The diploma thesis is focused on the employee turnover in the chosen company. The study is divided into four parts. The first part establishes the goals. The second – theoretical – part lays out strategies for reducing employee turnover. In the third part, the company is first described and then selected methods are applied. The last part suggests solutions for reducing the employee turnover in the company.

This diploma thesis deals with flexible and innovative forms of employment and the form of cooperation in a selected company. Flexibility is becoming more and more important, as employees are less willing to spend their entire day of work and prefer more personal life. The thesis is divided into three parts - the theoretical, the analytical and the part dealing with own solutions. The theoretical part is based on a comprehensive overview of flexible forms of employment that make it possible to reconcile work and personal life. The analytical part examines and evaluates the current state of the selected company with best practices of similar companies in the Czech Republic and abroad and in the final part proposes the optimal solution of flexible forms of employment or cooperation in the context of possible changes in the provision of legal services for selected organization.

The diploma thesis deals with the issue of remuneration and motivation of employees. The theoretical part of the thesis clarifies the basic concepts and general starting points related to the given topic. The analytical part deals with the research and description of the current way of remuneration and motivation of employees in the selected company. The output of the diploma thesis consists of suggestions for possible changes and development of the existing system of remuneration and motivation of employees processed on the basis of the established current state of society.

The diploma thesis deals with employee satisfaction, their motivation and remuneration. In my work I focused on examining the satisfaction of employees of the selected bank with motivation and remuneration. The presented work has 3 main parts. The first part is focused on the theoretical description of the basic concepts needed to understand the issue. The second part contains an analysis of the submitted questionnaire. The last part contains suggestions for improving the system in the company.

This thesis is concerned with the research satisfaction and motivation of employees in selected company. The theoretical part explains the basic concepts related to that topic. In the practical part there is employee satisfaction measured by questionnaire and employee motivation by method of word association. The result of this work is output in the form of proposal and recommendations, which should lead to an increase satisfaction and motivation employee, thereby increasing productivity.

This thesis deals with area of satisfaction and motivation of employees in selected company. The first part describes theoretical aspects of motivation and its impact on human and his work performance. The practical part analyzes the motivation and satisfaction of employees by questionnaire survey. Subsequently recommendations for improving the current situation and increasing employee satisfaction are proposed which will lead to their more effective work performance.

Many factors can influence service quality, however the main determinant of customers’ perceptions of service quality is often their interaction with service staff (Zeithaml & Bitner, 2009:351), resulting in the importance of employees in service delivery. Internal marketing (IM) acknowledges this, and is similar to other marketing activities within an organisation, which focuses on staff in order to enhance external performance (Papasolomou & Vrontis, 2006:179). The aim of the present study has been to investigate the elements of IM as predictors of employee satisfaction and to determine the relative importance of various IM attributes and with this in mind the primary and secondary objectives driving this study were: • to confirm the IM scale as used in the study by Jou et al. (2008:73) in a South African context; • to determine how well the identified IM elements predict employee satisfaction by: • determining if any of the identified IM elements are predictors of employee satisfaction; • assessing the relative contribution to employee satisfaction of each of the IM elements found to be predictors; and • investigating whether certain biographical factors, such as gender, tenure and level of customer interaction, also explain employee satisfaction A literature study of IM theory pointed to a number of broad definitions of the concept, identifying IM as either a tool, an internal process or as a process supporting external activities. IM can also be a working mix of elements aimed at motivating employees (Papasolomou & Vrontis, 2006:178) toward inter-departmental co-ordination in order to achieve a more customer-orientated approach to service marketing. This working mix of elements is known as the IM mix, being elements under the control of management that can be implemented in order to illicit desired responses from employees (Ahmed & Rafiq, 2002: 27). The IM mix elements put forward are varied and numerous, and there is much debate as to which of the elements constitute an IM mix. Against the background of these disparate IM mix elements, it was necessary to reconfirm those elements pertinent to an IM programme in a South African context. It was found that job quality and reward together with empathy and consideration are significant predictors of IM and should therefore form the cornerstone of any IM programme. / Dissertation (MCom)--University of Pretoria, 2013. / hj2013 / Marketing Management / unrestricted

This thesis is a qualitative research that provides an understanding of store managers perception of internal marketing on the Swedish retail market. It also describes how the store managers use internal marketing to guide their frontline employees to deliver high quality service. This research aims to highlight the importance of service deliverance in the retail sector. Due to the changes that are taking place within retail where globalization, digitalisation and automation are changing customers' views on trade, it is becoming increasingly important to differentiate themselves. More and more physical stores are finding it difficult to survive and many are forced to shut down.  This study therefore wants to highlight the use of internal marketing to be able to deliver high quality service at the encounter between the frontline employees and the customer in physical stores. Therefore, the study will give answers to the following questions: (1) How do store managers on the Swedish retail market perceive internal marketing? (2) How are internal marketing used in physical stores to work with service quality deliverance? To answer these two questions a meticulous examination of previous studies on the concepts internal marketing, employee satisfaction and service quality was made. A conceptual framework for the study was set to classify and analyse the findings of the study. The empirical findings consis data collected through semi-structured interviews with six store managers of three different retail stores on the Swedish market.   It was concluded that the store managers perception of internal marketing is unclear but that they all believe it is important. Nevertheless, it can be seen that internal marketing is important and that the store managers work daily with activities to guide the frontline employees to deliver high quality service. However, these activities are not expressed as internal marketing among the companies and store managers. It was also concluded that the service quality delivered by the frontline employees was significant to the success of the stores in the store manager's point of view.

ABSTRACT    Date:              06.06.20 Level:             Bachelor Thesis in Business Administration, 15 cr  Institution:    School of Business, Society and Engineering, Mälardalen University  Authors:         Mohamad Kaddoura               Erandika Perera                 Pia Sophie Paulsen                            (90/06/24)                           (88/06/29)                       (98/01/10) Title:              Corporate Social Responsibility and its Effect on Employee Retention Tutor:             Edward Gillmore Keywords:      CSR, HRM, employee retention, employee satisfaction, employee needs Research  question:        How does internal Corporate Social Responsibility affect employee retention  in an organization? Purpose:         To examine & identify how Corporate Social Responsibility affects employee retention as well as to determine & evaluate the relationship between CSR and employee retention. Method:         This thesis is based on the deductive approach which leads to quantitative data analysis through a cross-sectional time horizon in form of a rating question survey. The entire research is developed on Mark Saunders, Philip Lewis and Adrian Thornhill’s (2008) onion model. Conclusion:    Internal CSR, together with HRM, is influencing employee satisfaction through policies and strategies that are directed at employees and adapted to employees’ individual preferences. These preferences were identified in the form of needs and motivating & hygiene factors. The findings suggest, that even when high employee satisfaction is achieved, employee retention intention is not guaranteed. CSR, therefore, has a direct effect on employee satisfaction but not necessarily on employee retention.

No description available.