Done by Tariku

YARDSTICK INTERNATIONAL COLLEGE
ASSESSMENT OF WORKPLACE ETHICS: A STUDY OF AWASH

BANK NORTH ADDIS ABABA REGIONALOFFICE, ADDIS ABABA
BY:
FELEKE KEBEDE G/SILASE
ADVISOR: IDRIS MOHAMMED (ASST. PROF.)
A THESIS SUBMITTED TO THE SCHOOL POSTGRADUATE STUDIES IN

PARTIAL FULFILMENT THE AWARD OF DEGREE IN MASTER OF
BUSINESS ADMINISTRATION
JUNE, 2023
ADDIS ABABA, ETHIOPIA
i
ASSESSMENT OF WORKPLACE ETHICS: A STUDY OF AWASH
BANK NORTH ADDIS ABABA REGIONAL OFFICE, ADDIS ABABA
BY:
FELEKE KEBEDE G/SILASE
ADVISOR: IDRIS MOHAMMED (ASST. PROF.)
A THESIS SUBMITTED TO THE SCHOOL POSTGRADUATE STUDIES IN

PARTIAL FULFILMENT THE AWARD OF DEGREE IN MASTER OF BUSINESS
ADMINISTRATION
JUNE, 2023
ADDIS ABABA, ETHIOPIA
ii
APPROVAL SHEET
Here by certify that I have gone through and checked this thesis and here by approve the
thesis for final presentation by the candidate.
SUBMITED BY:
______________________ _________________ ______________
Name of Student Signature Date
APPROVED BY:
Major Advisor:
Idris Mohammed (Asst. Prof.)
Name of the Advisor Signature Date
Head of Department
_____________________ ___________________ ____________
Name Signature Date
College/Institute/Dean
____________________ __________________ ______________
Name signature Date
School of Graduate Studies
_____________________ __________________ _____________
Name Signature Date
iii
DECLARATION
I, FELEKE KEBEDE G/SILASEunder signed, declare that this thesis entitled:

“ASSESSMENT OF WORKPLACE ETHICS: A STUDY OF AWASH BANK NORTH
ADDIS ABABA REGIONAL OFFICE, ADDIS ABABA” is my original work. I have
undertaken the research work independently with the guidance and support of the
research advisor. This study has not been submitted for any degree or diploma program in
this or any other institutions and that all sources of materials used for the thesis has been
duly acknowledged.
Candidate’s Name Signature Date
1. __________________ ______________ ___________
iv
CERTIFICATION
This is to certify that the thesis prepared by FELEKE KEBEDE G/SILASE, entitled
“ASSESSMENT OF WORKPLACE ETHICS: A STUDY OF AWASH BANK NORTH
ADDIS ABABA REGIONAL OFFICE, ADDIS ABABA”and submitted in partial
fulfillment of the requirements for the Degree of Masters of Science MA in Awash Bank
North Addis Ababa Regional office complies with the regulations of the University and
meets the accepted standards with respect to originality and quality.
Name of Candidate: _____________ Signature: _______________Date: _________
Name of Advisor: _ Signature Date: _____________.
Signature of Board of Examiner`s:
External examiner: ____________________Signature: ____________Date: __________
Internal examiner: ____________________Signature: ____________Date: ___________
Dean, SGS: __________________________ Signature: ____________Date: __________
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ACKNOWLEGMENTS
I am greatly indebted to my principal advisor, Idris Mohammed (Asst. Prof.) for his
priceless constructive comments and advices on this thesis work from proposal
development to final thesis work preparation since, without his involvement and
encouragement, the project work would have not been completed.
Next, I would like to thanks all my friends, Awash Bank, North Addis Ababa Regional
Office as well as selected branch Bank officers and managers for their cooperation. In
addition, many thanks go to the sample branch employees who responded to my
questionnaire at the cost of their time since this project work would not have been
materialized if they had not been extended their kind cooperation.
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LIST OF TABLE OF CONTENT
Contents Page No.
APPROVAL SHEET.........................................................................................................iii
DECLARATION................................................................................................................iv
CERTIFICATION...............................................................................................................v
ACKNOWLEGMENTS.....................................................................................................vi
LIST OF TABLE OF CONTENT.....................................................................................vii
LIST OF ABBREVIATIONS AND ACRONYMS............................................................x
ABSTRACT.......................................................................................................................xi
CHAPTER ONE..................................................................................................................1
1. INTRODUCTION.......................................................................................................1
1.0. Introduction...........................................................................................................1
1.1. Background of the Study.......................................................................................1
1.2. Background of the Organization...........................................................................2
1.3. Statement of the Problem......................................................................................3
1.4. Research Questions...............................................................................................4
1.5. Objective of the Study...........................................................................................5
1.5.1. General Objectives of the Study....................................................................5
1.5.2. Specific Objectives of the Study....................................................................5
1.6. Significance of the Study......................................................................................5
1.7. Limitation of the Study.........................................................................................5
1.8. Scope of the Study................................................................................................6
1.9. Operational Definition of Terms...........................................................................6
1.10. Organization of the Study..................................................................................6
CHAPTER TWO.................................................................................................................7
2. REVIEW OF RELATED LITERATURE...................................................................7
2.0. Introduction...............................................................................................................7
2.1. Theoretical Literature Review..................................................................................7
2.1.1. The Bank........................................................................................................7
2.1.2. Ethics.............................................................................................................8
2.2. Empirical Literature Review...............................................................................14
CHAPTER THREE...........................................................................................................16
3. RESEARCH METHODOLOGY..................................................................................16
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3.0 Introduction..............................................................................................................16
3.1. Description of the Study Area................................................................................16
3.2 Research Approach..................................................................................................16
3.3 Research Design......................................................................................................17
3.4 Population, Sample Size and Sampling Technique.................................................17
3.4.1. Target Population.............................................................................................17
3.4.2. Sampling Size & Sampling Technique............................................................17
3.5. Data Sources...........................................................................................................19
3.6. Data Collection Techniques and Instrument...........................................................19
3.7. Methods of Data Analysis......................................................................................19
3.8. Reliability of the Instruments.................................................................................20
3.9. Validity of Instruments...........................................................................................21
3.10. Ethical Consideration............................................................................................21
CHAPTER FOUR.........................................................................................................22
4. RESULTS AND DISCUSSION.............................................................................22
4.2.4. Analysis of General Questions and Documentary Review Results.....................34
CHAPTER FIVE...........................................................................................................36
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS.................................36
5.1. Introduction.............................................................................................................36
5.2. Summary of Findings.............................................................................................36
5.3 Conclusions..............................................................................................................37
4.2. Recommendations...................................................................................................38
REFERENCES..................................................................................................................40
APPENDIX........................................................................................................................43
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LIST OF TABLES
List Page No
Table 4. 1: Instrument reliability test results of the study.................................................22

Table 4. 2: Descriptive Statistical Analysis of Categorical Demographic Variables........23
Table 4. 3: Descriptive Statistics of Continuous Biographical Variables.........................24
Table 4. 4: Individual Employee Ethical practice Dimension in workplace (%)..............25
Table 4. 5: Organizational ethical practice Dimension in workplace (%).........................26
Table 4. 6: Management ethical practice Dimension in workplace (%)............................27
Table 4. 7: Summary Statistics on Work place Ethics.......................................................28
Table 4. 8: Awareness and Implementation of Awash Bank Code of Conduct (%).........29
Table 4. 9: Awareness and Implementation of Awash Bank Code of Conduct (%).........30
Table 4. 10: Summary of Specific Objectives Descriptive Statistics................................31
Table 4. 11: Summary of Specific Objectives Descriptive Statistics by the strata............32
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LIST OF ABBREVIATIONS AND ACRONYMS
AACAO Addis Ababa City Administration Office
AB Awash Bank
ABHO Awash Bank Head Office
CSA Central Statistical Agency
BoD Board of Directors
EC Ethiopian Calendar
NBE National Bank of Ethiopia
SPSS Statistical Package for Social Science
WB World Bank
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ABSTRACT
The purpose of this study was to assess the Workplace Ethics of Awash Bank. in Addis
Ababa North Region, selected branches. The study was based on three specific objectives
these were, to identify the ethical practice of Awash Bank employees, to explore
awareness and implementation of Awash Bank code of conduct and to assess alignment
of Awash Bank code of conduct with current life of employees in Addis Ababa North
Region Selected branches. The study utilized a sample of 87employees and 6 Managerial
position selected from selected branches of Awash Bank found in North Addis Ababa
Region through simple random sampling. The data were collected through questionnaire,
documentary review and interview then, analyzed using both qualitative and quantitative
data analysis techniques with the help of SPSS-24 version. The Work Place Ethics of
Awash bank was identified by using a descriptive statistical analysis. The findings of the
study descriptive statistics disclosed that the overall employees’ ethical practice at North
Addis Ababa regional office in selected branches scored Mean = 2.71 which was
statistically significant at 95% confidence level with p-value 0.000, an average score
Mean = 2.642 was scored for awareness and implementation of Awash Bank code of
conduct at North Addis Ababa regional office, which was statistically significant at 95%
and the findings revealed that alignment of Awash Bank code of conduct with current life
of employees scored average Mean = 3.446, that was statistically significant at 95%
confidence level with p-value 0.001,. Based upon the finding, recommend that Awash
Bank particularly at North Regional Office selected branches had to revise and update its
Code of Conduct, enhance transparency, prepare proper training on the ethical practice
issues and establish streamline human resource management information system that
provide updated information about work ethics of the bonk for employees.
Key words: Work Ethics, Code of Conduct, Alignment
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CHAPTER ONE
1. INTRODUCTION
1.0. Introduction
This chapter discusses and presents an introduction to the study which includes
background of the study, statement of the problem, the basic research questions and
intended objectives, significance of the study, scope of the study, delimitations of the
study, operational definition of terms and organization of the study.
1.1. Background of the Study
Banks are financial institution, which can be private share company or government
owned working with values and ethical practices to bring higher customer satisfaction
(Cohn, A. & Maréchal, 2014)). Banking deliver products, services, and other financial
instruments as it enables economic activity across market and helpscreate wealth across
society.
Bank are expected to execute their functions in a way that it increases confidence and
stability. Banks bring borrowers and lenders together(Asikhia, 2016). The banks are
primarily funded by depositors and their prime responsibility is to ensure to maintain the
trust placed by the deposit or sand to minimize every possible risk in their investment.
Banks must act in a way to promote public trust, confidence and a good reputation by
infusing values such as integrity, trust, responsibilities, accountability, respect and
fairness in all its dealings.
Banking Ethics is all about loyalty and honesty to all stakeholders and accepting
responsibility for decisions. High ethical standards are expected to guide operations in the
banking industry. Even though sufficient legislation has been laid down to regulate
banking operations, but it’s not enough alone to ensure discipline in the industry. As it is
said that Ethics begins where legislation ends. Banks should strive to be ethical in their
operations as unethical banking activities results in social and economic loss and create
unnecessary friction in the economy. When Banks fail to meet the ethical standards, the
interest of all parties is put at stake. The mission of ethics is to minimize the abuse of
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power of decision making and reduce negative impacts on the economy as a whole
(Belas, 2013).
Therefore, this study was undertaken to assess the work ethics of Awash Bank,
specifically to, explore the ethical practice of Awash Bank employees in selected
branches, to assess awareness and implementation of Awash Bank code of conduct and to
assess alignment of Awash Bank code of conduct with current life of employees in Addis
Ababa North Region of the bank for thesis study to fulfill the partial requirements of
Masters of Business Administration (MBA) degree.
1.2. Background of the Organization
Banks in Ethiopia are more regulated than any other businesses to play their role as
financial intermediaries in order to mobilize funds from the surplus spending areas at a
cost for lending funds to the deficit spending areas at a price and provide an efficient
payment mechanism in the economy.
“Banking business is fundamentally based on trust where depositors entrust their funds to
banks for safety and investment”. Consequently, the business must be done in a
transparent and ethical manner in which governed National Bank of Ethiopia by
formulating strict rules and regulations for all financial institutions in the country but,
regulations and penalties alone are not sufficient to ensure discipline in the business
showing the necessity of high ethical standards that guide operations in the banking
industry.
Awash Bank is the first private bank in Ethiopia operating since, 1995 which is expected
to have well organized Ethical procedure used to build fair work practices, right
decisions, and doing what is morally right. Subsequently, Ethics and ethical issues now a
days become a burning topic in banking industry, I initiated to assess workplace ethics of
Awash bank which is the determinant factors to build trust between the bank and their
customers, (Awash bank 2022).
As per Awash bank report (2022), the bank had 13 regional offices throughout the
country in which the head quarter and 4 regional offices found in Addis Ababa. Awash
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bank creates for a total of 19,386 employment opportunities in these regional offices as
employee and managerial position.
1.3. Statement of the Problem
In determining the performance of banking business, work ethics is assumed to play a

significant role through serving as guidelines for both individuals and organizations.
Unfortunately, these rules of conduct that guides employees in the performance of their
professional duties to the organization and public at large specify duties that practitioners
of professional bodies owe to themselves and to the general public in practicing their
professions (Ayozie, 2013).But the problem is that banking business is becoming more
complex and the difference between what is legitimate and illegitimate becomes more
blurred, which indicate ethical and professional values are still not formally entrenched
and many banks are associated with accepting bribes in return for loans, lending to
influential parties and cheating customers.
Fetinuic (2014) found that the problems of abusive behavior of banks were mostly
attributable to the principles of self-interest, unethical corporate administration of top
banks, and faulty consumer rights legislation in the banking sector.
Many studies have confirmed that values and ethical practices in banks lead to higher
customer satisfaction (Chowdhury, 2011; Mzoughi et al., 2011, Jasevičienė, 2012;
Rendtorff & Mattson, 2012; Belás, 2013). And Ethical issues and ethical practices in
banks have been a topic of interest in many of studies (Paulet, 2011; Jasevičienė, 2012;
Mathenge, 2013; Dorasamy et al., 2014; Fetinuic, 2014). All these studies have
highlighted the importance of ethical practices on increasing customer loyalty,
profitability and productivity.
The National Bank of Ethiopia (NBE) develop and sent a guideline on good governance
and ethical issues to all Banks in view of the fact that there is growing concern with
unethical practices in the banking industry of the country. Such un-ethical conducts can
be manifested by violating laws of the Bank and breaking of workplace ethics especially
in areas of lending, foreign currency allotment, human resource(HR) activities, logistics
and purchase related issues, abuses, fraudulent dealings, mismanagement, poor
3
employee performance, poor customer services, etc. This violation of laws and ethical
standards may in turn lead to loss of “public confidence, loss of business, loss of job and
liquidation of the Banks”, NBE,)
Awash Bank has tried to include some ethical principles in its HR Policy and
Procedure Manual (PPM), together with the labor union of the Bank, it has also adopted
'Code of Ethics'. But practically these documents are distributed once and referred only at
the time of employee punishment.
Even though studies indicate the importance of ethical practice for the bank and the NBE
develop different directives and regulation to guide banking industry, in real practice the
misconduct and manipulation of account are becoming common practice of Banking
industry and workplace ethics are a dynamic set of values that vary with people and their
definition of a workplace in which for some, it is a physical office they go to every day,
while others, their home office. Hence, the aim of this study was to assess how
employees of awash bank had been conducted their behavior in action and try to assess
the work life balance of them.
Therefore, these the aforementioned issues initiate the researcher to know how ethical
codes are treated by Awash bank and bring up with a result that was contributes to fill the
gap of ambiguity of how the bank execute workplace ethics issue. The study were
specifically, explore the ethical practice of Awash bank employees in selected branches,
assess awareness and implementation of Awash bank code of conduct and assess
alignment of Awash Bank code of conduct with current life of employees.
1.4. Research Questions
Based on the above stated problems, the researcher identified the following research
questions; Based on the specific objectives mentiond above, the following research
questions would be answered. These are:
 What are ethical practices of employees in Awash Bank’s?
 Are Awash Bank employees aware of the code of conduct and its implementation?
 Does Awash Bank code of conduct align with the current life style of employees?
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1.5. Objective of the Study
1.5.1. General Objectives of the Study
The general objective of this study were to assess the Workplace Ethics of Awash Bank.
in Addis Ababa North Region, selected branches.
1.5.2. Specific Objectives of the Study
The study were had the following specific objectives;
To identify the ethical practice of Awash Bank employees in selected branches

To explore awareness and implementation of Awash Bank code of conduct
To assess alignment of Awash Bank code of conduct with current life of
employees.
1.6. Significance of the Study
The output of this research might have contribution for different organs such as policy
makers, planners, the local community, and other researcher in the area. It would help the
community, the bank sector and officers, governments, NGOs, CBOs, and other
responsible organs to be aware of the about the asessessment of the existing workplace
ethics practices, investigateing risk factors for workplace ethics in and identification of
challenges that faced on workplace ethics in Awash Bank in the study area would be
addressed..
 It would provide essential information to the bank sectors and policy makers about
the current situation of the Assessment of workplace ethics in the Awash bank of
Ethiopia.
 The study would have importance in motivating other researchers to conduct
further research on this issue so that they can take as a reference and adds to the
existing body of literature for the assessment of workplace ethics in Awash Bank.
5
1.7. Limitation of the Study
At the time of conducting the research, the researcher has faced face limitations. The
major limitations were time and budget constraints. In addition to the above challenges,
lack of williingness or interest from participants to fill the questionnaire and return it at
the right time would also be another constraint or limitation. However, the researcher has
followed effective mechanisms to solve those constraints. The researcher has used the
available time efficiently to solve the problem of time constraint to accomplish the study.
Above all, the researcher gave brief orientation about the purpose of the questionnaire
before distributing the questionnaire to the participants. Additionally, the researcher also
explained to them as the information obtained from the respondents wouldbe kept
confidential and approached them with good discipline and sense of humor.
1.8. Scope of the Study
Conceptually, the study was mainly focusing on assessing Workplace ethics of awash
bank specifically, exploring the ethical practice, awareness and implementation and
alignment of code of conduct with current life of employees.
Geographically, the study was limited in Awash Bank Addis Ababa North region
selected branches. It was more appropriate to include all branches in the study however;
it was be unmanageable to the researcher in terms of finance, effort and time, indicating
2022/23 FY period execution assessment of Work ethics in Awash Bank.
1.9. Operational Definition of Terms
Work Ethics: Work ethic is a set of values based on hard work and diligence and it is
also a belief in the moral benefit of work and its ability to enhance character.
Code of conduct: is a formal declaration or ethical guide for the way in which people in
an institution must act and make decisions.
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1.10. Organization of the Study
The study was be organized in to five chapters. The first chapter was be the introduction
part which incorporates background of the study, statement of the problem, research
objective, research question, scope and limitations of the study. The second chapter was
be discussed the theoretical and empirical review of literature and the third chapter
present the research methodology. In the fourth chapter it was present data and discussion
followed by the fifth chapter which deals with conclusion and recommendation of the
study. As well as the appendixes was include the interview questionnaire and the
extended reference.
CHAPTER TWO
2. REVIEW OF RELATED LITERATURE
2.0. Introduction
This chapter critically review literatures on workplace ethics and examine the works of
various authors on the subject of ethics and its impact on employee performance, with the
intention of applying the knowledge gained to Awash Bank. The chapter was discuss the
concept of ethics, importance of ethics, code of ethics, ethics training and awareness,
ethics program and corporate ethics as vital concepts in the ethics debate for ethical
behavior by managers and organizations in an attempt to provide an ethical organization
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2.1. Theoretical Literature Review
2.1.1. The Bank
According to Mala M. and Vasanthi G. (2016), the bank is a financial institution which
deals with debits and credits. It lends, accepts and deposits money, builds the gap
between the lenders and the borrowers. Banks are not only dealing with money but are
also producers of money.
History of Banking in Ethiopia
According to Mesele Shiferaw (2019), conducted to review banking history ibn Ethiopia
states that the first bank established in 1905 in Ethiopia was the Bank of Abyssinia. It
was owned and managed by the British-owned National Bank of Egypt. Three other
banks were established in the next ten years. In 1931, the Bank of Abyssinia was replaced
by the Bank of Ethiopia which was wholly owned by the government and members of the
Ethiopian aristocracy, becoming the first 100% African-owned bank on the continent. It
operated for only a few years, being closed after the Italian invasion. During the Italian
occupation, several Italian banks opened branches in Ethiopia.After the end of the
Italian Occupation in 1942, the State Bank of Ethiopia was established. It became
operational in 1943. Two decades later, in 1963, a new banking law split the functions of
the State Bank of Ethiopia into central and commercial banking as the National Bank of
Ethiopia and the Commercial Bank of Ethiopia respectively. Both were government
owned. The 1963 banking law allowed for other commercial banks to operate. This
included foreign banks provided they were 51% owned by Ethiopians. The biggest of
these was the Addis Ababa Bank. It was 40% owned by Grind lays Bank (British owned)
and had 26 branches by 1975. There were also two foreign commercial banks: The Banco
di Roma and the Banco di Napoli, which had eight branches and one branch respectively
in 1975.In addition to the commercial banks, the government established two
development banks, both of which were 100% state owned. The Agricultural and
Industrial Development Bank (AIDB) was set up in 1970, taking over two earlier
development banks: the Development Bank of Ethiopia and the Ethiopian Investment
Corporation which had been established in 1963 as the Investment Bank of Ethiopia.
8
AIDB was 100% government owned, and provided short, medium and long term loans to
the agricultural and industrial sectors. The Housing and Savings Bank was created in
1975 out of a merger betweentwo earlier housing finance institutions created in 1962 and
1965, one of them with agrant from the United States government.
2.1.2. Ethics
Ethics is the integrity measure, which evaluates the values, norms and rules that
constitute the base for individual and social relationships, from a moral
perspective. Kumar, (2007) explained that “Ethics is concerned with the code of
values and principles that enables a person to choose between right and wrong, and
therefore, select from alternative courses of action”. The Webster Dictionary, (1913)
defines ethics as “The science of human duty; the body of rules of duty drawn from
this science; a particular system of principles and rules concerning duty, whether
true or false; rules of practice in respect to a single class of human actions; as political or
social ethics; medical ethics”.
Erondu et al (2004) hold that the study of ethics focuses on issues of practical
decision making, including the nature of ultimate value, and standards by which a human
action can be judged right or wrong, good or bad. Jelena (2007) posited that the
subject of business ethics (collective or business /ethics) is the effect of the social nature
of morality and the feedback effect of business morality on the business environment.
Business ethics helps us to identify benefits and problems associated with ethical
issues within the firm and business ethics is important as it gives us a new light into
present and traditional view of ethics (Crane and Matten, 2007).
Bowie, (2001) attests to the necessity of ethics in business communities and practices.
For them, business ethics is about how the nature of business is understood as a
morally compelling domain of human activity. Given that business activities (e.g.
banking) play major roles in any society, people within a society expect that
organizations and firms (businesses) was accept their roles as “citizens” and that these
businesses was behave as good citizens, i.e. They was behave ethically. The author
9
emphasizes this when he says, “if business ethics is a fad, it is a fad that has lasted for
over thirty years and one that continues to have resilience”.
A) IndividualEmployee Ethics
According to Justin Kuepper, (2013) Ethics are the moral principles that drive an
individual’s behavior. People have personal ethics in many areas of their lives, such
as ethics for family relationships or romantic relationships. Workplace ethics are, by
definition, the moral principles that guide a person's actions in the workplace. An
individual’s personal workplace ethics depend on his role in the company, the industry
and the company's relationship with the “outside world,” which includes consumers,
vendors and industry regulators.
Ethical frameworks are important to understand individual perceptions of justice and the
individual’s reactions to an organization’s actions. These authors argue there is a positive
relationship between ethics and behavioral outcome. Although it is difficult to determine
how ethics and outcomes are correlated, it is evident that ethics does influence the way
people act under certain circumstances. The notion of applying ethics within an
organization is seen as developing rules and making evident that some decisions are right
and others are wrong. Other scholars suggest that not relating ethics to outcomes
undermines individual’s taking responsibility for his/her behavior which is vital in
deciding what is right and wrong. Developing the concept that doing right from wrong is
dependent upon one’s ethics is critical in the assuring success for an organization, Ferri
(2013).
B) Organizational Ethics
According to Buckley et al., 2001, Organizational ethics comprises principles of

right and wrong which govern employees’ behavior. These principles are essential to the
successful management of counterproductive and unethical behaviors in the workplace.
Organizational ethics is furthermore focused on shared value systems that guide,
channel, shape, and direct employees’ behavior in a productive direction (Buckley
et al., 2001).
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Organizational ethics are deeply concerned with both the moral values and the moral
actions of employees. Moral values are the basic ideals that are considered desirable or
worthwhile for human interaction, while moral actions are the overt expressions and
applications of these underlying values. Organizational ethics are called into question
when the moral values or the accompanying moral actions of organizational decision
making conflicts with the commonly accepted standards of society (Jones, 2007). These
entities therefore serve as channeling or shaping mechanisms which encourage
appropriate decisions and behavior at work.
C) Business Ethics
According to Ahmed (2003), business ethics is a form of applied ethics that examines
rules and principles within a commercial context; the various moral or ethical problems
that can arise in a business setting; and any special duties or obligations that apply to
persons who are engaged in commerce.
Business ethics is a form of applied ethics or professional ethics that examines

ethical principles and moral or ethical problems that arise in a business environment. It
applies to all aspects of business conduct and is relevant to the conduct of
individuals and entire organizations. Business ethics are principles prescribing a
code of behavior that explains what is good and right and what is bad and wrong.
Business ethics provide standards for conduct and decision making of employees and
managers.
D) Profession and Professional Ethics
According to Ali (2005), professional ethics are the moral standards, principles
andregulations that guide the course of professional behavior. Professional ethics are
both individual and institutional in nature and it can be learned during the course of study
of the profession. Professional ethics also rely upon one’s own personal sense of moral
behavior and judgment. It goes on to state that a professional strives to exceed the level
11
of excellence required by law or commercial interests. Business professionalism isn’t
just about making money and impressing people. It also involves fundamental values of
integrity, commitment and respect for oneself and the wider community. Idolohor (2010)
points out that professional ethics are the moral standards, principles, and regulations that
guide the course of professional behavior. Professional ethics are both individual and
institutional in nature. Professional ethics can be learnt during the course of study of the
profession. Professional ethics also rely upon one’s personal moral behavior and
judgment
E) Workplace Ethics
According to Heather Hunt (2012), workplace ethics are “standards of acceptable

behavior on the job.” Ethics are “a set of rules by which to judge decisions and
conduct in the workplace.” Ethical conduct on the job requires “knowing what is right
and wrong according to the established standards and consistently doing what the
organization’s ethics policy requires. Workplace ethics involves making honest and
upstanding choices. Doing what is ethically right is often confused with what is
easiest, quickest, or cheapest. Ethics involve employees at all level of the organization.
A firm that understands and is guided by ethical conduct on the job provides everyone in
the organization with the same “moral compass” to follow in times of uncertainty, crisis,
and competition.
According to Blum (1988), Workplace ethics are moral values for proper conduct at
work. They are norms of work culture and morals of people at work. However, the
implications of workplace ethics have altered scopes by leadership styles, gender
stereotypes, moral intensities, and moral characters of people at workplace
(Heilman, 2012). Therefore, organizations would appeal uniformity in ethical
behavior of employees to sustain the ethical work culture (Ergas, 2017).
In context to the workplace, ethics and behavior can assist a company into which
direction it needs to go and can also make any workplace profitable. Certain guidelines
and norms are set up by the management which the employee needs to adhere to maintain
a goodquality of decorum in the organization. The ethical workplace culture is the one
who gives fair andequity in compensation, build honesty and loyalty among customers as
12
well as employees, employee rights, promotes tolerance and build morale as it ultimately
leads to trusting ofemployees to their managers and seeing the company’s values belongs
to their own, (Ergas, 2017).
Application of Ethics to Banks’ staff
Companies do have ethical responsibility, but it is not protected by limited liability

from the consequences of their actions. A company's record and the perception of
its ethics affect its reputation and ensure long-term success or failure.” Further, he
concluded that as we face increasingly complex and conflicting issues, our commitment
to ethical behavior would be tested."The fact that Banks, as organizations which fulfill
investment and saving functions by playing an integrating and intermediary role between
the fund-supplying and fund-demanding parties of the society, have also adopted
profitability and productivity principles, obliges them to stick to ethical principles during
their operations in both professional and corporate domains. If we want to realize our
general objectives of growing our banking system, raising the banks’ service
quality, using the resources most appropriately, and preventing unfair competition
between banks; we have to formulate and regulate the relations of the banks with
each other and with other organizations as well as their relations with their customers,
shareholders and employees in line with ethical principles". (The Banks Association of
Turkey, 2010)
“The image and reputation of a Bank as well as people’s confidence in the bank depend
heavily on the behavior of its employees, their ability to interact with and show
attention to their coworkers and clients.” The Human Resources Policy of Awash Bank
(2022) contains many tips and requirements for the staff. An employee must seek the
right decision both for the client and the bank, and try not to make irresponsible promises
that may not be fulfilled. “Interaction while maintaining eye-contact with the person you
are talking to is a very important principle of social behavior.”
"Probably the most important thing that is missing in interaction is the ability to
listen, defer challenging another person’s opinion, try finding positive aspects, look for a
compromise, see and appraise both what is good and bad. One way to develop
communication skills is to attend special training courses at banks.
13
The exterior image of the employee – the way they are dressed, how tidy their workplace
is – is very important. The management of the banks that hold licenses issued by the
Bank of Lithuania and a foreign bank branch have been surveyed anonymously, without
disclosing the names of the banks in this paper, about their priorities for the existing
employees and new staff members to be recruited. They were asked to rank (on a 100-
point scale) the following qualities of employees pertaining to ethics: professionalism
and competences; honesty and thoroughness; transparency and accuracy while
maintaining bank secrecy; possession of views and criticism; ability to
communicate, conflict avoidance; fairness very much similar" ( Filomena Jasevičienė,
2012).
“What does Code of Ethics mean to Bank of America? It means that individually we each
uphold a commitment to our company’s Core Values as guides for our daily conduct; and
as a team we act with a shared ethical responsibility to always do the right thing.” (Ric
Struthers, President, Global Card Services, 2014).
What Awash Documents say about Ethics?
In its corporate mission statement, the Bank signifies its intent of “providing
efficient and customer focused domestics and international banking services”. In the core
values of the Bank and statements included in the Human Resource Manual as a ‘code of
ethics’, some important element of ethics like confidentiality, honesty, reliability,
password related issues etc are mentioned with corresponding penalties for failure to
obey them. Issues like prudent lending, fair allocation of foreign currency to customers,
the consequence of involving in activities like taking bribes, exaggerating value of
building on engineering estimation for personal gain purpose are all strictly prohibited
and are documented in the form of Policy and Procedure Manual to be used bythe
corresponding work units of the Bank.
2.2. Empirical Literature Review
Harris and Spence (2002) examined the ethics of business to-business electronic
commerce in the banking sector. The key areas identified were trust and transparency of
business to-business transactions, freedom of choice, and limits to accountability with
14
regard to the facilitation of deceit. Yidawi (2005) examined a number of problems and
ethical issues in the banking sector in Nigeria and found that the major issues were lack
of qualified skilled bankers, breaking of Central Bank of Nigeria (CBN) and Nigeria
Deposit Insurance Corporation (NDIC) guidelines, lack of proper ethics training, frauds,
and other malpractices. Goyal and Joshi (2011) focused on historical background, past
performances and development, and social and ethical issues relating to the Indian
banking industry to highlight issues such as social banking, green banking, ethical
banking, rural banking, global banking, and agro-banking. These issues were found to be
helpful in achieving sustainable development of finance and banking. It was suggested
that banks could portray themselves as a socially and ethically oriented institute by
disbursing loans to projects with a concern forthe environment.
Senthikumar et al. (2011) observed that the quality and ethical values of banks has been
dazed because of the growing pressure of competition, as well as meeting the high
expectations and demands of the customers. The presence of a large number of banks and
their branches all over the country, revolution of e-banking, availability of multiple
products and services, and an increase in the number of bank customers has resulted in
complexities in banking operations. Fetinuic (2014) found that the problems of abusive
behavior of banks were mostly attributable to the principles of self-interest, unethical
corporate administration of top banks, and faulty consumer rights legislation in the
banking sector. It was found in the research that the issue of money laundering was
prevalent globally, bringing severe damage to the health of the banking industry, their
image, and experience, hazarding serious sanctions from the control bodies.
The study revealed that satisfaction had an effect on customer trust, which in turn
influenced their loyalty and commitment. Kour and Khurana (2017) identified five main
factors to study ethical practices in banks. The five factors identified were bank code,
ethical lending, ethical orientation, professional banking, and ethical banking.
Adams (2012) highlighted the failure of bank functioning in upholding the codes of
ethics and professionalism and had resulted in disrespect of the codes of corporate
governance, irresponsible diverse insider abuses by both board members and staff of
banks and ignorance of the banks of the directives of the regulators. The author further
15
observed that systemic bank failures, and institutional and industry disorders and
collapses had been the consequences of the ethical anomalies. The study recommended
that the government, regulators, and the banking professionals, together, could provide a
solution through necessary actions.
The literature on Bank’s work ethics is dotted across countriesand found that their
practice is differed. Several research results have established that morality (in the case of
customers) may be more in public banks than in private sector banks (Icke et al., 2011).
Further, it has been observed that managers of private banks place extreme pressure on
the executives, which results in an incorrect approach to clients (Belás, 2012)
Many studies have confirmed that values and ethical practices in banks lead to higher
customer satisfaction (Chowdhury, 2011; Mzoughi et al., 2011, Jasevičienė, 2012;
Rendtorff & Mattson, 2012; Belás, 2013).
Ethical issues and ethical practices in banks have been a topic of interest in many of the
above discussed studies (Paulet, 2011; Jasevičienė, 2012; Mathenge, 2013; Dorasamy et
al., 2014; Fetinuic, 2014). All these studies have highlighted the importance of ethical
practices on increasing customer loyalty, profitability and productivity.
Hence, from the literatureof bank work ethics can explained to obtain outputs on
Workplace ethics of bank indicates facts are not consistently distributed across countries.
It is also evident that researches on Ethiopia private bank is lagging behind. Due to this
fact, the researcher is motivated to undertake this study to contribute evidence for
Workplace ethics practice in Awash Bank and the Ethiopia’s private banks in general.
16
CHAPTER THREE
3. RESEARCH METHODOLOGY
3.0 Introduction
These chapters set out the detail methodology which was be apply in the study. Research
methodology should be thought of as encompassing the entire process of conducting
research that is planning and conducting research study, drawing conclusion and
disseminating findings (Kothari, (2004). In line with this view under this section the
researcher was address research design, research approach, sampling technique, source of
data, types and methods data collection, plan of data analysis, measurements of variables,
validity and reliability of instruments and ethical considerations
3.1. Description of the Study Area
This study was conducted in Addis Ababa, the capital of Ethiopia. It is a unique city in
East Africa. The city is located almost in the center of the nation in the foothills of Mount
Entoto about 2,500 m (8,200 ft) above sea level. Addis Ababa, also spelled Addis Ababa,
capital and largest city of Ethiopia. It is located on a well-watered plateau surrounded by
hills and mountains, in the geographic center of the country. Addis Ababa is the
educational and administrative center of Ethiopia. According to Awash bank head office,
Awash Bank is the first private bank in Ethiopia established on February, 1995 and now
operated in more than 800 branches classified under 13 regional offices and create more
than 20,000 job opportunity throughout the country. There are 17,557 employees and
1,829 managerial position (ABHO, 2023)
3.2 Research Approach
The study was used both qualitative and quantitative research approach. The quantitative
research approach makes use of statistics and numbers which are mostly presented in
figures. Quantitative research involves large samples and planned questionnaire that is then
numerically and statistically analysed (Areeba et al., 2016). The quantitative data enables
the researcher to analyse objectively by using descriptive and inferential statistics.
17
3.3 Research Design
This study was applied descriptive research design. Descriptive research studies are those
studies which are concerned with describing the characteristics of a particular individual,
or of a group (Kothari, 1990). This is so because the method sets out to describe the
insight and practice of Awash Bank Work place ethics. The study used a descriptive
research design in order to assess Awash Bank Work place ethics.As well as the study
were employed both quantitative and qualitative approaches with means mixed research
method which aimed to complement one another and gather reliable information to draw
representative outcome and conclusion.
3.4 Population, Sample Size and Sampling Technique
3.4.1. Target Population
The total Target population of this study wasEmployees of Awash Bank found in North
Addis Ababa Region. According to Awash Bank Head office report there are 1,933 non-
managerial and 132 Managerial Employees, all these Employees were considered as
target population for this study. (Awash Bank Head office report, 2023).
3.4.2. Sampling Size & Sampling Technique

3.4.2.1 Sampling procedure
In order to achieve the study objectives, the researcher was used stratified sampling
technique adopted to find the correct representation of managerial position and non-
managerial employees from each selected branches because the researcher were collect
information from different Bank staffs; each selected branches staff formed strata that
were homogenous compared to whole population. Using proportional allocation, the
sample size for each selected branches were determined in proportion to the target
population. After stratified sampling done, simple random sampling technique used in
selection of the required employees in each selected branches staff according to the
sample size determined.
18
3.4.2.2 Sample Size
Kothari, C. R. (2004) pointed out that sample design is a definite plan for obtaining a
sample from a given population. Because of limited time and resources, the researcher
was not be able to study the whole population;
Awash Bank North Addis Ababa regional office was selected purposivelydue to its
proximity to the researcher tocollect data from the district human resource management
department and to save time to collect data from the respondents, then after two sages
sampling technique wereemployed. At the first stage branches were selected purposely
which are nearer to the researcher and convenient for collecting dataand then after
employees of the bank were selected as a respondent for the study. The Bank
management bodies (Who have a position for each function) and employees were treated
differently since the researcher believes that there is difference in terms of knowledge
about Workplace practice of the Bank. The sample size was determined using the formula
proposed by Yamane Taro in 1967 as follows:
N
n= 2
(1+ N e )
Where, N = number of total population

n = required sample size; e = margin of error 10%
2,065
n= 2
(1+2,065∗(0.1 ))
n=96
To get sample proportion the researcher was used the following formula:
Nh
nh= ∗n
N
Where; nh is the sample size for stratum h Nh the population size for stratum h N is the
total population size
132
nh= ∗96 , Managerial sample = 6 and Employee sample was be =90
2,065
19
3.5. Data Sources
The study was employed both primary and secondary data sources in order to obtain
more reliable data. Both primary and secondary data was be employed for the reason that
they was increase the depth and breadth of the data.
Primary data was collected with questionnaires from sampled respondents of the
Population and Interview results.
The secondary data was collected from different published and unpublished materials
like report and manuals of the Bank, magazines, websites, research findings, policy
documents and other relevant materials.
3.6. Data Collection Techniques and Instrument
Two types of instruments were used in the process of gathering necessary data for the
study. These was be
Questionnaire: questionnaire was constructed in terms of closed and open ended items,
in order to collect the required data from all respondents of the Sample Employees and
Manager of the Bank. The questionnaire has been made relevant through checking the
reliability and validity of the items and was be Prepare in English. Besides, to make the
study reliable and dependable interview was designed and administered by the researcher
to gather qualitative data from purposeful selected experts and managers.
Document Review: Document Review was held to verify existing work ethics of Awash
Bank to gather deep information.
Interview: for those 6 managerial position strata respondents were conducted additional
interview in order to triangulate the results with the questionnaire and documentary
review results of the study.
3.7. Methods of Data Analysis
The data collected from primary and secondary data sources for the study from North
Addis Ababa regional office of Awash Bank randomly selected branches, were analyzed
20
in descriptive statistics after the collections of quantitative and qualitative data from
primary and secondary sources with the help of SPSS 23 version, which is commonly
applied in social science.
Since the study was to assess the Work Ethics of Awash Bank (the North Addis Ababa
Regional office) Specifically, to explore the ethical practice of Awash Bank employees in
selected branches, to assess awareness and implementation of Awash Bank code of
conduct and to assess alignment of Awash Bank code of conduct with current life of
employees the study it employed different appropriate descriptive statistics as a
categorical and continuous variable.
Descriptive statistical Analysis such as mean, standard deviation, frequency and

percentage was be calculated to analyze the sample respondents’ response and their
socio-economic biographical data through appropriate statistical tools.
One sample t-testand Chi-square test was be used to test the workplace ethics of
Awash Bank and make appropriate decision based upon the results of the study.
3.8. Reliability of the Instruments
The reliability refers to a measurement that supplies consistent results with equal values
(Blumberg et al., 2005). It measures consistency, precision, repeatability, and
trustworthiness of a research (Chakrabartty, 2013). It indicates the extent to which it is
without bias (error free), and hence insures consistent measurement cross time and across
the various items in the instruments (the observed scores).After designing the
questionnaire, reliability analysis was be to ensure the measurements are accurate. In
order to check the reliability pilot test was be done on a small group of respondents to
make sure that the questions/items in the questionnaire are accurately measuring what
they are intend to measure. Most of the feedbacks directed to the comprehensibility of
items; therefore, researcher modified and inserted some of the items to improve their
clarities. Pilot test minimizes the mistakes make in the questionnaire as well as the
difficulties before making progress to distribute it out to the 95 targeted respondents.
Reliability of the questionnaire was tested as well using reliability test by cronbachs
alpha with the help of Statistical Analysis software (SPSS) software.
21
3.9. Validity of Instruments
Validity is the accuracy and meaningfulness of inferences which was based on research
results (Mugenda 1999). It is considered to be the degree to which results obtained from
analysis of the data actually represent the phenomena under study. it is also the degree to
which a test measures what it purports to measure. To improve the instrument validity of
the objective of the problem, the researcher was give the draft questionnaire to the
advisor and senior colleagues in the field to evaluate appropriateness of the items and to
ensure that all the questions asked in the questionnaire fully exhaust all that are implied
by the research questions, objectives. In addition, feedback from the pilot survey is
another way of checking the appropriateness of the question.
The main advantage of validity is to deals with the adoption of the findings to the areas
covering the same domains and characteristics. The items that was inadequate or
ambiguous in eliciting the relevant information may be identified and modified in order
to improve the quality and hence validity was be exit.
3.10. Ethical Consideration

To make the research process professional the investigator of this study tried to be
ethical. To this end the researcher clearly inform the respondents about the purpose of the
study that it is purely academic and introduce the purpose in the first part of the
questionnaire. The researcher also was not personalize any of the response from the
respondents during data presentation, analysis and interpretation. Furthermore, all
reference materials used for this research was be duly acknowledged. Moreover, the
researcher tried to collect data and information that was directly used for the study to
answer the research questions, no more, no less.
22
CHAPTER FOUR
4. RESULTS AND DISCUSSION
This chapter presented and discussed results of the study which were concerned with the
descriptive statistical analysis and discussion had been made with other researchers’
finding. Before that reliability and normality test were computed in order to
determine the internal consistency.
The response rate of a study helps to determine the statistical power of a test. A higher
response rate increases the test statistic close to the population parameters. This in return
increases the accuracy of the test and subsequent inferences arising from the test. In this
research, out of 90 questionnaires administered to the respondents a total of 87
questionnaires were properly filled and returned. This represent 96.7% response rate
which was adequate to make conclusions for the study. According to Mugenda and
Mugenda (1999) a response rate of 70% and above is rated very good. Based on this
assertion a response rate of 96.7% is therefore, very good.
The instrument reliability test results of the variable used in this study were also above
the cut-off point of Cronbach’s alpha as presented on the following table.
Table 4. 1: Instrument reliability test results of the study
Items Cronbach’s alpha No of Items

Ethical Practice 0.921 16
Implementation of Code of Conduct 0.872 6
Alignment with Employees life –style 0.807 5
Source:Source: Survey data result (2023)
As it was indicated in the above table of the Cronbach’s alpha coefficient result
for the instrument used was above the cut-off point which was 0.7 (70%).
23
4.1. Descriptive Statistical Analysis of Demographic Variables
This section contains analysis of information on respondent‘s demographic variables such

as gender, age, education level, years of experience and current position of respondents’
were presented.
Table 4. 2: Descriptive Statistical Analysis of Categorical Demographic Variables
Variables Total Respondent (n= 87) Frequency Percent (%)

Female 42 48.3
Gender of respondents
Male 45 51.7
Marital Status Married 67 77.0
Otherwise 20 23.0
Below BA Degree 6 6.9
Education Level Bachelor's Degree 16 18.4
Master's Degree 65 74.7
Less than 1 Year 16 18.4
Work Experience 1-5 Years 33 37.9
5-10 Years 28 32.2
Above 10 Years 10 11.5
Current Position Managerial 6 6.9
Non-Managerial 81 93.1
Source:Survey data result (2023)
As it was seen from the above table total of 87 sample Awash Bank North Addis Ababa
regional office employees were surveyed for this study as a respondent. The demographic
characteristics of the total of 87 respondents were described as follows;
Gender: Out of the total respondents, 48.3% (42) and 51.7% (45) were female and male
employees, respectively which indicated that majority (51.7%) of the respondents were
male as compared with female respondents which could show an indicator of male
respondents were higher.
24
Marital status. Among respondents, the respondents 77% (67) were married, while 20
(23%) of the respondents were Otherwise which mean either Never married, divorced or
other else.
Educational background: 74.1% (65) of the respondents were second-degree holders,

18.4% (16) were first-degree holders, and the remaining 6.9% (6)employees werebelow
BA degree holders, that shown the majority of the respondents were second-degree
holder where most of Awash Bank employees well educated and could contribute for the
success of the bank.
Work Experience:Out of the total respondents, 37.9% (33) had 1-5 Years of experience,
32.2% (28) had 5-10 years of work experience 18.4% (16) had less than 1one year Work
experience and the remaining 11.5% (10)employees had above 10 years of work
experience, that shown the majority of the respondents were had 15 years of Work
experiencein which most of Awash Bank North Addis Ababa regional office employees
had banking experience.
Table 4. 3: Descriptive Statistics of Continuous Biographical Variables
Variable Total Respondent (n= 87) Mean S. deviation

Age of Respondents 31.05 4.625
As observed from the above table, the average age of respondents who participated in the
questionnaire was 31.05 years with the standard deviation of 4.63, consequently which
implied that the existence of average age founded in Awash Bank North Addis Ababa
regional office were young and adults who are productive parts of the population.
4.2. Descriptive Statistical Analysis of Specific Objective Variables
This section contains descriptive statistical results of specific Objective variables used for
this study in the case of Awash Bank North Addis Ababa regional office, which were
discussed below;
25
4.2.1. Ethical Practice of Awash Bank Employees
The first specific objectives of this thesis was to identify the ethical practice of Awash
Bank North Addis Ababa regional office in selected branches were described using
aspects of the Individual employee ethical practice, Organizational ethical practice and
Management ethical practice that used to assess the ethical practice of Awash Bank in the
case of North Addis Ababa regional office in selected branches.
In this thesis, the assessment of ethical Practice in work place for Awash Bank
Employees at North Addis Ababa regional office in selected branches was measured by
3dimensions, as presented in the following tables:
Table 4. 4: Individual Employee Ethical practice Dimension in workplace (%)
Agreement Level
Strongl
S.NO
Statement Strongly Agree Level

Disagree Neutral y Agree
Disagree (A) (A+B)
(B)
Individual Employee Ethical practice in workplace
Placing Customer’s
1 interest before your own
17.24 22.99 24.14 22.99 12.64 35.63
interest
Utilization of bank asset
2 13.79 18.39 21.84 28.74 17.24 45.98
for designated purpose
Getting late & leaving
3 early is normal practice
8.05 17.24 24.14 27.59 22.99 50.57
in Awash Bank
Using internet for non-
work related matters is
4
normal practice in
26.44 31.03 22.99 14.94 4.60 19.54
Awash Bank
Misuse of positions is
5 normal practice in
25.29 33.33 16.09 17.24 8.05 25.29
Awash Bank
IndividualEthics (Average)
18.16 24.60 21.84 22.30 13.10 35.40
Source: Survey data result (2023)
26
As shown from the above table on average, the level of individual employees ethical
practice in work place for Awash Bank Employees at North Addis Ababa regional office
in selected branches was scored (35.4%), indicating the bank’s individual employees
ethical practices in for Awash Bank Employees at North Addis Ababa regional office in
selected branches was at medium level since, the respondents disagreement level on the
attributed used scored was above half percent with all attributes of individual employees
ethical practice. However, the level of agreement with “Getting late & leaving early is
normal practice in Awash Bank” scored above the average (50.6%) as shown from the
above table.
Table 4. 5: Organizational ethical practice Dimension in workplace (%)

Agreement Level
Strongly Strongly
S.NO
Statement Neutra Agree Level

Disagre Disagree Agree
l (A) (A+B)
e (B)
Organizational ethical practice
Awash Manager
1 demonstrate high ethical
18.39 26.44 28.74 18.39 8.05 26.44
standards
Awash management and
employees shared
2
common understanding
17.24 22.99 24.14 21.84 13.79 35.63
about ethics
Management of Awash
provides ethics related
3 advice, guidance and
incentives to encourage
26.44 31.03 22.99 14.94 4.60 19.54
ethical behavior
Awash management
4 cares more about getting
11.24 22.99 24.14 21.84 19.79 41.63
the job done than ethics
Managers in Awash are
equally accountable like
5
other employees for
- 68.97 17.24 13.79 - 13.79
ethical violation
Organizational (Average)
14.66 34.48 23.45 18.16 9.25 27.41
27
As indicated in the above table on average, the level of organizational ethical practice in
work place for Awash Bank Employees at North Addis Ababa regional office in selected
branches was scored(27.4%), indicating the bank’s organizational ethical practices at
North Addis Ababa regional office in selected branches was almost High level since, the
agreement level on the attributed used score was below half percent with all attributes of
individual employees ethical practice. However, the level of agreement with “Awash
management cares more about getting the job done than ethics” scored relatively high
which was (41.6%) as shown from the above table.
Table 4. 6: Management ethical practice Dimension in workplace (%)
Agreement Level
Strongl
S.NO
Statement Strongly Disagre Agree Level

Neutral y Agree
Disagree e (A) (A+B)
(B)
Management ethical practice
Daily operation of the
1 bank performed ethical
- 44.83 28.74 26.44 - 26.44
exactly Awash manuals
Employee feel
2 comfortable when
- 28.74 28.74 42.53 - 42.53
discussed about ethics
Ethical expectation of
the bank and obligation
3
of employee’s embedded
- 57.47 22.99 19.54 - 19.54
in bank materials
Ethical behavior
4 evaluate as a part of
35.63 33.33 17.24 9.20 4.60 13.79
regular performance
5 Awash providing ethical 31.03 29.89 20.69 12.64 5.75 18.39
training about ethical
behavior, code of
28
conduct at regular basis
Awash Makes serious
attempt to detect
6
unethical behavior and
26.44 31.03 22.99 13.79 5.75 19.54
action
Management (Average)
15.52 37.55 23.56 20.69 2.68 23.37
The average level of management ethical practice in work placefor Awash Bank
Employees at North Addis Ababa regional office in selected branches wasscoredwas
23.4% (2.7% strongly agreed and 20.7% agreed)indicating the bank’s management
ethical practices at North Addis Ababa regional office in selected branches was almost
High level since, the agreement level on the attributed used score was below half percent.
Regarding attributes used to measure management ethical practice in work place, the
lowest agreement level was scored for the statement "Employee feel comfortable when
discussed about ethics" with a 42.5% score, followed by “Daily operation of the bank
performed ethical exactly Awash manuals” (26.4%) as shown from the above table.
The ethical practice in work placefor Awash Bank Employees at North Addis Ababa
regional office in selected branches was analyzed using summary statistics. For this
purpose, three constructs/attributes of work place ethics namely individual,
organizational and management were computed based on employees’ perceived response.
Table 4. 7: Summary Statistics on Work place Ethics
Variable Mean Std. Dev. Min. Max.

Individual ethical practice 2.8760.9301.24.6
Organizational ethical practice2.680 0.8341.2 4.4
Management ethical practice2.5740.697 1.54
Overall Work Ethics 2.71 0.818 1.3 4.33
Source: Survey data result (2023)
The three constructs/attributes of work place ethics with Awash Bank Employees at
North Addis Ababa regional office in selected branches have a score of (Mean = 2.71,
29
Std. Dev. = 0.818). Among the constructs a lowest score was recorded for Management
ethical practice (Mean = 2.574, Std. Dev. = 0.697) followed by Organizational ethical
practice (Mean = 2.680, Std. Dev. = 0.834) and then, Individual ethical practice (Mean =
2.876, Std. Dev. = 0.93). all of the mean score of workplace ethical practice work place
for Awash Bank Employees at North Addis Ababa regional office in selected branches
scored below the mid-point and their agreement level indicates that the ethical practice
assessment indicates that it was moderate and high since they disagreed on the attribute
raised for this thesis as a variable.
4.2.2. Awareness and Implementation of Awash Bank Code of Conduct
The second specific objectives of this thesis was to examine awareness and
implementation Awash Bank Code of conduct at North Addis Ababa regional office in
selected branches were described using items related with existence of written ethical
code of conduct, effectively communicated the code of conduct with employees,
provision of guideline for unethical behavior, clear identification of employee obligation,
ensures professionalism & high ethical standards and difficulty to practice were used to
examine awareness and implementation of Awash Bank Code of Conduct in the case of
North Addis Ababa regional office in selected branches.
Table 4. 8: Awareness and Implementation of Awash Bank Code of Conduct (%)
Agreement Level
Strongly
S.NO

Disagree Neutral Agree
Disagree (A) (A+B)
(B)
Awareness and Implementation of Awash Bank Code of Conduct
AB doesn’t have written
1 20.69 28.74 26.44 17.24 6.90 24.14
ethical code of conduct
AB Employees weren’t
2 effectively communicated
17.24 22.99 24.14 21.84 13.79 35.63
the code of conduct.
3 AB code of conduct - 68.97 18.39 12.64 - 12.64
doesn’t provide
30
guideline about unethical
behavior and its
consequence
AB Employees obligation
4 were not clearly stated in
- 59.77 20.69 19.54 - 19.54
the code of conduct
AB code of conduct
didn’t ensure
5
professionalism & high
- 59.77 20.69 19.54 - 19.54
ethical standards
AB code of conduct is
6 - 58.62 16.09 25.29 - 25.29
difficult to practice
Awareness & Im. (Average) 6.32 49.81 21.07 19.35 3.45 22.80
As shown from the above table on average, the level of employees awareness and
Implementation of Awash Bank code of conduct at North Addis Ababa regional office in
selected branches wasscored (22.8%), indicating the bank’s employees aware about the
implementation and existence of code of conductat North Addis Ababa regional office in
selected branches was at high level since, the agreement level on the attributed used
scored was below half percent with all attribute items used to measure awareness and
implementation of Awash Bank code of conduct. However, the level of agreement with
“AB Employees weren’t effectively communicated the code of conduct” (35.6%) score
was relatively higher as compared with other items as shown from the above table.
4.2.3. Alignment of Awash Bank Code of Conduct with Life of Its Employees
The third specific objectives of this thesis was to explore alignment of existing Awash
Bank code of ethics in the current lifestyle of the employee at North Addis Ababa
regional office in selected branches were described using items related with relevancy to
real needs of work place, support to workplace atmosphere, update accordingly to the
current demand of employee lifestyle, diversification in religious, culture & expertise
31
area and consideration of diversified religion, culture & expertise in the case of North
Addis Ababa regional office in selected branches.
Table 4. 9: Awareness and Implementation of Awash Bank Code of Conduct (%)
Agreement Level
Strongly
S.NO

Disagree Neutral Agree
Disagree (A) (A+B)
(B)
Alignment of Awash Bank Code of Conduct with Employees’ Life
AB code of conduct is not
1 relevant to the work
- 40.23 24.14 35.63 - 35.63
place’s real need
AB code of conduct
doesn’t support the
2
atmosphere of workplace
- 37.93 21.84 40.23 - 40.23
to be comfortable
Awash code of conduct did
not updated accordingly to
3
the current demand of
- 25.29 24.14 50.57 - 50.57
employee lifestyle.
Diversification of religious
and culture were not
4
considered in Awash code
- 33.33 66.67 - 66.67
of conduct
AB code of conduct
doesn’t consider the
5
diversification of expertise
- 10.00 56.67 33.33 90.00
area
Alignment (Average) - 20.69 22.69 49.95 6.67 56.62
32
The average level of employees’ agreement for Alignment of Awash Bank Code of
Conduct with Employees’ Life at North Addis Ababa regional office in selected branches
was scored (56.6%), indicating that bank’s code of conduct doesn’t align with the current
life of employees since the score was above 50% that indicate agreement for the
inconvenience of the code of conduct to align the current life of employees in Awash
Bank Employees at North Addis Ababa regional office in selected branches. Most of the
attributes item used score was above half percent. Particularly, the level of agreement
with “AB code of conduct doesn’t consider the diversification of expertise area” scored
(90%), followed by “Diversification of religious and culture were not considered in
Awash code of conduct” as shown from the above table.
As a summary, the Workplace Ethics of Awash Bank. in Addis Ababa North Region,
selected branches specifically, ethical practice of Awash Bank employees, awareness and
implementation of Awash Bank code of conduct and alignment of Awash Bank code of
conduct with current life of employees’ descriptive statistics as a specific objective were
computed and tested using one sample t-test and depicted in following table.
Table 4. 10: Summary of Specific Objectives Descriptive Statistics
Variable Mean Std. Dev. T-value P-value

Work place ethical practice 2.71 0.818 -3.469 0.000
Awareness and Im. Code of Conduct2.642 0.663-5.0400.000
Alignment with Employees Life3.4460.40110.3780.001
The three specific objectives descriptive statistics result of the study for Awash Bank
Employees at North Addis Ababa regional office in selected branches were shown in the
above table in which, the lowest score was recorded for Work place ethical practice
(Mean = 2.71, Std. Dev. = 0.818) statistically significant at 95% confidence level with p-
value 0.000 of t=-3.5, which shown the score were below the mid-point (3) that indicate
the ethical practice of Awash Bank was high since they disagreed on the items provided.
The other specific objective was assessing awareness and implementation of employees
code of conduct that scored (Mean = 2.642, Std. Dev. = 0.663) which was statistically
significant at 95% confidence level with p-value 0.000 of t= -5.040, that shown the
33
average score were below the mid-point (3) that indicate the employees of Awash Bank
aware and implement code of conducts since they disagreed on the items provided.
The third specific objectives of the study was assess alignment of Awash Bank code of
conduct with current life of employees which scored (Mean = 3.446, Std. Dev. =
0.401)that as statistically significant at 95% confidence level with p-value 0.001 of t=
10.378, that shown the average score were above the mid-point (3) that indicate Awash
Bank code of conduct doesn’talign with current life of employeessince, they agreed on
the items provided atNorth Addis Ababa regional office in selected.
Finally the analysis results of the specific objectives were cross tabulate with the two
strata of the sample which were managerial and non-managerial strata’s as summarized in
the following table;
Table 4. 11: Summary of Specific Objectives Descriptive Statistics by the strata
Managerial Non-Managerial
Specific Objectives Mean Mean
Work place ethical practice 2.10 2.76
Awareness and Implementation Code of Conduct 2.39 2.66
Alignment with Employees Life 3.17 3.47
As shown from the above table, regarding the results of managerial and non-managerial
strata for the three specific objectives descriptive statistics result at North Addis Ababa
regional office in selected branchesthe managerial strata score was higher than non-
managerial strata as a result was recorded for Work place ethical practice (Mean = 2.10),
awareness and implementation of code of conduct (Mean = 2.39) and alignment with
employees current life-style (Mean = 3.17), which shown the score were below the mid-
point (3) except alignment with current life-style of employees.
34
4.2.4. Analysis of General Questions and Documentary Review Results
General questionnaire were provided for respondents to acquire the strength, weakness
and comments regarding the Awash Bank work place ethics and code of conduct then
triangulated with documentary review using content analysis about more than 50%
respondents were responded for the general question as summarized below:
Issue related to update the code of conduct (34%): Respondents forwarded

various comments related to update code of conducts. The critical and frequently
raised issues were:
o Does not align with current life-style of employees;
o Consider the diversification of religion, culture and expertise;
o Inadequacy of time to notification and not communicating the results of
the any grievance;
Malpractices (20.5%): Respondents raised malpractices among those, frequently

indicated "malpractices" were:
o Loose control during exams, using as mobile phones.
o Conflict of interest
Various (5%). Respondents provided the following comments, among others:

o Improve grievance handling mechanisms;
o Absence of a job description and specification.
o Lack of proper training on the ethical practice issues
The Interview result from Managerial position employees was also consistent with the
finding of the above general questionnaire results which were lack of proper ethical issue
training, problem of aligning employees code of conduct with current life of employees,
absence of updating the code of conduct as the environment changed and various related
issues.
35
4.3. Discussion of Major Finding of the Study
In this section the major finding of study were discussed with other previous similar
findings of on the titled discussed in the literature part of the thesis.
The three specific objectives descriptive statistics result of the study for Awash Bank
Employees at North Addis Ababa regional office in selected branches lowest score was
recorded for Work place ethical practice (Mean = 2.71, Std. Dev. = 0.818) statistically
significant at 95% confidence level with p-value 0.000 of t= -3.5, which shown the score
were below the mid-point (3) that indicate the ethical practice of Awash Bank was high
since they disagreed on the items provided, which was resulted inconsistent with a
Yidawi (2005) examined a number of problems and ethical issues in the banking sector in
Nigeria and found that the major issues were lack of qualified skilled bankers, breaking
of Central Bank of Nigeria.
On the other hand, the awareness and implementation of employees code of conduct
registered a mean score (Mean = 2.642, Std. Dev. = 0.663) which was statistically
significant at 95% confidence level with p-value 0.000 of t= -5.040, that shown the
average score were below the mid-point (3) that indicate the employees of Awash Bank
aware and implement code of conducts since they disagreed on the items provided, which
was somehow similar finding with the result Kour and Khurana (2017) identified five
main factors to study ethical practices in banks as identified bank code, ethical lending,
ethical orientation, professional banking, and ethical banking.
The alignment of Awash Bank code of conduct with current life of employees which
scored (Mean = 3.446, Std. Dev. = 0.401) that as statistically significant at 95%
confidence level with p-value 0.001 of t= 10.378, that shown the average score were
above the mid-point (3) that indicate Awash Bank code of conduct doesn’talign with
current life of employees since, they agreed on the items provided at North Addis Ababa
regional office in selected which was a consistent finding by (Belás, 2012) that revealed
managers of private banks place extreme pressure on the executives, which results in an
incorrect approach to employee life-style.
36
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.1.Introduction
This thesis sought were to assess the Workplace Ethics of Awash Bank. in Addis Ababa
North Region, selected branches. Specifically the study dealt to identify the ethical
practice of Awash Bank employees, to explore awareness and implementation of Awash
Bank code of conduct and to assess alignment of Awash Bank code of conduct with
current life of employees. This chapter summarizes the research findings on response
rate, the general background information and the descriptive statistical analysis summary
of specific objectives through providing recommendation relate directly to the specific
research objectives.
5.2. Summary of Findings
Specific Objective 1: To identify the ethical practice of Awash Bank employees at

North Addis Ababa regional office
The first specific objective of the study was to identify the ethical practice of Awash
Bank employees and the result revealed that the overall employees’ ethical practice at
North Addis Ababa regional office in selected branches lowest scored Mean = 2.71 which
was statistically significant at 95% confidence level with p-value 0.000 that shown the
score were below the mid-point (3) that indicate the ethical practice of Awash Bank was
high since they disagreed on the items provided,.
Specific Objective 2: To explore awareness and implementation of Awash Bank

code of conduct at North Addis Ababa regional office
The second specific objective of the study was to explore awareness and implementation
of Awash Bank code of conduct at North Addis Ababa regional office and the result
revealed that, an average score Mean = 2.642, which was statistically significant at 95%
confidence level with p-value 0.000, that shown the average score were below the mid-
37
point (3) that indicate the employees of Awash Bank aware and implement code of
conducts since they disagreed on the items used for this study
Specific Objective 3:To assess alignment of Awash Bank code of conduct with
current life of employees at North Addis Ababa regional office
The third specific objective of the study was to assess alignment of Awash Bank code of
conduct with current life of employees at North Addis Ababa regional office. The
findings revealed that alignment of Awash Bank code of conduct with current life of
employees scored average Mean = 3.446, that was statistically significant at 95%
confidence level with p-value 0.001, that shown the average score were above the mid-
point (3) that indicate Awash Bank code of conduct doesn’t align with current life of
employees since, they agreed on the items provided at North Addis Ababa regional office
in selected.
In general these specific objective results were triangulated with the general
questionnaire comment, documentary review and interview results of the study which
disclosed similar findings as discussed above.
5.3 Conclusions
The major conclusion of both biographic variable and specific objective related variables
of the study were summarized as follows in addition to the above major findings:
i. The descriptive statistics analysis of Biographic variable indicates that Out of

the total respondents, 48.3 % (42) and 51.7% (45) were female and male
respectively, with this gender composition 77% (67) were married, while 20
(23%) of the respondents were Otherwise which mean either Never married,
divorced or other else and majority of the respondents 74.1% (65) were
second-degree holders followed by 18.4% (16) first-degree holders,. The
average age of respondents were 31.05 years with majority of the respondents’
37.9% (33) working experience were 1-5 Years.
ii. The level of individual employees’, organizational and management ethical
practice in work place for Awash Bank Employees at North Addis Ababa
38
regional office in selected branches was scored average mean 2.9 (35.4%), 2.7
(27.4%) and 2.6 (23.4%) respectively respondents agreement level on the
attributed used scored was above half percent with all attributes of ethical
practice.
iii. The level of employees awareness and Implementation of Awash Bank code
of conduct at North Addis Ababa regional office in selected branches was
scored (22.8%), indicating the bank’s employees aware about the
implementation and existence of code of conduct at North Addis Ababa
regional office in selected branches was at high level since, the agreement
level on the attributed used scored was below half percent with all attribute
items used to measure awareness and implementation of Awash Bank code of
conduct.
iv. The average level of employees’ agreement for Alignment of Awash Bank
Code of Conduct with Employees’ Life at North Addis Ababa regional office
in selected branches was scored (56.6%), indicating that bank’s code of
conduct doesn’t align with the current life of employees since the score was
above 50% that indicate agreement for the inconvenience of the code of
conduct to align the current life of employees in Awash Bank Employees at
North Addis Ababa regional office in selected branches.
v. About half of the respondents forwarded various comments expressed their
significant suggestions to Issue related to update the code of conduct,
Malpractices and Various ethical issues
Based on the information provided, the major conclusions of the study can be
summarized as follows:
i. Demographic Profile: The study found that out of the total respondents, 48.3%
(42) were female and 51.7% (45) were male. The majority of the respondents
(77% or 67) were married, while 23% (20) were categorized as "Otherwise,"
indicating that they were either never married, divorced, or had other marital
statuses. In terms of educational qualifications, 74.1% (65) of the respondents
were second-degree holders, followed by 18.4% (16) with a first-degree
39
qualification. The average age of the respondents was 31.05 years, and the
majority (37.9% or 33) had 1-5 years of working experience.
ii. Ethical Practices: The study assessed the level of individual employees',
organizational, and management ethical practices in the workplace for Awash
Bank Employees at the North Addis Ababa regional office in selected branches.
The average mean scores for individual employees, organizational practices, and
management practices were 2.9 (35.4%), 2.7 (27.4%), and 2.6 (23.4%)
respectively. These scores indicate that respondents' agreement levels regarding
the attributed ethical practices were above 50%, suggesting a moderate level of
ethical practice in the workplace.
iii. Awareness and Implementation of Code of Conduct: The study examined the
level of employees' awareness and implementation of Awash Bank's code of
conduct at the North Addis Ababa regional office in selected branches. The
average score for awareness and implementation was 22.8%. This indicates that
the bank's employees have a high level of awareness about the existence and
implementation of the code of conduct, as the agreement level on the attribute
items used to measure awareness and implementation was below 50%.
iv. Alignment of Code of Conduct with Employees' Life: The study assessed the
average level of employees' agreement regarding the alignment of Awash Bank's
Code of Conduct with their current life at the North Addis Ababa regional office
in selected branches. The average score for this alignment was 56.6%, indicating
that the code of conduct does not align well with the current lives of employees.
Scores above 50% indicate agreement with the inconvenience caused by the code
of conduct in aligning with employees' lives.
v. Suggestions and Comments: Approximately half of the respondents provided

comments and suggestions related to updating the code of conduct, addressing
malpractices, and various ethical issues. These comments expressed the
significance of these issues and highlighted the need for improvements in these
areas.
40
These conclusions provide insights into the demographic profile of the
respondents, the level of ethical practices in the workplace, employees' awareness
and implementation of the code of conduct, the alignment of the code with
employees' lives, and the suggestions and concerns raised by the respondents.
In relation to existing theories, practices, and objectives of the study, the

findings indicate the following:
- Ethical Practice: The study assessed the level of ethical practices among
employees, organizations, and management in the workplace. The findings
suggest that there is room for improvement in ethical practices across these
dimensions.
- Code of Conduct: The study evaluated employees' awareness and

implementation of the code of conduct. The high level of awareness indicates that
the bank has effectively communicated the code of conduct to its employees.
However, the findings also suggest that employees perceive the code of conduct
as inconveniencing and not aligned with their current life.
- Employee Suggestions: The study highlights the importance of employee

feedback and suggestions. The significant number of comments received from
respondents indicate the need for addressing issues related to the code of conduct,
malpractices, and ethical concerns.
Overall, the findings suggest that there is a need to enhance ethical practices in
the workplace, align the code of conduct with employees' lives, and consider
employee suggestions to improve the effectiveness of ethical guidelines and
policies.
4.2. Recommendations
Ethical practice had its own effect on Awash Bank performance and customer satisfaction
unless manage its work place ethical practice effective through aligning the code of
conducts of employees with current life-style of the employees. The finding from the
41
study indicates low alignment of employees’ code of conduct with life of employees and
awareness and implementation was medium as compared with other variables, based on
these observed findings the researcher forwards the following recommendations;
The Workplace Ethics of Awash Bank.in Addis Ababa North Region, selected branches
had to be improved through exploiting existing favorable opportunities through;
i. Revise and Update the bank Code of Conduct and communicate it via
Portal & Outlook of the bank that clearly underlines the following;
a. The role and responsibilities of employees, managers and BoD
b. Grievance handling means.
c. Indicate how to align employees’ code of conduct with current life
of its employees
ii. Enhance Transparency: From the general comments and suggestions, most of
the respondents’ raised issues of transparency
a. Undertake proactive coping mechanisms for observed malpractices in
relation to work place ethics;
b. Clearly notify thejob description and specification for each position.
iii. Prepare proper training on the ethical practice issues
a. Identify and prepare relevant manuals to conduct competence-
based training for employees related with work place ethics
b. Provide training and orientation a pool of workplace ethics
training;
iv. Establish Streamline HR MIS. The HR management require up-to-date
technology solutions that to the minimum enable the following:
a. Provide real time workplace ethics practices on dashboard;
b. Means to lodge and handle workplace ethics related grievances.
Moreover further research had recommended to be conducted in the study area

about the Effect of Workplace ethical practice on the performance of Awash
bank, on the satisfaction of Awash Bank customers through incorporating the
other regional office of the bank through trend analysis using time series data.
42
Awash Bank's performance and customer satisfaction are affected by its ethical
practices. The study found that employees' code of conduct is not aligned with
their current lifestyle, and awareness and implementation are medium. To
improve workplace ethics, Awash Bank should revise and update its Code of
Conduct, enhance transparency, provide proper training, and streamline HR
management. Additionally, HR management should implement up-to-date
technology solutions to provide real-time workplace ethics practices and handle
grievances. Further research is recommended to explore the effect of workplace
ethical practice on Awash Bank's performance and customer satisfaction.
43
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Journal of Business Management and Accounts, 1(1), 1-5
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January, Addis AbabaAwash Bank (2023).
Ayozie, D. O. (2013). The current ethical challenges in the Nigerian commercial banking
sector. Global Journal of
Belás, J. (2012). Social responsibility and ethics in the banking business: Myth or
reality? A case study from the Slovak Republic. Economic Annals, 57(195).
Chaundy, D. (2016). Foreign Direct Investment in Atlantic Canada. Retrieved January

25, 2018, from http: //www.apec- econ.ca/FDIExecsummary.pdf
Dorasamy, N., & Abdel-Baki, A. M. (2014). The inception of ethical banking: An

imperative transformation in post revolution Egypt. International Business &
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Fetinuic, V., & Luchian, I. (2014). Banking ethics: Main conceptions and problems.
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Icke, T. B., Caliskan. N. E., Ayturk, Y., & Icke, A. M. (2011). An empirical research of
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Jasevičienė, F. (2012). The ethics of banking: Analysis and estimates. Eakonomik, 91(13)
44
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UltimateGuideToInvesting-In-India.htm
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Delhi. New Age International (P) Ltd
Kour, M., & Khurana, S. (2017). A comparative study of ethical practices in Indian
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Mala M. and Vasanthi G., (2016). Role of banking sector in financial inclusion.
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Ethiopia: Literature Review. Assistant Professor In Accounting And Finance,
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Mzoughi, M. N., M’Sallem, W., & Bouhlel, O. (2011). the perceived ethical behavior of
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Clements University, Switzerland.
46
APPENDIX
YARDSTICK INTERNATIONAL COLLEGE
SCHOOL OF GRADUATE STUDIES
Dear respondent,
I foreword my sincere gratitude and respect to you for helping me in filling this
questionnaire, designed for a study entitled “Assessing Workplace Ethics of Awash
Bank” for the partial fulfillment of the requirement of MBA. Your honesty, frank and
timely response is vital for the success of the study, so that I kindly requested to fill the
questionnaire responsively. All of your answer in this questionnaire was used for research
purpose only.
Instructions
Please use mark “ ’’ for your response and No need of writing your name
If you need more explanations, you can contact me by: 0922342540
Part I: General Information

1. Age _______________
2. You are . . . Female Male
3. Education status….. Below BA degree BA Degree Master’s Degree
PhD
4. Marital status……Single Married Widowed
5. Experience in the Bank…. Less than 1 year 1 up to 5 year 5 up to 10 year
Above 10 years
6. Current position …… Managerial Non-Managerial
Part II:Questionnaire Related to Specific Objectives
Please put (√ ) for your response on the space provided parallel to numerical symbols.
Numerical symbols for the statements indicate that:if you Strongly Agree(SA) (5),
Agree(A) (4), Neutral(N) (3), Disagree(D) (2) and Strongly Disagree(SD)(1).
S. Description Level of Agreement

1 2 3 4 5
47
No
1. Assessment of ethical practice in workplace
1.1 Individual Employee Ethical practice in workplace
Placing Customer’s interest before your own interest
Utilization of bank asset for designated purpose
Getting late & leaving early is normal practice in Awash
Bank
Using internet for non-work related matters is normal
practice in Awash Bank
Misuse of positions is normal practice in Awash Bank
1.2 Organizational ethical practice
Awash Manager demonstrate high ethical standards
Awash management and employees shared common
understanding about ethics
Management of Awash provides ethics related advice,
guidance and incentives to encourage ethical behavior
Awashmanagement cares more about getting the job done
than ethics
Managers in Awash are equally accountable like other
employees for ethical violation
1.3 Management ethical practice
Daily operation of the bank performed ethical exactly
Awash manuals
Employee feel comfortable when discussed about ethics
Ethical expectation of the bank and obligation of
employee’s embedded in bank materials
Ethical behavior evaluate as a part of regular performance
Awash providing ethical training about ethical behavior,
code of conduct at regular basis
Awash Makes serious attempt to detect unethical behavior
and action
48
2. To examine existence of code of conduct and its well implementation
AB doesn’t have written ethical code of conduct
AB Employees weren’t effectively communicated the
code of conduct.
AB code of conduct doesn’t provide guideline about
unethical behavior and its consequence
AB Employees obligation were not clearly stated in the
code of conduct
AB code of conduct didn’t ensure professionalism & high
ethical standards
AB code of conduct is difficult to practice
3. To explore the alignment of existing code of ethics in the current lifestyle of
the employee
AB code of conduct is not relevant to the work place’s
real need
AB code of conduct doesn’t support the atmosphere of
workplace to be comfortable
Awash code of conduct did not updated accordingly to the
current demand of employee lifestyle.
Diversification of religious and culture were not
considered in Awash code of conduct
AB code of conduct doesn’t consider the diversification of
expertise area
1. What are the strengths about Awash Bank workplace ethical practice?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
__________________
2. What are the weaknesses of Awash Bank workplace ethical practice?
______________________________________________________________________________
______________________________________________________________________________
49
______________________________________________________________________________
___________
3. Provide any Comments to be improved regarding Awash Bank workplace ethical practice
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
____________________________
“Thank you for your Cooperation!”
50

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YARDSTICK INTERNATIONAL COLLEGE

ASSESSMENT OF WORKPLACE ETHICS: A STUDY OF AWASH

FELEKE KEBEDE G/SILASE

ADVISOR: IDRIS MOHAMMED (ASST. PROF.)

A THESIS SUBMITTED TO THE SCHOOL POSTGRADUATE STUDIES IN

FELEKE KEBEDE G/SILASE

ADVISOR: IDRIS MOHAMMED (ASST. PROF.)

A THESIS SUBMITTED TO THE SCHOOL POSTGRADUATE STUDIES IN

______________________ _________________ ______________

Name of Student Signature Date

Idris Mohammed (Asst. Prof.)

Name of the Advisor Signature Date

_____________________ ___________________ ____________

Name Signature Date

____________________ __________________ ______________

Name signature Date

School of Graduate Studies

_____________________ __________________ _____________

Name Signature Date

I, FELEKE KEBEDE G/SILASEunder signed, declare that this thesis entitled:

Candidate’s Name Signature Date

1. __________________ ______________ ___________

Name of Candidate: _____________ Signature: _______________Date: _________

Name of Advisor: _ Signature Date: _____________.

Signature of Board of Examiner`s:

External examiner: ____________________Signature: ____________Date: __________

Internal examiner: ____________________Signature: ____________Date: ___________

Dean, SGS: __________________________ Signature: ____________Date: __________

Contents Page No.

Table 4. 1: Instrument reliability test results of the study.................................................22

AACAO Addis Ababa City Administration Office

ABHO Awash Bank Head Office

CSA Central Statistical Agency

BoD Board of Directors

NBE National Bank of Ethiopia

SPSS Statistical Package for Social Science

Key words: Work Ethics, Code of Conduct, Alignment

1.1. Background of the Study

1.2. Background of the Organization

1.3. Statement of the Problem

In determining the performance of banking business, work ethics is assumed to play a

1.4. Research Questions

1.5.1. General Objectives of the Study

1.5.2. Specific Objectives of the Study

The study were had the following specific objectives;

To identify the ethical practice of Awash Bank employees in selected branches

1.6. Significance of the Study

1.8. Scope of the Study

1.9. Operational Definition of Terms

2.1.1. The Bank

History of Banking in Ethiopia

According to Buckley et al., 2001, Organizational ethics comprises principles of

Business ethics is a form of applied ethics or professional ethics that examines

D) Profession and Professional Ethics

According to Heather Hunt (2012), workplace ethics are “standards of acceptable

Application of Ethics to Banks’ staff

Companies do have ethical responsibility, but it is not protected by limited liability

What Awash Documents say about Ethics?

______________ _ ______

___________ _ ____

____

_______ _

1. ______ _

Name of Candidate: _____ Signature: _Date: ___

External examiner: __________Signature: Date:

Internal examiner: __________Signature: Date: _

Dean, SGS: ________________ Signature: Date: