Definition of basic organizational skillsCr Faezah
This document provides guidance for planning a successful student event. It recommends allowing adequate time for organization, promoting the educational value, choosing the right date and location, making thank you gifts visible, promoting to participants, involving student groups, setting donation deadlines, thanking all involved, and completing an evaluation. Key steps include brainstorming the event, forming a committee, getting it on the calendar, setting a budget, determining the audience, logistics, promotion, thank you's, and self-congratulations after.
An organization's culture is defined as the shared values, principles, traditions, and ways of doing things that influence employee behavior and distinguish one organization from others. An organization's culture is not physically tangible but rather reflects how members perceive and describe the culture. Describing an organization using seven cultural dimensions like attention to detail, outcome orientation, and team orientation provides a picture of its personality. Organizations with strongly held and widely shared core values tend to have stronger cultures associated with higher performance and more loyal employees. The original source of an organization's culture usually reflects its founder's vision.
This document defines key terms related to groups and teams, including group dynamics, teamwork, and the differences between groups and teams. It outlines the objectives of understanding these concepts and differentiating team types. Groups are defined as collections of people with common characteristics or purpose, while teams are groups organized to work together. Formal and informal teams and task-oriented groups are described. The stages of group formation are provided, from initially forming to storming, norming, performing, and adjourning. Reasons people join groups including security, status, and goal achievement are explained. The document concludes with how teamwork can be assessed based on trust, communication, decision-making, leadership, goal acceptance, diversity, cohesion,
The document discusses decision making, particularly in crisis situations. It covers various models and processes of decision making, including rational models, Simon's normative model, and group decision making techniques. It notes that decision making in crises can be challenging due to dilemmas, decision delays, avoidance, and other problems. Effective crisis decision making involves implementing policies and plans to support crisis management capabilities, gaining experience in crisis decision making, and training in techniques to help reduce uncertainty.
Decision making involves identifying a decision that needs to be made, gathering relevant information, and assessing alternatives. There are several types of decisions including programmed vs non-programmed, routine vs strategic, and individual vs group. The 7 steps of effective decision making are: 1) identify the decision, 2) gather information, 3) identify alternatives, 4) weigh the evidence, 5) choose an alternative, 6) take action, and 7) review the decision and consequences. Factors that can prevent effective decision making include having insufficient or too much conflicting information, decision by committee, vested interests of stakeholders, attachment to the status quo, and lack of caring about the outcome.
Divisional structure is used by large companies with multiple product lines or geographical locations. The organization is divided into autonomous business units, with each unit responsible for a specific product or customer segment. There are two main types of divisional structures: product divisionalization, where each division is responsible for a separate product line; and territorial divisionalization, where divisions are based on geographical regions. Divisional structures allow each business unit to operate independently while benefiting from centralized corporate resources and management oversight.
Definition of basic organizational skillsCr Faezah
This document provides guidance for planning a successful student event. It recommends allowing adequate time for organization, promoting the educational value, choosing the right date and location, making thank you gifts visible, promoting to participants, involving student groups, setting donation deadlines, thanking all involved, and completing an evaluation. Key steps include brainstorming the event, forming a committee, getting it on the calendar, setting a budget, determining the audience, logistics, promotion, thank you's, and self-congratulations after.
An organization's culture is defined as the shared values, principles, traditions, and ways of doing things that influence employee behavior and distinguish one organization from others. An organization's culture is not physically tangible but rather reflects how members perceive and describe the culture. Describing an organization using seven cultural dimensions like attention to detail, outcome orientation, and team orientation provides a picture of its personality. Organizations with strongly held and widely shared core values tend to have stronger cultures associated with higher performance and more loyal employees. The original source of an organization's culture usually reflects its founder's vision.
This document defines key terms related to groups and teams, including group dynamics, teamwork, and the differences between groups and teams. It outlines the objectives of understanding these concepts and differentiating team types. Groups are defined as collections of people with common characteristics or purpose, while teams are groups organized to work together. Formal and informal teams and task-oriented groups are described. The stages of group formation are provided, from initially forming to storming, norming, performing, and adjourning. Reasons people join groups including security, status, and goal achievement are explained. The document concludes with how teamwork can be assessed based on trust, communication, decision-making, leadership, goal acceptance, diversity, cohesion,
The document discusses decision making, particularly in crisis situations. It covers various models and processes of decision making, including rational models, Simon's normative model, and group decision making techniques. It notes that decision making in crises can be challenging due to dilemmas, decision delays, avoidance, and other problems. Effective crisis decision making involves implementing policies and plans to support crisis management capabilities, gaining experience in crisis decision making, and training in techniques to help reduce uncertainty.
Decision making involves identifying a decision that needs to be made, gathering relevant information, and assessing alternatives. There are several types of decisions including programmed vs non-programmed, routine vs strategic, and individual vs group. The 7 steps of effective decision making are: 1) identify the decision, 2) gather information, 3) identify alternatives, 4) weigh the evidence, 5) choose an alternative, 6) take action, and 7) review the decision and consequences. Factors that can prevent effective decision making include having insufficient or too much conflicting information, decision by committee, vested interests of stakeholders, attachment to the status quo, and lack of caring about the outcome.
Divisional structure is used by large companies with multiple product lines or geographical locations. The organization is divided into autonomous business units, with each unit responsible for a specific product or customer segment. There are two main types of divisional structures: product divisionalization, where each division is responsible for a separate product line; and territorial divisionalization, where divisions are based on geographical regions. Divisional structures allow each business unit to operate independently while benefiting from centralized corporate resources and management oversight.
The Decision-Making Process
Define decision and decision-making process.
Describe the eight steps in the decision-making process.
Explain the challenges managers face in identifying problems.
Discuss why decision criteria are important in the decision-making process.
Describe how managers develop, analyze, and select alternatives.
Explain what happens during implementation and evaluation.
This document discusses the principles and evolution of human resource management (HRM). It outlines 10 principles of HRM including individual development, scientific selection, and fair remuneration. It also lists examples of HR policies in areas such as hiring, compensation, and training. Additionally, it describes the evolution of HRM from early trade union and scientific management eras to more modern approaches like the behavioral science, systems, and contingency eras which emphasize social and psychological factors.
The document discusses organizational structure and design. It defines organizational structure as the hierarchy of people and departments in an organization and how information flows. Structure is important as it ensures efficient operations and defines roles and responsibilities. There are different types of structures like functional, line, and matrix. Key components of structure include work specification, departmentalization, chain of command, span of control, and centralization vs decentralization. Structure influences behavior, relationships, and goal-oriented work. Proper structure is important for good performance while poor structure makes it impossible.
The Cadbury Committee report (1991) defines corporate governance as a system by which corporate are directed and controlled.
According to Salins Sheikh and Williams Ress, corporate governance is concerned with ethics, values and morals of a company and its directors.
This document discusses ethical decision making and behavior. It summarizes several models of ethical decision making, including:
- A dual process model that views ethical decision making as involving both emotion and logic.
- James Rest's four component model of ethical action involving moral sensitivity, judgment, motivation, and character.
- Several frameworks for ethical decision making, including the Four-Way Method, Five Timeless Questions, and the Foursquare Protocol.
- Factors that influence moral judgment such as cognitive moral development and biases.
The document emphasizes that both emotion and reason are important for ethical decision making and provides an overview of influential models in the field.
This document discusses different management styles that can be used by managers to lead subordinates and achieve organizational goals. It defines management styles as the ways managers make decisions related to subordinates and identifies five main styles: autocratic, consultative, persuasive, democratic, and laissez-faire. Each style is then described in terms of how decisions are made and how subordinates are involved. The autocratic style involves unilateral decision making by the manager, while the consultative and persuasive styles involve engaging with subordinates but retaining final decision authority. The democratic style uses majority-rule decision making, and the laissez-faire style gives subordinates significant autonomy.
Complete knowledge on the relation of Ethics from a Business perspective.
Go through the slides and learn how business relates to modern business.
#business ethics
This document provides an overview of a conflict management training course. The training covers topics such as understanding the causes of conflict, different conflict resolution styles, creating mutual understanding between parties, identifying the root causes of conflicts, brainstorming potential solutions, and developing an action plan to resolve conflicts. The goal is to teach participants a six-step process for resolving conflicts of any size using communication tools, anger management, and mutual gain approaches.
This document discusses organizing as a function of management. It defines organizing and explains that it involves sub-dividing and grouping activities. Organizing becomes necessary when more than one person works together to achieve common objectives. The document then discusses the nature and purpose of organization, including specialization, orientation towards goals, and continuity. It also outlines the steps in the organizing process and discusses formal and informal organization structures. Finally, it covers different types of organizational structures like bureaucratic, functional, divisional, and matrix structures.
Matrix Organization by Neeraj Bhandari ( Surkhet.Nepal )Neeraj Bhandari
A matrix organization combines two or more traditional organizational structures, such as functional and project structures. Employees report to both a functional manager for their department and a project manager. This creates dual lines of authority where employees take direction from both managers. Matrix organizations allow for expertise from different functions to be shared across projects, enabling quick decision making and responsiveness to changes. However, they also create potential power struggles and increased workload.
This document summarizes key points from Chapter 5 of the textbook "Introduction to Management 11e" by John Schermerhorn. It discusses the challenges of globalization for businesses, including differing legal systems, political risks, and trade agreements across countries. It defines global businesses as multinational corporations that operate in multiple countries, and outlines some of the mutual benefits and complaints that can arise between global businesses and their host countries. It also discusses how culture, such as concepts of time, space, and values, impacts global management practices. Finally, it summarizes research from the GLOBE project on leadership dimensions and cultural practices around the world.
This document discusses various topics relating to marketing ethics, including what marketing is, frameworks for analyzing ethical problems, and whether marketing is inherently evil. It then examines specific issues like market research ethics, targeting vulnerable groups, pricing tactics, advertising ethics, and using ethics as a marketing strategy. Market research risks invading privacy or stereotyping. Pricing practices can involve price fixing or manipulation. Advertising may be misleading or target children. Overall it analyzes the debate around balancing free markets with protecting various stakeholders.
The document outlines the four main functions of management: planning, organizing, leading, and controlling. It discusses that Henri Fayol originally proposed five functions that are now condensed into these four. For each function, it provides details on the key activities including setting goals and strategies for planning, structuring work and determining tasks for organizing, motivating employees and dealing with behavior for leading, and monitoring performance and correcting deviations for controlling.
MANAGEMENT BY OBJECTIVES - FEATURES, PROCESS, BENEFITS, LIMITATIONSAMALDASKH
Management by Objectives (MBO) is a management system where each member participates in setting objectives. The process of MBO involves defining organizational objectives and goals for each section. It then sets subordinates' objectives, matches resources to objectives, and has periodic review meetings. MBO aims to combine long-term goals with short-term goals through participation in objective setting at all levels, but it can be time-consuming and fail to explain its philosophy clearly. Effective objectives should be specific, attainable, innovative, and ranked by importance when set according to MBO.
This document outlines the key topics around business ethics that will be covered, including: the concept and nature of business ethics; elements of business ethics like values, rights, and duties; levels of business ethics from societal to personal; sources of ethical standards like societal attitudes and legal environments; the need for ethics in business to maintain image and trust; factors governing business ethics like organizational goals and professional codes; developing an ethical program with codes, communication, and enforcement; models of business conduct; the concept and importance of corporate values; and a case study with bibliography. The presentation will cover these various aspects of business ethics.
TANNENBAUM AND SCHMIDT’S LEADERSHIP MODELVarsha Dubey
The document discusses the Tannenbaum and Schmidt Continuum model, which shows the relationship between the levels of freedom given to a team by a manager and the manager's level of authority. It defines 7 levels of delegated freedom moving from manager-oriented to subordinate-oriented. As the team develops, the level of freedom increases while the need for manager intervention decreases. The document also discusses Blake and Mouton's managerial grid model which plots a leader's assessment of task importance versus employee importance to determine leadership style.
In Ethiopia, a secret committee orders killings and arrests to crush rebelsfasil12
1. A secret committee called the Koree Nageenyaa in Ethiopia's Oromiya region has ordered extra-judicial killings and illegal detentions to crush an insurgency by the Oromo Liberation Army seeking greater rights for Oromos.
2. The committee, headed by Ethiopian Prime Minister Abiy Ahmed's former chief of staff, decides who to detain or kill without due process. It has been implicated in the killings of at least 14 shepherds and hundreds of arrests.
3. The committee meets secretly and collects phones and documents to avoid scrutiny of its human rights abuses, which include torture. It aims to address security threats but has overreached and interfer
Ethiopia's Amhara Region: A Call for Peace Amidst Human Rights Abusesfasil12
The situation in Ethiopia, particularly in the Amhara region, is dire and marked by widespread human rights abuses, including mass detentions, extrajudicial killings, and ethnic profiling of ethnic Amhara people. The federal government's actions have led to a cycle of violence and retaliation, with civilians bearing the brunt of the conflict. The international community has expressed concern over the targeting of civilians and called for independent investigations into the atrocities. The escalating violence and loss of innocent lives underscore the urgent need for a peaceful resolution to the crisis in Ethiopia to prevent further bloodshed and suffering.
Mass Killing in the Amhara Region by the National Defense Force Implications ...fasil12
The mass killing in the Amhara region by the national defense force has significant implications for peace and stability in Ethiopia. The incident highlights the fragility of peace in the region, as well as the urgent need for accountability, reconciliation, and dialogue among different communities. The government must take decisive action to address the root causes of violence and ensure the protection of all its citizens to prevent further bloodshed and suffering. Failure to do so risks further destabilization and conflict, with devastating consequences for the people of Ethiopia.
The Decision-Making Process
Define decision and decision-making process.
Describe the eight steps in the decision-making process.
Explain the challenges managers face in identifying problems.
Discuss why decision criteria are important in the decision-making process.
Describe how managers develop, analyze, and select alternatives.
Explain what happens during implementation and evaluation.
This document discusses the principles and evolution of human resource management (HRM). It outlines 10 principles of HRM including individual development, scientific selection, and fair remuneration. It also lists examples of HR policies in areas such as hiring, compensation, and training. Additionally, it describes the evolution of HRM from early trade union and scientific management eras to more modern approaches like the behavioral science, systems, and contingency eras which emphasize social and psychological factors.
The document discusses organizational structure and design. It defines organizational structure as the hierarchy of people and departments in an organization and how information flows. Structure is important as it ensures efficient operations and defines roles and responsibilities. There are different types of structures like functional, line, and matrix. Key components of structure include work specification, departmentalization, chain of command, span of control, and centralization vs decentralization. Structure influences behavior, relationships, and goal-oriented work. Proper structure is important for good performance while poor structure makes it impossible.
The Cadbury Committee report (1991) defines corporate governance as a system by which corporate are directed and controlled.
According to Salins Sheikh and Williams Ress, corporate governance is concerned with ethics, values and morals of a company and its directors.
This document discusses ethical decision making and behavior. It summarizes several models of ethical decision making, including:
- A dual process model that views ethical decision making as involving both emotion and logic.
- James Rest's four component model of ethical action involving moral sensitivity, judgment, motivation, and character.
- Several frameworks for ethical decision making, including the Four-Way Method, Five Timeless Questions, and the Foursquare Protocol.
- Factors that influence moral judgment such as cognitive moral development and biases.
The document emphasizes that both emotion and reason are important for ethical decision making and provides an overview of influential models in the field.
This document discusses different management styles that can be used by managers to lead subordinates and achieve organizational goals. It defines management styles as the ways managers make decisions related to subordinates and identifies five main styles: autocratic, consultative, persuasive, democratic, and laissez-faire. Each style is then described in terms of how decisions are made and how subordinates are involved. The autocratic style involves unilateral decision making by the manager, while the consultative and persuasive styles involve engaging with subordinates but retaining final decision authority. The democratic style uses majority-rule decision making, and the laissez-faire style gives subordinates significant autonomy.
Complete knowledge on the relation of Ethics from a Business perspective.
Go through the slides and learn how business relates to modern business.
#business ethics
This document provides an overview of a conflict management training course. The training covers topics such as understanding the causes of conflict, different conflict resolution styles, creating mutual understanding between parties, identifying the root causes of conflicts, brainstorming potential solutions, and developing an action plan to resolve conflicts. The goal is to teach participants a six-step process for resolving conflicts of any size using communication tools, anger management, and mutual gain approaches.
This document discusses organizing as a function of management. It defines organizing and explains that it involves sub-dividing and grouping activities. Organizing becomes necessary when more than one person works together to achieve common objectives. The document then discusses the nature and purpose of organization, including specialization, orientation towards goals, and continuity. It also outlines the steps in the organizing process and discusses formal and informal organization structures. Finally, it covers different types of organizational structures like bureaucratic, functional, divisional, and matrix structures.
Matrix Organization by Neeraj Bhandari ( Surkhet.Nepal )Neeraj Bhandari
A matrix organization combines two or more traditional organizational structures, such as functional and project structures. Employees report to both a functional manager for their department and a project manager. This creates dual lines of authority where employees take direction from both managers. Matrix organizations allow for expertise from different functions to be shared across projects, enabling quick decision making and responsiveness to changes. However, they also create potential power struggles and increased workload.
This document summarizes key points from Chapter 5 of the textbook "Introduction to Management 11e" by John Schermerhorn. It discusses the challenges of globalization for businesses, including differing legal systems, political risks, and trade agreements across countries. It defines global businesses as multinational corporations that operate in multiple countries, and outlines some of the mutual benefits and complaints that can arise between global businesses and their host countries. It also discusses how culture, such as concepts of time, space, and values, impacts global management practices. Finally, it summarizes research from the GLOBE project on leadership dimensions and cultural practices around the world.
This document discusses various topics relating to marketing ethics, including what marketing is, frameworks for analyzing ethical problems, and whether marketing is inherently evil. It then examines specific issues like market research ethics, targeting vulnerable groups, pricing tactics, advertising ethics, and using ethics as a marketing strategy. Market research risks invading privacy or stereotyping. Pricing practices can involve price fixing or manipulation. Advertising may be misleading or target children. Overall it analyzes the debate around balancing free markets with protecting various stakeholders.
The document outlines the four main functions of management: planning, organizing, leading, and controlling. It discusses that Henri Fayol originally proposed five functions that are now condensed into these four. For each function, it provides details on the key activities including setting goals and strategies for planning, structuring work and determining tasks for organizing, motivating employees and dealing with behavior for leading, and monitoring performance and correcting deviations for controlling.
MANAGEMENT BY OBJECTIVES - FEATURES, PROCESS, BENEFITS, LIMITATIONSAMALDASKH
Management by Objectives (MBO) is a management system where each member participates in setting objectives. The process of MBO involves defining organizational objectives and goals for each section. It then sets subordinates' objectives, matches resources to objectives, and has periodic review meetings. MBO aims to combine long-term goals with short-term goals through participation in objective setting at all levels, but it can be time-consuming and fail to explain its philosophy clearly. Effective objectives should be specific, attainable, innovative, and ranked by importance when set according to MBO.
This document outlines the key topics around business ethics that will be covered, including: the concept and nature of business ethics; elements of business ethics like values, rights, and duties; levels of business ethics from societal to personal; sources of ethical standards like societal attitudes and legal environments; the need for ethics in business to maintain image and trust; factors governing business ethics like organizational goals and professional codes; developing an ethical program with codes, communication, and enforcement; models of business conduct; the concept and importance of corporate values; and a case study with bibliography. The presentation will cover these various aspects of business ethics.
TANNENBAUM AND SCHMIDT’S LEADERSHIP MODELVarsha Dubey
The document discusses the Tannenbaum and Schmidt Continuum model, which shows the relationship between the levels of freedom given to a team by a manager and the manager's level of authority. It defines 7 levels of delegated freedom moving from manager-oriented to subordinate-oriented. As the team develops, the level of freedom increases while the need for manager intervention decreases. The document also discusses Blake and Mouton's managerial grid model which plots a leader's assessment of task importance versus employee importance to determine leadership style.
In Ethiopia, a secret committee orders killings and arrests to crush rebelsfasil12
1. A secret committee called the Koree Nageenyaa in Ethiopia's Oromiya region has ordered extra-judicial killings and illegal detentions to crush an insurgency by the Oromo Liberation Army seeking greater rights for Oromos.
2. The committee, headed by Ethiopian Prime Minister Abiy Ahmed's former chief of staff, decides who to detain or kill without due process. It has been implicated in the killings of at least 14 shepherds and hundreds of arrests.
3. The committee meets secretly and collects phones and documents to avoid scrutiny of its human rights abuses, which include torture. It aims to address security threats but has overreached and interfer
Ethiopia's Amhara Region: A Call for Peace Amidst Human Rights Abusesfasil12
The situation in Ethiopia, particularly in the Amhara region, is dire and marked by widespread human rights abuses, including mass detentions, extrajudicial killings, and ethnic profiling of ethnic Amhara people. The federal government's actions have led to a cycle of violence and retaliation, with civilians bearing the brunt of the conflict. The international community has expressed concern over the targeting of civilians and called for independent investigations into the atrocities. The escalating violence and loss of innocent lives underscore the urgent need for a peaceful resolution to the crisis in Ethiopia to prevent further bloodshed and suffering.
Mass Killing in the Amhara Region by the National Defense Force Implications ...fasil12
The mass killing in the Amhara region by the national defense force has significant implications for peace and stability in Ethiopia. The incident highlights the fragility of peace in the region, as well as the urgent need for accountability, reconciliation, and dialogue among different communities. The government must take decisive action to address the root causes of violence and ensure the protection of all its citizens to prevent further bloodshed and suffering. Failure to do so risks further destabilization and conflict, with devastating consequences for the people of Ethiopia.
Ethiopia's Drones: A Step Towards Progress or an Aggravated Civil War?fasil12
Drones, also known as unmanned aerial vehicles (UAVs), have become an increasingly common sight in conflicts worldwide. In the case of Ethiopia, the deployment and use of drones by both the government and various armed groups have sparked debates regarding their impact on civilians and the country's civil war. While drones can offer promising advancements in technology and surveillance, their usage in Ethiopia has become a controversial topic due to concerns over civilian casualties and the potential escalation of the conflict.
1. The document discusses the unfair and illegal usage of unmanned aerial vehicles (UAVs or drones) against civilians in Ethiopia, focusing on the Tigray and Amhara regions conflicts. It argues that UAV strikes intended to cause collateral damage have escalated into deliberate mass killings of civilians, which violate international humanitarian law.
2. It notes several issues with the Ethiopian government's use of UAVs, including a lack of transparency, accountability for civilian casualties, and compliance with legal and ethical standards. The document calls for investigations into possible war crimes and measures to prevent future atrocities and protect civilians.
3. The misuse of UAVs could have negative international implications like diplomatic tensions
Peace is the Way No More War -The Current Situation in Ethiopia.pdffasil12
Ethiopia stands at a critical juncture, where the pursuit of peace is not only a moral imperative but also a strategic necessity. The current situation in Ethiopia demands immediate attention and concerted efforts from all stakeholders involved. By prioritizing peace, addressing grievances, and fostering reconciliation, Ethiopia can overcome its challenges and build a future where war becomes a distant memory. It is through peace that Ethiopia can truly thrive and become a beacon of hope for the region and the world.
Disarmament and Demobilization A Path to Peace in Tigray, Amhara, and Oromia.pdffasil12
Disarmament and demobilization efforts in Tigray, Amhara, and Oromia are crucial steps towards achieving lasting peace in Ethiopia. By removing the presence of armed groups, rebuilding trust among different ethnic communities, and addressing underlying grievances, the country can overcome its ethnic divisions and work towards a prosperous future for all its citizens. International support and long-term solutions are vital to ensure the success of these efforts and pave the way for a more peaceful and inclusive Ethiopia.
Elite Politics in Ethiopia Dynamics and Implications.pdffasil12
Elite politics in Ethiopia remains a critical factor in the country's governance and development. The competition for power, resources, and influence among different elite groups, fueled by ethnic and regional interests, can both shape and hinder political processes and socioeconomic progress. Addressing the challenges associated with elite politics requires efforts to foster inclusive governance, promote dialogue, and encourage the emergence of a shared national identity that transcends ethnic boundaries. Moving forward, Ethiopia should aspire towards a more inclusive and participatory political system that incorporates diverse voices and addresses the concerns of all citizens. By promoting genuine dialogue and cooperation among elite groups, Ethiopia can work towards a more stable, united, and democratic future.
Ethiopia's Pursuit of the Right of Sea Gate: An Analysis from an Internationa...fasil12
Ethiopia's pursuit of the right of sea gate represents a complex and evolving issue within international law. While specific provisions of international conventions and agreements may not explicitly address Ethiopia's situation, the principles and norms they encompass provide a foundation for Ethiopia's claim. By engaging with relevant regional and international actors, Ethiopia can navigate legal frameworks and diplomatic channels to safeguard its access to the sea and advance its economic and developmental interests. Overall, owning a sea gate without conflict would require diplomatic negotiations, agreements with neighboring countries, and the establishment of mutually beneficial relationships.
Unlocking New Horizons: Exploring the Benefits of Ethiopia’s BRICS Membership...fasil12
Ethiopia's membership in BRICS ushers in a new era of possibilities, positioning the country as a global player with enhanced economic growth, political influence, and social development. As Ethiopia embarks on this transformative journey, it is poised to reap the myriad benefits of belonging to this influential alliance.
The Ethiopian People's Friendship Association (EPFA) aims to promote sustainable peacebuilding in Ethiopia through community engagement, education, mediation, and dialogue. Its goals are to facilitate the transformation of conflicts into peace through grassroots initiatives and to advocate for policies that promote inclusive development and reduce causes of conflict. Major activities include training community members and organizations on conflict resolution, facilitating dialogue between conflicting parties, and supporting vulnerable groups. The organization recognizes the importance of collaborating with other NGOs and donors to more effectively achieve its mission of sustainable peace and conflict prevention.
The document discusses building hope for peace between the Amhara and Tigray peoples in Ethiopia. It acknowledges the historical context of grievances and tensions, and highlights the initiative of the Hope for Peace Association which promotes dialogue and understanding. Achieving lasting peace will require addressing root causes of conflicts, empowering youth and women, and collaborative partnerships among organizations, communities, and governments.
The role of the magazine of The role of the magazine of The role of the magazine of Youth Peace Ambassador is to communicate the activities and concerns of the EPFA and Mr. Belayneh Zelelew Social Change Initiative to outreach the public through well-crafted messages and experience sharing.s to communicate the activities and concerns of the EPFA and Mr. Belayneh Zelelew Social Change Initiative to outreach the public through well-crafted messages and experience sharing.is to communicate the activities and concerns of the EPFA and Mr. Belayneh Zelelew Social Change Initiative to outreach the public through well-crafted messages and experience sharing.
The document discusses the importance of transitional justice in addressing past human rights abuses in Ethiopia. It outlines benefits such as promoting accountability, facilitating reconciliation, and building trust. Challenges to transitional justice in Ethiopia include limited capacity and resources, cultural barriers, and political interference. Implementing transitional justice could improve human rights governance, promote national dialogue, and foster sustainable peace in Ethiopia.
Online Magazine aims to promote transparency and accountability in the security sector of the country and rise the awareness of the public regarding national intelligence and security issues.
Today, more than millions of people live in my
country affected by war and conflict — a majority of
which are under the age of 30 and below. These numbers
alone justify the inclusion and consideration of
youths in policymaking and planning. But in practice,
the meaningful participation of young people in
peacebuilding has been hindered by discourses that
overwhelmingly depict youths as victims or villains,
and from my personal experience, who lost his
a friend in a youth movement and the above reasons and
others, I am interested to promote youths as active
leaders and partners in peace-building processes and
decision-makers. I believe if we empower youths,
they can play a positive role in peacebuilding which
is why I choose this sector to work.
Briefly Evaluation of Ethiopian People’s Friendship Association (EPFA)fasil12
Ethiopian to take steps to promote ties to strengthen
people-to-people relationships and cultural
exchange, increasing opportunities for people to
maintain or sustain peace, and cultural exchange among
the nation nationality of Ethiopia and other friendly
countries. And create opportunities to promoting
local tourism, and developing good practices that
could facilitate more interpersonal interaction.
These recommendations were endorsed by the Ethiopian
People’s Friendship Association (EPFA). To
achieve those goals the Association used the three
principles, which is doing every activity based on
efficiency, effectiveness, and economy.
Belayneh is an Ethiopian professional with over 14 years of experience in social psychology, diplomacy, international relations, and peace and development studies. He works to empower youth and promote peacebuilding across Ethiopia through his co-founded organization, the Ethiopia People's Friendship Association (EPFA). Belayneh strives to contribute to a more peaceful world and believes that empowering youth is key to peacebuilding efforts. He is motivated to take on leadership roles and learn new skills to better achieve his organizational goals.
1. የሰላም መሠረቶች
“In my Opininon, a Peace Club, which we
we start orgnaize in different youth Personal
ebrichment center in Addis Ababa and West
Omo zone is a great way to make a difference.”
Belayneh Zelelew
Rotary Peace Fellow
መስከረም 10፣2015 ዓ.ም
ቅጽ፡03 ቁጥር፡12
6. 6
In my Opininon, a Peace Club, which we we start
orgnaize in different youth Personal ebrichment
center in Addis Ababa and West Omo zone is a great
way to make a difference. It can help you to connect
and organize with others interested in peace. You
can learn more about peace and gain skills to deal
with conflict. You can also find ways to take action to
make the world a better place.
“If you want to go fast, go alone; if you want to go
far, go together”
AFRICAN PROVERB
To begin, organize a group to form a Peace Club,
and think about what peace means to you this
will help guide you in the actions you take. Then,
make a written commitment to working for peace
locally and globally, and work towards its vision of
peace.
Building peace requires knowledge, skills, and
effort. Put your Peace Club’s commitment into
action by first learning about peacebuilding and
then leading activities in your community.
This capacity building in youth and peacebuild-
ing programming has a multiplier effects at
the local level. Design a program for community
peacebuilding that engages youth as participants
in all phases of project development, including in
monitoring and evaluation is very vital.
“Young
people have
so much to offer
for building peace
because we are the
leaders of the
future.”
Youth
Peace
Ambas
sador for Sustainable Development Social Chang
e
Initiative,
2022,
Ethiopia
Peace Ambassador