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In this study twenty-two commercial real estate salespeople were randomly assigned to one of four experimental conditions: (1) pretest, training, posttest; (2) pretest, no training, posttest; (3) no pretest, training, posttest; (4) no pretest, no training, posttest. The training groups participated in a monitored aerobics training program designed by the Institute for Aerobics Research, Dallas, Texas. In conclusion, it appears that an improvement in employee cardiorespiratory fitness does not necessarily lead to an improvement in job satisfaction or job performance. It is important to note, however, several possible explanations for these results. First, the pretest scores for the Job Descriptive Index were already quite high indicating there was not much room for improvement on posttest scores. Secondly, with regard to performance scores the; small number of subjects may have contributed to the lack of statistical significance. The study had a 46 percent subject loss rate. Thirdly, it would have been more useful to have had subjects who earned approximately the same amount or, at least, did not have the enormous differences in earnings found in this study. Finally, it is suggested that commissions be watched for more than one sales cycle. By incorporating these changes, future studies will have a better chance of determining whether employee fitness affects employee performance or employee satisfaction.

Flexibility in the workplace is no longer perceived as a benefit to employees but as a requirement for organizations to remain competitive. Financial compensation alone may be insufficient to encourage employee retention. The purpose of this qualitative, single case study was to explore the strategies that corporate accounting and finance leaders implement to promote workplace flexibility for increasing accountants' retention. The conceptual framework for this study was Karasek's demand control support framework. The research sample consisted of 6 corporate accounting and finance leaders who had a history of successfully implementing a workplace flexibility program. Data analysis consisted of compiling the data, coding for emergent and a priori codes, disassembling the data into common codes, reassembling the data into themes, interpreting the meaning, and reporting the themes. The major themes from the findings of this study were leadership support and commitment, organization-wide tailored flexibility, clear communication of expectations, trust and cooperation, employee evaluation based on results and deliverables, and the use of technological advances to enhance team collaboration. Organizations and business leaders can use the findings from this study to create competitive advantage by enhancing their existing flexibility policies or to implement formal workplace flexibility policies that may help to reduce the stress and strain that employees experience in attempting to balance their personal and professional life. The implications for social change include creating a balance between employees' jobs and other responsibilities that allows employees to contribute positively to their family and the local community.

Organizations in the age of modern technology have a diverse workforce, who are spread around the globe, and the business leaders of the 21st century need to understand how best to manage, overcome new challenges, and know the various skills of team members to capitalize on their differences and unique skills. To allow those geographically dispersed workers to reach their full potential and facilitate team success. Global virtual teams (GVTs) operate in complex environments characterized by diverse cultural and organizational elements. The primary purpose of this correlational and nonexperimental quantitative research was to examine the impact of transformational leadership on GVTs, their productivity, and job satisfaction with leadership effectiveness. Using the Multifactor Leadership Questionnaire (MLQ) and the Job Satisfaction Survey (JSS), data analyzes were completed through SurveyMonkey.com and SPSS software. The study measured transformational leadership, the independent variable, by the leader's ability to motivate workers to be satisfied and productive, and by the leader's effectiveness in the organization. Data were assessed by frequency analysis, moderation analyzes, and multiple regression analysis on the dependent variables of job satisfaction, leadership effectiveness, and productivity. The findings from this study reinforced the positive relationships found between transformational leadership, employee productivity, and leadership effectiveness in GVTs. Results also showed that motivated employees increase productivity and help in the organization's growth. Implications for positive social change included improvements in GVT interactions to increase the exchange of diverse ideas that lead to increased productivity and job satisfaction.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. В теоретической части представлены: литература, касающаяся оценки эффективности и ее применения на уровне Многоуровневой маркетинговой компании. В практической части представлены: исследовательские инструменты, использованные для проведения исследования: социологический опросник и три психологических теста, а также результаты всех упомянутых инструментов, анализ результатов и выводы. На основе полученных данных были разработаны предложения для обеспечения эффективного измерения производительности и плавного продвижения в рейтинге лидеров InCruises’. В заключение подводятся итоги в соответствии с поставленными задачами. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents: the literature relative to performance evaluations and its application at the level of a Multi-Level Marketing company. The practical part presents: the research tools used to conduct the study: a sociological questionnaire and three psychological tests and findings of the all the mentioned tools. Based on the data obtained, proposals have been developed to ensure an effective performance measurement and a smooth progress at InCruises’ leadership ranks In conclusion, the results are summed up in accordance with the tasks set.

Master Thesis deals with the problem of employee satisfaction at Copy General. I am presenting here a new version of questionnaire created by optimizing the original version, which were designed according to circumstances and desired outcomes. I also analyze actual situation of employee satisfaction. In Thesis I am presenting solutions based on the outputs from research and conversations with managers.