Masters of Business Administration (MBA)

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

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Start date: 2020

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Now showing 1 - 10 of 85
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    EFFECT OF WORK-LIFE BALANCE ON EMPLOYEES’ JOB PERFORMANCE: THE CASE OF COMMERCIAL BANK OF ETHIOPIAIN HOSSANA DISTRICT
    (WOLKITE UNIVERSITY, 2021-06) EFFECT OF WORK-LIFE BALANCE ON EMPLOYEES’ JOB PERFORMANCE: THE CASE OF COMMERCIAL BANK OF ETHIOPIAIN HOSSANA DISTRICT
    The objective of the study was to determine effect of work life balance on employee performance in commercial bank of Ethiopia at Hossana district. This study was supported by three theories which are; component theory, spillover theory and work-family border. The study adopted survey research design using both quantitative and qualitative approaches. The target population was 977 employees from 13 commercial bank of Ethiopia at Hossana districtwith a sample size of 284 respondents. Sample was selected using multi-stage sampling techniques. Structured questionnaire was used for data collection. Descriptive and inferential statistics were used to analyze and process the obtained data. The data obtained was analyzed using SPSS software of version 20. The influence of WLB on EP was determined using multiple regression analysis. The study found that flexible work-arrangement, leave programs, wellness programs and employee assistance programs concerns were more strongly related to performance of the Commercial Bank of Ethiopia. Flexible work-arrangement has strong predictor of job performance. Leave programs, wellness programs and employee assistance program are influenced employee performance. The study recommends that organizations should offer flexible work arrangements and wellness programs to its employees for increased performance.
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    THE EFFECT OF ORGANIZATIONAL CLIMATE ON EMPLOYEE JOB SATISFACTION; THE CASE OF SELECTED GOVERNMENT OFFICE IN WESTERN GURAGHY ZONE
    (WOLKITE UNIVERSITY, 2021-10) ASELEFECH G/SELASSIE CHIKSA
    The objective of the study is to examine the effect of organizational climate on employee job satisfaction in the case of selected government organization in western Guraghe zone. The study identifies seven dimensions of organizational climate and investigates their influence on job satisfaction. To do so, the study has employed a cross-sectional study design with an explanatory and descriptive design in interpretation of the data collected through self-administered questionnaire and the researcher has conducted questioner with the employees of one organization in the selected organization. A randomly selected 140 workers were participated in the study whose service level from long serviced to fresh. The analysis is made by making use of descriptive statistics, Pearson correlation, and multiple regression model. It was found out that the staffs have positive perception about their organizational climate but they have neutral feeling to their job. All selected organizational climate factors have positive relationship with job satisfaction. Among them participation in decision making 3.46, pay and benefit 2.86, human relation 3.69, employee wellness 3.61, leadership and management 2.75 and corporate image are significant predictor of job satisfaction. Working condition 3.65 was found out to be insignificant in explaining the variation in the level of job satisfaction. This implies that when the above factors are fulfilled working condition is a least wanted facility. In addition, it was revealed that the perception of organizational climate and level of job satisfaction does not significantly vary with different experience and job level of the staff. With the revealed findings, it was recommended to the organizations to improve leadership and management and pay and benefit practices and to give more focus to other factors than working condition.
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    FACTORSCHALLENGINGCHANGEMANAGEMENTPRACTICE:INTHE CASEOFGURAGEZONEPUBLICSECTORS
    (WOLKITE UNIVERSITY, 2021-06) :ABDUREZAKSURURIBRAHI
    Theimplementationphaseofchangemanagementpointedasthemostchallenging factor. Thus ,this study intended toidentify factors thatchall engetoimplement changemanagementinpublicsector.Toaddressthestudyobjectives,publicsectorselectpurposiveorjudgmentalsamplingmethodandthesamplesizeof206respondentswereselectedtopropoion alstrati fiedsamplingmethodwasusedto collectdata.Thedataforthi sstudywereobtainedfromprimarysourcequalitative datacollectionmethodswereemployed.Theinstrumentusedtogatherqualitative datawasLikerscalecloseendedquestionnaire.Datapresentation,anal ysisandinterpretationaremadewiththeaidofregressionanddescriptivestati stics.Major findi ngsofthestudyinclude:themajorchangemanagementpracticechallengingfactorwereemployeeandmanagerattitude,publicsectorstructure,publ icsector cultureandpublicsectorinternalandexternalcommunication.Challengeslie managingthehumandimensionsofchange,weakerandinconsistentsupport providedbytopmanagement,lackofcommitment,nostrongbaselineassessment. Basedonthefindingofthestudythepaperconcludesthatchangemanagementin guragezonepublicsectorhaschangeemployeeandmanagerattitude,public sectorstructure,publ icsectorculture,publ icsectorcommunicationtoproducea signifi cant impact on public sector change management implementation improvementandwasgainingthecompetitiveadvantagesexpectedfrom the radicalchange.Itrecommendsthatchangeagentsresponsibleofleadingthe changemanagementpractices,implementationofchangemanagementandthe publicsectormissi on,strategyandkeylongtermobjecti vesisstronglyrel atebythe personalgoalsandvaluesofitsmanagement.Theorganization,shouldsetupits ownemployeeandmanager accountabilityandresponsibility,traini ngprogram, experienceshari ngschedule,dail yand weeklyindividualacti rewardingsystemenhancedthatbestfittothei itsgoalseffecti velyandeffici ently.
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    THE ROLE OF EMPLOYEE MOTIVATION STRATEGIES ON JOB SATISFACTION THE CASE OF GURAGE ZONE ADMINISTRATION
    (WOLKITE UNIVERSITY, 2024-10) HANA ASSEFA
    This study delves into the intricate relationship between employee motivation strategies and job satisfaction within the Gurage Zone Administration. Through meticulous research objectives encompassing job satisfaction assessment, analysis of motivation strategy-job satisfaction dynamics, identification of implementation barriers, and formulation of recommendations, significant positive correlations between motivation strategies and job satisfaction were unveiled, supported by regression analyses (β = 0.65, p < 0.001). Furthermore, barriers hindering effective strategy implementation, such as bureaucratic hurdles and resource constraints, were identified, calling for enhancements in communication, supervisor training, and realignment of incentive structures. The study's significance lies in its potential to shape policy frameworks, enlighten employees, enrich scholarly discourse, and drive organizational and societal advancements. Future research avenues should explore longitudinal studies, cross cultural comparisons, qualitative inquiries, interdisciplinary approaches, advanced analytics utilization, and innovative interventions to tackle multifaceted challenges. Despite its limitations, this study offers valuable insights into motivation dynamics and job satisfaction paradigms in the public sector, laying the groundwork for fostering conducive work environments conducive to heightened productivity and societal welfare.
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    EFFECTS OF MARKETING STRATEGIES ON MARKETING PERFORMANCE: THE CASE OF ETHIO-TELECOM WOLAYITA DISTRICT
    (WOLKITE UNIVERSITY, 2024-09) NARDOS GIRMA
    This study investigates the impact of marketing strategies on marketing performance within Ethio-Telecom in Wolayita District, Ethiopia. The total population consisted of 500 stakeholders, with a sample size of 222 respondents selected through stratified random sampling. Employing a mixed-methods approach, the research utilized qualitative thematic analysis and quantitative regression analysis to analyze data from surveys, interviews, and secondary sources. The findings indicate a positive correlation between marketing strategies and marketing performance, with product innovation and effective promotion identified as critical drivers of success. While place strategies exhibit a moderate influence, physical evidence strategies play a pivotal role in enhancing marketing outcomes. These insights underscore the importance of tailored marketing strategies, such as product innovation, effective promotion, and optimizing physical evidence, in driving marketing performance within Ethio-Telecom Wolayita District. This abstract succinctly summarizes the study's scope, methodology, and key findings, offering valuable insights for busy readers and managers in the telecommunications sector.
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    THE EFFECT OF CUSTOMER RELATIONSHIP MANAGEMENT PRACTICE ON THE CUSTOMER SATISFACTION IN THE CASE OF COMMERCIAL BANK OF ETHIOPIA OPERATING IN GURAGHE ZONE
    (WOLKITE UNIVERSITY, 2024-09) TESHALE DIGAFE
    This study want to address the highlighted gaps established in the literature by examining the influence of customer relationship management practices on the customer satisfaction in the case of commercia Bank of Ethiopia in Guraghe zone with reference to assessing the CRM practices. The thesis was used the five key constructs of Customer Relationship Management these are organizational commitment, customer experience, process driven approach, reliability and technology orientation.The research design in this study was both descriptive and explanatory type research. The function of research design is to provide for the collection of relevant data with minimum expenditure of effort time and money taking in to account the research purpose. During sampling techniques were used stratified random sampling is also a form of probability sampling. For this purpose, the researcher distributed questionnaires to 267 respondents from which 250 of the questionnaires were filled and returned to the researcher for analysis. In this research the SPSS and Stata software is used to enhance data analysis process. The problem has shown in this thesis from the result of cronbach’s alpha is the reliability statistics which is a little bit small.To increase the number of questions the respondent may be bored. The findings of the study shows that the technology orientation has the highest influence on customer satisfaction. Hence Commercial Bank of Ethiopia in Guraghe zone should be very conscious in improving more use of latest technology to offer quality services. This will yield more customer satisfaction which may contribute to customer loyalty and retention as argued by some researchers. Additionally future research is recommended to identify other variables of customer relationship management that effect customer satisfaction and the mediating factors as this study evaluated the relationship only from five dimensions.
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    Management Practices for Enhancing Operational Efficiency: A Comparative Analysis on Selected Bottled Water in Gurage zone.
    (WOLKITE UNIVERSITY, 2025-08) Abrham Getahun
    The Ethiopian bottled water industry, particularly in Gurage Zone, has experience rapid expansion, yet inefficiencies in management hinder optimal operational performance. This study examines the impact of human resource management (HRM) supply chain management (SCM), and customer relationship management (CRM) on operational efficiency in selected bottled water manufacturing companies Eden and Fikr. Using a comparative analysis approach the study employs descriptive statistics, regression analysis and ANOVA tests to access how management practices influence productivity, cost reduction and overall performance. Findings indicate that SCM has the strongest correlation with operational efficiency, followed by CRM in Eden and HRM playing a minimal role in both companies. The study highlights the importance of optimized supply chain networks, improved workforce management and effective customer interactions it driving efficiency. It concludes with recommendations for strategic managerial improvements to enhance competitiveness and performance in Ethiopia’s bottled water sector.
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    THE EFFECTS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEES’ ORGANIZATIONAL CITIZENSHIP BEHAVIOUR THROUGH MEDIATING EFFECT OF JOB SATISFACTION: THE CASE OF CBE HOSSANA DISTRICT
    (wolkite universty, 2025-08) ADANE WELDESENBET
    This study aimed to explore how Human Resource Management Practices (HRMPs) influence employees’ Organizational Citizenship Behavior (OCB), with job satisfaction acting as a mediating factor, using the case of the Commercial Bank of Ethiopia (CBE) in the Hossana District. both descriptive and explanatory research designs were applied, incorporating both quantitative and qualitative methods. The study focused on a total population of 1,017 clerical staff across district branches, from which a sample of 276 employees was drawn using purposive, proportionate stratified, and simple random sampling methods. Data were gathered from both primary and secondary sources. Primary data were obtained through structured questionnaires and semi-structured interviews, The analysis involved descriptive statistics such as percentages, means, and standard deviations, along with Pearson correlation, regression analysis using Process Macro, to assess the impact of HRMPs on OCB through job satisfaction. Additionally, qualitative data were analyzed using thematic analysis to complement and support the quantitative findings. The results indicated that most HRMPs—including compensation, recognition and rewards, training and development, performance appraisal, job satisfaction, and OCB—were practiced at a moderate level. However, recruitment and selection stood out as being practiced at a higher level. Furthermore, all HRMPs had a significant and positive influence on both employees’ job satisfaction and their OCB. Job satisfaction also played a crucial mediating role in the relationship between each HRMP and OCB. Based on these findings, the study recommends that since OCB is an ongoing behavior rather than a one-time occurrence, all CBE branches in the Hossana District should regularly review and improve their HRM practices. Emphasis should also be placed on strengthening job satisfaction to enhance its mediating role in fostering employees’ organizational citizenship behavior.
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    EFFECTS OF CAPACITY BULDING PRACTICE ON EMPLOYEE PERFORMANCE: THE CASE OF HIGHER EDUCATION INSTITUTIONS IN CENTERAL ETHIOPIA REGIONAL STATE
    (wolkite universty, 2025-09) DESTA SHKUR
    Employee performance relates to how well workers can conduct their required job duties. The main objective of this study was to examine the effect of capacity building practice on employee performance. In order to achieve the research objectives, data was collected from a sample of 364 employees in selected university of central Ethiopia regional state. The effects of capacity building practice on employee performance were analyzed by using multiple linear regression analysis models. The study discovered that, performance improvement program Professional Development Programs and Education status have significant and positive effect on the employee performance. Especially performance improvement program has highly significant effect on the employee performance. Thus, the study indicates that that performance improvement program of the respondents has high effect on the employee performance. Evaluating performance is an easy way to identify the need for additional training and mentoring to improve the institution workforce.
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    THE EFFECT OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE OF PRIVATE COMMERCIAL BANKS IN WOLKITE TOWN, ETHIOPIA
    (wolkite universty, 2025-09) SELAM TILAHUN
    The effects of poor talent management practices in banks are multifaceted, leading to decreased productivity, high turnover rates, poor customer service, challenges in attracting talent, and reduced organizational agility. Addressing these issues through effective talent management strategies is crucial for enhancing organizational performance and ensuring long-term success in the competitive banking industry. Therefore, this study aimed at to investigate the effect of talent management practices on organizational performance in private banks of Wolkite Town, Central Ethiopia Regional State. The research design was both descriptive and explanatory in nature and the quantitative method supported by qualitative approach. Census sampling technique was utilized. The target population consisted of employees and managers. Descriptive statistics, correlation analysis and multiple linear regression analysis were employed to analyze the quantitative data. Talent management practices such as talent planning, talent engagement, talent auditing, talent retention, and talent development were expected to have positive effect on the overall organizational performance in the study area. The qualitative data was analyzed using thematic approach and used for supplement to the results of the quantitative data analysis. The findings of the study unraveled that talent management practices as well as organizational performance were at moderate statuses in the private CBs. Besides, there was positive, strong, and significant correlation between talent management practices such as talent planning, talent engagement, talent auditing, talent retention and organizational performance. Moreover, the regression analyses result reveals 72.5% of the variation in the organizational performance of the private CBs in Wolkite town attributed to the effect of the these practices in combination. Of which, talent retention practice has the greatest effect on Organizational performance. Therefore, this study recommended that while talent retention is critical, it is essential to maintain a balanced approach. The CBs better to continue to strengthen and refine their talent planning, engagement, auditing, and development initiatives to ensure a comprehensive and robust talent management framework.