BAHIR DAR UNIVERSITY

COLLEGE OF BUSINESS AND ECONOMICS,

MBA PROGRAM

ASSIGNMENT TYPE - ANALYTICAL REPORT

ASSIGNMENT MODEL - INDIVIDUAL BASED

BY: ADDISU MASRESHA

ID: BDU 1301606

SUBMITTED TO: GETNET ALMAW/Ass.pro./

March 2021

Bahir Dar Ethiopia

 Table of contents

Contents page
Table of contents..............................................................................................................................i

1 Introduction...................................................................................................................................1

1.1 Background of the organization...........................................................................................1

1.2 back ground of the study........................................................................................................1

2 Problem of the organization..........................................................................................................3

3 Method /Ideal solution/.................................................................................................................5

4 Conclusion and recommendation.................................................................................................6

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1 Introduction

1.1 Background of the organization

Derbetie town water sewerage utility is located in Amhara National Regional state, W/Gojjam
zone. It was since 1967 GC that piped water service was started in durbetie town. Durbetie town
water utility has 21 total employee. During its early years, the principal sources of water were the
deep well/dig out ground water by Machin. In the beginning, the provision of potable water was
delegated to the then water office works.

Following the growth of the town in 1984, this responsibility was transferred to the newly re-
established water utility office and separate water supply service department was mandated to
distribute pipe water. Accordingly, durbetie town the earliest water source was sefera shallow
well located North East of the town. And then in 1998 additional deep well /limchi deep well
located North of the town/ was built by Amhara region water and energy bureau by one wash
bud jet.

According to history durbetie town water utility is led by manager /1985/ who is answerable to a
board of directors.

Durbete water and sewerage utility is responsible for town’s potable water supply, the
conservation and control of groundwater, and prevention of its pollution, as well as ensuring the
sanitary disposal of sewage.

The water supply service provides 242 m3/day of water for durbetit town residents from ground
water sources: sefera 43 m3/day limchi 199 m3/day.

Waste water disposal service in the town is not effective well rather the task in the paper

1.2 back ground of the study

Sustainable operation and management of any water supply system can only be achieved if
appropriate organizational structures and management systems are properly put in place. That is
why water supply and sewerage services in Ethiopia are organized having different
organizational structures. But the structures of most of the water supply services are not well
studied and revised considering recent developments and needs of the towns.

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Generally, based on the size of population, customer, and income level etc. the water supply
services in Ethiopia are categorized as large, medium and small or other similar grading. Thus,
appropriate organizational structure which fits to the size of the water supply services need to be
developed and implemented. However, in developing organizational structures, various factors
need to be considered. Among the factors that influence organizational structure, government
policies & strategies, mission and vision/goals of the organization, and technology in use are the
most important. Thus, in designing the organizational structure of Town Water Supply and
Sewerage Services, the Water Resources Management Policy and Strategic issues like providing
reliable and sustainable service and full cost recovery ought to be considered. This means the
new structure should help to enable the TWSSS to provide reliable and sustainable service and
recover all its costs from its revenues. This helps the

Water Supply and Sewerage Service to be able to perform all its functions autonomously with
very limited supervision and support from the government.in this study we will see about what
problems faced in durbetie water and sewerage utility.

Vision

To become first line durbetie ketema among the best of W/ Gojjam towns in water and sanitation
service.

Mission

To provide adequate and quality potable Water supply and sewerage services to all users in and
around the town”.

Objective

 Provides adequate and standard quality potable water supply to dwellers in and
around a town.
 Render sewerage services as case may be.
 Administers itself on the basis of cost recovery principles and the decision and
guidelines of a town water board that lead and regulate the water supply and
sewerage service

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  Installs water distribution lines to provide the water supply service, and amend,
maintain, and repair related water works find under it.
 Delegates parts of its powers and duties to service providers ( public authorities
or organization or consultant) which enable it to carry out efficiently its duties
 Ensures that any water sources are not polluted or contaminated, but are protected
and conserved, to this end, it shall take the necessary actions including the
closure of contaminated sources in cooperation and consultation with the
concerned government organs as required
 Establish a system that assists to boost the efforts being made to provide water
supply and sewerage services including liquid waste disposal in its work areas.
 Enter into contract, buy, sell, own, and lease movable and immovable property,
and sue and to be sued in its name

Value

 Satisfying customers
 Optimizing profit,/to desire administrative cost/
 Owning culture of group effort/work.

2 Problem of the organization

Durbetie town water utility have varies problems faced, among these the main and series
problems are;

 Poor command of chain/poor administration

 Lack of skilled manpower;

Poor Command of chain /poor administration

The chain of command refers to the vertical lines of authority within an organization enabling
orders to be passed down through the layers of hierarchy. According to Weber’s Ideal
Bureaucracy a bureaucracy should have authority hierarchy /positions organized in hierarchy
with clear chain of command/.when we will see the town utility command of chain is
administrator part for the board and technical part for west gojjam zone water and energy office.

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Due to this the manager/one person/ answerable for the two organizations, the board of director
and zone water and energy office. The manager ask to whom am I responsible. When the
manager make problem and do inefficiently, board punish him zone water and energy office
support him, says he is good performance why the board punish him? And the office wants to
punish manager the board refuse and vice versa. By these reason the utility does not offer
properly. These problem ceases the weakness of town water board problem and work design
problem.

Problems of Water Board Management

Experiences and studies made on TWSSS showed that board’s management or town’s water
supply are not effective and efficient as evaluated in many years.

The major hindrances for the effective and efficient town water boards managements were/are: -

 High turnover of the town board members (mainly government offices representatives),
 Lack/low attention given to the town water boards by the administrative organs,
 Low feelings/knowledge of their responsibility and accountability by town board
members,
 There was no regulatory body, which control the manner in which these town water
boards manage the financial resources of the TWSSSs,
 Failure of the City Councils, to which town water boards are accountable, to play their
roles in regulating town water boards,
 The feeling of ownership of the town water supply system has not been created among
stakeholder (water boards, regulators, community at large etc.)
 Absence of division of work among water board members, (individual responsibility)
 Recruiting/assigning water utility management/manager that do not have the requisite
qualification and experiences.
 Unnecessary interferences of the TWB in the day to day activities of the TWSS.
(Affecting the autonomy of the service)
 low/lack of communication skills of some WSSS managers limited good relation with
the water boards,

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  Low or Absence of incentives for most town water board members to motivate them to
perform adequately and efficiently etc.

Lack of Skilled manpower;

Skilled manpower refers to the person who is trained, experienced, devoted to their field and is
capable of doing any specific work and efficiently. Skilled Manpower who has a special Skills
and Knowledge.

A Skilled Manpower is one who is fit for working effectively of practicing significant
autonomous judgement and of releasing his obligations with duty. He should gangs a careful and
far reaching information of the exchange, art or industry in which he is utilized. When we see the
town water utility experts are not fitted or skilled. I am sorry to say that, at most experts come
from Gard, typist, daily laborer. This action is not follow the stuffing principle ensuring the right
person in the right place at the right time. The town water board hire the employee without
follow staffing principle.so these employees have not knowledge about his work and do not do
appropriately.

3 Method /Ideal solution/

 The Manager of the utility should directly accountable to the town water board. The
Manager is the higher executive officer responsible for the day to day administration and
operation of the WSSS/ According to Weber’s Ideal Bureaucracy a bureaucracy should
have authority hierarchy /positions organized in hierarchy with clear chain of command/.
 To fully decentralize the accountability of the town water boards to the town council
level. This will improve distance barriers, economize resources of the utility and improve
management efficiency and community participation at local level, and reduce
responsibility of the water bureau/zone water office. / Weber’s Ideal Bureaucracy,
bureaucracy should have division of labor
 The role and responsibility of the town Council should be clearly defined in the regional
proclamation and should be enforced by the regional council.
 The town water board should put in place WSSS workers motivation mechanism for
good performances (bonus and salary increments etc.)

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  Reduce Termination of town water board membership by members should be
 A person leaving the town permanent
 If members of the board are terminated from their duties, the Town council
shall take immediate action in order to replace the members. In the case of
members represented from the community, the Town administration shall
facilitate the replacement through a general meeting of beneficiaries to elect
other members for replacement or other means.
 The town water board must follow disperse the existing employee and hire again the
manager and employee by using staffing procedure;
 Ensuring that competent employees are identified and selected.
 Providing employees with up-to-date knowledge and skills to do
their jobs.
 Ensuring that the organization retains competent and high-
performing employees who are capable of high performance

4 Conclusion and recommendation

The town water boards and town councils are to be fully empowered to make all decisions like
managerial, financial etc. in their respective areas by themselves, then there is a need to put in
place regulations which clearly show their roles and accountabilities for purposes of overall
oversight. Thus, the powers and functions of the water boards and town Councils and their
accountability should be redefined clearly. Accountability of the town water boards, both
collectively and individually, need to be defined. The composition of water boards is also not
bad for the board to properly follow up and monitor the activities of the water utilities as far as
accountability is put in place and proper orientations are given and board members are provided
and guided by appropriate working manuals and guidelines. But the water board composition
should also take into account to include people that have understanding of the water supply and
sewerage activities and those willing and be able to give the service.

The Manager of the utility is directly accountable to the town water board only avoid the
answerable of zone water office and during hiring the manager and employee by using staffing
procedure; Ensuring that competent employees are identified and selected, Providing employees

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with up-to-date knowledge and skills to do their jobs and Ensuring that the organization retains
competent and high-performing employees who are capable of high performance.