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This study examines primary grade retention as it is utilized in one suburban school district as an intervention for low achievement. Since as early as the late 1800's, educators have been struggling with the solution for students who do not demonstrate readiness for grade promotion. Grade retention is one of the practices that has been utilized in an effort to give students added time to prepare for the next grade level. This researcher collected and analyzed data on the experiences of a sample of six kindergarten, first, and second grade students who are repeating their respective grade level. The data for this qualitative study have been presented through classroom observations, parent and teacher interviews, and document review. The patterns that resulted from the data collection and analysis have provided insight into the factors that influence a student's experience with grade retention. This study explored the influential components of a primary grade retention program with recommendations for practical application in the field and future research in this area. / Educational Administration

Research report / At the time of this study, South Africa found itself in an economic growth phase. This was coupled with an acute shortage of engineers in the country, as well as in a number of foreign countries, who found themselves in similar growth phases. Foreign firms actively embarked on campaigns to recruit South African engineers to alleviate their shortage, to the detriment of the donor country. The objective of this study is to determine the propensity of engineers to emigrate and the main drivers for this in order to provide information to craft strategies to combat and mitigate the shortage of engineers. The research process involved the consultation of relevant local and international literature regarding the skills shortage, the extent of emigration from South Africa and the main drivers for this. Data were collected by means of self-completed questionnaires in order to gauge the sentiment of graduate engineers towards emigration. One hundred and fifteen responses were received. Key associations and relationships were then analysed. The study found that the engineers most likely to emigrate were either in their late twenties or were older than 55. They are likely to be white males from either the public or private sector, or who are self-employed. Approximately 10% of graduate engineers are likely to leave South Africa within a short period of time (less than one year) as they have already taken some measures in order to do so, 16% may leave within two years and 27% may leave within the next five years. Australia is by far the most popular destination for South African engineers, followed by Canada, Europe and the United Kingdom. The main country-related drivers causing South African engineers to consider emigration are crime and violence, confidence in the South African government and political uncertainty. The main work-related driver causing engineers to consider emigration is the policy of affirmative action. Of the engineers with a “high” emigration potential, just over half indicated that they would emigrate permanently. In order to at least retain existing engineers in South Africa, the factors causing them to consider emigration should be addressed. In order to increase the number of engineers in the country, more emphasis should be placed on mathematics and science at school, thereby increasing the number of candidates who qualify for admission to engineering courses. It also needs to be ensured that universities have the capacity to train the increased number of engineers required on an ongoing basis.

The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor. / Educational Studies / M.A. (Education Management)

The objectives of the study were: (1) to determine whether staff and leaders differ significantly in terms of their perceptions of leaders’ emotional intelligence and retention factors; (2) to investigate the relationship between personality types (as measured by the Myers-Briggs Type Indicator), emotional intelligence (as measured by the Emotional Competency Profiler), and retention factors (as measured by the Retention Factor Scale); and (3) to determine whether demographical groups differ significantly in terms of the retention factor variables. A non-probability purposive sample of 160 working adults from an organisation within the asset management industry participated in the study. The research findings indicated that there is a difference in terms of leaders’ and staff’s perceptions of leaders’ emotional intelligence and retention factors. There is a relationship between leaders’ personality types, emotional intelligence and retention factors. Biographical groups (gender, race and age groups, and business units) differed in terms of the retention factors. The findings contributed valuable new knowledge that may be used for organisational retention practices. / Industrial and Organisational Psychology

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ABSTRACT Title: Job training in multinational companies --The case of Carl Zeiss in China Level: Final assignment for Master Degree in Business Administration Author: Jiawen Zhou, Meiyuan Liu Supervisor: Ehsanul Huda Chowdhury Examiner: Maria. Fregidou-Malama Date: 05/2014 Aim: Job training has been treated as the most popular approach to help with improving employees’ performance as well as company’s performance. However, some studies argue that there is some ineffectiveness in job training. This study aims to investigate employees’ needs for job training, the effectiveness and ineffectiveness of job training. Method: This study used both qualitative method and quantitative method through questionnaire and interviews. The findings were reported by analysis of mean method and standard deviation method. Result & Conclusions: This study shows that the more job training employees receivethe better performance they have. Another result of this study is that technology department employees have higher turnover intentionthan other departments after they receivejob training. Suggestions for future research: The limitation of this study is that it did not show much about the financial benefit of job training. Future research coulddone focusingmoreon this aspect. In addition, the transfer from training to application is also needed to be investigated later. Contribution of the thesis: For human resource managers, this study can givethem some suggestions toplantheirjobtraining program, in order to be more effective For other researchers, it can provide a vividunderstanding on the effects of job trainingin multinational companies. Key words: Job training, effectiveness, risk, evaluation, retention