Made available in DSpace on 2016-08-18T18:55:05Z (GMT). No. of bitstreams: 1 Dissertacao-ClaudioAnselmoSouzaMendonca.pdf: 1680619 bytes, checksum: c3664f670a2fb2650fccf5be6020cef8 (MD5) Previous issue date: 2015-03-30 / In this thesis I present an analysis of the working time and non-working time of the bank employees of public banks of Sâo Luís, starting from an initial understanding of the working time of workers in general, along the history of capitalism has never left having certain primacy in struggles, including having at various times a more predominant role than the wage struggle. So based on an analysis of the totality and the contradiction, we understand that reflect on this issue in the context of actual capitalism, and having bank employees as category, is to reflect on financialization and the role of banks, beyond its structuring as national financial system in Brazil . We also sought to analyze the impacts of productive neoliberal restructuring, placing the workforce in this context, reaffirming the ontological role of work, however looking for dialogue with the various authors that question this issue, are denying the role of work as a mediator in the current context, is reaffirming, with new dimensions and categories. We start from the analysis of the bank employees category, locating them as working class, and thus demonstrating the futility of the dual theses on the job. This understanding of the role of the bank employees inside the dialectic of the class struggle allowed us to reflect on the particular struggles of this category to obtain 6 hours special working day and how this working hours is attacked in the present day via an ostensible ideological control, with an advanced process of intensification of precarization its activities. Finally, reflecting on this framework, we reaffirm that there is no emancipatory sense of the non-working time within an abstract work time and fetishized, that is, under capitalism, at most this non-working time takes on a character of relative autonomy , thus proving the thesis of the impossibility of effectiveness of free time without a break from the capital. / Nesta dissertação apresentamos uma análise sobre o tempo de trabalho e o tempo de não trabalho dos bancários dos bancos públicos de São Luís, partindo de uma compreensão inicial de que o tempo de trabalho dos trabalhadores em geral, ao longo da história do capitalismo nunca deixou de ter certa primazia nas lutas, inclusive tendo em vários momentos um peso mais preponderante do que a luta salarial. Alicerçado assim numa análise da totalidade e da contradição, entendemos que refletir sobre esta temática no contexto do capitalismo atual, e tendo como categoria os bancários, é refletir sobre a financeirização e o papel dos bancos, além de sua estruturação como sistema financeiro nacional no Brasil. Procuramos analisar também os impactos da reestruturação produtiva neoliberal, situando a força de trabalho neste contexto, reafirmando o papel ontológico do trabalho, entretanto procurando dialogar com os diversos autores que problematizam esta temática, sejam negando o papel do trabalho como mediação no contexto atual, seja reafirmando, com novas dimensões e categorias. Partimos da análise da categoria bancária, os localizando como classe trabalhadora, e assim demonstrando a inutilidade das teses duais sobre o trabalho. Esta compreensão do papel dos bancários situados dentro da dialética da luta de classes nos permitiu refletir sobre as lutas particulares dessa categoria pela obtenção da jornada especial de 6 horas e como esta jornada é atacada nos dias atuais via um ostensivo controle ideológico, com um avançado processo de intensificação de precarização de suas atividades. Por fim, refletindo sobre este quadro, reafirmamos que não há sentido emancipatório do tempo do não trabalho dentro de um tempo de trabalho abstrato e fetichizado, ou seja, no âmbito do capitalismo, no máximo este tempo de não trabalho adquire um caráter de autonomia relativa, confirmando dessa forma a tese da impossibilidade de efetividade do tempo livre, sem uma ruptura com o capital.

This research is an investigation of the relationship between employees 'happiness' and the financial performance of a financial services organisation in South Africa. As a component of the financial services industry the banking sector contributes greatly to the economic growth of the country. The South African Banking sector is concentrated and highly competitive. It is vital for banks to maintain competitiveness and ever increasing global competition adds further pressure on organisations to financially perform so as to meet the demands of their shareholders. The literature that has been reviewed and previous research suggest that employee 'happiness' is a vital variable influencing the performance and success of individuals. Organisational performance will be measured in terms of financial performance for the purposes of this research. The concept of financial performance and 'happiness' are discussed and a questionnaire based on the Satisfaction With Life Scale (Diener et al,1985) is used to determine the levels of 'happiness' at selected branches within the institution. The individual branches financial performance is determined via calculating selected ratios, namely cumulative leverage, cost to income ratio and net yield. An analysis of correlation was conducted to establish whether or not a relationship of statistical significance exists between employee 'happiness' and financial performance. It was concluded that there is no relationship of statistical significance between employee 'happiness' and the financial performance of branches within the organisation, it was suggested that other factors exert a much greater influence over financial performance. Some of these factors influencing financial performance are discussed and recommendations for further research are made.

LL.M. (Banking Law) / When a bank employee commits fraudulent acts within the course and scope of his employment, he renders the bank vicariously liable for his fraud. The logical conundrum is that since a bank never employs someone to commit fraud, and since fraud is thus never in this sense within the course and scope of his employment, should the bank never be liable for this fraudulent conduct? If this were the law, the public could potentially be defrauded with impunity, because those defrauded would be left only with a claim against a fraudster who likely has no assets. This dissertation examines the common-law doctrine of vicarious liability and illustrates the sometimes-haphazard manner in which courts have applied the underlying principle to the varying facts that arise. It will be shown that the application of the doctrine to cases involving fraud by bank employees is particularly inconsistent and unsatisfactory. It will be proposed that the solution lies in the development of the common law so as to promote the spirit, purport and objects of the Bill of Rights, and particularly section 25 of the Constitution. 2 This paragraph conceptualises the vicarious liability doctrine. Paragraph 2 considers the application of the doctrine by the courts, and points to inconsistencies in approach. The third paragraph deals briefly with the position in two common-law jurisdictions, Canada and Britain. The final paragraph proposes a solution to the observed inconsistencies: an employee acts in the course and scope of his employment for purposes of imposing vicarious liability when the employer’s right not to be arbitrarily deprived of his property in terms of section 25 of the Constitution is acknowledged, and his vicarious liability is limited to cases where there is a rational relationship between the employee’s fraudulent conduct and the scope of his employment, and not an arbitrary deprivation. In considering the South African cases, it readily becomes apparent that the courts have already instinctively adopted the approach of examining the nature and extent of the deviation by the employee from the scope of his employment, but have not done so in the context of the property clause ...

M.A. (Clinical Psychology) / Please refer to full text to view abstract

Counting Carrots… as this cross-section study is entitled studied the distribution of motivation incentives in Central Stockholm’s banking sector and if it varied for different groups of bank-employees, according to bank-employees. This variation in the distribution of employee benefits was examined quantitatively in accordance to three explanatory variables: 1 – Job position, 2 – Bank size and 3 – the Gender of respondents. On account of the above variables, three hypotheses were propounded from: the concept of separating firm ownership and control, economies of scale and experience and the theory on labor market dualism. Concerning Bank size, empirical proof showed that the distribution of employee incentives in Big banks varied more than it did in Small banks thanks to cost and resource saving advantages. Nevertheless, this study was unsuccessful in producing adequate empirical evidence to indicate such variation in motivation incentives when considering employees’ Job position and Gender. This lack of empirical proof contradicted notions from relevant theoretical constructs on divorcing firm ownership from control and from the dual labor market theory. In some respects, conclusions arrived at were not consistent with what Davydenko et al. (2017) observed in Poznan, Poland on a similar topic about incentives diversity. In future, more work remains to be done which should include more features of motivation incentives such as their quality versus quantity or/and their degree of effectiveness in elevating employee engagement with the intent to improve or complement the produced findings from this study. / Denna tvärsnittsstudie har undersökt variabilitet på de verktyg som banker i Stockholm använder för att höja motivationen bland sina anställda. Studiens metod har varit kvantitativ, där respondenterna utgjorts av bankanställda i Stockholm. Studiens insamlade data har sedan granskats mot tre förklarande variabler: 1 – anställningsposition, 2 – storleken på den bank som respondenten är anställd på, och slutligen 3 – respondentens kön. Beträffande anställningsposition och kön lyckades studien inte finna några övertygande empiriska bevis på att dessa variabler hade någon tydlig effekt på hur motivationsincitamenten mottogs. Däremot förefaller storleken på banken vara av betydelse, där större banker erbjuder större incitamentvariabilitet för sina anställda, än små banker. I vissa fall har de slutsatser som dragits varken varit förenliga med den relevanta teorin eller i överensstämmelse med vad Davydenko et al. (2017) observerade när de studerade ett liknande ämne i staden Poznan. I framtiden återstår emellertid mer arbete, vilket bör utgå från en större mängd egenskaper av incitamentsverktyg. Till yttermera visso bör motivationsincitamentens kvalitet kontra kvantitet studeras med frågor såsom huruvida specifika personalförmåner verkligen uppfyller sitt tänkta syfte eller ej. Detta för att komplettera och/eller nyansera de upptäckter som gjorts i Att räkna morötter...

In the increasingly competitive world of retail banking, organizations are focusing their attention on customer service as a means of increasing customer loyalty and retention. With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. Data from three separate surveys collected during the same time period in 137 branches of a regional bank are analyzed using multiple regression analysis to determine whether relationships and interactions exist at a banking center level. While results of the analyses did not show a significant relationship between the variables, issues relevant to this determination are discussed and conclusions drawn regarding the nature of these constructs.

No description available.

This study assessed the link between financial literacy and levels of debt among junior permanent bank employees. Based on the mixed purposive and simple random sampling approach, a structured questionnaire was used to collect primary data from a sample of 275 junior permanent bank employee participants. Frequencies, descriptive statistics and binary logistic regression techniques were applied to analyse data using the SPSS 23 statistical package. The Cronbach’s alpha criterion and Keiser-Meyer-Olkin measure of sampling adequacy results indicate that the research instrument’s items were statistically reliable and statistically valid. The descriptive statistics results on the financial behaviour and attitude dimension indicate that permanent junior bank employees on average pay reasonable attention to their financial affairs. The classification summary statistics indicate that financial literacy and financial behaviour and attitudes were significant predictors of the debt level. The Nagelkerke R-square indicates that some significant amount of overall variation in debt level was accounted for by financial literacy and financial behaviour and attitudes. Based on the odds ratios results, a statistically significant relationship between financial literacy and debt level was found in the study. Conversely, the estimated odds ratios results indicate a statistically significant negative relationship between financial behaviour and attitudes, and the level of debt / Business Management / M.Com. (Business Management)

In spite of the rapid growth and internalization of banking services in particular, managers first need to correctly identify the antecedents of what the local consumer perceives as service quality and its link to service climate, thus the strengths of this relationship would be beneficial as a global competitive tool. Although significant studies had been done regarding issues and factors contributing to service quality and service climate in the banking industry, very little has been published regarding the connection between perceptions of these dimensions. The purpose of this study is to describe an accomplished research to determine whether Malaysian local bank customers’ perceptions of service quality and its dimensions relate to employees’ perceptions of service climate and its dimensions; and to ascertain whether various background elements’ reported differences influence the relationships between the dimensions of service quality and service climate. This study encapsulated two phases of survey with open-ended and close-ended questionnaires consecutively. The researcher employed the Profile Accumulation Technique in the first phase and from the respondents’ results, close-ended questionnaires were constructed with responses from four local banks in Malaysia, corroborated together with previous scholars’ findings. Several analyses were carried out such as demographic, reliability, validity, performance, non-parametric and parametric tests and elaboration analysis. The main findings produced nine dimensions of service quality (Automated Teller Machine; corporate image; customer interaction and customer service; online and phone banking; physical feature and facilities; products and services; rates and charges; management and staff) and eleven dimensions of service climate (benefit, bonus, reward and salary; corporate image; customer service; facilities; organization; department and branch; management; organization output; products and services; workforce; myself). There were significant relationships between service quality and service climate dimensions. Respondents’ characteristics influenced the strength of the relationships between dimensions, service quality and service climate. Consequently, the results offered significant implications for participating banks to improve quality in their environment concerning their employees and customers; using customer-oriented processes and training programs within an increasingly diverse marketplace. Economic development, the political situation, socio-cultural system and the level of sector maturity do need to be considered by managers and policy makers so as to investigate their influence on service quality and service climate.

Made available in DSpace on 2015-12-03T18:32:55Z (GMT). No. of bitstreams: 1 Rogerio_Vecchi_Cestari.pdf: 759725 bytes, checksum: 23dc0ded94c11d56a473ec63b511e1fc (MD5) Previous issue date: 2005-06-07 / This research identifies the relations between the variables behavior's profile, working performance and perception of factors that constitute the motivational strategy used by the researched institution. In order to achieve the proposed goals, 119 retail banking account managers has been researched. This way, by means of the performance background from this officials in the fulfillment of goals the institution established, behavior performance identification based on the work developed by Ricco (2004) and the evaluation of the perception of factors that the referred motivational strategy consists of through a questionnaire prepared by the researcher, it was possible to establish the proposed relations. The theoretical foundation that mainly supported this research is found in the works of Robbins (2002), DuBrin (2003), Fromm (1989), Coda (2000) and Ricco (2004). The datum analysis allowed identifying that, according to the motivational strategy used by the institution, there's a difference between the performance presented by the different behavior profiles, as has been noted, when comparing it with the other profiles, the conquering profile presents a better performance whereas the collaborator and expert profiles present lower performances. From the relation between the performance at work and the individuals perception before the factors constituting the referred motivational strategy, it can be seen that the individual with a lower performance highly care about service quality and group work, although this aren't prior factors in this motivational strategy. As a result, analyzing the relation between the behavior profiles and the individuals' perception before the factors that constitute the motivational strategy in question, it hasn't been noticed a statistically meaningful importance of a certain factor to the detriment of other factors, that is, statistically no factor has prevailed to another. However, even without a statistically significant difference among the factors, the importance given to them is different for each behavior's profile. / Esta pesquisa identifica as rela????es entre as vari??veis perfil comportamental, desempenho no trabalho e percep????o dos fatores que comp??em a estrat??gia motivacional utilizada pela institui????o pesquisada. Para atingir os objetivos propostos, foram pesquisados 119 gerentes de conta de um banco de varejo. Assim, por meio do hist??rico de desempenho destes funcion??rios no cumprimento das metas estabelecidas pela institui????o, da identifica????o do perfil comportamental com base no trabalho desenvolvido por Ricco (2004) e da avalia????o da percep????o dos fatores que comp??em a referida estrat??gia motivacional por interm??dio de question??rio elaborado pelo pesquisador, foi poss??vel estabelecer as rela????es propostas. O embasamento te??rico que predominantemente sustentou esta pesquisa encontra-se nas obras de Robbins (2002), DuBrin (2003), Fromm (1986), Coda (2000) e Ricco (2004). A an??lise dos dados permitiu identificar que, diante da estrat??gia motivacional utilizada pela institui????o, existe diferen??a entre o desempenho apresentado pelos diferentes perfis comportamentais, sendo que, quando comparado aos demais perfis, o perfil conquistador apresenta melhor desempenho enquanto os perfis colaborador e especialista apresentam piores desempenhos. Da rela????o entre o desempenho no trabalho e a percep????o dos indiv??duos perante os fatores que comp??em a referida estrat??gia motivacional, observa-se que os indiv??duos com baixo desempenho d??o mais import??ncia ?? qualidade do atendimento e ao trabalho em grupo, n??o sendo estes fatores priorit??rios nesta estrat??gia motivacional. Por fim, analisando-se a rela????o entre os perfis comportamentais e a percep????o dos indiv??duos perante os fatores que comp??em a estrat??gia motivacional em quest??o, para todos os perfis comportamentais n??o foi percebida a import??ncia estatisticamente significativa de determinado fator em detrimento a outro, ou seja, estatisticamente nenhum fator se sobressaiu a outro. Por??m, mesmo sem haver diferen??a estatisticamente significativa entre os fatores, a import??ncia atribu??da a eles ?? diferente para cada perfil comportamental.