The aim of the thesis was an analysis of job satisfaction of employees in a construction company. As a theoretical foundation of a work the issue of satisfaction, staff motivation and stimulation was preceded. The analysis was performed by written survey of the company. Respondents were asked about satisfaction with the organization and work content, working environment, interpersonal relations, boss, conditions of education and personal development and satisfaction with the evaluating and rewarding. The relationship to the company and the level of motivation were also studied. Based on the results of the analysis were presented proposals and recommendations whose implementation should contribute to greater employee satisfaction.

The thesis deals with the issue of employees' satisfaction with individual areas of their work. The theoretical part describes the reasons for opinion ascertaining and factors influencing employee satisfaction and motivation. There are also listed the methods of employee satisfaction surveys and the approaches to statistical analysis of data from questionnaire surveys. The practical part is focused on the social climate analysis in the specific manufacturing company in areas such as remuneration, communication, work organization, teamwork, career growth, learning and development and other. The data analysis is based on categorial data analysis including detection of dependence in between individual answers and classification of employees, mainly by sex, age, department and position. For each area, there is a recommendation for the company management.

The healthcare industry evolved on March 23, 2010, when the Affordable Care Act (ACA) was signed into law. The general problem prompting the need for this study was that healthcare workers are affected by patient and family anxiety, evolving evidence based practices and treatments, and regulatory complexities. Outdated managerial skills with leaders lacking emotional intelligence may produce employee dissatisfaction, and satisfied workers may influence the quality of care and patient satisfaction. The purpose of this study was to examine the relationship between senior healthcare leaders' EI and employee satisfaction. EI theory was the conceptual foundation for this research. This quantitative study used a survey to collect EI scores from 25 senior healthcare executives using the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) and employee satisfaction scores from the Press Ganey Employee Voice Solution Survey collected by their organizations. Data were analysed using Pearson correlations, independent sample t tests, and ANOVAs to test the variables of EI and employee satisfaction. Assumptions of the t test and ANOVA were met to ensure the sample size was sufficient. The results of the Pearson correlation indicated that employee satisfaction percentile and score were not related to EI within the sample. No differences were found in EI by age, gender, years of experience, or educational level. The changes in healthcare require focusing on social change as it relates to service behaviors by all individuals who have any impact on the patient-care experience.

The purpose of this thesis is to reduce the production time while providing employees satisfaction and the problem formulation for thesis is; -How can a company use its work area effectively in order to reduce production time while providing employee satisfaction? To answer problem formulation, proper lean tools were applied. Before implementing lean tools, the study started with a questionnaire to evaluate the effect of work area on employees. Five steps of 5S were implemented on work area so as to provide an organized work area for employee satisfaction in accordance with the theory. SMED’s four stage methodology was applied to the machine in the work area where was focused by the authors in order to reduce the production time. The study was made in a Swedish Company called Swepart Transmission AB. which produces gearboxes, bearings etc. Results obtained from the study shows that employees are under effect of work area and employees were satisfied after 5S implementation, also production time will be reduced at least one hour in the length of time. This thesis can be generalised to all manufacturing companies thus both employee satisfaction and production time reduction can be provided and companies can work more effectively which enables them to become competitiveness in order to survive in market.

This study can be used by Posten Sweden and China Post to understand their situation and the facts regarding service quality and the difference between the two. This study will also provide useful information for other post or logistic institutions

Aim & Research questions: The aim of this work is to study the motivational techniques of a Swedish and a Chinese company and analyze the effects of motivational techniques on employee motivation in both companies. Method: Both qualitative and quantitative methods have been used for data collection. Survey is contacted on the employees in the Swedish and Chinese company. Total of five interviews have been done. Findings & Conclusion: It is found that the Swedish and Chinese company both apply similar and different motivational techniques. The motivational techniques which are related to hygiene factors and motivators worked well to motivate employees in the Swedish company but not in the Chinese company. Contribution & Suggestions for future research: This study provides knowledge on how manufacturing industry motivate employees, especially in Sweden and China. It also gives readers new perspectives of culture and type of company in looking and thinking employee motivation. Besides, analyzing based on different motivation theories, explaining the reasons from different other perspectives and comparing the same type of companies could be the suggestions for future research. Finally, the future research could be extend to research in China-Sweden joint venture, how they motivate employees under the multi-culture background.

Hög arbetstillfredsställelse är viktigt för alla anställda, men förutsättningarna för detta varierar beroende på olika faktorer. Personal inom tvångsvård, LVM arbetar nära klienterna, vilket kan påverka personalens upplevda arbetstillfredsställelse. Undersökningens syfte var att undersöka vilka faktorer som påverkar arbetstillfredsställelse hos personal inom tvångsvård. En enkätstudie gjordes med frågeformuläret QPSNordic med 81 deltagare (40 män, 41 kvinnor) samt en intervjustudie med 8 personer (2 män, 6 kvinnor). Resultatet visade att personalen på den öppna avdelningen hade en signifikant högre generell arbetstillfredsställelse än personalen på de låsta avdelningarna, vilket antagligen beror på skillnader i rollförväntningar, men kanske även större personligt utrymme på den öppna avdelningen. Viktiga faktorer som framkom i intervjuerna om upplevelse av arbetstillfredsställelse var kollegor, stöd från chef samt kontakten med klienterna, vilket kan handla om att kommunikation är viktigt då tvångsvård kräver ett nära samarbete mellan samtliga parter. Området personal inom tvångsvård är relativt outforskat och behöver studeras ytterligare.

A Study on the Development Strategies of the Bank of Kaohsiung ABSTRACT There has been a trend toward financial deregulation and globalization since 1980. During this period, both Britain and France started the system of privatization of state-owned firms. And Taiwan, R.O.C. also kept up with the trend to construct the framework of economical deregulation and globalization. Meanwhile, being against the global trend fearlessly and courageously, the Kaohsiung city government, to the contrary, established the Bank of Kaohsiung (B.O.K.) to bring prosperity to residents. However, under the big pressure of the global tendency, the Kaohsiung city government finally changed its policy to implement privatization and completed all the tasks on Sep. 27, 1999. Through the establishment of privatization of state-owned firms, the B.O.K. modulate development strategies, progress enterprise renovation and upgrade the operation performance to face the increasingly strict challenges and the tendency of bank consolidation. However, privatization is not a panacea for the sustainable development of the B.O.K. Therefore, this study aims to discuss the development strategies of the B.O.K. from three aspects of employees, employer and the government, to achieve win-win-win results. The results and suggestions of this study are as follows: I. The Operation Performance The operation performance after privatization of the B.O.K. still acts as a role of state-owned bank of the Kaohsiung city government. Basically speaking, the quantities of the municipal loans of the city government will comply with the performances of the bank¡¦s assets, liabilities, and incomes. The higher the former one is, the more the latter ones are. II. The Industrial Competitive Position In late 2004, the market shares of assets and liabilities of the B.O.K. didn¡¦t exceed 1%. Besides, the scale of B.O.K. fell behind the other firms. Its operation performance was fair. Except for the growth rate, the capital adequacy, asset quality, profitability, liquidity ability, and interest rate sensibility respectively are in high-middle rankings among the domestic banks. And the competitive position of deposit, loan, and profit-risk fell in the area of the third quadrant. The major rivals against the B.O.K. on business and consolidation strategies will be Kao Shin Commercial Bank, Taiwan Cooperative Bank and First Commercial Bank. But the potential rivals against the B.O.K. on consolidation strategy include Chinese Bank, Chinfon Commercial Bank, Hwatai Bank, Cota Commercial Bank, Lucky Bank, Taitung Business Bank, Taipei Bank, China Development Industrial Bank. III. Employee Satisfaction The survey of questionnaires shows that the employees in the B.O.K. recognize the business principles of this enterprise and feel satisfied with the payoff, but express non-trust on executive officers and unfairness on personnel system. With the impact of privatization and bank consolidation, the B.O.K. Union adopted the strategy of law-compliance to complete establishing employment regulation, signing collective agreement and electing worker director, which are considered three pillars of the Union, for protecting the working rights. IV. The Competitive Strategies and Operation Policies The overall application on competitive strategies is not excellent. Especially, the implement in development strategy is the worst. The priority that the B.O.K. should do is to establish clear developmental strategies to upgrade its competitive potential through the following steps. A. Risk Management: Comply with the regulation of Basel II to enhance the ability of managing risk. B. Finance Management: Improve assets quality to increase the bank¡¦s profitability. C. Business Management: Develop diversified businesses on the basis of municipal loan. D. Human Resource: Plan proper manpower placement and hold in-service training to raise the degree of employee satisfaction. E. Interior Procedure: Implement responsibility center management and enhance financial information system. F. Developmental Perspective: Found the basis of ¡§small is beautiful, small is professional, and small is strong¡¨, and develop into the biggest financial holding company in southern Taiwan in the future. G. Organization Restructure: Consider establishing corporate banking group, consumer banking group and wealth management group. In Kaohsiung area, the B.O.K. should focus on the plan of establishing region center, and mini-individual bank with specific task outside Kaohsiung area. V. Proposal Evaluation for development strategies of the B.O.K. Considering the recognition over competitive developmental strategies of the B.O.K. from three aspects including labors, employer and the government, the study offers the following suggestions under the limitation for implement. A. The best strategy of the B.O.K. for sustainable management is to adopt the principle of ¡§small is beautiful, small is professional, and small is strong¡¨, and to expand business across the whole nation in the future. B. If the Kaohsiung city government adopts the strategy of capital withdraw, the proposal of selling to domestic general public should be the first priority to be taken into consideration. C. If the Kaohsiung city government adopts the strategy of niche, the proposal of consolidation with varied small financial holding company or being merged by non-banking financial holding company will gain the best benefits. D. Not launch the proposal of increasing capital to avoid the public¡¦s anxiety. VI. Intrinsic Value Evaluation for the B.O.K. Based on the evaluation criteria of bias, accuracy, explanatory, and investment performance, the study shows that model D of discounted free cash flow (FCF-D) ranks number one, model B of Edwards-Bell-Ohlson (EBO-B), model B of price/earning ratios (PE-B) rank number two and three respectively. The rest six ones are not recommended. Also the study suggests that the B.O.K. should adopt FCF-D to evaluate its intrinsic value. It is estimated that the intrinsic value per stock is NT$22.24 on May 3, 2005.

<p>The purpose of this thesis is to reduce the production time while providing employees satisfaction and the problem formulation for thesis is;</p><p>-How can a company use its work area effectively in order to reduce production time while providing</p><p>employee satisfaction?</p><p>To answer problem formulation, proper lean tools were applied. Before implementing lean tools, the study started with a questionnaire to evaluate the effect of work area on employees. Five steps of 5S were implemented on work area so as to provide an organized work area for employee satisfaction in accordance with the theory. SMED’s four stage methodology was applied to the machine in the work area where was focused by the authors in order to reduce the production time. The study was made in a Swedish Company called Swepart Transmission AB. which produces gearboxes, bearings etc. Results obtained from the study shows that employees are under effect of work area and employees were satisfied after 5S implementation, also production time will be reduced at least one hour in the length of time. This thesis can be generalised to all manufacturing companies thus both employee satisfaction and production time reduction can be provided and companies can work more effectively which enables them to become competitiveness in order to survive in market.</p>

Forestry employees are the most valuable asset to forest operations. An analysis was completed to determine employee training status, how safe employees feel within their roles and identify major reasons of dissatisfaction. Through the development of job descriptions and person specifications, it was possible to identify the job requirements along with the personal attributes and qualifications required by employers, to ensure employees were capable of undertaking their role. There is an identifiable gap within the level of formal education among employees. Over half (55%) of the employees have lower qualifications than those required to have undertaken further forestry on-job training. A majority of employees’, particularly those in machine operator roles feel safe in their forestry operational roles. A small proportion of employees in breaker out, thin to waste and pruning roles feel unsafe. All employees surveyed except loader operators, felt only moderately safe in their role. The difficult environment associated with forestry was determined to be the major reason for dissatisfaction (52%) among employees, along pay and length of day. Paradoxically, the environment was also a major reason for satisfaction among those surveyed. By identifying the major reasons of dissatisfaction among forestry employees it is possible to improve job satisfaction and employee retention. Training forestry employees needs to be from a more practical aspect. This will lead to increase the number of employees that are trained for the roles they are undertaking, by ensuring they are equipped with adequate knowledge, and have the skill to work safely and to a high quality standard.