ASSESSMENT OF MANAGEMENT PRACTICES: IN THE CASE OF ETHIO-TELECOM (HEAD OFFICE)

Abstract

As the world moves towards a globalized service dominant economy system with experiencing rapid growth, many nations shift from a manufacturing –based economy to service economy, the major factor for this change is the invention of computer technology and advancement in telecommunication. This research was conducted with the objective of assessing management practices and problems in Ethio telecom, It is an exploration of the issues concerning management practices in terms of how change needs were assessed, and how the program is evaluated and the strategic position and roles of management and giving suggestions to improve the effectiveness these activities. The research has adopted a qualitative and quantities approach. The data were gathered through a survey questionnaire was distributed for managers and employees additionally the company policy and procedure were used as a secondary source of data. The study reveals that, there were absences of systematic management training needs assessment and of effective procedures for evaluation. Regularly the company provided training for managers whenever the mangers up graded to fill new position. Management practice faces many problems: lack of long term plan, poor quality management training program, inaccurate development need assessment, difficulty to evaluate training and development out comes. Then I recommended that, management practice program needs to be a systematic function, linked and derived from the overall organizational strategies, plans and policies, rather than being piecemeal, standalone activities, designed to react to the current organizational conditions. In terms of management practice need assessment, this process needs to be systematic; training needs should be assessed based on objective systematic techniques rather than being subjective to the mangers direct viewpoints and personal aspects and it should be for all managerial level by emphasizing the need to be on performance appraisal records and job descriptions. When assessing training needs, the analyses should include individual, organizational training needs rather than only individual’s needs.