Magister Commercii - MCom / One of the fundamental problems facing the South African public healthcare sector is motivation and retention of the healthcare practitioners. Medical doctors in particular, tend to leave the public sector for the private sector, rural settlements for the urban settlements, the Republic of South Africa for other countries or entirely leaving the healthcare industry. This study seeks to identify the factors that contribute to work satisfaction or dissatisfaction of doctors in the South African public health sector as well as bringing forth strategies that are important in retaining medical doctors in the sector. A cross-sectional survey using self-administered pre-tested questionnaires was mailed to 1000 randomly selected medical doctors in the public health sector of South Africa to get their opinions. Appropriate statistical tools were then used to interpret the findings. A total of 135 medical doctors participated in this study. The medical doctors identified lack of participation in management as the major factor hampering work satisfaction in the public sector. Pay and workload were also identified as the other leading factors to doctors’ dissatisfaction. Significant relationships with patients were found as motivators to doctors’ satisfaction. On retaining medical doctors, the respondents indicated a great need for improvement on the current working conditions and such improvements including the recognition of doctors in the workplace as well as their promotion.Discrimination and inadequate remuneration were leading factors for doctors not willing to be retained in the public sector Medical doctors are essential to the efficient delivery of health care in South Africa and an unending conflict between them and their management imposes a great risk to the future of the South African health care. It is therefore imperative for healthcare managers to address those factors that are appearing to be obstacles to job satisfaction and at the same time capitalizing on the identified retention factors in their management strategies.

In my diploma thesis I have dealt with motivation and satisfaction of employees in the company PRAGA Louny CZ a.s. The company PRAGA Louny CZ a.s. faces high level of workers' fluctuation. The aims of my diploma thesis were to find out if the employees think about the leave of the company, what are the factors that cause their un-satisfaction, what could make their satisfaction better, what factors positively affect their motivation and in the end to propose possible steps that could make the present situation in the company better.

The theoretical part of the Master's thesis deals with aspects, which influence job performance of employees. The thesis describes one of the most important parts of job performance, which is the motivation. It is also dealing with some of more or less known motivational theories, which help us to understand the motivation of each person. The thesis does not omit term of stimulation and work satisfaction as well. The background of specific company in tourisms, the U Pinkasů restaurant, is sketched in practical part of the thesis. The motivation of its employees as well as some improvement suggestions are studied close.

The Master´s Thesis deals with the issue of motivation, work satisfaction and engagement of employees as determinants of work performance. The aim of this Thesis is to analyse the level of motivation, work satisfaction and engagement of employees in a particular insurance-brokerage company, asses the influence of these variables on the work performance and devise recommendations for the company how to optimize the motivation, work satisfaction and engagement of their employees. The first part of the Thesis deals with the terminology of this issue, the second part deals with the analysis of motivation, work satisfaction and engagement of employees based on a survey among the employees. There is also an analysis of dependence of work performance on these variables. At the end of the Thesis there are recommendations that can increase the level of motivation, work satisfaction and engagement of employees of this company.

Cada vez más las empresas le dan mayor importancia a su capital humano, es por ello que se han generado nuevas tendencias de gestión en pro de las personas, a fin de alinearlas a la cultura, visión, misión y valores de la empresa. Sin embargo, hay empresas que no son conscientes que un trabajador feliz y motivado puede rendir mucho más de lo esperado. Más aún si la comparamos de uno que recibe un trato indiferente. No obstante, somos conscientes de que esto promueve la proactividad de ciertos trabajadores quienes se organizan y deciden celebrar ciertas fechas que consideran importantes para el resto del grupo, o que simplemente los motivan a trabajar en un entorno positivo y energético. Por otra parte, este tipo de organización no dispone de mucho tiempo ni recursos para poder desarrollar sus eventos de una manera eficiente, resultando a veces hasta un poco incómodo para alguno de los integrantes del mismo grupo. Es aquí donde nace nuestra oportunidad de negocio, partiendo inicialmente la idea para organizar la celebración ideal de los oficinistas facilitándoles la logística que implica la misma y para mejorar su eficiencia fomentando un mejor clima laboral. Muchos dirán que cada trabajador es quien determina su felicidad y permanencia en la empresa. Sin embargo, la mayor responsabilidad ante esta situación la asume el Área de Recursos Humanos. Es por ello que mediante nuestra propuesta también apuntamos a cerrar negocios con RRHH de distintas empresas, aportando valor a su gestión. Sobre la parte financiera, La box necesita una inversión total de S/ 75,515.00 soles de los cuales, el 40% es aportado por los socios y el 60% restante será financiación. El financiamiento asciende a un importe de S/ 45,309.00 soles. Se ha determinado que es un proyecto sostenible en el tiempo, con un riesgo bajo y con un COK de 26.26%. / More often, these days, companies give more importance to their human capital, which is why new management trends have been generated for people, in order to sync them with the company's culture, vision, mission and values. However, there are companies that are not aware that a happy and motivated worker can perform much more than expected. Even more, if we compare it to one who receives indifferent treatment. However, we are aware that this promotes the proactivity of certain workers who organize and decide to celebrate certain dates that they consider important for the rest of the group, or that simply motivate them to work in a positive and energetic environment. On the other hand, this type of organization does not have much time or resources to develop its events in an efficient way, sometimes resulting a little uncomfortable for any of the members of the same group. This is where our business opportunity born, initially starting the idea to organize the ideal celebration of the office workers by providing them with the logistics involved and to improve their efficiency by promoting a better working environment. Many will say that each worker is the one who determines their happiness and permanence in the company. However, the greatest responsibility for this situation is assumed by the Human Resources Area. That is why, through our proposal, we also aim to close business with HR from different companies, adding value to their management. / Trabajo de investigación

The purpose of this research is to find evidence on how temporary projects change in connection to both internal organizational changes, in terms of change in management, as well as the external force of change of COVID-19. In addition, the thesis will also go into depth on how these changes have affected collaboration and work-satisfaction. The research is a case study of qualitative nature and ten semi-structured interviews, with five project leaders and five employees in a collaborative project, were conducted to enable interactions between theories and empirical findings. It was decided to obtain a case project in order to investigate how the external force of COVID-19 and the internal force of change in head management has affected the project's work settings, collaboration and the well-being/work satisfaction of the employees. Along with the interviews, the theoretical structure made it possible to perform a thematic analysis. The changes connected to the working processes and the structure given the forces of internal and external change have altered the way the employees perform and operate in the project. It is concluded that collaboration is of utmost importance and that building trust and relationships have clearly become harder in a virtual work setting, it has affected how the project participants work together towards common objectives. These major changes have also affected the work satisfaction of the project members to different extents.

AbstraktTitel: Framgångsfaktorer för ett hållbart arbetsliv för fastighetsmäklare Nivå: C-uppsats i ämnet fastighetsvetenskapFörfattare: Caroline JanlowHandledare: Mikael OttossonDatum: 2019 - januariSyfte: Uppsatsen undersöker vilka faktorer som har betydelse för att fastighetsmäklare stannar kvar i sitt yrke.Metod: Jag har använt både en kvalitativ och en kvantitativ metod bestående av en enkätundersökning samt en djupgående telefonintervju. Resultatet av detta har sedan analyserats med passande teorier för att komma fram till en slutsats.Resultat & slutsats: Flera olika faktorer påverkar fastighetsmäklarens trivsel i arbetslivet. De faktorer som jag kommit fram till påverkar fastighetsmäklarna i Stockholm mest är oro över sin ekonomiska situation baserat på inkomst samt bristen på balans mellan privatliv och arbete.Förslag till fortsatt forskning: Det kan vara intressant att se om denna problematik ser liknande ut i småstäder och om resultaten skiljer sig där jämfört med i Stockholm.Uppsatsens bidrag: Examensarbetet har bidragit till ökad förståelse för vad som påverkar fastighetsmäklares trivsel i yrket samt stanna i yrket. Även konkreta tips på vad arbetsgivare kan ändra för att minska personalomsättning och antalet avregistreringar.Nyckelord: Fastighetsmäklare, Arbetstrivsel, Lönemodell, provision, / AbstractTitle: Success factors for a sustainable working life for real estate agents.Level: C-level in Real Estate ScienceAuthor: Caroline JanlowSupervisor: Mikael OttossonDate: 2019 - JanuaryAim: The essay examines which factors contributes to real estate agents staying in their profession.Method: I have used both a qualitative and quantitative method consisting of a survey and an in-depth telephone interview. The result of this has since been analyzed with appropriate theories to arrive at a conclusion.Result & Conclusions: The factors we have found affecting real estate agents in Stockholm are most concerned about their economic situation based on income and the lack of balance between privacy and work.Suggestions for future research: Could be to find out how the situation looks in smaller towns in Stockholm and if the results are the same there as in Stockholm.Contribution of the thesis: The thesis has contributed to increase the understanding of what contributes to the real estate agents liking their job and staying in their profession. Also tips to the employers what to change to make reduce the turnover of staff and number of deregistrations.Key words: Real estate agents, Work satisfaction, Compensation model, Commission

El presente estudio se ha desarrollado tomando como base investigaciones realizadas respecto a las medidas de satisfacción laboral que se aplican en empresas de diversos sectores, para retener al talento Millennial. Además, para entender cómo evolucionó esta problemática en el tiempo, se han analizado teorías acerca de la gestión de recursos humanos e inclusive se comparó cuán relevante es cada uno de estos factores para los Millennials y para las personas de otras generaciones. Luego, se aplicó un estudio mixto cualitativo y cuantitativo cuyos resultados indican que algunas medidas aplicadas por empresas de otros sectores, no tienen el mismo impacto en los Millennials que trabajan en Empresas Mayoristas Privadas del Sector Hidrocarburos Downstream – Combustibles Líquidos en Lima Metropolitana. En este sentido, se evidenció un problema recurrente para el departamento de RRHH, que es la alta rotación de Millennials; por ello se ha realizado una descripción de generaciones y su perspectiva laboral, para crear un modelo de factores que ellos valoran y que son influyentes en su permanencia en sus actuales centros laborales y se presentó información acerca de la importancia que ha adquirido la línea de negocios Downstream respecto a las demás. Con este fundamento, se indicó la relevancia y justificación del tema elegido, se plantearon hipótesis y objetivos que fueron validados mediante un estudio cuantitativo y cualitativo. El presente estudio demuestra que los factores de satisfacción laboral sí influyen en la permanencia de los Millennials del sector analizado pero cada uno en diferente medida. / This study was developed based on the investigation of job satisfaction measures applied by many companies from different sectors, for the retention of Millenials talents.For understand the evolution of this problem over time, many theories about Human Resources management were analyzed and the relevance of each satisfaction factor for Millenials and people of others generations was compared, then a qualitative and quantitative mixed study was applied, the result was that some factors that apply to companies in others sectors, don’t have the same impact on Millenials working in companies of Private Wholesale Companies of the Downstream Hydrocarbons Sector-Liquid Fuels in Metropolitan Lima. Due to this, we can show a recurring problem in the Human Resources area, which is the high rotation of Millenials, for this reason we made the description of the generations, to create a model of factors that they value and are influential in its permanence in the companies. Information was presented on the importance that the Downstream business line has acquired with respect to the others. On this basis, the relevance and justification of the chosen theme was specified, hypotheses and objectives were raised that were validated through a quantitative and qualitative study. This study shows that job satisfaction factors do influence the permanence of Millennials in the sector analyzed but each one to a different extent. / Tesis

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Relatively common factors that lead to reduced well-being and a poor work environment are the experience of lack of variation and lack of development at work. An attempt to solve this work environment problem is internal mobility. The aim of the present study was to examine municipal employees’ experience of internal mobility and its possible outcome on job satisfaction at the workplace. A qualitative interview study was conducted with seven employees who performed one or more voluntary internal job transfers in a medium-sized municipality. The employees were interviewed with a semi-structured interview guide which then was analyzed with a thematic analysis. The employees experience of internal mobility and job satisfaction resulted in four themes: the workplace as a social network, safety challenges to thrive at work, motivation and meaningfulness and the balance between inner and outer circumstances. The results have been discussed mainly in relation to the employees experience of control and support, variation, competency, autonomy, motivation, meaningfulness, setting boundaries and group dynamics. Theories that mainly captured these were self-determination theory demand-control-support-model. Connections were also made to Hackman and Oldhams theory of motivation. The conclusions drawn were that internal mobility can increase employees’ development and increase their feelings of competency, autonomy, motivation and give a better work-life-balance which in turn can increase their job satisfaction. / Relativt vanliga faktorer som leder till minskad trivsel och dålig arbetsmiljö är upplevelsen av brist på variation och avsaknad av utveckling i arbetet. Ett försök till lösning på detta arbetsmiljöproblem är intern rörlighet. Syftet med föreliggande studie var att undersöka kommunanställdas upplevelse av intern rörlighet och dess möjliga inverkan på arbetstillfredsställelse på arbetsplatsen. En kvalitativ intervjustudie genomfördes med sju anställda som utfört ett eller fler frivilliga interna jobbyten i en medelstor kommun. För intervjuerna användes en semistrukturerad intervjuguide, som sedan analyserades enligt tematisk analysmetod. Intervjupersonernas upplevelse av intern rörlighet och arbetstillfredsställelse resulterade i fyra teman: jobbet som social plattform, trygghetsutmaning och utveckling, motivation och meningsfullhet samt balansgången mellan inre och yttre omständigheter. Resultatet diskuterades främst i relation till medarbetarnas upplevelse av kontroll och stöd, variation, kompetens, autonomi, motivation, meningsfullhet, gränsdragning och gruppdynamik. Teorier som huvudsakligen fångade detta var självbestämmandeteorin, krav-kontroll-stöd modellen, work-life balance och känsla av sammanhang. Vidare har även kopplingar kunnat göras till Hackman och Oldhams motivationsteori. Slutsatserna som drogs var att intern rörlighet kan bidra till utveckling och öka anställdas känsla av kompetens, autonomi, motivation och ge bättre work-life-balance, vilket i sin tur kan öka deras arbetstillfredsställelse.