Department of Management
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Department of Management
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Item CHALLENGES AND PROSPECTS OF THE SUCCESS OF EMPLOYMENT CREATED YOUTH IN CASE OF YEM SPECIAL WOREDA(wolkite universty, 2022-04) GETACHEW WOLDIE RASSAThe challenge of managing the success of the rural and urban youth employment creation is now a time becoming complex and difficult. So, all stakeholders have to find a solution to these challenges. If the challenge is solved success is obvious to us. Youths were considered an important human resource of the nation and every state should try to utilize them as mediators of economic growth and development. Rural-urban Youth’s employment creation helps to ensure food security and the wellbeing of nations. The purpose of the study was an assessment of the challenges and prospects of the success of employment created youth in the case of Yem special Woreda. Standing from this objective, the study attempted to answer the basic questions of what were the major challenges of managing the success of the employment created youth in the case of Yem special Woreda. The study was conducted using a descriptive study design. Both quantitative and qualitative data collection methods engage. Quantitative data was collected from 319 beneficiary youth organized under this job opportunity creation program and qualitative data were collected by interviews with 20 respondents which of the expert of the enterprise development office, Woreda leaders, and managers in sample Kebeles. Data was collected then edited, coded, and entered into SPSS computer software. The analysis was done using descriptive statistics tools (like frequency tables, and percentages), and data were presented by using tables and summarizing. The major findings were: most of the respondents’ gender was male those are the age category of 2039 years and most of them are married with less than a high school education background. Rural-Urban youth job creation opportunity program was challenged by Limited knowledge and skill in operators, Inadequate Stakeholder integration, Lack of monitoring and evaluation practice to implement youth package, Insufficient credit services for youth, and Lack of local community support. In addition, the study investigated and described the prospect of rural-urban youth employment creation. This was a long and short-term plan in the Yem special woreda enterprise development office. And also finding of the study were the major Strategies to improve rural-urban youth employment creation. Thus government should be strongly introduced youth policies, highly monitor and evaluate the implementation of youth development packages, good education, and training that focus to improve rural-urban youth employment creation and improving credit service to improve rural-urban youth economic empowerment. Finally, the researcher recommended that participation and coordination of all government bodies, supporters, and stakeholders were very important in supporting empowering rural-urban youth economically.Item THE EFFECT OF TALENT MANAGEMENT ON ORGANIZATIONAL PERFORMANCE; THE CASE OF SELECTED PUBLIC SECTORS IN SILTIE ZONE, SNNPS, ETHIOPIA(wolkite universty, 2022-09) AHMEDIN KEMAL AMDATalent management is rapidly gaining focus in organizations around the world. The aim of this study was to examine the effect of Talent management practice on organizational performance. The nature of this study was Quantitative research approach with explanatory research design. Cross sectional data was collected using A standardized five-point Likert scale questionnaire. The population of this study was employees working in selected public sectors, in Silte Zone, SNNPR, Ethiopia. Out of 357 respondents, workable data were obtained from 273 respondents using proportional, purposive, and Random sampling techniques. The Pearson correlation, Simple and multiple linear regression as well as Independent T-Test and One-Way ANOVA were used. The data was analyzed using statistical package for social science (SPSS) version 23. The Pearson correlation analysis result (P< 0.01 level 2- tailed), clearly shows that there is a positively Strong and moderate level correlation between Six TM practices and organizational performance. Moreover, the regression analysis result shows that All of TM practices Except Performance Management, and Reward and Recognition, have a statistically significant effect on organizational performance. The Independent Sample T- Test, and One-way ANOVA Test result shows that there is no Statistically significant mean difference between the sample population of the study area. Based on the results, the study recommended the need to place more focus and effort on the realization and application of effective talent management practices to overcome the difficulties of implementing talent management and Increase organizational performance. Managers are advised to emphasize on applying the Talent management Strategy so that they can connect Talent management strategy with the organizational strategy.Item THE PRACTICE AND CHALLENGES OF ENTREPRENEURSHIP COURSE PROVISION IN SELECTED TECHNICAL AND VOCATIONAL EDUCATION AND TRAINING (TVET) COLLEGES IN GURAHGE ZONE(WOLKITE UNIVERSITY, 2019-07) Amare MelkamuThe purpose of this study was to examine the practice and challenges of entrepreneurship course provision in TVET colleges in Guraghe Zone as perceived by trainers and trainees of four sampled TVET colleges. To that end, the views and perceptions of trainers and trainees were sought. The study employed a concurrent embedded mixed research method. Both quantitative and qualitative data were gathered. Quantitative data were gathered from two sets of survey questionnaires (N=357) administered to trainers and trainees of the sampled colleges. Qualitative data were generated largely from five college Deans. While the quantitative data were analyzed using descriptive and inferential statistical methods, the qualitative data wasanalyzed using thematic analysis. Attempts were made to examine the convergence and divergence of findings obtained from the quantitative and the qualitative data. The findings overlap in almost all areas of concern of the present study. The findings obtained from quantitative and qualitative data portrayed an encouraging but inadequate and ineffective state of implementation of entrepreneurship education in the colleges. Findings from survey dataindicatedthe training of entrepreneurship had shown positive impact on trainees (M=3.41) in motivating them to think of self-employment as a career option. The intention to engage in selfemployment/entrepreneurship among trainees was found significant. However, the findings show that the trainers were not trained in entrepreneurship, trainees lack interest to attend the trainings, the time allocated for the program was inadequate, the method of teaching the program was lecture dominated, there was lack of facilities, and mostly the training programs offered were found to be theoretical. Therefore it was inferred that the training program was inadequate and ineffective to create capable and confident entrepreneurs. Finally, the study recommended the importance of enhancing the awareness of the trainees about the importance of the program, additional trainings for the trainers, equipping the colleges with relevant facilities, allocation of adequate time frame for delivery of the program and the need to diversify practical methods of teaching the program. Moreover, it was recommended that training should be given to entrepreneurship instructors for the effective delivery of the training in TVET programs..Item THE EFFECT OF PERCEIVED ORGANIZATIONAL JUSTICE ON EMPLOYEES TURNOVER INTENTION THE CASEOF SELECTED FINANCE & ECONOMY DEVELOPMENTOFFICES AT GURAGE ZONE(2019-06) Ajamo MohammedThis study has main purpose of survey the effect of perceived organizational justice on employee’s turnover intention in Gurage Zone Finance and Economic Development Offices. The researcher has used proportionate stratified random sampling based on the size of statistical community, 114 administrative and main work process employees were participated in the study. The study had a Descriptive and Inferential research design. their intention to leave their organization is high (3.97). The result of mean of perceived organizational justice and turnover intention showed that employee’s level of turnover intention is high. This is because employees are not satisfied with the organizations outcome that they receive, with the procedures by which they should be governed and with interpersonal treatment as well as the quality of information that they expect about the outcomes. In the research model R Square value is .476 which imply that the model (independent variables) can explain 47.6% of the variance in dependent variable. The results of linear regression showed that distributive injustice was the stronger predictor of turnover intention. Based on findings, the researcher recommended the management of FED to take actions that rise justice perception and decrease turnover intentionsItem CAUSES AND IMPACTS OF NON PERFORMING LOANS ON THE OPERATIONS OF MICRO FINANCE INSTITUTIONS: A CASE OF SPECIALIZED FINANCIAL AND PROMOTIONAL INSTITUTION(WOLKITE UNIVERSITY, 2020-07) ABERA ABOMSA GUTAThe study was conducted to examine both the Causes and impacts of nonperforming loans on the operations of MFIs particularly focusing on Specialized Financial and Promotional Institution. Loan portfolio is the major assets of any financial institution to sustain in the industry, but once some portion of this asset is unexpectedly stop producing interest incomes, the quality of loan portfolio also negatively affected. This research study adopted descriptive and explanatory research design on the causes of nonperforming loans of Specialized Financialand Promotional Institution, and data has been collected mainly through primary source using questionnaire from SFPI staffs. A case study approach was also used to collect secondary data by reviewing the annual reports and income statement to identify the extents of NPLs impacts on the operation activities of SFPI. So, 65 staffs were taken as samples based on stratified random sampling method of sample selection by using mathematical formula. For data analysis, descriptive statistics including mean, frequency, percentages, graph, pie chart and simple excel were used. Regression analysis used through SPSS software version 20. This research study found out the major causes of NPLs which significantly affecting the portfolio quality of the institution. Therefore, At 5% level of significance and 95% level of confidence, inadequate monitoring and follow up, wrong timing of credit delivery, inefficient management information system, ineffective credit approval, and credit appraisal variables were causing nonperforming loans ofSFPI. The study also found out that nonperforming loans contribute mostly to interest incomes that generated from the total loan portfolio was eaten for the provision of bad dept in five years analysis. Also the study indicates a net operating profit of the institution was eroded due to provisioning payments for nonperforming loans (bad debts) and available funds for loans are significantly declined as nonperforming loans increase. Further study revealed that agricultural loan sector, petty trade loan sector and WEDP loan sector has the highest share of NPLs and followed by others sectors such as, micro energy loan sector, individual loan sector and service sector. To mitigate the problems of nonperforming loans some strategic issues and mechanisms were recommended to the management of SFPI. These measures are appropriate credit approval, adequate monitoring and follow up before and after loans granted to the customers, Continuous branch supervision to ensure timely credit delivery, credit diversification strategies, implement effective and efficient Management information systems and mechanisms to control the health of loan portfolio.Item CORPORATE SOCIAL RESPONSIBILITY PRACTICE IN GURAGE ZONE (THE CASE OF SELECTED MANUFACTURING COMPANIES)(WOLKITE UNIVERSITY, 2020-06) TSEGAYE SAHLEMARIAM NISERANThe purpose of this research paper was to assess the practices of manufacturing companies ‘corporate social responsibility in Gurage zone. The study found out the extent of companies’ implementation corporate social responsibility program and activity in Gurage zone and perception of the main stakeholder towards the corporate social responsibility implementations of the companies. I used the three major stakeholders (community, employees and environment) as a pillar of corporate social responsibility practices. For this study, employed descriptive research design and multi stage sampling techniques. The target population is companies’employees and local community besides sample size 167 employees and 120 community respondents. Furthermore, companies’ managers were interviewed. Both primary and secondary sources of data were used. The data collecting instruments employed in the study were Five point Likert scaled questionnaire, observational checklist and semi- structured interviews guides. The data were analysed using both descriptive such as percentage, mean, and standard deviations and inferential statistics such as t-test and analysis of variance with the help of statistics package for social science. The results of the study found out that the firm did not established independently business initiative in to strategy and exclusively departments to deal with corporate social responsibility issues. Also the most important stakeholders for this activity are owners. The finding shows that employee satisfaction and motivation as main motives and themain challenges to engage are the lack of specific legislation. Furthermore, economic and legal responsibility is main dimension for corporate social responsibility although a great extent on employees and environmental action. Generally, Gurage zone manufacturing companies’ continuum levels towards corporate social responsibility is fragmented levels. Based on findings, recommendations are to create specific policy and regulatory, arranging way to practice corporate social responsibility formally in priority manner, use communication channel to enhance awareness and integrated and conducting a dialogue of stakeholders.Item THE EFFECT OF SERVICE QUALITY ON CUSTOMER SATISFACTION: THE CASE OF PUBLIC HEALTH CENTRES IN KONSO ZONE, SOUTHERN ETHIOPIA(WOLKITE UNIVERSITY, 2020-08) MELKAMU GASHE GIRMAThe main objective of the study was to assess the effect of service quality on customer satisfaction on public health centres in Konso Zone.The study used descriptive type of research design. Mixed sampling technique was used in the study to take a sample from the health centers and patient respondents. Since the total population under the study were unknown in the selected health centers, the study used 384 sample size. Data was collected by administrating a well-structured questionnaires based on the SERVQUAL model in order to examine all five factors of service quality in the model and additional waiting time. Out of 384 respondents, 364 respondents returned the questionnaires and this represented 94.79% rate of response. Data analysis tools such as mean, standard deviation, frequency and percentage were used. The analysis result shows reliability followed by assurance, tangibility, waiting time, responsiveness and empathy has a lower mean value with 2.46, 2.49, 2.50, 2.52, 2.54 and 2.59 respectively. The overall mean of respondents for each quality dimensions fall in the scale 1.81 - 2.60 which indicates that customers of the selected public health centres in konso zone were dissatisfied in all dimensions of service quality. Finally researcher recommended that since reliability, assurance, tangibility, waiting time, responsiveness and empathy dimensions has a lower mean value; health centers shall improve the above areas to increase customer satisfaction.Item THE EFFECT OF WORKFORCE DIVERSITY ON EMPLOYEE PERFORMANCE(WOLKITE UNIVERSITY, 2018-06) ABDILJELIL ASSEFA OUMERThe value of diversity at the workplace is becoming a key business consideration of most organizations. Close and continuous attention to the issues of workforce diversity is important because it can be a major source of competitive advantage. However there were limited research works was conducted on the topic area especially in Ethiopian context and in Ethio telecom. Therefore, the purpose and objective of this study was to investigate the effect of workforce diversity i.e. age, gender, ethnicity, education background, work experience and marital status on employee performance in case of Ethio telecom south west Addis Ababa zone. The study reviews theoretical and empirical literatures and develop conceptual framework. The study used cluster sampling technique with probability proportional to the cluster size including purposive sampling. Primary data for the study was collected from 74 (seventy four) respondents through structured questionnaire and analyzed it through descriptive and explanatory research design using software package for social science (SPSS). Statistical techniques such as mean, standard deviation, correlation, regression and analysis of variance were employed in data analysis and the finding shows that there is a positive relationship between all independent variables and dependent variable. Whereas, only ethnicity has significant to explain employee performance by 28.7% while others are insignificant to predict employee performance. Thus, Ethion telecom should understand how to manage the diverse workforce in ethnicity where it can increase the advantage of such diversity and eliminate or reduce the disadvantage. Ethic telecom could give a chance to employees to learn more skills through course and training so as to improve their performance.Item CHALLENGES AND PROSPECTS OF BALANCED SCORECARD IMPLEMENTATION IN PUBLIC SECTORS ORGANIZATIONS: THE CASE OF KAFFA ZONE, SOUTHERN REGION(WOLKITE UNIVERSITY, 2020-07) ENDALE ALEMU ABAGEROThe main purpose of this study is to assess the challenges and prospects of balanced scorecard implementation in the public sectors organizations: The case of Kaffa zone southern region. To achieve this objective, the study employed descriptive survey design. In order to select samples, multistage and purposive sampling techniques were used. Data were collected using questionnaire, interview and different document review. The Data was analyzed using both quantitative and qualitative analysis methods. Quantitative data was analyzed using frequency, percentage, mean and standard deviation with the help of SPSS (Statistical Package for Social Sciences) version 21. Data obtained from open ended questions and key informant interview was analyzed by narration and triangulation method in order to substantiate the quantitative data.The analysis of the data disclosed that balanced scorecard was not properly implemented in the public sectors of Kaffa zone. Balanced scorecard concept clarity, level of executive leadership, education and training, planning and communication, perception of employees, employee participation, balanced scorecard automation, performance monitoring and evaluation were identified as the challenges for weak implementation of balanced scorecard system. Lack of proper awareness on BSC among the stakeholders; lack commitment from heads and political leaders; lack of confidence and reliance on the advantages and effectiveness of BSC; lack of control from government and immediate leadership; considering BSC as political agenda than scientific approach to a business; lack of evidence based performance evaluation are causes for the challenges identified. On the other hand, Balanced scorecard implementation in the study area could be enhanced due to prior institutionalization of business process reengineering, internalization of performance necessity among employees for reform are some of the prospects for balanced scorecard implementation. It was concluded that balanced scorecard was not properly implemented in the public sectors of the study area due to different challenges. Thus, the researcher recommended that stakeholders and leadership need to work hard in order to institutionalize balanced scorecard in the public sectors of Kaffa Zone.Item EXAMINING EMPLOYEES’ PERFORMANCE MANAGEMENT SYSTEM THE CASE OF BUTAJIRA TOWN ADMINISTRATION PUBLIC SERVICE OFFICES(WOLKITE UNIVERSITY, 2019-06) DESALEGN SHAYIt is not known how and to what extent employee performance management system is practiced and the challenges and opportunities in Butajira town administration public service offices and the main purpose of this study was to examine the EPMS in Butajira town administration public service offices. To conduct the research, descriptive survey research design has been deployed by using both quantitative and qualitative research approach. The total number of the subjects in Butajira town administration public service offices were 158.The entire population was involved to fill the questionnaire, which was the main data collection instrument. The data gathered were compiled by using SPSS software. Descriptive statistics method was used for analyzing the data obtained in the questionnaire and data gathered by interview and focus group discussion and document analysis were analyzed contextually. The result of the analysis was presented using tables. In general the finding of the study revealed that the reward and recognition system of the offices has to be integrated with the goals and objectives of respective offices, performance standards were not reviewed and updated timely so it is recommended to be done as per the expected time , there was serious shortage of training in the whole system of EPMS, there was no as such a strong reward and recognition system which could support higher achievers in their respective offices and departments. Having this in mind the researcher concluded that even though Butajira town administration public service offices had some good qualities in most of the job places were filled with at least minimum requirements of qualifications clearly defining the mission, vision and values and developing strategic plan, a lot has to be made on reward and recognition of employees, setting performance standards and on the evaluation system in making EPMS effective and efficient by filling the gaps which were forwarded in the recommendation.