Abstract:
Generally the objective of this research paper is to introduce participatory
management styles in to the Trade, Industry, & Transport Bureau (TIT) of the South
Nations, Nationalities & Peoples' state at Awassa. Specifically, this objective can be
improving job satisfaction in order to reduce employee turn-over & absenteeism;
empowering employees so as to make them capable of working with the minimum
possible help form their respective supervisors; instilling the idea of 'esprit de corp' in
order that employees & mangers may develop the culture of working together in solving
problems & looking for opportunities; fostering transparency & accountability between
the management & subordinates by adopting sound communication in the organization.
To get the appropriate data form the target population, questionnaires &
interviews had been used. As this study is geared towards a single organization, ca~
study on Trade, Industry, & Transport Bureau (TIT), all of the population having a total
number of 70, have been communicated either through questionnaires or interviews.
Hence, the approach used in this case study is, a census approach which is more accurate
& reliable than the sampling technique.
The result part of the study showed that about 34% of the existing management
style is semi autocratic, nearly 56% of the employees do not participate in planning &
developing goals due to the dominance of the management in planning & developing
goals, 46% do not have good attitude (affection) to their department due to lack of
motivation & routine activities, 49% have not ever tried better ways of doing their job
owing to lack of self preparedness, 48% showed management-subordinate relationship
which is not good & hence needs further improvement, 79% support the participatory
aspects of management, & 44°/t)indicated that conflicts stem from job overlapping.
From the above results it is concluded that the existing management style is not
participaive and this is recognized to be against the willingness of the employees as they
support participatory management style. Employees are not involved in planning &
developing goals along with their supervisors; departmental affection of workers is not
adequate; workers do not try employing better way to do their jobs; management
employee relation ship is not adequate. Conflicts which can be possible sources of job
dissatisfaction, emanate form job overlapping.
