Sale in essence, is the revenue generator of the company which ensures the existence and maintains the profitability of the business. Here upon, regular measuring the performance of the sales department and being aware of people’s performance in the department is required for companies as to reach certain preset goals and being assured of sales department’s productivity and profitability. This paper aims at studying the salespeople who perform below than expected as to find the causes behind the issue and help stabilizing and boosting the performance of the company finally. With respect to the fact that low performer problem is a complex issue consisting of wide range of aspects, variables and elements, as to collect the data and the analysis; a combination of quantitative and qualitative method (triangulation; via questionnaire and interviews) were used. The problem is narrowed down into three main affecting areas: 1- Employee turnover 2- Ethical issues 3- Job engagement and each scope is examined and analyzed in relation to salespeople’s performance. Consequently, potential and practical solutions and suggestions as for resolving the problem are presented which briefly are: inter-organizational approach, mostly by using job engagement, contribution and interaction.

Diss. (sammanfattning) Stockholm : Karolinska institutet, 2007. / Härtill 4 uppsatser.

Thesis (M.H.A.)--University of Michigan, 1971.

Thesis (M.H.A.)--University of Michigan, 1967.

Thesis (M.H.A.)--University of Michigan, 1971.

Thesis (M.H.A.)--University of Michigan, 1967.

Thesis (M.S.)--University of Michigan, 1991.

Thesis (Ph.D.)--University of Alabama at Birmingham, 2010. / Title from PDF title page (viewed on July 7, 2010). Includes bibliographical references (p. 187-204).

Thesis (M.S.)--University of Michigan, 1991.

Background: Previous studies show that nurse retention is one of the most effective strategies to counteract nursing shortages. Few studies have focused on the crucial resource of registered specialist nurses in operating departments. Aim: The overall aim of this thesis was to gain knowledge on registered specialist nurses’ and assistant nurses’ work in operating departments and on what factors they consider to be important for attractive work. Methods: In Study I, operating room nurses were interviewed regarding their perspective on their work. In Studies II and III, specialist registered nurses and assistant nurses at operating departments in a Swedish county council responded to the Attractive Work Questionnaire. Study IV is a case study with interviews, a review of organisational goal documents and data concerning the number of planned, acute and cancelled operations. Findings: The adaption of the Attractive Work Questionnaire for nurses in operating departments was satisfying. The most important factors for attractive work were: Relationship, Leadership and Status. The factors with the largest discrepancies between their important to work attractiveness and their rating at the nurses’ current work were: Salary, Organisation and Physical Work Environment. It was important for nurses to be able to prepare for and be in control of the different work tasks. However, the daily operating schedule guided the nurses’ work, and changes in the schedule, nurse shortages and the design of the premises constituted obstacles to their work. Conclusion: The Attractive Work Questionnaire provided specific information to management on what to focus on to make work attractive. The majority of the identified attractive factors are already known to be of importance in nurse retention; however, factors requiring more investigation are Equipment, Physical Work Environment and Location (of the workplace). Their work prerequisites did not enable the specialist and assistant nurses to reach what they saw as their daily goals. Regularly occurring activities, such as acute and cancelled operations, were interpreted as obstacles to reaching daily goals.