The primary objective and intent of this paper is to explain the problem of continuous high turnover among the employees of the City of Atlanta workforce, and identify the factors and major variables that are responsible for this problematic situation. The City of Atlanta has been burdened with high turnover among its employees in the past several years and that problem has continued to the present time. Findings from this research indicate significantly that employees are not motivated by economic factors alone; other factors, socio-psychological in nature, have much impact on workers' motivational behavior. Research method for this paper consisted of informal interviews (primary data) and exit interviews (secondary data). The main sources of information were documents, records, and materials collected from the Bureau of Personnel and Human Resources, City of Atlanta. Other sources of information included magazines, periodicals, and books. Research findings indicated the following significant factors. 1. A perennial, persistent employee turnover. 2. A very high mark of resignations in good standing. 3. Dissatisfaction with the city employment. Based on the findings of this research, it is conclusive that the city must arrest this problematic situation in order to improve employee performance, productivity, and retention. To achieve this, the city must change some aspects of its personnel policies. Some important recommendations have been made which if implemented, will help to arrest the situation.

Made available in DSpace on 2016-04-26T20:29:44Z (GMT). No. of bitstreams: 1 Lidia Karine Cezarini Almeida.pdf: 446365 bytes, checksum: f5a2f13eb9ebad0515580133bfe7eba6 (MD5) Previous issue date: 2009-09-25 / The trends in the world of work reflect the social and economic influences which the occupational system suffered, and there were, however, some gaps to be filled on the labor law. The form of organization of work in enterprises determines the hierarchy of positions and functions, which gives rise specifics regarding the employees who occupy leadership positions. In Brazil, although the so-called positions of trust are built into labor legislation, there are restrictions on the concepts and boundaries in these functions. In some countries, the working relationships are established so as to consider the character of employment links that show some specificity and, thus, have a special discipline, as is the case of high employee. Given this, it defines the focus of this study, which consists of an analysis of high employee and his environment in the Brazilian legal system. Thus, the goal that guides this study is to highlight the need to update or adaptation of the Brazilian labor to modern times, with respect to high employee. The method of research design is analytical, focusing on the dogmatic study of labor law, and uses a bibliographic research, and sources normative and jurisprudential as research technique. The results point to the need for a flexible standard of Brazilian labor, in view of the absence of high framework employed in the current legislation / As tendências no mundo do trabalho refletem as influências sociais e econômicas que o sistema ocupacional sofreu, verificando-se, porém, algumas lacunas a serem preenchidas quanto ao direito do trabalho. A forma de organização do sistema de trabalho nas empresas determina a hierarquia entre cargos e funções, o que faz surgir especificidades quanto aos empregados que ocupam cargos de direção. No Brasil, embora os denominados cargos de confiança sejam contemplados na legislação trabalhista, constatam-se restrições quanto aos conceitos e as delimitações nessas funções. Em alguns países, as relações de trabalho são definidas de modo a considerar os vínculos de caráter empregatício que apresentam alguma especificidade e, assim, contam com uma disciplina especial, como é o caso do alto empregado. Em face disso, delimita-se o enfoque deste estudo, que consiste em uma análise do alto empregado e seu enquadramento no ordenamento jurídico brasileiro. Assim, o objetivo que norteia este estudo é apontar a necessidade de atualização ou adaptação das normas trabalhistas brasileiras aos tempos atuais, no que diz respeito ao alto empregado. O método para delineamento da pesquisa é o analítico, priorizando-se o estudo dogmático do direito do trabalho, e utiliza-se a pesquisa bibliográfica, as fontes normativas e jurisprudenciais como técnica de pesquisa. Os resultados apontam para a necessidade de flexibilização da norma trabalhista brasileira, tendo em vista a ausência de enquadramento do alto empregado na legislação atual

This paper aims to find out how to implement an information security management (ISMS) system that is based on ISO/IEC 27001-standard into a small organization with high employee turnover. The standard employs the PDCA-method as a course of action for implementing the standard. The reason for implementing such a system is to introduce information security to the organization and to maintain it despite the changes in management. The paper based it’s survey on a case study of a student nation in Uppsala, Sweden. Data was gathered from documents, organization charts, direct observation and by studying physical artifacts. The result of this study showed that it is possible to base an ISMS on the ISO/IEC 27001-standard and that the PDCA-method of implementing the system works if careful adaptation of the two is applied during its establishment into the organization. This paper concludes that certain aspects has to be considered when using the standard and PDCA-method when working with these kinds of organizations. The leadership has to play an active role in maintaining the work related to information security in order to enable continuity in a high employee turnover-organization. Organization members working on a non-profit basis can enable a higher level of security policy compliance since the relationship between employee and the organization stems from a voluntary basis. Build the ISMS so that it focuses on the core operations of the organization. If the ISMS is made to comprehensive there is a risk of it becoming too big for the organization to manage. There should be no doubts regarding who is responsible for the ISMS. The continuity of the system depends on well-established means of knowledge transfer from the departing responsibility holder to his or her successor.