There is empirical data that illustrate that entrepreneurial activity and economic growth have a positive correlation. This study discusses the importance of corporate entrepreneurs in organisations, and the need to retain them in the organisation to continue leveraging on their skills.Previous research on staff retention focussed mainly on the environment, rewards, and role ambiguity. This study goes further by using previous corporate entrepreneurship models to test for staff retention.A quantitative approach was taken, using a questionnaire that tested corporate entrepreneurs. The Questionnaire had organisational factors (independent variables) on corporate entrepreneurship and the dependent variable. The population consisted of 150 corporate entrepreneurs from a South African company which has branches in South Africa, Korea, China and Japan.The results indicated that the autonomy and organisational boundaries has the highest impact with regards to corporate entrepreneurs staying with the organisation. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Purpose: The purpose of this thesis is to explain why companies in France use the event promotion. Method: In this part we explain how we are going to collect our information. On one hand we collect secondary data from books and internet websites to have an overview of the event promotion market and on the other we collect primary data through three written interviews sent to an event promotion agency’s CEO, one project manager of the same company, and an executive assistant, who works in a company which uses event promotion agencies to set its events up. We also explain why we choose this method, these persons and the kind of questions we ask. Theoretical framework: In this chapter we explain all the important terms necessary to well understand the topic we chose by defining some specific concepts. Indeed, we talk in a first time about communication in a general way and then more specifically about event promotion, its definition, types and aims. We also in this part explain others concepts such as the loyalty. Conclusion: We present the answer of our purpose. Companies use event promotion for mostly three reasons that are to get a good corporate image, be well known and also to federate and motivate its work forces. We go a little further in this part talking about event promotion agencies and their competitive advantages, especially the customers’ loyalty, to stay competitive on the market. Finally, we talk also about the limits of our study.

The study identifies factors influencing employee motivation levels within the University of KwaZulu-Natal's Information & Communication Technology Division's call centre. The research is based on Herzbergs's Two-Factor Theory but also considers other content theories which are also closely aligned. The research is also based on Adam's Equity Theory, a process theory, since this was deemed applicable to the South African environment considering the Employment Equity Act of 1998 and its application in the South African economy. The results showed that management need to ensure that employees are challenged in their jobs. Although employees have a sense of achievement, they are not adequately recognised and do not perceive any growth opportunities available to them. Management also need to improve communication within the division and consider employees personal needs and personal life demands. Bearing this in mind, remuneration packages need to be structured more appropriately to suit the different lifestyle needs of the employees. Management need to improve communication with the staff in order to reduce perceptions of favouritism, race discrimination, and gender inequity. The research also found strong relationships existing between intrinsic factors, extrinsic factors and equity suggesting that all factors play an important role in improving employee motivation levels. / Thesis (MBA)-University of KwaZulu-Natal, 2007.

Magistro baigiamajame darbe atliekama darbuotojų motyvacijos viešojoje įstaigoje futbolo klube ,,Šiauliai“ ir biudžetinėje įstaigoje ,,Šiaulių futbolo akademija“ lyginamoji analizė. Tyrimui atlikti pasirinkta neatsitiktinė, netikimybinė tikslinė respondentų – viešosios įstaigos futbolo klubo ,,Šiauliai“ ir biudžetinės įstaigos ,,Šiaulių futbolo akademija“ darbuotojų – imtis. Darbuotojų veiklos motyvacijos tyrimas grindžiamas respondentų savanoriškumo ir perduodamos informacijos objektyvumo principais. Interviu metu buvo stengtasi gauti atsakymus į tokius probleminius klausimus: ar VŠĮ futbolo klubo ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“ darbuotojų motyvacijai daugiausia įtakos turi tie patys, ar skirtingi veiksniai? Kas būdinga personalo motyvacijai VŠĮ futbolo klube ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“? Ar organizacijos specifika įtakoja darbuotojų motyvaciją? Kaip galima stiprinti darbuotojų motyvaciją VŠĮ futbolo klube ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“? Tyrimo metu nustatyta, kad VŠĮ futbolo klubo ,,Šiauliai“ ir BĮ ,,Šiaulių futbolo akademija“ darbuotojų sau keliami tikslai yra iš esmės analogiški. Darbuotojų motyvacijos skirtumai VŠĮ futbolo klube ,,Šiauliai“ bei BĮ ,,Šiaulių futbolo akademija“ atsiskleidė, kai buvo kalbama apie organizacijos, kurioje jie dirba, pagrindinius tikslus. Tyrimo rezultatai leidžia teigti, kad nepriklausomai nuo to, viešame ar privačiame sektoriuje sportininkus ugdantys specialistai dirba, pagrindiniai... [toliau žr. visą tekstą] / In the final master's thesis a comparative analysis of the public agency employee motivation in the football club "Siauliai" and the budgetary institution "Siauliai Football Academy" is done. The investigation selected to target non-probability, purposive respondent staff of the public institution "Siauliai" and budgetary institution "Siauliai Football Academy" .The investigation of employee work motivation is based on voluntary basis of respondents and the objective conditions of the transmitted information. During the interview efforts were made to get the answers to these problematic issues: is employee motivatiot of the public institution "Siauliai" and budgetary institution "Siauliai Football Academy" mainly influenced by the same or different factors? What is typical for the staff motivation in the public institution "Siauliai"and budgetary institution "Siauliai Football Academy"? Does the particularity of the organisation influence staff's motivation? How can you enhance employee motivation in public institution football club "Siauliai" and budgetary institution Siauliai Football Academy? The study found that the public institution football club "Siauliai" and budgetary institution " Siauliai Football Academy" staff training objectives are essentially the same. Employee motivation differences between public institution football club" Siauliai" and budgetary institution" Siauliai Football Academy" revealed the main targets when it comes to the organization for... [to full text]

Baigiamajame magistro darbe nagrinėjama personalo motyvavimo statyboje problema. Analizuojama įmones vertybių sistema, jos formavimas, įtaka organizacijos narių elgesiui bei veiklos sėkmei. Nagrinėjama darbuotojų motyvacijos svarba, jos tobulinimo aspektai, žmogaus poreikių prioritetai. Daug dėmesio skiriama veiksniams, kurie daro įtaka motyvacijai: darbo organizavimas, skatinimo budai, vadovavimo stilius. Apžvelgiama Lietuvos ir užsienio autorių patirtis įmones vertybių sistemos bei darbuotojų motyvavimo klausimais. Išnagrinėjus teorinius darbuotojų motyvavimo metodus, pasiūlomas kompleksinis personalo motyvavimo modelis, sukurtas atsižvelgiant į dabartinę statybų padėti Lietuvoje, aprašoma motyvacinės sistemos įtaka statybos dalyvių veiklai, pateikiamos išvados ir siūlymai, literatūros sąrašas. Darbą sudaro 6 dalys: įvadas, teorinė dalis, kurioje aptariama darbuotojų motyvacijos samprata, išanalizuotos pagrindinės turinio ir proceso motyvacijos teorijos, užsienio literatūros ir tyrimų apžvalga, siūlymai, kuriuos būtų galima taikyti Lietuvoje, išvados ir literatūros sąrašas. Darbo apimtis 87 p, 20 lentelių, 11 iliustracijų, 53 bibliografiniai šaltiniai. / The master thesis analyses the problem of personnel motivation in construction works. Examination follows company’s value system, its formulation, and influence over members’ behavior as well as overall company’s success. The matter under investigation concerns the importance of motivation, its development aspects, and human demands priorities. The consideration is shown for those factors having a great influence over motivation, such as work organization, inducement methods, and management style. The thesis covers experience of Lithuanian and foreign countries regarding the company’s value system and employees’ motivation. The theoretical part is followed by integrated personnel motivation model that is created in consideration of the current Lithuania situation in construction works. The work also describes the influence of motivational system over the participants in construction works. The literature list, conclusions, and suggestions are proposed as well. Thesis structure consists of 6 sections: Introduction; theoretical part that discusses the conception of employees’ motivation and main theories regarding the content and process theories of motivation; review of foreign literature and research; suggestions that could be applied in Lithuania; conclusions and reference list. Thesis consists of: 87 p. text, 11 pictures, 20 tables, 53 bibliographical entries.

In Multi-Skill Project Scheduling Problem (MSPSP) with hierarchical levels of skills, there are more than one skill type and for each skill type there are levels corresponding to proficiencies in that skill. The purpose of the problem is to minimize or maximize an objective by assigning resources with different kinds of skills and skill levels to the project activities according to the activity requirements while satisfying the other problem dependent constraints. Although single-objective case of the problem has been studied by a few researchers, biobjective case has not been studied yet. In this study, two objectives, which are the makespan and the total skill wasted, are taken into account and while trying to minimize the makespan, minimizing the total skills wasted is aimed. By the second objective, overqualification for the jobs is tried to be minimized in order to prevent job dissatisfaction. The biobjective problem is solved using a Multiobjective Genetic Algorithm, NSGA-II. The results of the proposed algorithm are compared with the GAMS results for small-sized problems and with the random search for larger problem sizes.

This doctoral thesis is focused on human resource development in strategy of small and medium-sized enterprises. Human resource development is conceptualized very widely in the thesis, because the thesis is concerning with issues still less frequently investigated in relation to human resource development, especially the compliance with the principle of equal treatment and the prohibition of discrimination in employment relations. Traditional division into theoretical and practical part is respected in the thesis. Theoretical part contains literature review, broadly describing fundamental disciplinary knowledge, which was elaborated on the basis of long-term studying the scientific writings of many domestic and foreign authors. Theoretical part of the thesis was initial for composing the practical part of the thesis; it was used as a base for the research objectives defining (Chapter 3), served as a guideline on scientific methodology studying and subsequent appropriate methodology and methods selection (Chapter 4), which continues with three practical research topics: staff motivation, employee turnover and job satisfaction in SMEs, and discrimination at the workplace and in staffing regard to SMEs. These areas are meant to be potential barriers of human resource development, unless managed carefully with erudition. Potential occurrence of discrimination in labour law issues brings a risk of sanctions and pecuniary penalty for employers. Research questions, which were formulated according to above mentioned basis by author of this doctoral thesis in the practical part within set research topics, were tested on empirical data by way of both quantitative and qualitative research in two research samples. First of them was gained within team research project GA JU 039/2013/S (investigator doc. Ing. Darja Holátová, Ph.D.) and comprised of 295 SMEs, which were investigated through questionnaire survey; subsequently motivation, employee turnover and job satisfaction on collected data were investigated by author of doctoral thesis. The second sample was investigated by author of this thesis at her own research activity and consisted of 1600 advertisements demanding applicants for 2981 working places at 846 entities, which were announced by regional bureau of Employment Service of the Czech republic for district České Budějovice via the Integrated Portal of the Ministry of Labour and Social Affairs of the Czech republic (2016) on the webpage portal.mpsv.cz; the prevalence of discriminatory reasons through content analysis was explored and the findings were consequently compared with the survey of the Public Defender of Rights realized in 2011. Finally, the inquiry for the participation of SMEs in announcing job advertisements where discriminatory nature could not be excluded from in studied period was carried out through selecting gender as discriminatory reason. A discovery of the range of employee benefits provided in SMEs, employee turnover rate calculated by author, additionally including voluntary departures of employees, as well as obtained findings about managers' or enterprise owners' attitudes and subjective rating of job satisfaction in studied SMEs were analysed by author of the thesis. The findings have also revealed an insufficient strategic attitude of some approached managers or enterprise owners towards making plans and setting the goals in the area of job satisfaction. Additionally, it was found that SMEs participated in announcing job advertisements where discriminatory nature could not be excluded in studied period along to the criterion of Czech Public Defender of the Rights in the issue of direct discrimination by reason of a gender. On the basis of acquired findings the conclusions and recommendations were formulated. The thesis brings theoretical, practical and pedagogical contribution. In conclusion, the objectives set in the thesis, were, in the author's opinion, accomplished.

This master thesis focuses on the problem of motivation, stimulation and stabilization of the key employees in the company Česká zbrojovka a.s. The main aim of this thesis is to identify insufficiencies in the current system of employee motivation and to suggest potential changes leading to its improvement and assessment from the economic impact of the proposed improvements to the company. The theoretical part of the thesis contains the fundamental knowledge and base of the human resources management and also discusses various theories of work motivation. Reviewed problems of demotivation and unwanted employee turnover follow. The practical part of the thesis shows a qualitative analysis of the current system of the staff motivation in Česká zbrojovka a.s. There is also linked and combined theoretical knowledge with the corporate practice. The final part of the thesis is based on facts found from the survey which identifies imperfections in the existing system and formulates potential recommendations for improving employee motivation and stabilization in the analysed company in order to improve work performance, enhance job satisfaction and loyalty of employees to Česká zbrojovka a.s.

The purpose of the research was to recommend a model for strategic human resource management through an effective staff performance appraisal system in Botswana public libraries. Performance appraisal is not a new concept; however the evolution of performance appraisal tools and techniques has been slow compared to that of other management fields. This discrepancy is now being realised; organisations are starting to acknowledge the importance of comprehensive, regular appraisal of staff as part of an effective human resource management policy. Human resources are a scarce and valuable tool in any organisation and it is mainly through performance appraisal that they can be developed and maintained, to ensure organisational success. The theory underlying strategic human resource management and performance management has been studied. Empirical research through a questionnaire was carried out in 23 public libraries. From these it was possible to develop a model entitled "A recommended strategic human resource management model". From empirical investigation the main critical qualities for efficient public library services were revealed as enthusiasm; positive attitude; innovative thinking; capability and commitment; critical competencies as expertise; team-building; and leadership; critical external factors as external environment; global competition; shrinking budget; changing library customers and employees' needs and information technology; strategic management issues organisational culture; transformational leadership; employee recognition and reward systems; performance measurement system; productivity improvement; and customer orientation; critical staff issues as sense of purpose and achievement; feeling of self-worth; job-security; recognition; status; career development; and salary; motivational factors as effective communication; job satisfaction; delegation of authority; clear job description; performance feedback; conducive working environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human resources; and alignment of human resource strategy with strategic management plan. The study recommends a strategic human resource management model for libraries along with: conducive working environment; adequate IT infrastructure to store, organise and retrieve information; staff training for excellent customer service; objective, reward based staff appraisal; performance feedback; performance appraisal should be aligned with staff selection, library mission, staff motivation and promotion in order to use it strategically; and human resource strategy should be developed immediately. / Information Science / D. Litt. et Phil. (Information Science)

The purpose of the research was to recommend a model for strategic human resource management through an effective staff performance appraisal system in Botswana public libraries. Performance appraisal is not a new concept; however the evolution of performance appraisal tools and techniques has been slow compared to that of other management fields. This discrepancy is now being realised; organisations are starting to acknowledge the importance of comprehensive, regular appraisal of staff as part of an effective human resource management policy. Human resources are a scarce and valuable tool in any organisation and it is mainly through performance appraisal that they can be developed and maintained, to ensure organisational success. The theory underlying strategic human resource management and performance management has been studied. Empirical research through a questionnaire was carried out in 23 public libraries. From these it was possible to develop a model entitled "A recommended strategic human resource management model". From empirical investigation the main critical qualities for efficient public library services were revealed as enthusiasm; positive attitude; innovative thinking; capability and commitment; critical competencies as expertise; team-building; and leadership; critical external factors as external environment; global competition; shrinking budget; changing library customers and employees' needs and information technology; strategic management issues organisational culture; transformational leadership; employee recognition and reward systems; performance measurement system; productivity improvement; and customer orientation; critical staff issues as sense of purpose and achievement; feeling of self-worth; job-security; recognition; status; career development; and salary; motivational factors as effective communication; job satisfaction; delegation of authority; clear job description; performance feedback; conducive working environment; human resource strategy issues as motivation building among staff;continuous education and development; generating competitive advantage through human resources; and alignment of human resource strategy with strategic management plan. The study recommends a strategic human resource management model for libraries along with: conducive working environment; adequate IT infrastructure to store, organise and retrieve information; staff training for excellent customer service; objective, reward based staff appraisal; performance feedback; performance appraisal should be aligned with staff selection, library mission, staff motivation and promotion in order to use it strategically; and human resource strategy should be developed immediately. / Information Science / D. Litt. et Phil. (Information Science)