People who work in the biochemical industry focus on their professional knowledge and services they provide. All companies strive to work with the elite in their respective fields. Finding a suitable candidate to fill a position can be difficult, while relative newcomers are headhunted to competitors once they have been properly trained. These issues negatively affect business. Therefore, a company needs an aggressive plan to retain and attract outstanding employees. For employees, they want to find worthwhile work at a company. For companies, they need to establish an aggressive motivation program. Through statistical analysis, three major themes emerged: intrinsic and extrinsic motivation policies affect each other; if salespeople agree with company policy and organization, they are more likely to work harder and receive due recognition, encouraging them to stay with the same company for longer; and finally, training development programs, company policy, and supervision are clearly related. Outlined below are the findings of this study. 1. Most salesmen view the following issues as being very important: Strengthen and regularly review salary increases, year-end bonuses, sales incentives, and retirement¡Bseverance plans. 2. Most salesmen view the recognition program as not being as important as other programs. The recognition program has limitations in motivating employees. 3. The cultivation and development of managers¡¦ capabilities in coaching and discipline is needed to ensure that employees will remain in the company. . 4. Emphasize mutual collaboration among the organization¡¥s culture in order to achieve high productivity and retention rates. . 5. Flawlessly execute marketing strategic plans and products to compete in the market. 6. Flawlessly execute succession plan and employee¡¦s promotion, rotation and transfer plan to ensure that they have an opportunity to be promoted, motivating employees.

Abstract Problem Formal Volunteers in volunteer based organizations drop out at a fast pace due to many reasons like lack of interest what they are doing, conflict among volunteers, lack of motivation, job dissatisfaction due to prolonged volunteering etc.  which is causing to improper functioning of these organizations and reaches a point where these volunteer based organizations find it difficult to function properly. The author in this study tries to address this particular issue of this drop out of formal volunteers. Purpose The purpose of this study is to explore the factors which helps in the retention of formal volunteers in a volunteer based organization for a longer period. Method The research in this paper is done in a qualitative way with primary data collected in the form of participant observation and open interview in two voluntary organizations. The collected data is analyzed in content analysis. The secondary data is collected in the form of necessary documents provided by the participating organizations. Results Many factors were found to influence retention of volunteers namely Job satisfaction, Motivation, Public Service Motivation, Organizational Commitment, Mission Attachment, Work load, Relationship with Coworkers, Justice of Organization, Flexible Timing, Training & Orientation.  Conclusions Recommendations to improve retention is mentioned and a future model is also proposed. The result obtained from this research can be generalized to other form of small scale volunteer organizations where the major employees are formal volunteers.

Titel: En kvalitativ fallstudie hur aktörer skapar och bibehåller förtroende i organisationer med fördelat ansvar   Nivå: Kandidatuppsats   Författare: Jens Bergvik och Hanna Eriksson   Handledare: Stig Sörling och Tomas Källquist   Datum: 2015 – januari   Syfte: Enligt tidigare forskning är förtroende grunden för många av organisationens resultat och basen i fungerade relationer och samarbeten. Sambandet mellan förtroende och den ansvarsfördelade organisationen är identifierad men saknar praktisk forskning, då en ansvarsfördelad organisation kräver samarbete beroende på att många har befogenhet till ansvar och beslutsmakt. Syftet med denna studie är därmed att ge en ökad förståelse för hur aktörer skapar och bibehåller förtroende samt att belysa förtroendets roll i ansvarsfördelade organisationer.   Metod: Studien har utgått från ett hermeneutiskt perspektiv och fenomenet som studerats ses vara av socialkonstruktivistisk art. Med hjälp av deduktion har teori och empiri arbetats fram där grunden för studien har varit i form av en fallstudie som antar ett kvalitativt angreppssätt genom semistrukturerade intervjuer.   Resultat & slutsats: Studien tyder på att förtroende är svårt att beskriva då det uppfattas som en abstrakt fenomen och därav avsaknaden av konkreta verktyg. De faktorer som istället anses ha inverkan på förtroendenivån är också de faktorer som används för att skapa och bibehålla förtroende, vilka är kompetens, kommunikation och förståelse.   Förslag till fortsatt forskning: Förtroende har en betydande roll i samtliga organisationsstrukturer och denna studie är avgränsad till en ansvarsfördelad organisations struktur. Dessutom finns även infallsvinklar om hur och genom vem förtroende skapas.   Uppsatsens bidrag: Studiens bidrag är hur aktörer skapar och bibehåller förtroende samt betydelsen av förtroende i ansvarsfördelade organisationer. Studien tyder på att uppfattningen om förtroende är ett fenomen som är svårt att beskriva eftersom det är abstrakt. Och visar på att vikten av förtroende i ansvarsfördelade organisationer för att samarbeten och delegering av ansvar ska fungera. De faktorer som studien bidrar med för att skapa förtroende är kompetens, kommunikation och förståelse. För att bibehålla förtroende är studiens bidrag att arbeta kontinuerligt med kompetens och kommunikation.   Nyckelord: Decentralisation, distributed responsibility, organisational trust, trust, create trust, retain trust / Title: A qualitative case study research on how operators create and retain trust in organisations with distributed responsibility   Level: Bachelor thesis   Author: Jens Bergvik och Hanna Eriksson   Supervisor: Stig Sörling och Tomas Källquist   Date: 2015 – January   Aim: According to earlier research trust is important to many of the organisations results and the base in relationship and collaboration. The connection between trust and organisations with distributed responsibility is identified but there is a lack of practical research. With distributed responsibility there will be a need of collaboration, when a lot of people have responsibilities and authority to make decision. The purpose of this report is to increase understanding about how operators create and retain trust and to highlight the role of trust in organisations with distributed responsibility.   Method: The report adopts a hermeneutic perspective and the studied phenomenon assumes to be a social construction. A deductive approach have been used to collect theoretical and empirical information. The base for the report is a case study with a qualitative approach through semi-structured interviews.   Result & Conclusions: The report implies that trust is difficult to describe because it is perceived as an abstract phenomenon and therefore there is an absence of concrete tools. Instead, the factors that is considered to influence trust is also the factors that is being used to create and retain trust, which is competence, communication and understanding.   Suggestions for future research: Trust has an important role in organisations and this report is limited to a specific organisational structure. Another suggestion is to study the different operators’ role in the process of creating trust.   Contribution of the thesis: The reports contribution is how operators create and retain trust and highlight the role of trust in organisations with distributed responsibility. The report indicates that trust is difficult to describe because it is perceived as an abstract phenomenon. Also shows the importance of trust in organisations with distributed responsibility, because trust makes relationships and delegation more effective. Competence, communication and understanding are factors that the report present as factors that has influence on creating trust. To retain trust the report argues that continuously work with competence and communication will be needed.   Key words: Decentralisation, distributed responsibility, organisational trust, trust, create trust, retain trust

Owners of small businesses who fail to implement adequate employee motivation and retention strategies may experience lost profit and high employee turnover. The purpose of this multiple case study was to explore the managerial strategies that owners of small businesses owners used to motivate and retain sales associates to increase profits. The population for the study included owners of 4 businesses in Texas who successfully implemented employee motivation and retention strategies. Data were collected from semistructured interviews with business owners and from artifacts such as company websites and social media pages. Transformational leadership theory guided the study. Data were analyzed using Yin’s 5 steps of data analysis including compiling data, disassembling data, reassembling data, interpreting data, and drawing conclusions. Three themes emerged from the data analysis: provide financial incentives, increase job satisfaction, and enhance job training. The findings of this study might contribute to positive social change by providing owners of small businesses with strategies to retain employees, which may build customer loyalty and increase business performance and longevity. Business leaders may benefit from these findings by strengthening relationships with employees and improving the overall performance of the organization. The results of this study could also contribute to positive social change by helping other small business owners implementing motivation and retention strategies, which might enhance business sustainability. Business sustainability supports both local and state economies and fosters an optimum distribution of resources in the community.

<p><strong>A</strong><strong>BSTRACT</strong></p> <p>In healthcare organizations, the first–line nurse manager role is pivotal. The role links management and employees, and has a direct impact on organizational performance, including quality of care, financial stability, and patient satisfaction (Gallo, 2007). The first-line nurse manager interfaces with a variety of professions including physicians, and is expected to be clinically proficient, and to demonstrate non-nursing knowledge in areas such as labour relations, information technology, financial and business management (Gould, Kelly & Maidwell, 2001). When retirement projections are applied to the first-line nurse manager population, Canada will face a serious nursing management shortage this decade (CNA, 2009). In light of the paucity of research studies pertaining to this subject, an exploratory descriptive qualitative research study was conducted in a large regional health care organization in Central South Ontario to determine the factors that attract and retain Registered Nurses in this role. The findings revealed a discrepancy between the factors that attract and retain Registered Nurses in the first-line nurse manager role, underscored the importance of the mentor role, and confirmed the challenges encountered by first-line nurse managers practicing in the current healthcare environment. Several recommendations are presented at the individual, program, organization and policy levels to inform Registered Nurses who are interested in pursuing a career in nursing management, and to assist healthcare leaders to create environments that attract and support Registered Nurses in this important role.</p> / Master of Science (MSc)

Made available in DSpace on 2016-12-08T16:44:41Z (GMT). No. of bitstreams: 1 PGPV12MA094.pdf: 1832158 bytes, checksum: 12087c58319ad6a4e92485eaff5983f5 (MD5) Previous issue date: 2012-02-16 / The pear is the third most temperature fruit consumed in Brazil, representing the largest percentage of total frsh fruit imports by country (50.7% of the amount). Brazilian production is not significant, with low fruit set as one of the main problems of low productivity of pear trees in southern Brazil. In this context, this study aimed to evaluate the main growth regulators (Promalin®, Viviful®, Retain®, and TDZ) for the cultivation of the pear growing in different locations in southern brazil and its effect on fruit ser and yield of pear Packam s Triumph and William s . The experiments were conducted in the regions of São Joaquim, SC, Rio Rufino, SC and São Francisco de Paula, RS, during the growing seasons 2009/2010 and 2010/2011, with cultivars Packam s Triumph and William s. We evaluate the fruit set, number of fruits per plant, yield per plant, estimated yield, fruit diameter, deformation, flesh firmness, number of viable and unviable seeds, soluble solids, pH and titratable acidity. The results indicate that cv. Packam s Triumph is more responsive to the action of growth regulators than cv. William s. Since, Promalin® (1 ml L-1) applied at the full bloom + Retain® (2 g L-1) applied 15 days after the full bloom increases the productivity of pear Packham s Trimph, and pear William s, the increase only happened in the counties of São Joaquim and São Francisco de Paula. The use growth regulators did not increase the productivity of the pear tree William s in the experimental area of São Joaquim. The application of Viviful® increased the productivity of pear William s in the experimental area of San Francisco de Paula. The use growth regulators Retain®, Viviful®, TDZ and Promaline® + Retain® increase the fruit set of pear Packham s Triumph, emphasizing the application of Promaline® (1 ml L-1) applied at full bloom + Retain® (2 f L-1) applied 15 days after full bloom, which increased fruit set and productivity / A pera é a terceira fruta de clima temperado mais consumida no Brasil, representando a maior porcentagem no total dos frutos in natura importados pelo país (50,7% da quantidade). A produção brasileira é pouco expressiva, apresentando baixo pegamento de frutos como um dos principais problemas da baixa produtividade das pereiras no sul do Brasil. Neste contexto, o presente trabalho teve como objetivo, avaliar os principais fitorreguladores (Promalin®, Viviful®, Retain® e Thidiazuron) para a cultura da pereira em diferentes locais de cultivo no sul do Brasil e o seu efeito na fruit set e produtividade das pereiras Packham&#8223;s Triumph e William&#8223;s . Os experimentos foram conduzidos nas regiões de São Joaquim, SC, Rio Rufino, SC e São Francisco de Paula, RS durante as safras 2009/2010 e 2010/2011, com as cultivares Packham&#8223;s Triumph e William&#8223;s. Foram avaliados a fruit set, nº de frutos por planta, produtividade por planta, produtividade estimada, diâmetro de frutos, deformação, firmeza de polpa, nº de sementes viáveis e inviáveis, sólidos solúveis, pH e acidez titulável. Os resultados obtidos indicam que a cv. Packham&#8223;s Triumph responde mais à ação dos fitorreguladores do que a cv. William&#8223;s. Sendo que, Promalin® (1 ml L-1) aplicado no estádio de plena floração + Retain® (2 g L-1) aplicado 15 dias após a plena floração aumentam a produtividade da pereira Packham&#8223;s Triumph, e na pereira William&#8223;s, o aumento só aconteceu nos municípios de São Joaquim e São Francisco de Paula. O uso de fitorreguladores não aumentou a produtividade da pereira William&#8223;s na área experimental de São Joaquim. A aplicação de Viviful® aumentou a produtividade das pereiras William&#8223;s na área experimental de São Francisco de Paula. O uso dos fitorreguladores Retain®, Viviful®, TDZ e Promalin® + Retain® aumentam a fruit set da pereira Packham&#8223;s Triumph, destacando-se a aplicação de Promalin® (1 ml L-1) aplicado no estádio de plena floração + Retain® (2 g L-1) aplicados 15 dias após a plena floração, o qual aumentou a fruit set e a produtividade

Serious games have the potential to add value to the teaching and learning environment but are currently not used to its full potential in the Computer Science class. Many reasons why serious games are not used are debated in the literature and a particular problem identified from the literature is that educators find it difficult to select appropriate serious games for use in the classroom environment. The research philosophy adopted for this study included the Critical Social Theory paradigm and action research as the research method. The five phases of the action research process, namely diagnosing, action planning, action taking, evaluating and specifying learning were used to provide educators with a useful model to help with the selection of serious games for the Computer Science class. During the diagnosing phase, the problem for this study was identified and a questionnaire was used to determine educators‘ perceptions of serious games that confirmed the problem identified during the literature survey. During the action planning phase the evaluation of three serious game selection models, namely the four-dimensional framework, the RETAIN model and the Magic Bullet model were planned. Participants were provided with a checklist in the form of tables so that they could familiarise themselves with the models. During the action taking phase participants evaluated the four-dimensional framework, the RETAIN model and the Magic Bullet model using the checklists and examples provided to them. During the evaluation phase the three different models were evaluated by the participants and a questionnaire was used to gather data. The data were analysed and results were reported. A major problem was identified and it was decided to initiate a second cycle of the action research process. This time participants were provided with serious games and in a joint effort of the participants the problem was addressed. During the second cycle the problems identified in the first cycle was resolved. Finally this study is concluded with a reflection on all the research questions identified, a report on the findings, recommendations and a discussion of the limitations of the research project. / MSc (Computer Science)--North-West University, Vaal Triangle Campus, 2015

Serious games have the potential to add value to the teaching and learning environment but are currently not used to its full potential in the Computer Science class. Many reasons why serious games are not used are debated in the literature and a particular problem identified from the literature is that educators find it difficult to select appropriate serious games for use in the classroom environment. The research philosophy adopted for this study included the Critical Social Theory paradigm and action research as the research method. The five phases of the action research process, namely diagnosing, action planning, action taking, evaluating and specifying learning were used to provide educators with a useful model to help with the selection of serious games for the Computer Science class. During the diagnosing phase, the problem for this study was identified and a questionnaire was used to determine educators‘ perceptions of serious games that confirmed the problem identified during the literature survey. During the action planning phase the evaluation of three serious game selection models, namely the four-dimensional framework, the RETAIN model and the Magic Bullet model were planned. Participants were provided with a checklist in the form of tables so that they could familiarise themselves with the models. During the action taking phase participants evaluated the four-dimensional framework, the RETAIN model and the Magic Bullet model using the checklists and examples provided to them. During the evaluation phase the three different models were evaluated by the participants and a questionnaire was used to gather data. The data were analysed and results were reported. A major problem was identified and it was decided to initiate a second cycle of the action research process. This time participants were provided with serious games and in a joint effort of the participants the problem was addressed. During the second cycle the problems identified in the first cycle was resolved. Finally this study is concluded with a reflection on all the research questions identified, a report on the findings, recommendations and a discussion of the limitations of the research project. / MSc (Computer Science)--North-West University, Vaal Triangle Campus, 2015

Studiens syfte handlar om huruvida kompetensutveckling kan fungera som konkurrensmedel när en kommun har för avsikt att attrahera och behålla förskollärare. Bakgrunden inleds med vilka kompetenshöjande insatser kommunen arbetat med för att bli en attraktiv arbetsgivare. Det efterföljs av en teoretisk beskrivning om hur kompetensutveckling kan fungera som konkurrensmedel samt skolan som attraktiv arbetsgivare. Metoden som användes vid insamlandet av data var semistrukturerade intervjuer. Forskningsansatsen inspirerades av fenomenologin och styrde sedan arbetet med insamlandet av data samt val av analysmetod. Då urvalet innefattade två grupper; förskollärare och förskollärarstudenter skapades en intervjuguide för respektive grupp som utformades efter studiens syfte och frågeställningar. I studiens resultat framkommer samtliga intervjupersoners upplevelse av att kompetensutveckling är något positivt. Förskollärarna såg det som en avgörande faktor vid val av arbetsgivare medan förskollärarstudenterna värderade exempelvis lön som en faktor av större betydelse. I resultatet lyfts andra övergripande faktorer som exempelvis arbetsklimat, stöd från chef och storlek på barngrupper vilka även styr intervjupersonernas val av arbetsgivare. Det lyfts också möjliga kommunspecifika utvecklingsområden samt generellt för förskolor. / The purpose of the study is to explore whether competence development can serve as a competitive advantage when a municipality intends to attract and retain preschool teachers. The theoretical background begins with which competence enhancements the municipality has worked with to become an attractive employer. Then follows a theoretical description of how competence development can serve as a means of competition and schools as attractive employers. The method used in the collection of data were semi-structured interviews. The research approach was inspired by phenomenology and functioned as a guideline during the work with the collection of data and choice of method of analysis. Since the selection of participants for the study consisted of two groups; preschool teachers and preschool teacher students, an interview guide for each group was created that was shaped by the study's purpose and questions. The result presents the interviewees' experiences of competence development as a positive thing. The preschool teachers expressed it to be a deciding factor in their choice of employer while the preschool teacher students stated that salary is a factor of major importance. The result also presents other general factors that are of great importance; work environment, support from managers and size of child groups which all also affect the interviewees' choice of employer. Other potential areas to further develop for the municipality and its kindergartens are also brought up.

Teacher turnover is a critical issue for the public education community because it influences student performance, school climate, and employee morale. In a large urban school district in the northeastern United States, the turnover rate has been high; teacher morale is low, and teacher participation in the school community is lacking. The purpose of this study was to examine the perceptions of novice teachers about factors that influence their job satisfaction and their future employment. Guided by Maslow's theory of motivation-which is characterized by motivational needs that drive individuals to improved performance-this study examined the perceptions of novice teachers about job retention. The research questions focused on teachers' perceptions about factors that could influence their decision to continue or leave their teaching positions. A case study design was used to capture the insights of 8 participants using semistructured interviews, reflective journals, and a focus group. Eight emergent themes were identified from the data through open coding; they involved performance affirmations, administrator and resource support, and professional development. The findings were validated through triangulation and member checking. According to the results, novice teachers sought to collaborate in a professional learning community and to expand their professional development opportunities. Hence, a project was designed to engage teachers and administrators in initiating and sustaining professional learning communities. This study may promote positive social change by increasing employee morale, staff cohesiveness, teachers' effectiveness and reducing teacher attrition rates among novice teachers.