College of Bussines and Economics

URI for this communityhttps://rps.wku.edu.et/handle/123456789/45798

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ASSESSMENT OF THE EFFECTIVENESS OF BALANCED SCORECARD IMPLEMENTATION: THE CASE OF GURAGE ZONE SELECTED GOVERNMENT ORGANIZATIONS, ETHIOPIA
(WOLKITE UNIVERSITY, 2019-06) Mohammed Shihure Jijo
Although 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.
A COMPARATIVE STUDY ON THE EFFECT OF INCENTIVE PACKAGES ON EMPLOYEE PERFORMANCE: INCASE OF SELECTED BRANCHES OF MICRO-FINANCE INSTITUTIONS IN WOLAITA ZONE
(WOLKITE UNIVERSITY, 2020-05) ALEMAYEHU GALCHA
Incentive packages are essential factor towards institutions’ achievements in terms of employee’s performance. The main purpose of this study was to examine and compare the effect of incentive package on the employee performance in selected branches of micro-finance institutions. The study employed descriptive and explanatory research design were gathering data from selected branches of micro finance institutions (MFIs) in Wolaita zone. The primary data were collected through questionnaire with likert 5 scales. Samples of 154 respondents were drawn from the population through proportional stratified random sampling technique. Descriptive statistics, Correlation of coefficients andmultipl eregression models were used to analyze the collected data by using SPSS version 20. The findings show that, Vision Fund MFI financial incentive packages have strong (r=.776; p<0.01) relationship with employee’s performance and non-financial incentive packages have moderate (r=.413; p<0.01) relationship with employee’s performance. Whereas, OmoMFI financial incentive packages have weak (r=.385; p>0.01) relationship with employee performance and non-financial incentive packages have moderate (r=.465; p<0.01)relationship with employee performance. Findings showed amongst others that there is strong positive correlation between incentive and employee performance, majority of selected branches of OMFI employees are largely dissatisfied with the incentives offered by the institution and that incentive package is not the most important determinants of employee performance in selected branches of Omo MFI. Therefore to improve employee’s performance and satisfaction, the researcher recommended that the top management of MFIs especiallyOmo MFI should adopt both financial and non-financial incentive packages seek and obtain feedback on how employees perceive incentives and develop a sound retention and satisfaction mechanisms