Somalia And Survival In The Shadow Of The Global Economy

This study examines the capabilities of self-determination movements in Somalia after the collapse of a central state to explain the variable capacities of groups to provide stable orders and understand why leaders of these movements choose particular strategies. The primary factors shaping these strategies and capabilities include (1) the nature and longevity of prewar local elite relations with the central authority of the collapsing state, (2) the social organization of prewar and wartime informal economies in localities, (3) the capacity of local authorities to control, and in some cases, resist efforts of outsiders to mediate conflict, and (4) the capacity of local authorities to regulate commercial transactions with the rest of the world. This study shows that some movements of self-determination in post state collapse environments like Somalia are capable of creating stable polities, but that this accomplishment rests on using social control over wealth and commerce to keep resources to discipline agents who otherwise have an incentive to engage in predation or disrupt this political consolidation.

The role of employee voice on the relationship between transformational leadership and job satisfaction of airline employees in Jordan

In today’s business environment, leaders of organizations cannot deal with the dynamic environment in silo, where opportunities and challenges are constantly changing. It is thus advisable for leaders to harness employees’ input, ideas, and recommendations in fostering employee satisfaction, thereby promoting further development of an organization. The motivation behind this study is to seek a deeper understanding in determining the role of transformational leadership and employee voice as antecedents of job satisfaction. This study aimed at investigating the role of transformational leadership practices, comprising idealized influence, intellectual stimulation, individualized consideration and inspirational motivation in encouraging employee voice and improving job satisfaction. Another objective of this study was to investigate the role of employee voice as a mediator in the relationship between transformational leadership practices and job satisfaction. This study employed a proportionate stratified random sampling technique along with a cross-sectional design with data collected from 346 non-managerial employees at the Royal Jordanian Airlines in Jordan. Multivariate data normality tests, descriptive statistics, and structural equation modelling were used for data analyses. Additionally, discriminant validity, convergent validity, and composite reliability were estimated to ensure the validity and reliability of the study’s construct. Findings of the study revealed a significant direct relationship between all transformational leadership practices and job satisfaction, except for idealized influence. Also, the study found a significant direct relationship between transformation leadership practices and employee voice except for inspirational motivation. The results indicated a significant mediating effect of employee voice in the relationship between idealized influences, intellectual stimulation, individualized consideration and job satisfaction. However, employee voice failed to function as a mediator in the relationship between inspirational motivation and job satisfaction. The current study has contributed to literature by introducing new empirical evidence in organizational studies of the antecedents of job satisfaction. Findings of the study suggest that it is advisable for organizations to invest in transformational leadership training and create a platform that encourages employees to express their opinions and ideas regarding job-related matters as this could improve employee job satisfaction levels

The role employee voice on the relationship between transformational and job satisfaction of airline employees in Jordan

In today’s business environment, leaders of organizations cannot deal with the dynamic environment in silo, where opportunities and challenges are constantly changing. It is thus advisable for leaders to harness employees’ input, ideas, and recommendations in fostering employee satisfaction, thereby promoting further development of an organization. The motivation behind this study is to seek a deeper understanding in determining the role of transformational leadership and employee voice as antecedents of job satisfaction. This study aimed at investigating the role of transformational leadership practices, comprising idealized influence, intellectual stimulation, individualized consideration and inspirational motivation in encouraging employee voice and improving job satisfaction. Another objective of this study was to investigate the role of employee voice as a mediator in the relationship between transformational leadership practices and job satisfaction. This study employed a proportionate stratified random sampling technique along with a cross-sectional design with data collected from 346 non-managerial employees at the Royal Jordanian Airlines in Jordan. Multivariate data normality tests, descriptive statistics, and structural equation modelling were used for data analyses. Additionally, discriminant validity, convergent validity, and composite reliability were estimated to ensure the validity and reliability of the study’s construct. Findings of the study revealed a significant direct relationship between all transformational leadership practices and job satisfaction, except for idealized influence. Also, the study found a significant direct relationship between transformation leadership practices and employee voice except for inspirational motivation. The results indicated a significant mediating effect of employee voice in the relationship between idealized influences, intellectual stimulation, individualized consideration and job satisfaction. However, employee voice failed to function as a mediator in the relationship between inspirational motivation and job satisfaction. The current study has contributed to literature by introducing new empirical evidence in organizational studies of the antecedents of job satisfaction. Findings of the study suggest that it is advisable for organizations to invest in transformational leadership training and create a platform that encourages employees to express their opinions and ideas regarding job-related matters as this could improve employee job satisfaction levels

The Fall of American Soft Diplomacy in Ethiopia: A Victim of its own Success

Ethiopia’s soft diplomatic history with the United States goes back to the dawn of the twentieth century when King Menelik in 1905 responded favorably to the overtures by the United States for official relations between the two countries when Ethiopia was the only independent country in Africa. The purpose of this paper is to highlight the benchmarks of a successful engagement that had lasted for over seventy years only to suffer reversals from critical events both internal and external. A brief historical analysis will be rendered to highlight the role of the United States in the modernization of Ethiopia and how that virtuous soft-power diplomacy was destroyed by cold war calculations for détente with the Soviet Union ignoring the geopolitical reality in the Horn that eventually spelled disaster for Ethiopia. One of the friendliest official relations that the U.S. has had with an African country in the twentieth century became a casualty when U.S. foreign policy failed to match the challenges in the Horn of Africa in the early 1970s, giving way to a brutal military regime aided and abated by some highly educated Marxists many of whom went to school in some of the best institutions of higher learning in the U.S. and Europe

Public Administration in Ethiopia

First handbook on Ethiopian Public Administration Building an effective, inclusive, and accountable public administration has become a major point of attention for policymakers and academics in Ethiopia who want to realise sustainable development. This first handbook on Ethiopian Public Administration is written by Ethiopian academics and practitioner-academics and builds on PhD studies and conference papers, including studies presented at the meetings of the Ethiopian Public Administration Association (EPAA), established in 2016. Public Administration in Ethiopia presents a wide range of timely issues in four thematic parts: Governance, Human Resources, Performance and Quality, and Governance of Policies. Each of the individual chapters in this volume contributes in a different way to the overarching research questions: How can we describe and explain the contexts, the processes and the results of the post-1990 politico-administrative reforms in Ethiopia? And what are the implications for sustainable development? This book is essential for students, practitioners, and theorists interested in public administration, public policy, and sustainable development. Moreover, the volume is a valuable stepping stone for PA teaching and PA research in Ethiopia. Contributors: Adare Assefa Mitiku (Defense Construction Enterprise), Aklilu Wubet Lema (Addis Ababa University), Alebachew Asfaw Yimer (Bahir Dar University), Annie Hondeghem (KU Leuven), Bacha Kebede Debela (Ambo University), Bahiru Deti Heyi (Dilla University), Belayneh Bogale Zewdie (Kotebe Metropolitan University), Geert Bouckaert (KU Leuven), Gutata Goshu Amante (Addis Ababa University), Bruno Broucker (KU Leuven), Challa Amdissa Jiru (Addis Ababa University), Defferew Kebebe Tessema (Addis Ababa University), Denamo Addissie Nuramo (Addis Ababa University), Deribe Assefa Aga (Ethiopian Civil Service University), Dessalegn Kebede Kedida (Oromia Police College), Frehiwot Gebrehiwot Araya (Addis Ababa City Public Service and Human Resource Development Bureau), Henok Seyoum Assefa (Ethiopian Public Administration Association, EPAA), Hirko Wakgari Amanta (Oromia State University), Hiwot Amare Tadesse (Ambo University), Kassa Teshager Alemu (Ethiopian Civil Service University), Kiflie Worku Angaw (Dilla University),Moti Mosisa Gutema (Dilla University), Solomon Gebreyohans Gebru (KU Leuven), Steve Troupin (KU Leuven), Temesgen Genie Chekol (Dire Dawa Institute of Technology), Tewelde Mezgobo Ghrmay (Mekelle University), Trui Steen (KU Leuven), Meuriaw Ayalew (Assosa University / Addis Ababa University), Zekarias Minota Seiko (Ethiopian Civil Service University / Addis Ababa University

Perceptions of employees regarding performance management systems in the private sector: a case study of First National Bank Zambia (FNBZ).

Thesis of Masters Degree in Business Administration.BSTRACT This study explored the perception of employees regarding Performance Management System (PMS) at FNB Zambia. A mixed-methods approach was employed, including survey data from 130 respondents and key informant interviews with departmental managers. The demographic characteristics of the respondents were analysed, revealing a balanced representation across gender, diverse age-groups, education levels, marital status, and tenure lengths. Findings indicate that a significant portion of employees perceive the PMS as lacking in clarity regarding performance expectations and goals, fairness in implementation, and timely feedback provision. Job satisfaction levels were found to be relatively low, with mixed perceptions regarding the effectiveness of the PMS. Factors influencing the mixed perception referred to above, include communication from managers, training and development opportunities, rewards and recognition and peer feedback. Key informant interviews underscored the importance of clear goals, regular feedback, fairness, development opportunities, and alignment with organizational values in shaping employee perceptions of the PMS. Challenges such as lack of clarity, bias, insufficient feedback, limited development opportunities, and lack of recognition were identified. Recommendations include improving communication, goal clarity, fairness, feedback mechanisms, and development opportunities within the PMS to enhance employee satisfaction and performance. Addressing these factors can contribute to a more effective and impactful performance management system aligned with organizational goals and employee needs. Key words: Performance Management, Rewards, Recognition, Appraisal, Feedbac

The Defeathered Bird: A Case Study of the Boeing 737 Max Crisis

On April 10, 2019, a global crisis began outside Ethiopia’s capital, Addis Ababa. A Boeing 737 Max 8 airplane owned and operated by Ethiopian Airline crashed in the desert killing all on board. The accident mimicked a six months old Lion Air flight 610 which happened in Indonesia and claimed the lives of all crew and passengers. Together, these accidents claimed the lives of 346 people and have been noted as one of the dark days in modern aviation history. Subsequently, the aviation world grounded all Boeing 737 Max aircrafts amid safety concerns. This brought severe public criticism to Boeing, America’s biggest manufacturing exporter, relative to the safety of its flagship airplane. Applying crisis communication theories such as Apologia, SCCT, and Image Restoration, the study finds that these strategies together with other public relations strategies could support public perception in favor of Boeing

Impact of performance feedback on employee empowerment in the public sector

Organizational leaders have implemented empowerment practices and/or adopted empowerment leadership styles to produce positive outcomes for their organizations. Empowering employees has been associated with increased employee engagement and job satisfaction. Based on organizational theory, this conceptual paper explores employee empowerment from three perspectives (managerial, psychological, and interactional) to present a comprehensive analysis of existing empowerment literature. Additionally, literature on performance feedback and the organizational outcomes associated with employee empowerment are also explored. While empowerment literature has explored employee empowerment as a mediating variable to various organizational outcomes (e.g., increased performance, increased job satisfaction, and increased employee engagement), minimal literature was found that explored performance feedback as an antecedent to employee empowerment. Thus, this study attempts to fill this gap by exploring whether providing frequent informal feedback contributes to perceptions of empowerment in public service employees of a County of Los Angeles department. This study is socially pertinent because traditional performance appraisals (i.e., annual performance evaluations) may not be meeting employees’ developmental needs. The proposed research design for this study is a non-experimental qualitative study based on semi-structured interviews with non-supervising employees from various work locations of the County of Los Angeles Child Support Services Department. Archival data is also reviewed and analyzed to augment the data collected. A thematic content analysis is conducted to identify recurring themes relating to the research question. Despite its limitations, this study provides a comprehensive exploration of various empowerment perspectives.California State University, Northridge. Department of Political Science

Effects of strategic choices on the performance of the airline industry in Kenya

A Thesis submitted in partial fulfillment of the requirements for the award of the Degree of Masters of Business Administration at Strathmore University Business SchoolThe aviation sector is at a breaking point as a consequence of COVID-19 which has become a key catalyst to the existential crisis facing airline firms. Furthermore, the local airline industry has been lagging behind in performance has witnessed by the lack of service differentiation and growth within the majority of the domestic industry. To this end the research sought to determine the effect of strategic choices on the performance of the airline industry in Kenya. The study specifically sought to establish the effect of differentiation strategies, market penetration strategies and innovative strategies on the performance of domestic airline firms in Kenya. The review was informed by the contingency theory balance scorecard model. The research used a positivism research philosophy with quantitative techniques being employed in solving the study problem. The population of the study was the 43 domestic airline firms in Kenya. The study sampled 3-senior level employees from each firm with the sample size being determined using census sampling. The study sample participants were 129 staff members. The study collected quantitative data using structured questionnaires. The collected research data was analyzed using a mix of descriptive, factor and inferential analysis techniques. The study results were presented using charts and tables. The research was able to obtain 112 responses with majority of the respondents were female employees in the airline firms. Results showed that most respondents were marketing managers, and the least were the managing directors. The correlation analysis revealed existence of a strong and positive relation between innovative strategies, differentiation strategies and market penetration strategies and the operational performance of the airlines. The regression tests showed that strategic choices positively contribute to changes in the operational performance of the domestic airlines. The coefficients of the regression findings supported the conclusion that innovative strategies, differentiation strategies and market penetration strategies had a positive and significant effect on the operation performance of the domestic airlines. Its’s recommended that due to the pandemic the government should create a support programme that will improve the incentives to the firms, create a supportive tax structure and adopt more simplified and reliable programmes that will help improve the recovery of the domestic aviation firms. Also, the domestic airlines can further implement price differentiation practices on the domestic routes which will ensure that more customer classes are able to be served. Further, through relying on the third parties the domestic airlines can be able to serve both the leisure travelers, business travelers and corporate entities thus improving the market penetration of the firms. Lastly, the domestic airlines should invest in modern dedicated information platforms that will offer innovative customer services that will boost engagement and service quality among the firms

2025 Lynn University Student Research Symposium

The 2025 Lynn University Student Research Symposium was held Friday, April 18, 2025 on the 2nd floor of the Eugene M. and Christine E. Lynn Library.https://spiral.lynn.edu/studentsymposium_programs/1003/thumbnail.jp