No description available.

Employees are an organisation’s most valuable asset. Their significance to an organisation means that not only the best talent should be attracted but that they should also be retained for the long run. The purpose of this study was to explore the talent retention challenges faced by an HIV/AIDS testing organisation in Lesotho. The study intended to unearth the ideologies behind the high staff turnover in the organisation. The findings of the study indicated that the testing organisation in Lesotho should develop and implement effective policies, systems and strategies that would improve their level of talent retention. These findings can also apply to other non-governmental organisations. An ethnographic qualitative research design and snowball sampling, using semi-structured interviews were utilised to collect data from the testing organisation staff. The study found that field workers in the testing organisation worked extensive hours with limited resources. In terms of decision-making policies, only senior officers were included in the decision-making processes. There was lack of support from management to aid employees to achieve their targets. While the benefits were satisfactory, staff found their salaries low and not competitive in the market. Moreover, management’s lack of implementing training and development policies crippled the employees’ career growth and talent. Most managers did not regard the testing organisation as an employer of choice.Employees are an organisation’s most valuable asset. Their significance to an organisation means that not only the best talent should be attracted but that they should also be retained for the long run. The purpose of this study was to explore the talent retention challenges faced by an HIV/AIDS testing organisation in Lesotho. The study intended to unearth the ideologies behind the high staff turnover in the organisation. The findings of the study indicated that the testing organisation in Lesotho should develop and implement effective policies, systems and strategies that would improve their level of talent retention. These findings can also apply to other non-governmental organisations. An ethnographic qualitative research design and snowball sampling, using semi-structured interviews were utilised to collect data from the testing organisation staff. The study found that field workers in the testing organisation worked extensive hours with limited resources. In terms of decision-making policies, only senior officers were included in the decision-making processes. There was lack of support from management to aid employees to achieve their targets. While the benefits were satisfactory, staff found their salaries low and not competitive in the market. Moreover, management’s lack of implementing training and development policies crippled the employees’ career growth and talent. Most managers did not regard the testing organisation as an employer of choice. / Business Management / M. Com. (Business Management)

The purpose of this survey research study was to determine if a relationship existed between mentoring for beginning elementary teachers and teachers' intent to stay in the teaching field. The key attribute analyzed was the significance of having or not having a mentor. Teachers' perceptions regarding mentoring were analyzed and teacher opinions of the most important elements of a mentoring program were discussed. Results indicated there was not a statistical significance between mentoring and teachers' intent to stay in the teaching field. The qualitative portion of the survey revealed that beginning teachers felt availability, accessibility, and receptivity of the mentor were the three most important elements of a mentoring program. Data from the returned surveys were processed through SPSS Version 11 using a t-test and an analysis of variance (One-Way ANOVA). Based upon the findings, specific recommendations are made to administrators and district level personnel. This cross sectional study was based on theories surrounding effective mentoring practices and job satisfaction leading to employment retention. Dr. Jeffrey Scott created the survey instrument and piloted it in West Alabama in 2004 where it was approved for use. Dr. Scott approved innovations made to the survey instrument. The study was grounded in the theoretical framework of Maslow's Needs Hierarchy and Bandura's Social Cognitive Theory. A total of 71 elementary beginning teachers, out of a total of 135 (52.5%) from ten school sites in a community in Central Florida, completed and returned the anonymous questionnaire that was mailed to them. The ten school sites included both urban and non-urban student population classifications.

The vadose zone plays an important role in managing stormwater. Predicting the water balance and water movement is crucial in ground water remediation to keep water suitable for use. To aid in understanding soils ability to transmit and store water, soil and hydraulic properties were analyzed for soils in Marion County, Florida, and potential soil amendments. Soil and hydraulic properties were examined for two soil amendments and for the soils in Marion County, Florida, at the South Oak and the Hunter's Trace locations. The hydraulic properties measured were the soil moisture retention curve (SMRC) and saturated hydraulic conductivity (Ks). The soil properties measured were the particle-size distribution (PSD) and the specific gravity. From these, the bulk density and porosity were calculated. The SMRC corresponds to the water holding capacities, while the Ks corresponds to the soils ability to transmit water. Both are dependent on the soil properties. The SMRC for the soil amendments and native soils were developed in the laboratory using a Tempe Cell apparatus. In addition, the SMRC was measured in the field at the Hunter's Trace location with time domain reflectometry (TDR) and tensiometer equipment at three depths of 1-ft, 2-ft, and 3-ft over approximate a two month period. The SMRC obtained in the laboratory was compared to two analytical models, Brooks and Corey and van Genuchten, and to the field data. There is a strong correlation between the laboratory, analytical, and field SMRC for both South Oak and Hunter's Trace. In addition, there is a strong correlation between the laboratory SMRC and analytical models for the soil amendments. The Arya and Paris (AP) model, a pedotransfer function, was examined for its accuracy in predicting the SMRC for the soils at South Oak and Hunter's Trace, in addition to the soil amendments. Measuring the SMRC in the lab is a time consuming process; therefore, inferring the SMRC from textural and structural soil properties which are easier measured characteristics would be advantageous.

The banking sector in Ghana has witnessed significant improvement in relationship marketing. The purpose of this study is to bring deeper understanding and insight into the practice of relationship marketing and customer retention by banks in Ghana. For this study, 12 out of the 27 banks in Ghana were selected as the sample size. The research explains the role of relationship marketing in customer retention and also demonstrates how relationship marketing is applied and practiced by the banks in Ghana. A qualitative research approach was chosen and deductive research was conducted based on twelve case studies from both local and international banks. The following research questions guided the study: I. What are the major reasons for the adoption of relationship marketing in customer retention in the banking industry in Ghana? II. How is relationship marketing applied to retain customers in the banking industry in Ghana? III. How is relationship marketing practiced to increase loyalty and improve customer retention in the banking industry in Ghana? The findings of the study showed that indeed, all the banks have reasons for adopting relationship marketing in customer retention. The most popular reason for believing in the success of relationship marketing is customer retention. On practice, even though all the banks are similar in terms of their capacity, human behaviour influence relationship marketing and therefore brought differences in practices. The study found that banks apply relationship marketing in their customer retention efforts and all work towards retaining customers in order to make profit as it is more profitable to retain existing customers than to acquire new customers. As human behaviour is of great importance in relationship marketing activities of the banks, it was recommended among other things that banks staff training plan should be strengthened if they want success in their relationship marketing activities. / <p>Validerat; 20110901 (anonymous)</p>

In shotgun proteomics, the liquid chromatography step is used to separate peptides in order to analyze as few as possible at the same time in the mass spectrometry step. Each peptide has a retention time, that is how long it takes to pass through the chromatography column. Prediction of the retention time can be used to gain increased identification of peptides or in order to create targeted proteomics experiments. Using machine learning methods such as support vector machines has given a high prediction accuracy, but such methods require known features that the retention time depends on. In this thesis we let a convolutional network, learn to rank the retention times instead of predicting the retention times themselves. We also tested how the prediction accuracy depends on the size of the training set. We found that pairwise ranking of peptides outperforms pointwise ranking and that adding more training data increased accuracy until the end without an increase in training time. This implies that accuracy can be further increased by training on even greater training sets.

Retaining quality teachers is critical to the success of America's schools. How to retain quality teachers, especially in high needs schools, is a question of fervent debate among educational researchers, policy makers, administrators, parents, and students. This study examines the issue of teacher retention from an emic perspective, focused on understanding the perspective of those closest to the retention decision, teachers in hard-to-staff schools. This study examines the lived experiences of four teachers at a hard-to-staff, urban, secondary school as these experiences impact their decisions to remain in teaching and at their current campus. Research methods adopted an existential phenomenological perspective and focused on understanding deeply the perspective of participants and how participants make meaning of their lived experiences as they relate to the retention decision. Three hour-long interviews were conducted with each of the four participants utilizing methodology laid out by Seidman (1991). Data were analyzed using NVIVO 10 to apply a series of coding and recoding procedures to interview transcripts. Conclusions suggest four factors motivated these teachers to teach and remain in their current hard-to-staff, urban, secondary school. These factors include: belief in the power of education, relationships with students, mentoring and professional partnering, and remaining professionally challenged. Findings suggest factors that drive teachers out of teaching and out of hard-to-staff schools include: inconsistent administrative support, low student motivation, and lack of resources.

The purpose of this mixed-methods case study was to examine teachers’ beliefs toward in-grade retention in a K-2 school. This study focused on how teachers acquire beliefs regarding grade retention, and their knowledge of research regarding the effectiveness of retention. Witmer, Hoffman and Nottis (2004) contend that teacher beliefs toward grade retention may not be based on research, but on peer influence, past practice, or administrative policy. Quantitative and qualitative data were collected to examine teacher beliefs in a K- 2 school. Quantitative data were collected through the Teacher Opinion Survey (TOS) and Personal Experiences and Retention Practices (PERP). A total of ten K-2 teachers volunteered to complete the survey instruments. Additionally, six K-2 teachers and the school principal were interviewed to collect qualitative data. Data were analyzed to triangulate the findings. This study concluded that teachers continue to retain students as a remedy for academic failure, contrary to what some researchers like Shepard and Smith (1989), who decried that schools were continuing the practice of retention despite research findings that indicated little or no academic achievement is gained though retention. Findings further indicated that teachers disagreed that retention failed to improve achievement, failed to inspire students to buckle down and behave better, and failed to develop students’ social adjustment and self-concept.

No description available.

No description available.