The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.

This study examined the importance of polytechnics in Ghana’s development; its management and constraints-especially faculty turnover and how it impacts on sustainable polytechnic education. The sample comprised a total of 65 respondents drawn from six stakeholder groups: former polytechnic rectors, current polytechnic administrators’ current faculty; former polytechnic faculty, students, government officials as well as retired government officials. The study adopted a qualitative method to elicit data. However, the main study was preceded by a pilot study focusing on faculty turnover. Questionnaire informed by instruments used in earlier studies by Klass (2007) and Samuel (2008) were adapted and modified to suit the pilot study. An electronic questionnaire comprising 41 questions with a four (4) point scale (agree, uncertain, disagree and strongly disagree) on turnover and its consequences was hosted at Survey Monkey web site for administration by current polytechnic faculty. The link was emailed to 14 randomly selected current faculty members of seven polytechnics for administration and submission. These provided lead-in themes for the main qualitative study. Data for the main study was collected via interviews involving all six groups. Results indicate that polytechnics are important and contribute significantly to the sustenance of Ghana’s economy. Study further proved that polytechnics were mired in a number of constraints including turnover. The second portion examined the constraints of polytechnics with a focus on faculty turnover, causes and consequences on polytechnic sustenance vis-a-vis Ghana’s economy. This was supported by a semi structured interview schedules generated from the pilot study and administered on six case groups. The results showed a high rate of faculty turnover in polytechnics. Further, findings showed that turnover is caused by multiple factors (individual, institutional and environmental factors) which in turn interact with each other to influence turnover. Also, turnover was found to have impacted negatively on polytechnics, their clientele (students) and the national economy of Ghana. Findings of this study have a number of implications for policy especially higher education policy (polytechnics) management and education as well as some suggested strategies to help incentivize the academic staff and smoothen the management of the polytechnics.

The exploration of the study was derived from the researcher’s experience and involvement in the Gauteng Department of Finance (GDF) which experienced gargantuan fatalities of recruited employees since 2009. The moratorium on recruitment process disadvantaged the department`s conditions as some employees were marooned for months. The researcher wondered how profound the staff turnover might have had the influence on the quality of services being delivered to the service customers. In most cases conducting recruitment process is expensive. It requires adequate time to ensure that resources are satisfactorily positioned, while retaining the existing workforce is tricky noting the cultural challenges and trepidation.

When children are detained and enter the foster care system, social workers screen them to determine if mental health services are needed. Formal referrals to mental health providers are made, however there is a significant wait time between referral and service delivery. The focus of this study was to explore these barriers to mental health services in an effort to identify approaches that might improve service access. Qualitative face-to-face interviews were conducted with key stakeholders using an Ecological Systems Theory to fashion a hermeneutic dialect and a joint construct toward a shared action plan. Data was collected from the interviews and thematically analyzed. The project informs service delivery systems of mental health for children and adults, both for micro and macro practice, by highlighting the need for increased collaboration between agencies and growing family engagement and empowerment to reduce stigma. These efforts will improve communication, define expectations, and diminish silos. The project also contributes to child welfare practices and policies for referrals of children’s mental health services by noting the need for an embedded mental health therapist within child welfare to accept referrals for services; the addition of one study site contractual children’s mental health service provider in the rural county that will accept referrals for children and families. In summary, the study identifies strategies to reduce wait time for service delivery, how those services are best accessed, as well as efforts to better engage families in treatment.

Call Centres represent one of the fastest growing industries today. In a competitive business environment the service delivered by Call Centre operators needs to be quantified and this is achieved through Electronic Performance Monitoring (EPM). This study considered the effects of EPM, and related factors such as job control, task complexity, performance, goal-setting and feedback, on the job satisfaction, organisational commitment and work stress, of Call Centre operators. The impact of these factors on staff turnover, which media reports suggest is very high for many Call Centres, was also considered. A total of 388 participants (265 females, 123 males) completed a voluntary self-report questionnaire. All participants were Call Centre operators who were working in one of 27 call centres across Australia in a variety of industries, including Banking & Finance, IT, Employment, Insurance and Telecommunications. All operators were working in an electronically monitored environment. Regression and path analyses revealed age, that is younger employees, and job dissatisfaction to be the only variables that predicted staff turnover. A positive perception of EPM was predicted by a positive perception of both goal-setting and feedback. It was concluded that while staff turnover was high in the current sample, it was not associated with perceptions of EPM, and other factors appeared to be more important.

Syftet med denna uppsats är att studera om Handelsbankens vinstandelsstiftelse Oktogonen ger upphov till motiverade anställda samt om Oktogonen och bankens låga personalomsättning har ett samband. Studien bygger på en fallstudie. Datainsamling har skett genom främst intervjuer och tidigare forskning i form av böcker och artiklar. Resultatet har visat att viktiga faktorer för att uppnå en låg personalomsättning inom banken bland annat är en decentraliserad organisation samt att anställda känner en trygghet till sin arbetsgivare. Oktogonen påverkar i begränsad utsträckning, dock främst äldre medarbetares rörlighet. / The purpose of this paper is to study if Handelsbanken’s profit- sharing foundation Oktogonen creates motivated employees and if Oktogonen and the bank’s low employee turnover are connected. The study is based on a case study. The data comes primarily through interviews and previous research in books and articles. The results showed that key factors in achieving a low turnover of staff is a decentralized organization and that the employees feel a sense of security to their employer. Oktogonen affects a limited extent, but mainly the older employees mobility.

Syftet med den här studien var att genom ett kvalitativt perspektiv få en djupare förståelse om bakgrunden till hög personalomsättning inom socialtjänstens barn- och ungdomsvård samt vad som skulle kunna motverka detta. Undersökningen har genomförts med ett kvalitativt tillvägagångsätt i form av sex halvstrukturerade intervjuer med personer som valt att säga upp sig som socialsekreterare inom socialtjänstens barn- och ungdomsvård. Studien visar återkommande beskrivningar kring en ohållbar arbetssituation utom räddning med låg lön, dåliga arbetsförhållanden med tidsbrist och för lite feedback, brist på engagemang från kollegor, avsaknad av tilltro till arbetsledningen samt utbrändhet. De tidigare socialsekreterarna hade behövt bland annat mer personal, bättre kommunikation med arbetsledningen, en teamledare och mer handledning för att stanna kvar i sin anställning. Våra huvudslutsatser är att det finns en stor komplexitet i bakgrunden till den höga personalomsättningen inom socialtjänstens barn- och ungdomsvård och att ett helhetsperspektiv är av största vikt för att kunna motverka detta. / The aim of this study was to get a deeper understanding through a qualitative perspective about the background to high employee turnover in the unit of child and youth care within social services and also how this could be counteracted. Six semi-structured interviews with people who have chosen to resign from child and youth care within social services were conducted. The results show repetitive descriptions of unsustainable working conditions characterized by low wages, lack of time, lack of feedback and commitment from colleagues, absence of trust to the supervision and burnout. The previous social workers described that they would have needed more colleagues, better communication with the supervisor, a team leader, more tutoring and higher wages to stay in their jobs. Our main conclusions are that there is a big complexity in the background to employee turnover and we consider that a holistic perspective is essential to be able to beat this.

xiii, 142 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number. / This study employs a case-study methodology to examine the sustainability of reforms at an innovative young high school. A variety of factors present obstacles to the success of reforms, including loose organizational linkages and staff turnover. Using Linde's framework of the paradigmatic narrative, this study explores how the stories teachers tell each other about the origin and history of the school affect the way teachers currently implement the founding vision in the face of loose organizational linkages and staff turnover. In particular, this study focuses on the system of 9th- and 10th-grade Language Arts and Social Studies team teaching. / Committee in charge: David Conley, Chairperson, Educational Leadership; Philip McCullum, Member, Educational Leadership; Deborah Olson, Member, Special Education and Clinical Sciences; Alan Meyer, Outside Member, Management

Thesis focuses on the personal management of a transport company Šindelář Spedition s.r.o. Especially the remuneration and motivation of a concrete group of workers {--} drivers of road trains is examined. The main aim of the work is a proposal of certain advancements in managing processes leading to decreasing of staff turnover and to securing the company competitivness. The first part is treating the problem of high staff turnover and describes personal activities in the company. The second part consist of the survey whose output is designed to change the system of remuneration and employee motivation. The final part contains SWOT analysis which is used for a future strategy concept and the recommendation for a whole company functioning.

Bakgrund: I Stockholmsregionen råder det en brist på intensivvårdssjuksköterskor. En orsak är hög personalomsättning där många intensivvårdssjuksköterskor lämnar intensivvården inom två år efter anställning på grund av hög arbetsbörda, otillfredsställande lön eller bristande möjligheter till kompetensutveckling. Arbetsgivare som uppmuntrar till kompetensutveckling får fler intensivvårdssjuksköterskor att stanna kvar inom intensivvården även om arbetsbördan är hög. Syfte: Syftet med denna studie är att undersöka vad intensivvårdssjuksköterskorna anser om arbetsväxling som kompetenshöjande intervention. Metod: Studiedesignen var kvalitativ och som metod har fokusgruppsintervjuer använts. Materialet har analyserats med hjälp av kvalitativ manifest innehållsanalys. Resultat: Studiens huvudresultat var deltagarna ansåg att arbetsväxling fungerar som kompetenshöjande intervention. Resultatanalysen utkristalliserade totalt fem teman: arbetsväxlings inverkan på kompetensen, arbetsväxlings inverkan på individen, arbetsväxlings ömsesidiga påverkan mellan avdelningar, arbetsväxling som kvarhållande åtgärd och anledning att stanna kvar inom intensivvård. Slutsats: Studien visade på att intensivvårdssjuksköterskan anser att arbetsväxling är en kompetenshöjande åtgärd för intensivvårdssjuksköterskan. Det är dock oklart om det är något som får intensivvårdssjuksköterskor att stanna kvar inom intensivvården. Klinisk betydelse: Vårdadministrationen har fått en antydan om att arbetsväxling höjer kompetensen för de anställda inom intensivvården. / Background: The Stockholm area has a shortage of intensive care nurses. A main reason for this is the high staff turnover where many intensive care nurses leave their employment within two years. This is related by high workload, unsatisfactory pay and insufficient opportunity to raise the level of competence. Employers that promote actions which could raise the level of competence would get more intensive care nurses to stay within the intensive care unit even though the workload would be high. Aim: The aim of this study is to investigate what intensive care nurses view regarding job rotation as an intervention to raise the level of competence. Method: Two focus groups interviews were used to collect the data. The data was analysed by a qualitative manifest content analysis. Result: The result shows that the participants considered that job rotation works as an intervention to raise the level of competence. During the analysis five themes were found: the impact of job rotations on the competence, the impact of job rotations on the individual, the mutual impact of job rotations between departments, job rotation as a retention measure and reasons to remain in the intensive care. Discussion: This study has shown that intensive care nurses think that job rotation is an intervention to raise the level of competence in intensive care nurses. It is although unclear whether job rotation will keep intensive care nurses within the intensive care. Clinical significance: The care administration has been given a hint that job rotation increases the level of competence for the employers in intensive care.