1 UNIVERZITA KARLOVA V PRAZE FILOZOFICKÁ FAKULTA KATEDRA ANDRAGOGIKY A PERSONÁLNÍHO ŘÍZENÍ magisterské prezenční studium 2008-2011 Bc. Marie Mesteková Řízení expatriantů Managing of Expatriates DIPLOMOVÁ PRÁCE Praha 2011 Vedoucí práce: PhDr. Renata Kocianová, Ph.D. 2 ABSTRACT This diploma thesis is focused on expatriation, which means people who are sent to a foreign country for a limited time to work in local branch of their company. The objectives of this thesis were to identify current best practices in expatriation, conduct a benchmarking exercise against the DP DHL model and propose a set of recommended improvements. The thesis starts with introduction to globalization and international companies, including a summary of the history and different types of international organizations. The next section relates to international human resources management and describes the reasons and phases of developing this. The paper also includes a list of differences between local and international human resources. The following section is dedicated to expatriates themselves and the individual steps of their expatriation, included is the critical phases and problematic situations. An introduction to DP DHL as a company is contained in next section including how they deal with expatriates and introduces the process of...

Background The world is experiencing exceptional technological evolution and Sweden is at the forefront of this development and virtual teams are on the rise. Virtual teams are a way for companies to improve their sustainability with decreased travel for employees which also saves time that employees can spend at home though with difficulties separating work and home. Virtual teams are a chance for employees to better influence their work, a way to have people from all over the world working together but with a risk of decreased physical social interactions and being isolated. Research question How is employee satisfaction perceived by individuals in virtual teams? Purpose  The purpose of this thesis is to describe how employees in virtual teams perceive employee satisfaction in contrast to traditional teams in order to identify which aspects are especially significant for employee satisfaction in virtual teams. Further we aim to explain how to create employee satisfaction with these aspects in mind. Method A qualitative research method was used in this study, by semistructured interviews with twelve respondents from various companies in Sweden, in which four of the twelve respondents work in the public sector and the rest in the private sector. The respondents were selected by convenience. TheoreticalFramework Theories about teams, virtual teams, job satisfaction and culture are presented followed by behavioural theory focusing on selfdetermination theory as well as social capital. The final component in the theoretical framework is theory regarding. work-life balance and spillover theory. Findings In this thesis, the findings of how employee satisfaction is perceived in virtual teams is divided into two parts. The first part addresses the need to prepare a structure for the virtual team before hiring as to avoid issues raised by the respondents and brings to attention key areas. The second part addresses the need to find the right people when hiring for the virtual team. It mentions important characteristics beneficial for the person to have if they are to work within the virtual team.

The diploma thesis examines employee satisfaction and employee benefits in a chosen company. It was used a research: asking via a questionaire. The analysis of chosen quality characters has been made in this thesis and the financial impact of the employee benefits has been monitored. On the basis of the results the reseatched situation has been appreciated and there have been proposed possible changes and improvement in the providing of emplayee benefits.

Employee turnover has been responsible for the failure of many small businesses in the United States. Business leaders do not always understand the reasons employees choose to leave an organization. This correlational study, grounded in Herzberg's 2-factor theory, examined the relationship between intrinsic employee job satisfaction, extrinsic employee job satisfaction, and employee turnover intention among employees in small businesses. Participants included 129 employees of a small business in Western New York. The Minnesota Satisfaction Questionnaire and Turnover Intention Survey were used to collect the data. The multiple regression analysis significantly predicted extrinsic employee turnover intentions, F(3, 103) = 25.687, p = .001, R2 = .428, and while extrinsic motivation was a predictor, intrinsic motivation was not. Recommendations for future research include focus on specific extrinsic and intrinsic categories in additional contexts. Implications for social change include small business owners understanding the motivation behind employee turnover, which may result in reduced costs to the company, keeping experienced employees, reduced errors made by inexperienced new hires, and increased productivity because there is not a learning curve for tenured employees.

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This study was conducted to clarify the use of an annual attitude survey by a certain company, as it relates to that company's female employees. In previous surveys using the Job Descriptive Index, it was noted that the scatter of scores about the mean for the satisfaction with Work, Pay, Promotion, Supervisor, and Co-workers sub-tests was much greater for the females than for the males. It was postulated that the female group might be composed of two or more definable subgroups which had statistically different means. It was also shown that for satisfaction with supervisor, whites had higher satisfaction than blacks. On satisfaction with promotion, persons twenty-five years or younger scored higher than did those who were fifty-five and older, and then those who were from twenty-five to thirty-four years old. All of the above differences were statistically significant at the p < .05 level. No statistically significant differences were found in groups stratified by having dependents, or by tenure. The primary hypothesis was accepted. No subsidiary hypothesis was found acceptable by this study.

The purpose of the master thesis is a proposal of an effective personnel marketing system in a company operating in a field of information technology resulting in meeting needs of potential and current employees. The thesis includes an analysis of external and internal personnel marketing supported by quantitative research among information technology programme students of Brno universities and current employees. As emerged from the analysis, shortcomings can be found in a company promotion via social media and web page as well as in a professional development of employees. Based on the acquired results and theoretical overview particular proposals of effective personnel marketing have been made.

Date: 2020-06-09 Level: Bachelor Thesis in Business Administration, 15 ECTS Institution: School of Business, Society and Engineering, Mälardalen University Authors: Ida Kvist (93/03/23), Anna Messerschmidt (95/06/14) Title: Environmental protection as a driver for employee satisfaction and retention Tutor: Ali Farashah Keywords: employee retention, employee satisfaction, cosmetics industry, CSR Research question: How are the employee satisfaction and retention within the cosmetics industry impacted by the company’s external CSR actions regarding environmental sustainability? Purpose: The relationship between CSR and internal stakeholders has often been neglected in previous studies. Therefore, the purpose of this study is to investigate whether a company’s CSR strategy can positively influence employee satisfaction and retention. Thereby, three different CSR dimensions are compared in order to draw comparisons based on the results. The cosmetics industry was chosen as a focus area as its products and packaging are a great concern regarding environmental pollution. Method: Because the turnover rate among retail employees is particularly high, a quantitative survey across salespeople and sales managers of the cosmetics industry was conducted. The data was analyzed with the use of IBM SPSS statistics. Conclusion: Based on the findings of this study, environmental CSR has a significant influence on employee satisfaction. Yet, it showed no influence on employee retention. Furthermore, the findings suggest that internal CSR plays an important role in satisfying and retaining employees. Social CSR on the other hand showed a negative influence on employee satisfaction.

The goal of this research was to identify factors that may contribute to employee satisfaction. Review of the literature revealed potential factors influencing employee satisfaction, such as locus of control, difficulty of the work itself, and working conditions. These literature findings guided this research, to establish if a relationship existed between employee satisfaction of caregivers employed in a developmental institution and locus of control. Supervisors and their employees were given a locus of control scale; employees were additionally given a job satisfaction survey. The relationship between the supervisors' locus of control and employee satisfaction was evaluated as well as the relationship between the employees' locus of control and their job satisfaction. The resignation rate and rate of transfers within the agency were established for each of the supervisors and were assessed in relationship to the locus of control of the supervisors. Factors such as the level of physical exertion required by employees in their job duties and the level of behavioral intervention in their homes were assessed as they related to their own job satisfaction, their transfers, and their rates of resignations. Findings from the correlation procedures revealed no relationship to a statistically significant degree between the locus of control of supervisors and their employees' job satisfaction. The locus of control of supervisors was also not found to be statistically significantly correlated with the numbers of employee transfers within the organization; however, a relationship between the locus of control of supervisors and employee resignations was established. The supervisors who had an internal locus of control had fewer resignations. A statistically significant negative relationship was also found between employees' job satisfaction and their own locus of control. The employees who had an internal locus of control reported higher job satisfaction. Although there was no relationship established between the employees' job satisfaction and type of exertion, there was a statistically significant negative relationship between behavioral exertion and requests for inter-agency transfers and resignations, and a positive correlation between physical exertion and number of resignations. Results of this study suggest that locus of control is an impacting variable for job satisfaction and turnover. Combining attribution training with effective management practices with all employees may increase employee satisfaction. Findings from this research suggest a need for a better refinement of the theoretical construct of job satisfaction and a need to evaluate the effectiveness of the instrumentation currently used to determine job satisfaction.

Thesis (MBA)--Stellenbosch University, 2004. / The nature of work and its organisation has interest managers, economists and social scientists for as long as people have been employed by others to engage in productive activity. Managers have largely been interested in maximising output from available resources. During the last decade one approach has risen to outstanding popularity in this context: Total Quality Management. Total Quality Management is regarded as an approach which combines the technical and managerial side of management. Whereas the technical side of quality management is very much dependant on statistical control processes, the managerial side is more concerned with the people involved. A main focus point of this research report is the human side of quality management. By conducting an in depth literature review the author found that the human aspect of quality management had a great impact on the successful of quality assurance programmes. In this context the variable of motivation and satisfaction are reviewed in detail. It was discovered that the success of a business is largely dependent upon the ability of leaders to motivate workers to achieve the highest results. All leaders should understand motivation theory so that they can help ensure the success of their workplace. Only by taking into account the human aspects of an organisation and especially in the context of quality management programmes, the success of an organisation in the rapidly changing and extremely demanding times can be assured.