Bücher von Derese Alehegn

This is life, not struggle. You live, not where you hurt yourself by worrying about what is not. Count your blessings and rejoice, not complain about what you don't have. When you walk in gratitude, anger and frustration have no place. As you embrace the goodness of life, your problems will gradually disappear. When you are free to think, live and do what you want, all around you will be peace and love. Unfortunately, we are the ones who make our lives difficult. We highlight the small gap. We see failure as death. Disapproval makes us think we're on the wrong path. We don't think we're right if everyone disagrees with us. We think that we will always live in loss and problems, that what we lost today will not be found tomorrow, that the temporary disappointment will always remain the same.

This term paper represents a synthesis, connecting key findings of three individual term papers privacy and security in Ethiopian which reviewed and explored challenges and options for technological, legal, political, and societal developments on privacy and security in Ethiopian. It elaborates on the concept of privacy, illustrating the evolution of the right to privacy. Key concepts of security and threat are discussed and the problems of using technological solutions to handle threats are highlighted. Three surveillance technologies (smart CCTV, digital network surveillance and location trackers) are exemplified in more detail looking at effects on privacy rights and also broader societal effects. Having focused on technological solutions and their legal governance, societal alternatives to maintain security will be presented. The term paper ends with a brief overall assessment of the security debate advocating for what we term balanced risk awareness and does also offer an executive summary with a number of policy recommendations.

More than 250 Amhara people from the Ethiopian region have been slaughtered by Oromo and Tigray as of each day. If we multiply 30 dates by 250, we get 7500 Amhara killed per month, 360 dates by 7500, and 2,700,000 Amhara dead in a year. The Oromia freedom and the Tigray liberation movements resulted in the deaths of 81,000,000 Amhara people from the Ethiopian area over the course of 30 years. This time, Amhara is being driven out of Oromia country by the joint army of Abi Ahmed and Shimel Abdisa. A national gathering has been organised by Ahmadinej Jebel, Mujib Aminou, and Murad Tadese to denounce Fanon, blame the Amhara, and claim that genocide took place in Gondar. According to Harun Media and Zawya TV, the entire Islamic Amhara in the Oromos have killed and slaughtered Wolag Kebele. A national gathering has been organised by Ahmadinej Jebel, Mujib Aminou, and Murad Tadese to denounce Fanon, blame the Amhara, and claim that genocide took place in Gondar. The Oromo group shouts without being heard because it lacks a regional Federal Majlis. The Wahhabi Islam Oromo, an adherent of Ahmadinejad Jebel, is responsible for the annihilation of the Amhara and the extermination.

Ethics has the most basic purpose of Ethiopia's schools, to teach students about moral responsibilities and social values. Students should have moral and civic virtues. Ethics concerned with the rights and welfare of others and social responsibility. Civic education is the study of the theoretical, political and practical aspects of citizenship, as well as its rights and duties. Ethical Education involves exploring different worldviews and beliefs, considering ethical dilemmas and the process of ethical decision-making. Civic Education teaches students about their rights and duties. It theoretically empowers them to participate actively in political, economic, social and cultural affairs. It also acquaints them with the nature as well as power and duties of the government. The major role of civics and ethical education is to produce a 'good citizen'. A good citizen, as explained by Akalewold (2005), is a citizen who understands properly the problem of their country, understand the citizenry obligation to make personal contribution equipped with good ethical and democratic culture.

More than 250 Amhara people from the Ethiopian region have been slaughtered by Oromo and Tigray as of each day. If we multiply 30 dates by 250, we get 7500 Amhara killed per month, 360 dates by 7500, and 2,700,000 Amhara dead in a year. The Oromia freedom and the Tigray liberation movements resulted in the deaths of 81,000,000 Amhara people from the Ethiopian area over the course of 30 years. This time, Amhara is being driven out of Oromia country by the joint army of Abi Ahmed and Shimel Abdisa. A national gathering has been organised by Ahmadinej Jebel, Mujib Aminou, and Murad Tadese to denounce Fanon, blame the Amhara, and claim that genocide took place in Gondar. According to Harun Media and Zawya TV, the entire Islamic Amhara in the Oromos have killed and slaughtered Wolag Kebele. A national gathering has been organised by Ahmadinej Jebel, Mujib Aminou, and Murad Tadese to denounce Fanon, blame the Amhara, and claim that genocide took place in Gondar. The Oromo group shouts without being heard because it lacks a regional Federal Majlis. The Wahhabi Islam Oromo, an adherent of Ahmadinejad Jebel, is responsible for the annihilation of the Amhara.

Diese Studie konzentrierte sich auf die Problematik der Auswirkungen von Führungspraktiken auf die organisatorische Leistung in der äthiopischen Polizeiuniversität. Mit dem Hauptziel, die Probleme zu bewerten, die die Entwicklung der Führungspraxis auf die organisatorische Leistung in der äthiopischen Polizeihochschule beeinflussen, sammelte der Forscher Daten durch Fragebögen, Strukturinterviews (offene und geschlossene Fragen) unter Verwendung einer einfachen Zufallsstichprobenmethode und 80 Befragte wurden als Stichprobengröße genommen. Jede Stichprobe wurde aus verschiedenen Gruppen entnommen, die sich aus Führungskräften der oberen, mittleren und unteren Ebene sowie aus Mitarbeitern zusammensetzten. Um die Ziele der Studie zu erreichen und dem Forscher die Möglichkeit zu geben, die Forschungsfragen so explizit wie möglich zu beantworten, wurde die deskriptive Erhebungsmethode mit quantitativen und qualitativen Methoden als Mittel zur Identifizierung von Faktoren verwendet, die die Effektivität der Führung beeinflussen. Der Grund für diesen Ansatz ist die Beantwortung der Forschungsfragen durch eine qualitative Analyse. Auf diese Weise konnte ein genaues Profil der demografischen Informationen und Situationen erstellt und die Beziehung zwischen den unabhängigen Variablen - den Faktoren, die die Wirksamkeit der Führung beeinflussen - erklärt werden.

Cette étude s'est concentrée sur les problèmes liés aux effets de la pratique du leadership sur la performance organisationnelle dans l'université de police éthiopienne. Avec l'objectif principal d'évaluer les problèmes qui affectent le développement de la pratique du leadership sur la performance organisationnelle à l'université de police éthiopienne, le chercheur a recueilli des données par le biais d'un questionnaire, d'un entretien structuré (questions ouvertes et fermées) en utilisant la méthode d'échantillonnage aléatoire simple et 80 répondants ont été retenus comme taille de l'échantillon. Chaque échantillon a été prélevé dans un groupe différent comprenant des cadres supérieurs, moyens et inférieurs et des employés. Pour atteindre les objectifs de l'étude et permettre au chercheur de répondre aux questions de recherche de la manière la plus explicite possible, la méthode d'enquête descriptive a été utilisée avec des méthodes quantitatives et qualitatives pour identifier les facteurs affectant l'efficacité du leadership. La raison de cette approche est de répondre aux questions de recherche à l'aide d'une analyse qualitative. Cela a permis de dresser un profil précis des informations démographiques et des situations et d'expliquer la relation entre la variable indépendante - les facteurs influençant l'efficacité du leadership.

Este estudio se centra en los problemas sobre los efectos de la práctica del liderazgo en el rendimiento organizativo en la universidad de la policía etíope. Con el objetivo clave de evaluar los problemas que afectan al desarrollo de la práctica del liderazgo en el rendimiento organizativo en la UNIVERSIDAD DE POLICÍA ETIOPÍA, el investigador recopiló datos a través de un cuestionario, una entrevista estructurada (con preguntas abiertas y cerradas) mediante el método de muestreo aleatorio simple y se tomó una muestra de 80 encuestados. Cada muestra procedía de un grupo diferente, compuesto por directivos y empleados de nivel superior, medio e inferior. Para alcanzar los objetivos del estudio y permitir al investigador responder a las preguntas de la investigación de la forma más explícita posible, se utilizó el método de diseño de encuesta descriptiva con métodos cuantitativos y cualitativos como medio para identificar los factores que afectan a la eficacia del liderazgo. La razón para seguir este enfoque es responder a las preguntas de la investigación mediante un análisis cualitativo. De este modo se obtuvo un perfil preciso de la información demográfica y las situaciones, y se pudo explicar la relación entre la variable independiente y los factores que afectan a la eficacia del liderazgo.

Este estudo centrou-se nos problemas relacionados com os efeitos da prática de liderança no desempenho organizacional na Universidade de Polícia da Etiópia. Com o objetivo principal de avaliar os problemas que afectam o desenvolvimento da prática de liderança no desempenho organizacional na UNIVERSIDADE DE POLÍCIA DA ETIÓPIA, o investigador recolheu dados através de um questionário, de uma entrevista estruturada (perguntas abertas e fechadas) utilizando o método de amostragem aleatória simples e 80 inquiridos como tamanho da amostra. Cada amostra foi retirada de um grupo diferente, que inclui gestores e trabalhadores de nível superior, médio e inferior. Para atingir os objectivos do estudo e permitir ao investigador responder às questões de investigação de forma tão explícita quanto possível, foi utilizado o método de conceção de inquérito descritivo com métodos quantitativos e qualitativos como meio de identificar os factores que afectam a eficácia da liderança. A razão para seguir esta abordagem é responder às questões de investigação através de uma análise qualitativa. Esta abordagem permitiu traçar um perfil preciso das informações demográficas e das situações e explicar a relação entre as variáveis independentes e os factores que afectam a eficácia da liderança.

Questo studio si è concentrato sui problemi relativi agli effetti della pratica della leadership sulla performance organizzativa nell'università di polizia etiope. Con l'obiettivo principale di valutare i problemi che influenzano lo sviluppo della pratica della leadership sulla performance organizzativa nell'UNIVERSITÀ DI POLIZIA ETIOPICA, il ricercatore ha raccolto i dati attraverso un questionario e un'intervista strutturata (con domande aperte e chiuse) utilizzando un metodo di campionamento casuale semplice e prendendo come campione 80 intervistati. Ciascun campione è stato prelevato da un gruppo diverso che comprende dirigenti e impiegati di alto livello, medio e basso livello. Per raggiungere gli obiettivi dello studio e consentire al ricercatore di rispondere alle domande di ricerca nel modo più esplicito possibile, è stato utilizzato il metodo dell'indagine descrittiva con metodi sia quantitativi che qualitativi come mezzo per identificare i fattori che influenzano l'efficacia della leadership. Il motivo per cui è stato seguito questo approccio è quello di rispondere alle domande della ricerca utilizzando l'analisi qualitativa. In questo modo è stato possibile tracciare un profilo accurato delle informazioni demografiche e delle situazioni e spiegare la relazione tra le variabili indipendenti e i fattori che influenzano l'efficacia della leadership.

This study focused on the problems about effects of leadership practice on organizational performance in ethiopian police university. With the key objective of assessing problem that affect the development of leadership practice on organizational performance in ETHIOPIAN POLICE UNIVERSITY , the researcher gathered data through questionnaire, structure interview (open ended and close ended questioners) through using simple random sampling method and 80 respondents were taken as a sample size. Each sample was taken from different group which comprise top level, middle and lower level managers and employees. To achieve the objectives of the study and enable the researcher to answer the research questions explicitly as possible, the descriptive survey design method was used with both quantitative and qualitative methods as the means to identify factors affecting leadership effectiveness. The reason to follow this approach is to answer the research questions using qualitative analysis. This was depict an accurate profile of demographic information, situations and enable to explain the relationship between independent variable-factors affecting leadership effectiveness.

Henri Fayol's techniques of management, known as the "14 Principles of Management", include division of work, authority, discipline, unity of command, unity of direction, subordination of individual interest to the general interest, remuneration, centralization, scalar chain, order, equity, stability of tenure. Getting Maximum Results with Minimum Efforts - The main objective of management is to secure maximum outputs with minimum efforts & resources. Management is basically concerned with thinking & utilizing human, material & financial resources in such a manner that would result in best combination. Adherence to these policies will supplement their education, capability and perception of managerial conditions and circumstances. Optimum utilisation of resources and efficient management: Both material and human resources are obtainable with the firm are restricted.

El objetivo de esta investigación era evaluar la práctica del desarrollo de los recursos humanos y su impacto en el rendimiento de la organización en el caso del colegio Queen del campus de Kality. Se utilizó un diseño de investigación de encuesta descriptiva con un diseño de investigación explicativo y se emplearon enfoques de investigación cuantitativos. Las fuentes de datos primarios fueron los empleados del Queen College del campus de Kality. Las fuentes de datos primarios fueron 162 encuestados y los datos secundarios se obtuvieron del informe financiero anual del banco. Para la recogida de datos se utilizó una lista de comprobación de documentos y un cuestionario estructurado en formato de escala de Likert. Los datos obtenidos se analizaron con el programa Statistical Packages for Social Science (SPSS); para interpretarlos se realizaron análisis descriptivos y análisis de regresión. Las principales conclusiones indican que Debub Global Bank no realizaba bien las tareas de formación y desarrollo, promoción profesional y evaluación del rendimiento. Además, el banco era lento a la hora de abordar problemas como la comunicación, la integración inadecuada, la apertura, la equidad en el trato a los empleados, la remuneración y la seguridad en el empleo, y en la cultura de resolución de problemas.

Das Ziel dieser Untersuchung war es, die Praxis der Personalentwicklung und ihre Auswirkungen auf die organisatorische Leistung im Fall des Queen College in Kality Campus zu bewerten. Es wurde ein deskriptives Umfragedesign mit einem erklärenden Forschungsdesign verwendet, wobei quantitative Forschungsansätze zum Einsatz kamen. Primärdatenquellen waren die Mitarbeiter des Queen College in Kality. Die Primärdaten stammen von insgesamt 162 Befragten, die Sekundärdaten wurden aus dem Jahresfinanzbericht der Bank gewonnen. Für die Datenerhebung wurden eine Dokumentencheckliste und ein strukturierter Fragebogen im Likert-Skala-Format verwendet. Die gewonnenen Daten wurden mit dem Programm Statistical Packages for Social Science (SPSS) analysiert; zur Interpretation der Daten wurden deskriptive Analysen und Regressionsanalysen durchgeführt. Die wichtigsten Ergebnisse deuten darauf hin, dass die Debub Global Bank bei der Durchführung von effektiven Schulungs- und Entwicklungsmaßnahmen, der Karriereentwicklung und der Leistungsbeurteilung nicht gut abschnitt. Darüber hinaus hat die Bank Probleme wie Kommunikation, unzureichende Integration, Offenheit, Fairness in der Behandlung der Mitarbeiter, Vergütung und Arbeitsplatzsicherheit sowie Problemlösungskultur nur langsam in Angriff genommen.

The objective of this research was to assess the human resource development practice and its impact on organizational performance in the case of Queen college in Kality campus. A descriptive survey research design with explanatory research design was used quantitative research approaches were employed. Sources of primary data were employees of Queen college in Kality campus. A total of 162 respondents were sources of primary data primary data and secondary data were obtained from the financial annual report of the bank. Document checklist and structure Likert Scale format questionnaire has been used for data collection. The data obtained were analyzed using Statistical Packages for Social Science (SPSS) program; descriptive analysis and regression analysis were conducted to interpret the data. The main findings indicate that Debub Global Bank was not well in conducting effective training and development, career development and performance appraisal. Moreover, the bank was slow in tackling problems like communication, inadequate integration, openness, fairness in treating employees, compensation and job security, and in problem solving culture.

This friend may only make plans when it is beneficial to them ¿ or only when they are feeling lonely and bored. They may also seek constant attention or ask for unreasonable favors. Otherwise, they are unavailable or unreliable when you need them most. This friendship may feel largely one-sided or disappointing.In a toxic friendship, you never feel that support or compassion. You feel minimized when they brush off your problems or ignored outright if they never respond to your messages or requests for help. In short, they aren't there for you when you need a friend most. A toxic friend may also lean on guilt tripping, whether they're blaming you for something, and/or disrespecting your boundaries. Imagine a friend trying to guilt trip you into doing something with them, saying things like, "You never want to see me anymore," for exampleCan toxic friends make you sick? It can be unpleasant, and researchers claim there is a physical toll that comes from being with toxic friends. Friendships are supposed to give you a warm and fuzzy feeling, but it turns out, instead of making you feel good some friends can literally make you sick.

Lo scopo principale di questo studio è stato quello di valutare la relazione tra le pratiche dello stile di leadership e le prestazioni dei dipendenti. Lo studio ha preso in esame diversi concetti e teorie che si riferiscono all'argomento. Il ricercatore ha utilizzato un disegno di ricerca descrittivo per descrivere gli effetti dello stile di leadership sulle prestazioni dei dipendenti e ha utilizzato fonti e tipi di dati sia primari sia secondari. Sono stati preparati e distribuiti agli intervistati questionari a risposta aperta e chiusa per ottenere informazioni più dettagliate su un totale di 140 dipendenti, 58 dei quali sono stati selezionati come campione attraverso un disegno di campionamento casuale semplice e sono stati distribuiti loro 58 questionari. Dei cinquantotto (58) questionari ne sono stati restituiti quarantacinque (45). Dopo aver raccolto i dati necessari per lo studio, si è proceduto all'elaborazione e all'analisi dei dati. I questionari sono stati selezionati manualmente, modificati e classificati in modo da essere adatti a ulteriori analisi. In questo studio è stata utilizzata l'analisi descrittiva per la sua semplicità e chiarezza nel trarre inferenze.

O principal objetivo deste estudo foi avaliar a relação entre as práticas de estilo de liderança e o desempenho dos trabalhadores. O estudo analisou diferentes conceitos e teorias relacionados com o tema. O investigador utilizou um modelo de investigação descritiva para descrever os efeitos do estilo de liderança no desempenho dos trabalhadores e também utilizou fontes e tipos de dados primários e secundários. Foi elaborado um questionário aberto e fechado, que foi distribuído aos inquiridos para obter informações mais pormenorizadas. Do total de 140 trabalhadores, 58 foram seleccionados como amostra através de uma amostragem aleatória simples, tendo-lhes sido distribuídos 58 questionários. Dos cinquenta e oito (58) questionários, foram devolvidos quarenta e cinco (45) questionários. Depois de recolhidos os dados necessários para o estudo, procedeu-se ao tratamento e à análise dos dados. Os questionários foram seleccionados manualmente através da sua edição e classificação, de modo a poderem ser analisados posteriormente. Neste estudo, foi utilizada a análise descritiva, devido à sua simplicidade e clareza para efetuar inferências.

El objetivo principal de este estudio era evaluar la relación entre las prácticas de estilo de liderazgo y el rendimiento de los empleados. En el estudio se revisaron diferentes conceptos y teorías relacionados con el tema. El investigador utilizó un diseño de investigación descriptivo para describir los efectos del estilo de liderazgo en el rendimiento de los empleados, así como fuentes y tipos de datos primarios y secundarios. Se preparó y distribuyó a los encuestados un cuestionario con preguntas abiertas y cerradas para obtener información más detallada de un total de 140 empleados, 58 de los cuales fueron seleccionados como muestra mediante un diseño de muestreo aleatorio simple y se les distribuyeron 58 cuestionarios. De cincuenta y ocho (58) cuestionarios, se devolvieron cuarenta y cinco (45). Una vez recogidos los datos necesarios para el estudio, se procedió a su tratamiento y análisis. El cuestionario se ordenó manualmente, editándolo y clasificándolo para que fuera apto para el análisis posterior. En este estudio se utilizó el análisis descriptivo por su sencillez y claridad para extraer inferencias.

L'objectif principal de cette étude était d'évaluer la relation entre les pratiques de style de leadership et les performances des employés. L'étude a passé en revue différents concepts et théories liés au sujet. Le chercheur a utilisé un modèle de recherche descriptive pour décrire les effets du style de leadership sur les performances des employés et a également utilisé des types et des sources de données primaires et secondaires. Les données de la recherche ont été collectées par le biais d'un questionnaire. Des questionnaires ouverts et fermés ont été préparés et distribués aux personnes interrogées pour obtenir des informations plus détaillées. Sur un total de 140 employés, 58 ont été sélectionnés comme échantillon par le biais d'un plan d'échantillonnage aléatoire simple et 58 questionnaires leur ont été distribués. Sur les cinquante-huit (58) questionnaires, quarante-cinq (45) ont été retournés. Après la collecte des données nécessaires à l'étude, le traitement et l'analyse des données ont été effectués. Les questionnaires ont été triés manuellement en les éditant et en les classant de manière à ce qu'ils puissent être analysés ultérieurement. Dans cette étude, l'analyse descriptive a été utilisée en raison de sa simplicité et de sa clarté pour tirer des conclusions.

Das Hauptziel dieser Studie war es, die Beziehung zwischen Führungsstil und Mitarbeiterleistung zu bewerten. Für die Studie wurden verschiedene Konzepte und Theorien, die mit dem Thema zusammenhängen, überprüft. Der Forscher verwendete ein deskriptives Forschungsdesign, um die Auswirkungen des Führungsstils auf die Leistung der Mitarbeiter zu beschreiben, und verwendete sowohl Primär- als auch Sekundärdaten und -quellen. Die Daten für die Untersuchung wurden mit Hilfe von Fragebögen gesammelt. Es wurden Fragebögen mit offenem und geschlossenem Ende vorbereitet und an die Befragten verteilt, um detailliertere Informationen zu erhalten. Von den insgesamt 140 Mitarbeitern wurden 58 als Stichprobe nach dem einfachen Zufallsprinzip ausgewählt und 58 Fragebögen an sie verteilt. Von achtundfünfzig (58) Fragebögen wurden fünfundvierzig (45) Fragebögen zurückgeschickt. Nachdem die erforderlichen Daten für die Studie gesammelt worden waren, erfolgte die Verarbeitung und Analyse der Daten. Die Fragebögen wurden manuell sortiert, bearbeitet und klassifiziert, damit sie für die weitere Analyse geeignet sind. In dieser Studie wurde die deskriptive Analyse verwendet, weil sie einfach und klar ist und Rückschlüsse zulässt.

Derese Simengew was, farmer, catle keeper, his background poor family and he has the academic background BED at Bahir Dar University, MA at Addis Ababa University, MBA at Admas University and now Ph.D. scholar at Hawassa University in community Development with extensive teaching and research experience. A prolific writer, he has written 100 (one hundred books) and published more than 50 research papers in the international reviewed Journals. Also participated and presented many papers in the international conferences and received best editor. He has been supervising MA Scholars of EPU and Queen College and serving as research committee member for different universities. He is a perspective researcher and secured editor from different international journal. He is the resource person for different training programmers and organized many Workshops, Seminars, Debates and Trainings. He is also serving as an editorial board member and reviewer for our international journals and received best reviewer award. He is a member of several professional and academic bodies such as American Association of International Researchers (AAIR).

The main purpose of this study was to assess the relationship between leadership style practices and employee performance. The study was reviewed different concepts and theories that are related to the topic. The researcher was used descriptive research design to describe the effects of leadership style on employee performance and also was used both primary and secondary data type and sources .The data for the research was collected through questionnaire. Open ended and close ended questionnaire was prepared and distributed to the respondents for more detailed information from the total of 140 employees¿ 58 of them was selected as sample through simple random sampling design and 58 questionnaires was distributed to them. Out of fifty eight (58) questionnaires forty five (45) questionnaires were returned. After the necessary data for the study was collected, the processing and analysis of the data was done. The questionnaire was manually sorted out by editing, classifying so that they will be suitable for further analysis. In this study descriptive analysis was used because its simplicity and clarity to draw inferences.

You will never learn the lesson you learn by mistake. You will never get back the time you missed. You will never regain the experience you gained with so much effort. If you wake up when your farewell to earth is near, wake up now in time. Pay attention to your gifts that you will never get again. Show them their preciousness by making them precious. To warm your heart, don't sit and wait, but get up and do what you want. You don't exhaust yourself thinking about a reward. If you don't reward material things, there is an action within you that rewards you with inner happiness that rewards you with endless happiness. The change you long for, the height you desire, the success you think about, is a matter of your efforts. Take care of hope. Stand by your faith. Hold on to your greatness. Value your confidence above all else. We trained well today. Start creating a moment that you will be proud to talk about as history. Yes! My hero..! You will never find it again. Because it will not come again, use every gift of your life, your day, your health, your peace, your knowledge, your wisdom, your understanding, your wisdom as a rare and precious thing.

O problema atual é a escassez de dados que mostrem como a cultura organizacional dos Centros de Excelência Kaizen afeta a satisfação no trabalho dos trabalhadores. Há uma necessidade de pesquisa que se concentre especificamente nos traços culturais distintivos de organizações orientadas por Kaizen, como as KECs. Embora estudos anteriores tenham analisado a relação entre cultura organizacional e satisfação no trabalho em geral, isso não é suficiente. Por várias razões, é crucial compreender como a cultura organizacional e a satisfação do trabalhador se relacionam com os Centros de Excelência Kaizen. Em primeiro lugar, os KECs querem tornar o local de trabalho um local onde os funcionários se sintam capacitados para contribuir para o sucesso da empresa e incentivar a melhoria contínua. Dentro dos KECs, a cultura organizacional é criada para apoiar e reforçar esses objetivos. A eficácia da implementação do Kaizen deve, portanto, ser garantida observando como essa cultura afeta a satisfação no trabalho dos funcionários. Em segundo lugar, o desempenho, o engajamento e o bem-estar geral dos funcionários estão fortemente correlacionados com o grau de satisfação com o trabalho.

Il problema attuale è la scarsità di dati che mostrino come la cultura organizzativa dei centri di eccellenza Kaizen influisca sulla soddisfazione lavorativa dei lavoratori. È necessaria una ricerca che si concentri specificamente sui tratti culturali distintivi delle organizzazioni guidate da Kaizen come i KEC. Sebbene studi precedenti abbiano esaminato la relazione tra cultura organizzativa e soddisfazione sul lavoro in generale, ciò non è sufficiente. Per diversi motivi, è fondamentale comprendere in che modo la cultura organizzativa e la soddisfazione dei lavoratori si relazionano ai Kaizen Excellence Center. Innanzitutto, i KEC vogliono rendere il posto di lavoro un luogo in cui i dipendenti si sentano autorizzati a contribuire al successo dell'azienda e incoraggiare il miglioramento continuo. All'interno dei KEC, la cultura organizzativa viene creata per supportare e rafforzare questi obiettivi. L'efficacia dell'implementazione del Kaizen deve quindi essere assicurata osservando come questa cultura influisce sulla soddisfazione lavorativa dei dipendenti. In secondo luogo, le prestazioni, l'impegno e il benessere generale dei dipendenti sono tutti fortemente correlati a quanto sono soddisfatti del proprio lavoro.