OROMIA POLICE COLLEGE

HIGHER EDUCATION AND TRAINING DIRECTORATE MASTERS OF

ART DEGREE IN POLICE LEADERSHIP AND MANAGEMENT

FACTORS AFFECTING PARTICIPATION OF WOMEN IN POLICE

LEADERSHIP AND MANAGEMENT: THE CASE OF WEST SHOA ZONE
SELECTED WOREDAS

BY

MESFIN GIMBI GAMTESA

A THESIS SUBMITTED TO OROMIA POLICE COLLEGE HIGHER

EDUCATION AND TRAINING DIRECTORATE MASTERS OF ART
DEGREE IN POLICE LEADERSHIP AND MANAGEMENT IN PARTIAL
FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF
MASTER DEGREE IN OF ARTS DEGREE IN POLCE LEADERSHIP AND
MANAGEMENT (MA)

ADVISOR:

BEKELE SHIBRU ARSEDI, Ph.D.

JANUARY, 2024

ADAMA, OROMIA
 p

Table of contents

Table of contents .................................................................................................................................... II

CHAPTER ONE ..................................................................................................................................... 1

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

1.1. Background of the study............................................................................................................ 1

1.2. Statement of the problem .......................................................................................................... 2

1.3. Research Questions ................................................................................................................... 4

3. What are key individual factors affecting the participation of women in leadership position? 1.4
Objective of the Study ..................................................................................................................... 4

1.4.1 General Objective ............................................................................................................ 4

1.4.2 Specific Objective ........................................................................................................... 4

1.5 Significance of the Study .................................................................................................... 4

1.6 Scope of the Study ..................................................................................................................... 4

1.7. Limitations of the Study ............................................................................................................ 5

1.8. Operational Definitions of Key Terms ....................................................................................... 5

1.9. Organization of the Study .......................................................................................................... 5

CHAPTER TWO .................................................................................................................................... 7

REVIEW OF RELATED LITERATURE ................................................................................................ 7

2.1 Concept of leadership ................................................................................................................. 7

2.2. Factors Affecting women participation in leadership position. ................................................... 7

2.3. Theoretical Literature Review ................................................................................................... 7

2.3.1. Leadership Theory .......................................................................................................... 7

2.3.2. Male’s Verse Female’s Leadership Style......................................................................... 9

2.3.3. Leadership Model ........................................................................................................... 9

 2.4. Empirical Literature Review.................................................................................................... 11

2.5. Conceptual framework ............................................................................................................ 12

2.6 Research Gap ........................................................................................................................... 13

CHAPTER THREE ............................................................................................................................... 15

METHODOLOGY OF THE RESEARCH ............................................................................................. 15

3.1. Description of the Study Area ................................................................................................. 15

3. 2. Research approach ................................................................................................................. 16

3.3. Research Design ..................................................................................................................... 16

3.4.1 Target Population .......................................................................................................... 17

3.4.2 Sampling Techniques..................................................................................................... 17

3.4.3 Sample size ................................................................................................................... 17

3.5. Data Sources ........................................................................................................................... 19

3.6. Instruments of Data Collection ................................................................................................ 19

3.6.1. Questionnaire ............................................................................................................... 19

3.6.2. Interviews ..................................................................................................................... 20

3.6.3. Focus Group Discussions (FGD)................................................................................... 20

3.6.4. Participant Observation................................................................................................. 20

3.7 Data Analysis ................................................................................................................... 21

3.8 Validity and Reliability..................................................................................................... 21

3.9 Ethical Consideration ............................................................................................................... 21

4. WORK PLANAND BUDGET BREAK DOWN ................................................................................ 22

4.1. Work Plan ............................................................................................................................... 22

4.2. BUDGET BREAK DOWN ..................................................................................................... 23

REFERENCES...................................................................................................................................... 24
 CHAPTER ONE
Introduction
1.1. Background of the study
The terms, policing and law enforcement are often used interchangeably, but the common
description compose as they are involved in maintaining the law. According to Goff &
Herrington (2013), the term law enforcement has a very broad meaning. It includes, police and
policing related agencies, intelligence organizations and crime commissions. The writers added
that, Policing, on the other hand, refers to a much narrower group of organizations, although in
the age of plural policing, can include organizations that are not part of the traditional state
sponsored policing Endeavour’s. These study attempts to conceptualize the tasks of police are
closely aggregate to effectively operate in a complex social, political and organizational
environment.

According to Flynn & Herrington (2015), Police institution should confront new threats, new
technologies, new crimes and new communities, all of this bring new challenges and
opportunities for policing. Good leadership is a quite important in such area in police
organization to manage the sophisticated police tasks. Goff & Herrington, (2013). According to
Mishra (2010), women managers in the police organization shows more human face than men
police officers. According the writer, because of the presence of women in police organization,
the incidences of gender abuse, custodial violence, are likely to decrease and women victims
would find it easier to come forward to police with their problems. Further, this makes, the
organization would not be treated as a masculine organization. These make the police
organization the cause of secularism, humanism, and integrity of our pluralistic society

According to Mekasha (Meron, 2003), when comparing the positions of men and women in
professional positions in Ethiopia, women occupy only 29% while men occupy 71% of the
professional positions It was obvious that women, like as men, have influential contribution for
the organization overall success. But, if the organization wouldn’t properly empower the women
to become a leader, it is impossible to think about the organization success. It is hence women’s
enrolment in the decision making processes and high leadership positions is paramount.
According to EdD, Webb (2013), the global women police officers leadership participation status

1
shows that, women in policing find themselves severely underrepresented in leadership
positions.

Further, the writer indicated that, in Australia, females occupy 6.3% of executive positions in
national policing; in England 7% of the females have attained high ranks, and in the United
States, only 5% of females have achieved top positions in law enforcement at the national level.
It is well noted that the history of police in Ethiopia agrees on the significant contribution of
women police officers in the law enforcement practices. But, this idea is not well mainstreamed
and recognized in the police organization to increase the participation of women police officers
in various hierarchies and duties of command. It is hence this study has happened to mainly
investigate the major factors that are the blockades for women’s success in the police strategic
leadership positions.

1.2. Statement of the problem

The Ethiopian political landscape is showing change in assigning women in different state
political power and positions at ministerial levels. This will be accounted as a paradigm shift in
the Ethiopian politics which duly looks at women participation and decision making in the fate
of the country’s politics. The new change in the country has been brought new political era and
prosperity to the country. Following this change, the Ethiopian current Prime Minister, Dr. Abiy,
on the date of his appointment, March 2018, he made impressive speech to the parliament
towards women overall achievements in terms of political, economic and social aspects. The
prime Minister during his cabinet reshuffling he was cut down the number of ministries from 28
to 20 and named 10 of women among new appointed. Women now run key political position
including defense, trade, transport and the like.

The 50% female representation is a win for the government to undertake strategies and radical
reforms in the country. The empowerment of women by the government will encourage them to
work hard and exercise leadership assignment. Further, it helps other governmental and
nongovernmental organizations to think and work hard on gender issues and make reform in
their organization.

The West Shoa selected woredas Police Department is one of the governmental organizations
that were basically established for to maintain, peace and security of the dwellers under the city

2
administration, by complying to and enforcing the constitution. As an organization, it always
strength their police force in order to have international competent police force. It has been
making internal and external recruitment without any gender discrimination as per its recruitment
rules and regulation of the organization. Based on the above fact, they recruits male and female
police officers all over of the country by considering ethnic contribution and based on
recruitment criteria. After recruiting the qualified individuals, the organization has given
military training to those new individuals. The women police trainees, as of that of men police
trainees; they shall take all those physical training and police science. Specially, the physical
training that has been given in military training camp is full of challenges and is delivered in a
very disaster weather condition and geographically setting which is even some times, hard to
complete the training for few police trainees.

Women police officers, like of men, they shall be appointed to those entire departments based on
the organization placement regulation. In their placement, the majority of women police officers
have performed their task effectively as of men police officers. Particularly, in the Crime
Prevention Department, the nature of the task is somewhat full of challenges and is complex than
other departments. But, when we come to the role of women in leadership position in the
organization still there is an over dominancy of men police officers. The majority of the
managerial positions of the institution have been held by men police officers.

The West Shoa Zone, to overcome those challenges and to make women beneficiary in every
aspect, it creates Gender Department in the organization structure.

The Gender Department, from its establishment it has tried to address different gender’s issues in
the organization. But, the Gender Department has not yet brought significant change to make
women competent in every aspect. Due to the lack of structural power and low attention of top
management toward empowering women to become leaders, the gender department has not fully
exerted its effort to do more on the gender issues. Further the gender department even though
existed as department; it confronted lack of skilled man power and clear gender strategy. Even
though many factors are affecting women to involve in leadership in many organizations, this
study is only tried to investigate the influence of some particular factors like organizational,
socio-cultural and individuals’ factors on women leadership participation in the case of West
Shoa Zone Selected Woredas.

3
Accordingly, this research tried to answer the following basic research questions:

1.3. Research Questions

1. What are the major organizational factors affecting the involvement of women in
management position?

2. What socio cultural factors affecting the involvement of women in management position?

3. What are key individual factors affecting the involvement of women in management position?

1.4 Objective of the Study

1.4.1 General Objective
The main objective of this study was to identify factors affecting women to be manage in West
Shoa selected woredas Police.

1.4.2 Specific Objective

1. To investigate which organizational factor affecting the involvement of women in
management position

2. To find out which sociocultural factor affecting the involvement of women in management
position

3. To investigate the key individual factor which affecting the involvement of women in
management position

1.5 Significance of the Study

This study is significant to the following:

1. It helps the West Shoa zone selected woredas Police department, to identify factors that hinder
the women participation in different leadership positions.

2. It also helps to develop a strategy that lift up a number of women police officers into different
police hierarchies.

3. It may be a mile stone for other researcher who wants to conduct further research on issues
related to equity of gender in the Ethiopian police practices.

1.6 Scope of the Study

Because of the complexity of police work, this research was focus only on the topic factors that
are affecting the women to be leaders particularly in West Shoa zone Police department the study

4
conducted. The West Shoa zone Police department has been organized into three main
departments: namely: Crime Investigation Main Sector, Crime Preventions and Human resource
management Sector and the woredas under this zone also have similar sector to the zonal. But,
due to the bulkiness of the organization, the study is delimited into the West Shoa zone selected
woredas Police department

1.7. Limitations of the Study

The majority of police officers have been so busy and tight in their duties because of the nature
of their tasks. This makes the study somewhat difficult in collecting data like: administrating
questioners, to make interview and focus group discussion. And the other limitation of this study
is to address some of the woredas police department of the West Shoa zone Police department.

1.8. Operational Definitions of Key Terms

Leadership: Leadership can be defined as the process of influencing people, as leader conforms
that objectives get achieved by efforts and coordination of all employees and for which he
motivate people and also ensures the culture which is apt to perform. John (2015)

Policing: refers to a much narrower group of organizations, although in the age of plural
policing, can include organizations that are not part of the traditional state-sponsored policing
Endeavour’s. Goff & Herrington (2013)

Price ceiling: refers to the invisible barrier that many women face as they advance through the
ranks of their chosen professions but are able to progress only so far before being stymied in
their efforts to reach the upper echelons. Josepheson and Chisholm (2017).

Gender mainstreams: It is a means of integrating equality concerns across the broad in to all
policy objectives in order to promote equality of all workers, irrespective of sex.

Participation: active involvement of women in leadership position.

1.9. Organization of the Study

This thesis comprises five chapters. The sequence and structure of these chapters are as follows:
Chapter one: - provides an overview about the background of the study and the organization,
statement of the problem, the research question and objective, significance and scope of the
study, limitation of the study and definition of terms.

Chapter Two: - briefs literature related to women police officers in leadership participation, and
indicators of women leadership

Chapter Three: - concentrates on the research methodology and detailing the research design
chosen, the sample that includes in the study and the method of selection the sample participants.

It also includes the measurement and method to collect data.

5
Chapter Four: - focus on the report of the findings, discussions and analysis of the study.
Chapter five: - presents the conclusion, recommendations, and summary of the study.

The final writing of the project is submitted in both hard and soft copy format to post graduate
program coordination office of Higher Education and Training Directorate Masters of Art
Degree in Management and Leadership Oromia Police College.

6
 CHAPTER TWO
REVIEW OF RELATED LITERATURE

2.1 Concept of leadership

According to Wamy, (2014), a leader can be defined as a person who delegates or influencing
others to do or achieve specified objectives. As it was cited by Netsanet (Chandan, 1999),
leadership is defined as, it is the ability to direct people towards the achievement of goals and it
is associated with the setting of goals and visions to the future and to go pass through the process
to achieve the desired goals.

According John (2015), Leadership can be defined as the process of influencing people, as
leader conforms that objectives get achieved by efforts and coordination of all employees and for
which he motivate people and also ensures the culture which is apt to perform.

2.2. Factors Affecting women participation in leadership position.

There were numerous factors which affecting women leadership participation in any
organization. Some of the expected factors that influenced women leadership participation were
like, economic, socio-cultural, political, organizational, individual factors and the like. But, these
particularly study were tried to highlighted, organizational, socio-cultural and individual factors
in depth.

2.3. Theoretical Literature Review

2.3.1. Leadership Theory

According to Amanchwkwu & Ololube (Charry 2012), a leadership theory can be classified into
eight types:

1.” Great Man” theory

As it was indicated by the writers, great man theories basic assumption is that, the capacity for
any leadership career is inherent, it assumed that great leaders are born, not made. These
theories often describe leaders as brave, story and destined to rise to leadership when needed.

7
Further according to Krause (2017), the great man theory postulated that only a man could have
the characteristics of a great leader.

2. Trait Theory

According to Charry, the trait theory it has shares some common characteristic with great man
theory, but the trait theory assumed that, people in nature/ inherit certain qualities or traits make
them better suited to leadership. 3. Contingency Theories

According to Amanchwkwu & Ololube (Charry 2012), contingency theories of leadership

basically focus on specific variables which related to the environment and determine which
leadership style of is best fit for a particular work situation. According to this theory, there is no
best or no single leadership style is appropriate in all situations.

4. Situational Theory

Situational theory basically focuses on choose the best course of action based on the occurrence
of situational conditions or circumstances. According to the writers different styles of leadership
may be more appropriate for different types of decision-making. For example, in a situation
where the leader is expected to be the most knowledgeable and experienced member of a group,
an authoritarian style of leadership might be most appropriate.

5. Behavioral Theory

The Behavioral theories of leadership basic assumption, is that, the total disproved the great man
theory leadership is inborn, and put their assumption/ beliefs great leaders are made, not born.
According to the writers, this leadership theory focuses on the actions of leaders not on
intellectual qualities or internal states.

6. Participative Theory

According to participative leadership theories, the ideal leadership style is one who takes the
input of others into account. Furthers the writers added that, participative leaders who encourage
/empower active participation of others and who beliefs to the contributions from group
members and in return help group members to feel how they are important and relevant in
decision-making process. A manager who uses participative leadership, rather than making all

8
the decisions, seeks to involve other people, thus improving commitment and increasing
collaboration, which leads to better quality decisions and a more successful business
Amanchwkwu & Ololube (Lamb, 2013).

7. Transactional/Management Theory

Transactional theories, also known as management theories, it basically focus on the role of
supervision, organization and group performance and the interaction that take place between
leaders and followers. These theories base leadership on a system of rewards and punishments or
stick or carrot Amanchwkwu & Ololube (Charry, 2012). Further according to Khan & Nawaz
(2016), the transactional theory was “based on reciprocity where leaders not only influence
followers but are under their influence as well”.

8. Relationship/Informational Theory According to Amanchwkwu & Ololube (Charry, 2012),

relationship theories, also known as transformational theories, mainly focus on the interaction
formed between leaders and subordinates. The writers added that, in these theories, leadership is
the process by which a person engages with others.

2.3.2. Male’s Verse Female’s Leadership Style

Leadership-style theories explain the behavioral patterns of leaders with regard to consideration
and initiating structure. According to Gorska (2016), leadership style depends on various factors
including education, experience, culture, work experience, and personality, where it is still not
clear to what extent it is influenced by gender and other factors. According to Anderson &
Hansson (2010), the finding of study shows that the strongest evidence for a gender difference in
leadership style in the tendency for women to adopt a more participative style and for men to
adopt a more directive style.

2.3.3. Leadership Model

According to Simpson (2012), the leadership models help us to understand why leaders act the
way they do & give you a frame work or process in which you can apply your learning. Further
Simpson, can classified leadership model as follows:

Behavioral Model

9
These models look at leaders most effective behave ours. The managerial grid model that was
developed in 1964, by Blake & Mouton, it identifies 5 kind of leadership behavior:

Team leaders (sound) According to Blake & Mouton, people who choose this style encourage
commitment and teamwork. Country club According to the writers, the basic principle behind
this approach is that as long as people happy and secure they will work hard.

Impoverished (indifferent) –low concern for people and productivity. For someone adopting this
style is trying to avoid being blames for any mistakes. Middle –of- the road (status quo)-mid
scale balance of people and productivity

According to this approach managers & leaders attempt to balance the needs of the staff with that
of the organization. Produce of perish (dictatorial) low concern for people /high concern for
productivity This approach focuses on, staffs need is considered as un important, they are paid a
salary and in turn they are expected to perform accuracy to this approach.

Functional Model According to this approach what the leader has to do to be effective, they
don’t address behavior. Further this approach basically focuses on: Model the way, inspire a
shared vision, Challenge the process, Enable others to act and encourage the heart.

Integrated Model This approach/model basically focuses on the three levels: Public, Private and
Personal.

The outer levels consists of public and private leadership, where public leadership are the

10
behaviors involved in influencing two or more people and private leadership the behavior
involved in influence a one to one basis. But, the inner level is concerned with a leader’s
presence, skill and knows how.

Situational Model

According to this model, it basic principle is that behavior is determined and influence by the
situation you find.

2.4. Empirical Literature Review

A number of scholars researched about the factors affecting women leadership participation local
and at international level. There are various factors which influence the women leadership
participation in many organizations. As it was indicated in many studies, the influence of non
conducive organizational environment was one of the main factors that hinder women leadership
participation. Other writers indicted that, the socio-cultural factors are, one of the main obstacles
for women leadership participation. Furthermore, according to other writers, women individual
factors are, one of the blockades for women leadership careers.

Therefore, the researchers tried to summarize few local and international empirical studies that
are related to factors affecting women leadership participation. Endale (2014) released an article
review on, the topic Factors that affect Women Participation in Leadership and Decision Making
Position. The finding of the research revealed that, the major factors that hinder women’s
participation in public leadership and decision making position are various in types and observed
interrelated.

According to the researcher, absence of educational status required from women, absence of
commitment by the concerned top management, the negative socio-cultural attitudes, lack of
sufficient experience from women to ready to hold the leadership position, overburden and lack
of confidence from women are factors that hindered women leadership participation in Bedele
town administration. Further the study pointed that, the Bedele town administration taken
initiatives like: placement (delegation), participators in management committee, coaching and
rewarding for best performance from women civil servants.

Brikti (2014) released a paper on the topic (An Assessment of Factors Affecting Participation of
Women in Management Position). The research findings shows that, women are highly

11
underrepresented in high level positions, due to different factors such as educational gap, socio
cultural attitudes, organizational culture and company recruitment and promotion practice are
the major ones. The writers added that because of the above fact women’s are unable to get role
model and less confidence for leadership careers. Furthermore the finding indicted that, the
company has plan a kind of affirmative action which giving 60% of chance for female candidates
at time of recruitment time in order to increase the contribution of female in the company. The
researcher added that, different training programs like capacity building training had been
provided for women leaders to make them more capable on their leadership assignment.

Shimelis (2015) released an article on (Challenges and Opportunities of Women Political

Participation in Ethiopia). The finding indicted that, different factors such as, economic,
religious, social and cultural factors contributed to women poor political participation in the
country. The researcher added that, despite much effort done in the country to empower women
and assuring gender equality, but, still women are at the subordinate position and women in the
country hold low status in the country. And, also there active involvement in policy formulation
and decision making process has been very insignificant. Moreover, the writer pointed that,
without equal participation of women to political process, the hope for democracy and
democratization is none sense.

Arimi D (2013), a research study titled (factors influencing women leadership in secondary
school management in Lower Yatta District in Kitui County, Kenya). The finding of the research
revealed that, the Kenyan constitution and gender mainstreaming polices affected the way
women were appointed in leadership. Further the women were considered for leadership
positions due to gender sensitive police that prohibit discrimination based on gender.

Therefore, all the above mentioned researchers indicated how different factors were highly
influenced women leadership participation. Thus, those different factors that influence women
leadership participation have been highlighted in depth, in the literature review part of the study.

2.5. Conceptual framework

The study was base mainly on the feminist theory which recognizes the all-encompassing
influence of gender divisions on social life and tries to understand women’s marginalization and
the structures in society that support this subjugation and subordination. The feminist

12
perspective,looking at the many similarities between the genders,concludes that women and men
have equal potential for individual development. Differences in the realization of that potential,
therefore,result from externally imposed constraints and from the influence of social institutions
and values (Osongo, 2004). The feminist theory highlights three broad perspectives in trying
toexplaintheabsenceofwomenfromseniorLeadershipinanyorganization.The first perspectiveis
personal factors in which the scarcity of women in leadership positions is attributed to the
psychosocial attributes, including personality characteristics, attitudes and behavioral skills
ofwomen themselves. The other personal factors that facilitate and/or constrain women to
takeleadership positions, self-esteem and self-confidence, lack of motivation and ambition to
acceptchallenges “to go up the ladder”, women’s low potential for leadership, less assertiveness,
lessemotional stability and lack of ability to handle a crisis are identified.

2.6 Research Gap

The above studies have identified factors influence women participation on leadership position
those are different from one continent to other continent even different from one country to other
country. To generalize the empirical review done still know women participation on leader ship
position is low, the main reason for under representation of them are socio-cultural factors,
personal factors, institutional factors, economical factors and others.

13
When the researcher see the gap of the literature researcher tries to see the studies that the other
researchers have not seen those are: previous studies conducted; at national, at regional level, but
not at grass root level, the factors that influence women participation in leadership position at
grass root level or district level may vary from area to area and large city to small town. The
other concentration; earlier researchers were conducted on addressing specific factors that
influence women participation on leadership position. But, this study tries to include the socio-
cultural factor, institution factors and personal factors that influence women participation on
leadership position. Prior researchers analyzed their data by using only descriptive statistics and
did not analyze by using different models but the researcher analyze data by using
differentmodels.Theotheristhepreviousresearcherswereidentifyonlyfactorsinfluencewomenpartici
pation on leadership position, they does not show which factors strongly influence among those
factors, but the study prioritize among the factors those factors influence women participation on
leadership position strongly. It is with this in mind that the study has been planned to fill the
literature gap.

14
 CHAPTER THREE
RESEARCH METHODOLOGY OF THE
3.1. Description of the Study Area
West Shewa is one of the zones of the Oromia Region in Ethiopia. This zone takes its name from
the kingdom or former province of Shewa. West Shewa is bordered on the south by the
Southwest Shewa Zone and the Southern Nations, Nationalities and Peoples Region, on the
southwest by Jimma, on the west by East Welega, on the northwest by Horo Gudru Welega, on
the north by the Amhara Region, on the northeast by North Shewa, and on the east by Oromia
Special Zone Surrounding Finfinne. Its highest point is Mount Wanchi (3386 meters); other
notable peaks include Mount Menagesha and Mount Wachacha.

According to a May 24, 2004 World Bank memorandum, 35% of the inhabitants of West Shewa
have access to electricity, this zone has a road density of 29.2 kilometers per 1000 square
kilometers (compared to the national average of 30 kilometers), the average rural household has
1.4 hectare of land (compared to the national average of 1.01 hectare of land and an average of
1.14 for the Oromia Region) and the equivalent of 0.7 heads of livestock. 31.8% of the
population is in non-farm related jobs, compared to the national average of 25% and a Regional
average of 24%. Concerning education, 66% of all eligible children are enrolled in primary
school, and 28% in secondary schools. Concerning health, 89% of the zone is exposed to
malaria, and none to Tsetse fly. The memorandum gave this zone a drought risk rating of 406.
The capital Town of West Shewa zone is iAmbo.

15
 Map of West Shoa Zone

3. 2. Research approach
The study will be try to identify factors affecting women to arrive at the higher leadership
position in West Shoa zone selected woredas police department. Qualitative and quantitative
research methods were employed to help in identifying factors affecting women to be leaders in
the case of West Shoa zone selected woredas police department.

3.3. Research Design

The research design is descriptive type and Explanatory Content wise; the questionnaire that will
distribute to the women police officers measured the influence of (organizational factor, socio
cultural factor and individual factor) on women leadership participation. The questionnaire was
developed by using 5-point Likert Scale, where 5 is the highest degree of agreement (strongly
agree) and 1 is the least degree of agreement (strongly disagree). After collecting the
questionnaire, the researcher tries to describe and relate the gathered data quantitatively testing
with different statistical techniques and qualitatively summarizing the interview and FGD result
3.4. Target Population, Sampling Technique and Sample Size

16
 3.4.1 Target Population
Target population of the study is women police officers of West Shoa zone selected woredas
police department. The statistical data gathered from the Human Resource department was the
source employed to determine the target population. For the purpose of this research, women
police officers who will be working in West Shoa zone selected woredas (Ambo woreda, Toke
Kutaye Woreda, Chaliya Woreda and Liban Jawi Woreda) police department head office are the
target population to frame the samples.

No. Main department No. of female % of female from

police officer selected sample
1. Ambo woreda 32 32
2. Toke Kutaye Woreda, 28 28
3. Chaliya Woreda 22 22
4. Bako Tibe Woreda 18 18
Total 100 100

3.4.2 Sampling Techniques

The sampling techniques that will be used to select sample is a combination of probability and
non probability sampling technique. Stratified random sampling technique method will be
applied to draw respondent for questionnaire data collection. The women police officers are
grouped in different sector of West Shoa zone selected woredas police department.

Therefore, stratified random sampling technique helps to gain proportionate data from the
different department so that the gathered data is comprehensive as it represents well the staff per
sector. Thus, the researcher believes, grouping them in to something that will be a common
factor to a certain team and analyze the data accordingly would make the information more
precise and obtain a representative sample per each group.

In addition, Purposive Sampling Method will be employed to draw respondent for interviews
data collection and Focus Group Discussion (FGD). Purposive sampling method more conducive
in selecting participants based on criteria relevant to the topic which the researcher wishes to
examine.

3.4.3 Sample size

As indicated in the scope, this study considered women police officers who are active in the head
office of West Shoa zone selected woredas police department. At the time of the study (January

17
 2023 G.C) a total of 100 women police officers has been employed in the West Shoa zone
selected woredas police department. As it will be cited by Hagere (Yamani 1967), the sample
size calculation formula for population is adapted and the sample size formula per each strata is
adapted per to Kothari (2004) as follows: So based on the formula explained below from a total
population of 100 women police officers who are currently working in West Shoa zone selected
woredas police department a sample size of 80 women police officers will be drawn.

Formula to determine the sample size from the total population

n=

n=

n=

n=80

Where; “n” is the sample size, “N” is the population size and “e” is the level of precision. At
95% confidence level, degree of variability=0.5 and level of precision/sampling error= 5%, using
this formula resulted 80 women police officers to be the total sample size selected from the total
study population of 100 women police officers.

No. Main department No. of No. of employees Sample size

employees in % from total with each strata
5. Crime Prevention and Traffic 64 64 64
Main department
6. Crime Investigation Main 14 14 14
department
7. Human Resource Department 15 15 15
8. Staff 7 7 7
Total 100 100 100

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To calculate the size of the sample from the different strata, the researcher used the below
formula as per to Kothari (2004).

ni = n.Pi

Where n represents the total sample size, Pi represents the proportion of population included in
stratum i and the number of elements selected from stratum i is n. Pi. This calculation would give
the sample size per each strata as illustrated in the table above. To calculate the strata sample size
of crime prevention & traffic sector employees as an example:

ni = n.Pi Pcrime prevention & traffic main departmen 64/100

n crime prevention & traffic main department = (64/100)

n crime prevention & traffic main department = 64

Thus, each stratt =a sample size will be derived using the above formula.

3.5. Data Sources

There are two major sources for any study to gather data known as primary and secondary
sources. The primary data sources are those from which a fresh and a firsthand data will be
available. On the other hand, the secondary data sources are the one form which data will obtain
from available documents, archival reports and police statistics. The researcher gathered and
reviewed information from primary sources such as questionnaire, interviews, FGD and
participant observation and secondary sources from different literatures; journal, government
files. As mentioned above, the objective of this study was identifying factors affecting women
leadership participation in West Shoa Zone Selected woredas police department. Accordingly,
the target populations of the study are all women police officers at head quarter (office) will fail
under the sample size.

3.6. Instruments of Data Collection

Different kinds of tools to gather information from primary sources. Major data gathering
method used to gather information for this particular study is questionnaire, interview, focus
group discussion (FGD), and natural observations will be administered.

3.6.1. Questionnaire

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In order to collect data for this particularly study, questionnaire containing close ended questions
will be developed. The close - ended questions, five point liker scales questions will be
developed that allow the respondents to choose the possible responses that fits to their response.
At the end, from 80 questionnaires will be administered. Furthermore, the questionnaires will be
prepared in English and Afaan Oromoo, but the Afaan Oromoo questionnaire will be applied for
this study only.

3.6.2. Interviews
Interview is one of the data collection techniques apparent in social science research. It is used to
generate primary information from individuals who have experienced an event or who have
some knowledge or information. The researcher will be employs face-to–face, in-depth
interviews with the key informants to collect information about factors affecting women
leadership involvement in West Shoa Zone Selected woredas police department. An interview
will be conducted on 5 key women police officials from Crime Prevention Department, Crime
Investigation Department, Human Resource Department and Gender Department. The types of
questions will be administered to the respondents are mainly related to the factors affecting the
actual involvement of women in the leadership position and about actions that should have been
taken in the future to empower women for leadership position in the organization and the like
issues.

3.6.3. Focus Group Discussions (FGD)

The method of FGD will be employed by the researcher to obtain information useful to the
study. To conduct FGD for this study, a composition of 12 women police officers one FGD
group will be taken at head quarter of West Shoa Zone police department. The requirements will
be used to draw samples, are first to identify the level of education and profession of police
officers to weather easily understand the issue about women and leadership practice in the West
Shoa Zone selected Woredas police department. And additional, it was take into account their
service time in the organization.

3.6.4. Participant Observation

Observation is very important; to get deep understanding on what is practical done in line with
the study conducted. In the progress of the study to know the police direction whether achieve its
desired outcome or not, as well whether empowering the women to become success in leadership

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aspect. As a researcher, while conducted a study on women leadership participation in West
Shoa Zone selected Woredas police department.

3.7 Data Analysis

The data will be collected are cleaned, coded, and arranged to ensure consistency and
completeness. The quantitative data will be presented using tables and interpreted, with the aid of
SPSS, using the appropriate statistical tools like reliability, percentage, frequency, mean,
weighted mean, standard deviation, correlation, and regressions analysis will be also used.
Following the analysis of each quantitative data, analysis of the qualitative data will be
conducted through narration. To protect the rights of the participants, coded names will be used.
Then based on the information will be obtain from the analysis, interpretations will be made to
reach out some conclusions and based on the conclusion made, possible solutions will be
recommended.

3.8 Validity and Reliability

Reliability

Validity

A full measurement must fulfill the tests of validity and reliability; validity is the most
imperative criterion that suggests the degree to which an instrument measures what it is supposed
to measure (Kothari, 1990). To ensure this, the study’s advisor has evaluated and validated the
instrument’s content appropriateness and the measurement’s scale. Concerning the reliability, as
(Zikmund, Babin, Carr,& Griffin, 2009), the measure of internal consistency; a pilot test was
conducted distributing 20 questionnaires to the selected sample employees working in the office
which are closely available to the researcher and the data analyzed using SPSS version 25.0. As
indicated in the table below the reliability ratio, the Cronbach’s alpha, for the pilot test reveal
that the questionnaire has acceptable reliability i.e. α=0.74.

3.9 Ethical Consideration

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The researcher will be based on voluntary participation by respondents and full description of the
study will be given before they decided to participate. The survey will be being kept anonymous
where research participants are not required to write their names.

4. WORK PLANAND BUDGET BREAK DOWN

4.1. Work Plan

When conducting the research, it is necessary the cost of undertake in to account the cost of undertaken
research from its beginning to its end.

Table 4.1: Work Plan

No Activities Months 2023-24

November

December

February
January
October

March

April

June
May
1 Selection of title

2 Reading related material

3 Writing of proposal

4 Submission of proposal

5 Data collection

6 Data compiling and analysis

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 7 Writing thesis

8 Thesis Submission

9 Defence

4.2. BUDGET BREAK DOWN

When conducting a research, it necessary the cost of the undertaken research from beginning up
to its end.

Table 4.2: Stationary materials and others

No. Item Name Unit of Quant. Unit. Cost (in Total cost(in birr )
measure Birr)
1 Binding, Birr - - - 2,500 00
photocopy and
printing cost
2 Stationary Numb 1500 00
3 Transportation Numb 8 600 00 800 00

4 Per Diem for data days 20 300 00 6000

collectors
supporters
5 Per Diem for days 45 100 2500
researcher
6 Contingency 2000

Total 15,300 00

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