Employees’ Attitude Towards the Implementation of BPR at Ethiopian Airport Enterprise.

Abstract

The purpose of this study is to investigate attitude of employees towards BPR implementation in the Ethiopian Airports Enterprise. To achieve this, descriptive survey research integrated with quantitative and qualitative methods are used. Further primary data from 237 randomly selected employees from different departments are collected. In addition interview with selected three middle and supervisory level leaders and FGD with BPR engineering team members are conducted. In order to know the perception difference among employees, individual, organizational and sectoral-related variables are analyzed using both descriptive and inferential statistics; whereas the data obtained via FGD are treated and analyzed with qualitative narration. Results in general indicated that majority (76%) of employees have positive attitude towards BPR implementation. Despite the overall positive attitudes shown on the majority of employees to BPR, there is variation on the level of employees’ attitudes towards the change tool as compare to core and support processes, age, work experience and educational qualification of employee. Accordingly, it is found that core Process staffs have positive attitude than support Process staff. Moreover, it is found that age, level of education and extent of work experience affects employees’ attitude towards BPR . Further, the overall leadership commitment and support; communication efforts and enabling environment towards the implementation of the change tool are found as satisfactory in view of employees. Moreover, the key challenges to successfully sustain BPR are found as: competency gap; implementation problem due to lack of expertise support, lack of coordination and integration and poor alignment of the implementation process with recognition and reward. It is therefore concluded that although the overall attitude of employees is good in the organization, it is recommended that capacitybuilding through training and development, having process consultation, establishing appropriate governance structure, establishing enabling environment in the implementation process and creating collaboration and coordination within the units in the organization are critical to the reform efforts in general and to BPR implementation in particular in the organization.