveness. The results indicate significant associations between certain components of EPMS and business competitiveness in both public and private banks. Performance appraisal emerges as a key driver of competitiveness, with a positive correlation observed between the implementation of effective performance appraisal systems and enhanced business competitiveness in both bank types. Similarly, career development programs show a significant positive impact on competitiveness, highlighting the importance of investing in employee growth and advancement opportunities. Based on these findings, recommendations are provided for both public and private banks to enhance their competitive position. Public banks are advised to focus on improving performance appraisal systems and investing in career development programs to foster employee engagement and motivation. Private banks, on the other hand, should also prioritize performance appraisal and career development, while paying attention to refining reward systems to further enhance competitiveness. Overall, the study highlights the critical role of effective performance management practices in driving business competitiveness in the banking sector. By implementing targeted strategies to strengthen EPMS components, both public and private banks can enhance their competitive position and contribute to sustainable growth in Wolkite town's financial industry.
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    CHALLENGE AND PROSPECT OF SUPPLY CHAIN MANAGEMENT PRACTICES THE CASE OF BGI ETHIOPIA PLC
    (WOLKITE UNIVERSITY, 2024-06) KASSU HAILEMARIAM
    This research aimed to investigate the prospects and challenges faced by BGI Ethiopia PLC on their supply chain activities in Ethiopia. More particularly the study intended to identify the supply chain activities effectively practiced by BGI Ethiopia, to examine the challenges they face in their supply activities and to propose some prospects. The study contributes significantly to academic as well as industry and policy makers. The study collected relevant data from employees and department managers from Addis Ababa, Meta and Zebider. A sample of 176 respondents was randomly selected to take part to this research. The resultant data were subsequently analyzed using descriptive statistics, as well as the Likert scale analysis. Based on the result, the practice of supply chain management is average. The results of this research found that, the few supply chain management activities practiced by BGI Ethiopia were level of information sharing, customer’s relationship, strategic supplier partnership, raw material flow management,and corporate culture were found to be averagely practiced and managed. The results also indicated that, the challenges faced by BGI Ethiopia in their supply chain activitieswere warehouse (limited space, layout, and unfavorable condition), technological and information sharing (information simplicity, accuracy, adequacy, communication, etc.,), infrastructural (ICT, transportation, management), high inventory cost, operational capacity (delay, under capacity), legal (absence of lease land, high tax), and internal and external (political instability, safety and security, unfavorable working area, workforce diversity, waste management, income generating mechanisms, geographical distribution). The research ended investigating some prospects that could have been adopted to minimize these supply chain activities challenges and thus improve the working conditions and logistics of BGI Ethiopia. Strengthening supply chain management practices, developing strategy to use opportunities, and building strong network with suppliers and customers were recommended in this study
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    EXAMINING EFFECT RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE THROUGH MEDIATING EFFECT OF MOTIVATION: IN CASE OF COMMERCIAL BANKS IN GURAGE ZONE
    (WOLKITE UNIVERSITY, 2024-05) JEYERUSALEM GIRMA KERSIMA
    The aim of this study was to examine effect relationship between Human Resource Management Practices and Employee Performance through mediating effect of motivation: in case of commercial banks in Gurage Zone. The study employed descriptive and explanatory research design along with quantitative approach. Purposive, proportionate stratified and cluster sampling techniques were used to select administrative towns and woredas public and private CBs and employees. The sample size was 315 clerical employees including managements working in those CBs. Primary data were collected through self administered structured questionnaire. Secondary data were collected from written documents and reports. The study used descriptive analysis such as mean and standard deviation; Pearson correlation coefficients analysis to examine the relationship between each of HRMPs (job rotation, compensation, reward, training and development, communication) and motivation and also with employees’ performance and mediator variable effect analysis with Process Macro to investigate the mediating effect of motivation on the effect relationship between each of HRMPs and employee performance. The finding of the study revealed the existence of a significant and positive relationship between each of HRMPs and motivation; motivation and employee performance; and each of HRMPs and employee performance. Moreover, motivation of employees significantly and positively mediated the effect relationship between each of HRMPs and employee performance. Therefore, from this result it can be said that motivation has played vital role in providing higher statistical correlation between HRMPs and performance of employees. Hence, it is recommended that management bodies of public and private CBs better to take into account the mediating role of motivation in order to enhance the relationship between HRMPs and the performance of employees highly and effectively.
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    DETERMINANTS OF EFFECTIVE PUBLIC PROJECT IMPLEMENTATION IN CASE OF GURAGE ZONE
    (WOLKITE UNIVERSITY, 2024-04) HAYMANOT ATNAFU
    A project is a temporary group of activity with a defined beginning and end in time, scope and resources designed to produce a unique product, service or result. The performance of a project towards meeting its intended objectives is dictated by diverse factors. The objective of this research is to investigate and identify the determinants of effective public project implementation. The target population of the research involves 60 employees and contractors; this study was use census survey method because the total population of the study is 60. They are directly involved in the implementation of public projects in the case area and able to complete the questionnaires for this study. The study uses primary data where the data is collect from questionnaire. The collected data was analyzed by usingdescriptive statistics and inferential statistical tools with the aid of SPSS version 23 to test correlation and regression of the study variables. In addition to this multiple regression is use to determine the effect of independent variables on dependent variable. All dependent and independent variables are measure using 5 Likert scale questionnaire that related to the variable. The descriptive analysis of the independent variable result indicated that Project management and team related factors (mean= 3.9375 SD= 0.74315) and Organizational structure factor (mean= 3.48, SD= 1.0212) are highly influenced the effective public project implementation and remain independent variable, Project Related Factors (mean= 3.068, SD 1.0058), Stakeholders level of involvement related factors (mean= 2.887 SD= 0.9233) and Project environment related factors (mean= 2.622 SD= 0.91895), are minimally affect the effective public project implementation. Multiple regression result indicated that Project environment related factors has positive and statically significant effect on the effectiveness of public project implementation. Stakeholder’s level of involvement has negative significant effect on the effectiveness of public project implementation. On the other hand Project related factors have negative insignificant effect and also organizational structure factor and Project management and team factors has positive insignificant effect on the public project implementation.
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    THE EFFECTS OF JOB SATISFACTION ON EMPLOYEES’ TURNOVER INTENTION: (THE CASE OF WOLKITE UNIVERSITY
    (WOLKITE UNIVERSITY, 2024-05) GEREMEW LEJA
    The main purpose of the study was to examine the effects of job satisfaction on employees’ turnover intention of Wolkite University. The study employed explanatory and descriptive survey method because of focuses on acquiring and conveying facts. On the other hand, explanatory research to explain why a phenomenon occurs by working to understand the causes and correlations between variables job satisfaction and employee turnover intention. The data used were primary and secondary data. The sampling method was stratified simple random sampling. The study used close ended self-administered questionnaire which is designed to collect quantitative data. The questionnaire design includes 4 items of demography, 14 dimensions of job satisfaction with 60 items and turnover intention with 4 items. Independent and dependent variables’ items utilized five Point Likert-scales. A total of 343 questionnaires were administered and 343 were analyzed with a response rate of 100%.The reliability and validity test were done before analyzing the data. Data analysis was done by descriptive statistics, correlation and regression analysis using SPSS 20(Statistical Package for Social Science). Job Satisfaction factors (responsibility, advancement, work itself, compensation, supervision, job security police, communication and work condition) were found low employee satisfaction at Wolkite University. In addition three factors; (achievement, recognition and growth) were moderate level of satisfaction. The study also found wolkite university employees have moderate level of intention to leave the organization. The other finding was that factors of job satisfaction (compensation, communication, growth, policies, coworker, has positive and supervision, Work condition, and advancement have negative significant impact on turnover intention with the level of p-value < 0.05. Whereas the other predictor variables; work itself, achievement, responsibility have negative and recognition, job status and job security have positive insignificant impact on turnover intention. Furthermore, the rest of 13.7% turnover intention is influenced by other variables which are not incorporated under this study. Since this model explains only 86.3% of the dependent variable that reveals the model is strong. Compensation, communication, growth, policies coworker, supervision, work condition and advancement have contributed relatively high impact to the variation of turnover intention. Therefore, to increase employee satisfaction level and to reduce turnover intention the policy makers and/or wolkite university management must focus to improve the factors of job satisfaction that have high impact on turnover intention.