Masters of Business Administration (MBA)
URI for this collectionhttps://rps.wku.edu.et/handle/987654321/110
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Item RISK MANAGEMET PRACTICE IN COMMERCIAL BANK OF ETHIOPIA WEST ADDIS ABABA DISTRICT(WOLKITE UNIVERSITY, 2018-06) SIMEMU LEMA DEWECHEThe aim of this paper is analyzing the effective risk management practice of commercial bank of Ethiopia. In order to assess the risk management practice, the researcher develops survey questionnaire based on the conceptual models of the risk management practice found in the literature. Questioners distributed to 119 risk expert from a total population of 169 staffs of commercial bank of Ethiopia under west Addis Ababa district by using stratified random sampling technique. Quantitative data analysis was conducted to analyze the collected data. Both inferential and descriptive statics employed by using SPSS (Ver. 20) statistical package. In the data analysis, one-sample t-test, correlation and regression analysis were employed. Based on the finding it is concluded that all the four independent variables (understanding risk and its management, risk identification, risk monitoring, and risk analysis and assessment) have significant and direct impact on the risk management practice of the bank; with overall impact of 55.8%. The researcher recommended the bank to develop an encyclopedia in order to create common risk definitions among the staffs. The respondent suspect that technology risk, liquidity risk and foreign exchange risk will be the main risk for the bank in the future. Accordingly the researcher recommends the bank to improve its status with respect to risk management; and also examine other factors that would affect its risk management practice.Item THE EFECT OF WORK LIFE BALANCE ON EMPLOYEE JOB PERFORMANCE(WOLKITE UNIVERSITY, 2018-10-20) SHEWANESH KIFLEWork life balance is an important topic of human resource management and has become a top priority for workers everywhere as employees are required to maintain balance between their personal and professional life to work efficiently. The core purpose of this study is to analyse the impact of work life balance on employee job performance in commercial bank of Ethiopia. Factors involved are job performance and work life balance with respect to work to personal life interference, personal life to work interference, Work overload and work life balance programs. The study found out the connection between work life balance practices and job performance and whether Work life balance practices possibly increases employee job performance. The study has adopt Explanatory study design as many factors of work life balance are been identified and also it is causal research as impact of independent variables of work life balance on dependent variable job performance is being studied in this paper. The target population for the study is 2692 employees of commercial banks of Ethiopia at west Addis Ababa district working in 111 branches and a sample size of 349 respondents was taken. Sample were selected through simple random sampling method and stratified on the basis of branches grade. Cross sectional survey questionnaire were used for data collection in accordance with the objectives of the study. The collected data were analysed by using statistical package for social science and statistical tools such as descriptive analysis, correlation coefficient and regression analysis were adopted for analysis. The study found that three of work life balances dimensions i.e., work to personal life interference, personal life to work interference and work overload were inversely and significantly related with job performance. The study also indicates that Work life balance programs have a positive and significant relationship with job performance. The results supported past literatures and revealed that relationship exists between variables of work life balance & job performance. Based on the findings of the study, it is recommended that the organization should realize the effect of work life balance on job performance and should improve their work life balance programs by implementing family-friendly initiatives such as alternative work arrangements, employee assistance programs, dependent care policies and flexible leave policies to attract, recruit and retain more capable candidates.Item DETERMINANTS OF FINANCIAL PERFORMANCES OF PRIVATE BANKING IN ETHIOPIA: EMPHASIS AT ALL PRIVATE COMMERCIAL BANKS(WOLKITE UNIVERSITY, 2018-10) MULUGETA MESFIN MELESEThe main purpose of this study was to assess the determinants of Performances of Private Commercial Banks in Ethiopia. In order to meet the objectives of the study, a descriptive and relational research design method was employed. The target population of the study comprised all Private Commercial Banks in Ethiopia that were selected through census sampling method. Whereas, the study period 2010 2016 was purposively selected. Financial statements, during the study period, of private banks were obtained from NBE. These financial statements were then used to generate panel data, which comprises all the financial ratios regarding the dependent variables and bank specific independent variables. Accordingly 101 sample cases of bank specific financial ratios are obtained. Macro economic data for the study period were also collected from NBE and CSA publications. Descriptive analyses of financial ratios were generated to reflect average and relative performance of individual private banks. The overall average financial performances of private banks were 2.61% and 17.96% for ROA and ROE, respectively. Regarding the internal financial ratios, almost all the private banks adhered to the threshold ratios set by the NBE. However, these banks have considerable differences in their internal ratios, where banks in good position regarding one ratio are found to have lower position in another. Mainly, correlation and regression analyses employed in the research revealed profitability of banks were mainly related and influenced by their internal specific bank ratios; whereas the external and macro variables were not found to have significant effect in their performance. Both ROA and ROE had significant negative correlations with CA and ME; while positively related with AQ and BSize. However, the relationships were more stronger for ROE than ROA. Mainly Management efficiency and capital adequacy were the most explanatory to ROA of the banks; together they explained 69% of the variation on the banks return on asset. While, these two ratios together with liquidity and asset quality aredeterminants to the banks ROE; they have about 75% explanation power. It is therefore, clear that the bank specific ratios have considerably strong influence on profitability of private commercial banks. Therefore, it is recommended that in order to assess the banks performance with regard to ROA and ROE, it is worth advisable to optimally adjust the CAMEL ratios, while mainly pay regards to the management efficiency and capital adequacy ratios.Item THE INFLUENCE OF REWARD MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE: A CASE STUDY OF COMMERCIAL BANK OF ETHIOPIA WEST ADDIS DISTRICT, GURAGE ZONE(WOLKITE UNIVERSITY, 2018-10) ELIAS ESHETU WAKITOLAThe purpose is to examine the effect of reward systems on the dimensions of employees’ perceived performance. This study also attempted to investigate what types of reward system; financial or non-financial contribute to the employees’ better performance. Both qualitative and quantitative research methods were applied. In order to select the respondents from the total population of 317, random sampling method was applied. The sample size determination comes with 177 samples to be taken in to the study. Survey data collected from respondent’s analyzed using descriptive and inferential analysis using the Statistical Package for Social Sciences (SPSS). The data was presented using tables. The findings of the study indicated that there was a significant relationship between reward system and employee performance in general and financial and non-financial rewards in particular. The result shows that, the most determinant factor of employee performance which scored low mean deviation was work condition (M=2.744, SD=1.036). While the high mean deviation scored for Performance based bonus (M=4.27, SD=0.688), followed by recognition (M=3.993, SD=0.802) career development (M=3.881, SD=.823), base Pay/salary (M=3.305, SD=0.815), benefit (M=3.063, SD=1.059). From this the researcher inferred that relatively low score work condition affects/determines employee performance. In addition, the findings of the study revealed that financial rewards (M=3.7875, SD= .755) strongly affect employees’ perceived performance than non-financial rewards (M=3.42, SD=0.93). Finally, of the total respondents agreed that, know what expected from them and what intends to do their performance based on the plan/target cascaded for them.Item THE EFFECT AND PRACTICE OF EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE: THE CASE OF SELECTED PUBLIC SECTORS IN GURAGHE ZONE(WOLKITE UNIVERSITY, 2019-06) NURSEFA IBRAHIM ALIThe aim of this study was to the effect and practice of Employee Performance Management System on employee performance: the case of selected public sectors in Guraghe Zone, SNNPR.The study employed descriptive and explanatory survey research design approach. The target population was public sectors employees in Guraghe Zone. But, in this study, 144 employees were selected using proportional stratified random sampling technique. Data sources were primary and secondary and these data were collected using questionnaire, interview, and document review. Descriptive statistics, Pearson correlation coefficients, multiple linear regression model was employed to analyze the collected primary data using a Statistical Package for Social Sciences (SPSS) version 20. The performance of employees were measured by employees’ performance scales as a dependent variable and criteria identification, measurement, evaluation, improvement, and reward were used as independent variables. The findings of the study unveiledthat all the independent variables had positive and significant correlation with the dependent variable – employee performance. Regards to effect, only the four variables, namely, criteria identification, employee performance evaluation, employee performance improvement, and reward had statistically significant effect on the employee performance. In this regard, 49.8 % of the variations in the employees’ performance were jointly accounted by the five variables at 5% level of precision. The major finding of this study is that Performance management system is not a tool that is not well known by Gurage zone selected public sectors. The most known type of evaluation which much also practiced in thus sector is performance appraisal which is twice annually used for legislation purpose. Therefore, this study suggests that, the public sector mayview performance management system as holistically, encompassing all the elements public sector culture. Without this capability, performance management system likely to become compliance activities rather than adding value to the sector and individual employees. Sensitization to all employees might be taken in to account to create awareness on the implication of performance managements and concerned bodies have to intervene in order to employees’ performance.Item FACTORS AFFECTING PERFORMANCE OF WATER SUPPLU PROJECT THE CASE OF MAREKO WOREDA GURAGHE ZONE ETHIOPIA(WOLKITE UNIVERSITY, 2019-06) WONDMU ENDALE BEHAREIn current trends of poor performance of water projects are allowed to continue rural water facilities in Ethiopia. The aim of this study was to determining factors that affecting performance of water supply projects in Guraghe Zone Mareko Woreda. The specific objective is to establish effect of community participation, project management, water infrastructure and project finance funds, on the performance of water projects. In order to achieve the objective the researcher adopted a descriptive and explanatory design, where the data was collected from sample of 390 participants using structured questionnaires, interview, and focus group discussion and analyzed using descriptive statistical techniques. Results revealed that only project management has significant and positive effect on the performance of water supplyproject on Mareko Woreda. Available data was support the existences of a statistically significant relationship between community participation, water infrastructures, project finance fund and performance of water supply project. These findings have significant implication on water supply projects in Mareko Woreda and other parts of country. The study recommended Community based water supply Project problems could be minimized through awareness creation, to the community members throughout project life period, project management techniques in short term training for water supply project committee, by Mareko Woreda water sectors office, improve water infrastructures and assigning budget for maintenance.Item SERVICE QUALITYON AND CUSTOMER LOYALTY IN COMMERCIAL BANK OF ETHIOPIA WEST ADDIS ABABA DISTRICT(WOLKITE UNIVERSITY, 2019-06) TIGISTU GIZAW TEKLEService quality has attracted major attention from academic researches as well as marketers over the recent years due to its significant role in business performance and maintenance of customer loyalty. Delivering highest service quality and maintaining customer loyalty are the focus area of every business organization. In order to be competitive and profitable in the banking industry, the bank should offer premium quality services to its customers in order to maintain loyalty; also they should obtain a mechanism to attach importance to customer loyalty. The objective of this study is to examine the relationship between service quality and customer loyalty and sought to analyze customers’ views, thoughts and feeling on the quality of service offered by Commercial Bank of Ethiopia in WAAD. The study identified the possible expectations that customers have on the quality of service. In this study both descriptive and explanatory research method have been used to show the relationships among variables. Primary data is collected by survey questionnaire from 258 sampled bank customers as source. Multi-stage and purposive sampling technique is used to test and retest the parameters. The researcher engaged the statistical inferential analysis in correlation test. Finally, based on descriptive statistics, correlation analysis was used to analyze the data, hence; the results show that service quality and all its dimensionshave significant and positive association with customer loyalty. Finally, the conclusion from this study is that delivering premium and highest service quality can lead to higher rates of retention of high number of customers. Recommendations based on the findings were made to this bank which if implemented will enhance the satisfaction of the bank customers as well as improve customer retention rates and it will attract new loyal customers.Item THE EFFECT OF TRAINING ON EMPLOYEES PERFORMANCE: CASE STUDY OF AWASH BANK S.C. AND COMMERCIAL BANK OF ETHIOPIA(WOLKITE UNIVERSITY, 2019-06) SOLOMON HAILEGNAW GETACHEWHuman resource is the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. A human being is dynamic in nature. Due to this Staff training is a necessity to keep them in track with the current competitive situation. The objective of this study was to investigate the effect of training on employee performance case of Commercial bank of Ethiopia and Awash bank S.C. because Employee performance is the important factor and the building block which increases the overall performance of an organization. This study has been a quantitative type. It is also a descriptive study in the form of cross sectional design in which data has been collected across a population of the two banks through purposive sampling technique. The sources of data for this study have been primary data collection method. These primary data have been being collected by using questionnaire. After collecting the data, the quantitative data analysis has been used to process by using of SPSS software and also by using descriptive statistics. The findings of the study sho what mean score of training objective (design) indicates moderate mean score which means design of the training program of both CBE & AB is satisfactory. The mean of delivery style and training selection also implies moderate mean score. This result implies employees of commercial bank of Ethiopia have an average performance level since they were not satisfied with the present Training objective(design), training selection and training delivery modes. This study has also investigated on training strategies of both Awash Bank S.C and Commercial bank of Ethiopia. Finally, the study has recommended that both banks managements should have to extemporize their training programs & also both banks should have to develop detailed and relevant training policies and programs systematically so that the employees will be exposed to all the necessary areas related to bank trainingItem OMMERCAILBANKSANDECONOMICGROWTHINETHIOPIA: PANELDATAANALYSIS(WOLKITE UNIVERSITY, 2018-06) MULUGET ASEIFUItem ASSESSMENT OF THE EFFECTIVENESS OF BALANCED SCORECARD IMPLEMENTATION: THE CASE OF GURAGE ZONE SELECTED GOVERNMENT ORGANIZATIONS, ETHIOPIA(WOLKITE UNIVERSITY, 2019-06) Mohammed Shihure JijoAlthough Balanced Score Card has been adopted by the Government of Ethiopia at all levels of the government structure for some time now, effectiveness of its implementation is not adequately studied empirically. The current study was, thus, conducted to assess the effectiveness of BSC implementation in Gurage Zone selected government organizations. The study employed mixed type of research to achieve intended objectives of the study. Simple random sampling and stratified sampling techniques were used to select 144 respondents from 1052 civil servants in the government offices. The data was gathered through pretested questionnaire and interview. The study used SPSS Version 20 for processing the data. The collected data was analyzed using descriptive statistics such as frequency, percentage, mean and standard deviation presented by using table. Besides, regression and correlation analysis were used to show cause effect relationships. Though the departments made efforts to realize of the effectiveness of BSC Implementation, the findings of the study revealed that they were not at good deal in attaining their intended objectives. To mention few: lack of leadership commitment, absence of continuous training and participation of employees during BSC Planning, lack of awareness in reform concept, no close supervision, no relevant rewarding system, no adequate evaluation and monitoring activities. Here, 57.2 % of the variations in the effectiveness of BSC Implementation were jointly accounted by the nine variables at 5% level of precision. The major finding of this study depicts that BSC Implementation practice is not at good deal in the selected public sectors. Therefore, it is recommended that the departments should focus on strengthening reform team and change agents to achieve the effectiveness of BSC implementation and enhancing communication at every stage of reform implementation. It is also recommended that the top managers to be highly committed towards avoiding taking more time in finalizing reform implementation and putting incentives in place to motivate the best performers. Genuinely speaking, to realize effectiveness of BSC implementation, the departments suggested to employ the implementation practices by incorporating the necessary components of BSC.
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