Leadership and Good Governance

We live in a male dominated world where gender power relations are clearly in favor of men. At present people live in an institutionalized patriarchal world where women areas are systematically excluded from every sphere of public life including from the areas of leadership and decision making. It is said that women hold up half of the sky. This means that, at least 50% of the world populations are women; women form the core of the family and household; women work longer hours than men in nearly every country and do more of the total work than men; and women contribute more to the development of their societies. Despite women’s contribution to the development of a society and the country at large, they did not enjoy the fruits of development equally as their male counterparts due the multi faceted problem that they face based on gender. Women’s low status in Ethiopia, as anywhere else in the world, is expressed in different forms including in their lack of assets to ownership, leadership and decision making opportunities and their multiple role that made them lag behind every endeavor. The gap goes wider as one goes higher the educational ladder. This research, which is entitled “Factors that Affect Women’s Participation in leadership and Decision making in public Institutions with reference of Bedele Town”, aimed to identify status of women in Bedele town administration, as well point out factors hindering women from the participating in public and forward some possible recommendations for solving the problems identified through study.

Primarily, the study is of descriptive in nature and survey method was used in data gathering. Data used in this paper is mainly primary but to some extent secondary data as well, quantitative and qualitative types was incorporated. In doing this research paper, of total employees existing in Bedele Town administration, 108(30% of total population) sample respondents were selected using systematic random sampling  method, and were placed questionnaires  containing open ended and closed ended nature questions personally, 103(95.37%) of them had filled and returned the questionnaire. In addition, a mayor of the town and Women Affair office head were addressed through interview using interview guide. In way of analyzing data, techniques such as tabulation, percentages, chart and the like has been employed. Study revealed that, in public institutions existed in Bedele Town, the majority of women were having an educational status of diploma and lower,  holding lower  non decision making and leadership positions,  and observed major barriers hindering women from public leadership and decision-making positions include: Socio-cultural attitudes and  lack of acquisition of the necessary experience for taking part in public decision-making, Over burden of domestic responsibilities continuation of the negative attitudes regarding women’s ability to lead and govern, Lack of role models of women leaders for young women and girls, and the like can be stated. Finally, the researcher has forwarded some possible ways in which women could appear in public decision making and leadership. Among these, facilitate mechanisms in which women civil servants get access for skill development trainings and higher educational opportunities, establish specific time bound targets and action plans for increasing women’s representations in public decision making and leadership positions, women in parliamentarians must create strong links with their constituents and prioritize women’s issues including the promotions and protection of women rights and the economic and social empowerment, administrative bodies in all levels should overcome structural barriers and facilitate to women, and the like.

ABSTRACT
This study aimed to identify status of women in Bedele
town administration, as well point out factors hindering
women from the participating in public and forward
some possible recommendations for solving the problems
identified through study. Primarily, the study is of
descriptive in nature and survey method was used in
data gathering. Data used in this paper is mainly primary
but to some extent secondary data as well, quantitative
and qualitative types was incorporated. In doing this
research paper, of total employees existing in Bedele
Town administration, 108 (30% of total population)
sample respondents were selected using systematic
random sampling method, and were placed
questionnaires containing open ended and closed ended
nature questions personally, 103 (95.37%) of them had
filled and returned the questionnaire. In addition, a mayor of the town and Women Affair
office head were addressed through interview using interview guide. In way of analyzing
data, techniques such as tabulation, percentages, chart and the like has been employed.
Study revealed that, in public institutions existed in Bedele Town, the majority of women
were having an educational status of diploma and lower, holding lower non decision
making and leadership positions, and observed major barriers hindering women from
public leadership and decision-making positions include: Socio-cultural attitudes and lack
of acquisition of the necessary experience for taking part in public decision-making, Over
burden of domestic responsibilities continuation of the negative attitudes regarding
women‟s ability to lead and govern, Lack of role models of women leaders for young
women and girls, and the like can be stated. Finally, the researcher has forwarded some
possible ways in which women could appear in public decision making and leadership.
Key words: Affirmative action, Leadership, Gender class ceiling, Empowerment, Decision
Making Process, Ethiopia

The Gada system is a very huge and complex social institution in which the traditional Oromo people manage their socio political and religious practices. It is a well-developed age-based grouping up on which the religious, political, economic and social life of the people were formed. It is an indigenous socio-political democratic system of the Oromo people that regulated Political stability, economic development, social activities, cultural obligations, moral responsibility, and the philosophy of religious order of the society. The political philosophy of Gadaa is based on three main values: terms of eight years, balanced opposition between parties, and power sharing between higher and lower levels. It is difficult and beyond the scope this short paper to discuss the Gada system in its fullness.  Rather, we had tried to describe it shortly and show briefly the overall picture of the indigenous Oromo Gada Democracy. Accordingly in the following sections, we have included the brief definition given to the Gada democracy, conceptual overview, and unique features with its some observed weakness, lesson learned and with some ways forwarded by the group.

Job satisfaction has been the subject of research at least since the Hawthorne studies of 1920s. Accordingly, many human relation era researchers sought to establish job satisfaction as a driver of performance. However, the importance of job satisfaction lies not in its relationship with performance but with its stabilizing effects (reducing tardiness, absenteeism, and turn over)and through its effects on cohesion (increasing organizational citizenship behaviors, and organizational commitments). Job satisfaction and dissatisfaction are the two extreme; respectively, positive and negative job related attitudes of employees in an organization. This research, which is entitled “an assessment of Employees job dissatisfaction with reference to EEPCo Jimma Town branch”, aimed to assess whether EEPCo employees are dissatisfied with their job or not and to identify in which job  aspects these employees are more and/less dissatisfied and forward some possible recommendations  to the organization under study. Primarily, the study is of descriptive in nature and survey method was used in data gathering. Data used in this paper is mainly primary and as the study is about employees’ attitude, largely qualitative in nature. In doing this research paper, of total employees existing in the organization, 33(64.7%) of sample respondents were selected using simple random sampling (lottery) method, and were provided data gathering tool i.e. questionnaires  containing open ended and closed ended nature questions personally, as well, 28(84.8%) of them had filled and returned the questionnaire. In addition, a manger was addressed through interview using interview guide. In way of analyzing data gathered, techniques such as tabulation, percentages, chart and the like has been employed. In the study, it is identified that, while the majority of employees are less dissatisfied with some aspects of job in their organization such as, co-worker, to some extent job aspects and supervision related factors, on the other hand, they are more dissatisfied with some job related aspects such as: organization’s policies of pay/compensation and benefits, absence of promotion and career development opportunities in the organization, poor working environments and conditions, as well, to some extent in some aspects of organizational managements. Finally, the researcher has forwarded some possible ways in which employees’ job dissatisfaction can be minimized for the management of organization under study. To mention some; it is recommended that the organization should carryout market survey and pay relatively comparably fair salaries and related benefits, making working environment comfortable and conducive to employees and the like.

Job satisfaction has been the subject of research at least since the Hawthorne studies of 1920s. Accordingly, many human relation era researchers sought to establish job satisfaction as a driver of performance. However, the importance of job satisfaction lies not in its relationship with performance but with its stabilizing effects (reducing tardiness, absenteeism, and turn over)and through its effects on cohesion (increasing organizational citizenship behaviors, and organizational commitments). Job satisfaction and dissatisfaction are the two extreme; respectively, positive and negative job related attitudes of employees in an organization. This research, which is entitled “an assessment of Employees job dissatisfaction with reference to EEPCo Jimma Town branch”, aimed to assess whether EEPCo employees are dissatisfied with their job or not and to identify in which job  aspects these employees are more and/less dissatisfied and forward some possible recommendations  to the organization under study. Primarily, the study is of descriptive in nature and survey method was used in data gathering. Data used in this paper is mainly primary and as the study is about employees’ attitude, largely qualitative in nature. In doing this research paper, of total employees existing in the organization, 33(64.7%) of sample respondents were selected using simple random sampling (lottery) method, and were provided data gathering tool i.e. questionnaires  containing open ended and closed ended nature questions personally, as well, 28(84.8%) of them had filled and returned the questionnaire. In addition, a manger was addressed through interview using interview guide. In way of analyzing data gathered, techniques such as tabulation, percentages, chart and the like has been employed. In the study, it is identified that, while the majority of employees are less dissatisfied with some aspects of job in their organization such as, co-worker, to some extent job aspects and supervision related factors, on the other hand, they are more dissatisfied with some job related aspects such as: organization’s policies of pay/compensation and benefits, absence of promotion and career development opportunities in the organization, poor working environments and conditions, as well, to some extent in some aspects of organizational managements. Finally, the researcher has forwarded some possible ways in which employees’ job dissatisfaction can be minimized for the management of organization under study. To mention some; it is recommended that the organization should carryout market survey and pay relatively comparably fair salaries and related benefits, making working environment comfortable and conducive to employees and the like.

The objective of this paper  is to compare India and Ethiopia on the basis of training and development programmes of entrepreneurship and their effectiveness. . When performing their activities in a creative way, they can create better wealth. Employees ' creative work allows a nation to obtain wealth by generating possibilities for many others. This causes the desire for a better life, which in turn promotes creativity's action. A country can get money for other activities by collecting tax from the added value in such creativity. Entrepreneurship is a guarantee that fresh jobs, wealth and technology will be created. When the need for a better life is accompanied by hard work to accomplish it, the entrepreneurial activities are facilitated. The company proprietor also trains himself to set a better living situation. The society also has a strong buying power in a better situation. A survey is conducted based on the questionnaire which has set of questions related to entrepreneurship development in India and Ethiopia. The study involves Likert’s scale through which frequency distribution and chi square are calculated in order to observe the comparison between India and Ethiopia. It concentrates on the parameters relating Existing Entrepreneur Training and Development Programmes in India and Ethiopia.  Examined the association between socio-demographic profiles of entrepreneurs and parameters related to Existing Entrepreneur Training and Development Programmes in India and Ethiopia. Identified the role of training and development programmes available for the growth of entrepreneurship in the study the areas

This study aimed to identify status of women in Bedele town administration, as well point out factors hindering women from the participating in public and forward some possible recommendations for solving the problems identified through study. Primarily, the study is of descriptive in nature and survey method was used in data gathering. Data used in this paper is mainly primary but to some extent secondary data as well, quantitative and qualitative types was incorporated. In doing this research paper, of total employees existing in Bedele Town administration, 108 (30% of total population) sample respondents were selected using systematic random sampling method, and were placed questionnaires containing open ended and closed ended nature questions personally, 103 (95.37%) of them had filled and returned the questionnaire. In addition, a mayor of the town and Women Affair office head were addressed through interview using interview guide. In way of analyzing data, techniques such as t...

It is widely recognised that labour has been downplayed in the literature on global value chains (GVCs) and global production networks (GPNs). While several scholars have tried to bring labour " back in " to GVC research, others suggest this agenda does not go far enough and fails to challenge mainstream political and economic assumptions. Taking its cue from calls for a " re-formulated research agenda " for labour in GPNs, this paper uses a case study of capital and labour relations in India's rapidly growing automotive industry to posit an analytical framework that can sufficiently recognise workers' " co-constitutive " role in the operation, reproduction and restructuring of commodity chains dominated by powerful global corporations. Introduction Many scholars have questioned the absence of labour in studies of global value chains (GVCs), which focus on commodity chains dominated by powerful " lead firms ". This has led to several attempts to " bring labour back in " to GVC-based research. This article uses a case study of the automotive industry in North India to demonstrate how a modified research agenda can provide new insights on the structural dimensions that shape and limit working-class subjectivity in GVCs. The article draws upon Selwyn's (2012) call for a " re-formulated research agenda " in the GVC field. Selwyn argues that the role of the state and its relationship to capital, processes of working-class formation and the capacity to transform the strategic position and place of workers in GVC structures into class power are all critical elements for this agenda. In adopting this framework for our case study, we suggest there is a need for two further key elements: first, the need to incorporate social structures and social relations that are not reducible to the capital–labour relation and have separate causal mechanisms, including gender and caste; and second, the need to more clearly incorporate the structural power of lead-firm capital and inter-firm commercial relations into an analysis of working-class subjectivity. The second section looks at attempts to integrate labour studies with GVC research, including competing explanations for its absence. The greatest potential in this literature, we argue, lies in efforts to frame labour as " co-constitutive " in the capitalist development process alongside the role

ABSTRACT
Since some anecdotal information indicates that there is high staff turnover in the NALA, the researcher likes to explore the actual situation regarding staff turnover in the NALA with a purpose of making study surveying to assess the main practice and challenges of the staff turnover, its damaging impact on the productivity of in the organization, to provide a strategy that helps retain employees & to increase organizational performance. The study was a descriptive survey that used both quantitative and qualitative approaches. The target population for this study was 75 out of 131 the professional ex-employees, 14 the current employees and 5 directorate directors. The sampling technique for directors
is purposive (non-probability), for ex-employees (probability) random sampling technique and current employee convenience (non-probability) were used to select representative samples for the study. The data were gathered through a structured questionnaire & interview. Two types of questionnaires were prepared one for ex-employees and one for current employees. The interview was conducted with four directorate directors. The interviews and document analyses were analyzed qualitatively through narration for triangulation. For data analysis, descriptive statistics such as the percentage mean and
cross-tabulation were used. The SPSS version 20 for a window is used. Based on The data analysis the following findings were recorded. Major factors forcing workers to leave the organization were the main findings: inadequate salaries, training that was not provided equally and appropriately, dissatisfaction with unmatched positions and abilities and knowledge staff, The incentives offered by the organization were not dependent on fairness and evaluation of performance; And the greater loss of skilled and experienced man's power are the main ones. The findings also indicated the following challenges: reduction of performance, loss of experienced and skilled manpower and incurred cost.
The following solutions are recommended to minimize those problems. A fair wage and market-related salary to be considered for employees, assign different positions to the employees based on their qualifications, provide training and developments fairly and appropriately, motivate and encourage staff to stay in the organization, and involving staff in decision-making will help retain employees.
The researcher is also recommended that further research study should focus on the impact of good governance on staff turnover & employee retention strategy by considering more variables and more sample size to come up with results richer than this. Key Words: Turnover, Employee, Manager, Incentive

The study focused on assessing the effect of training on the performance of CCECC-CREC JV Project Office. The purpose of training is to improve employee knowledge and abilities in order to increase their productivity while also improving organizational performance. In this case, organizational success is defined by the number of Ethiopian employees who can work independently after completing their training and become certified. The research used quantitative research approach with survey research design. Both primary and secondary data sources were used. The respondents were asked to complete a self-administered structured questionnaire in order to gather relevant information. Descriptive statistics analysis was used to analyze the acquired data. The data analyses was carried out using the Statistical Package for the Social Sciences (SPSS 26). Findings from the study reveal that 244 out of 257, claimed they have attended on-the-job or off-the-job trainings. Only 230 staff out of 828 staffs, however, are certified to work independently. Furthermore, 201 out of 257 respondents stated that training programs are not followed according to schedule. This may lead the knowledge transfer and handover tasks to fall behind the contract duration, resulting in additional financial consequences for the contract employer (EDR). 202 (78.6%) respondents reported their dissatisfaction with the training procedure, citing a language (communication) barrier and a lack of basic facilities. Obviously, this will have a negative impact on the quality of the training programs. The study concluded that the number of employees who can work independently after completing training and get certification is only 20.39% of the total employees. Finally, it is recommended that a concerted effort is required particularly from the Contractor and employer of the Contractor (EDR)to solve the language/communication barrier between trainers and trainees, make available the required training facilities, and to recruit the required number of staffs for training and certification before the Contract period expires.
Key words: On-the-Job training, Off-the-training, Training, Organizational performance

Abstract
This research is done on five Amharic historical plays that were written and performed during the regime of Därg and the Ethiopian Peoples’ Revolutionary Democratic Front (EPRDF). Mainly civil war and civil unrest that emerged from yearning for power and political unrest, which resulted in the deaths and emigrations of numerous Ethiopians, characterize the era of these regimes.
Many playwrights have strived to instruct their audiences or societies by drawing historical facts from the past, and to this purpose historical dramas have been written and performed
There are senior essays and theses that have made attempts to conduct studies on historical plays, but none of them have examined them as to what social relevance these plays were intended. That is why this research is designed to study the social relevance or the implications of five selected Amharic historical plays to present-day society. The plays are Tēwodros, Aba Näfso, “1929”, Weçalē 17, and Negus Armah.
The first chapter gives a brief account of Amharic historical plays and explains the purpose of the research. The second chapter is devoted to the definitions (concepts) and functions of historical play. The third chapter is the main body of the thesis and discusses the basic themes that are believed to be implications or social relevance of the plays to the present society. The themes are classified into three groups. The conclusion part summarizes the findings and gives recommendations.