With change of the overall economic environment, it substantially makes more and more people highly interested in other financial products and look forward to planning their wealth by multi-financial commodities. Responding these demand, the banking industry starts to be involved in the field of wealth management and invests considerable time and cost of training professional financial advisors. C Bank is not only well-known for high brand image and reputation, but also recognized by the financial industry as a wealth management consultants¡¦ training center. It is supposed to be the company of choice for people who are interested in this field, but actually found C Bank with high turnover rate in wealth management consultants. In this study, we are going to analyze the main factors causing the high mobility of wealth management consultants by interviewing with financial consultants in C Bank who are still serving and who had resigned. The result mainly could provide the reference to C Bank to get a triple beneficial situation by means of having stabilized consultants to increase customers¡¦ confidence and reduce the cost of repeatedly training new staff. It is also available for me to refer and being vigilance on the management field in the future. The result of this study points out the main factors why financial consultants working at C Bank resign: 1. leadership style, 2. personal reasons (family and health), rather than company culture and system. The health problem is also highly related to leadership style causing large psychological pressure and cannot be resolved. In order to pursue a long-term and stable growth for the company, it is rather significant for supervisors develop a leadership style can unite team members¡¦ coherence, establish a work environment with a sense of belonging and participation, satisfy their physiological and psychological needs and let all members with high identity and loyalty to the company they are willing to work for under the premise of reaching company culture (performance-oriented).

Today's labor market is characterized by flexibility, companies address this by employing temporary employee consultants. As a result, precarious employment has increased. Previous research indicates job satisfaction to be lower among consultants, since temporary employee consultants tend to be viewed as uncertain. Previous research also indicates the importance for consultants to feel organizational affiliation with the client company they work on. The purpose of this study is to gain a deeper understanding of how financial consultants perceive their work situation and which factors they consider important to achieve job satisfaction. In addition, our study intends to study differences between being a temporary employee consultant and other employees at client companies. Empirical data has been collected through semi-structured interviews with financial consultants. The results have been analysed based on figuration theory and two-factor theory. The results of the study highlights the consultants perceivement of job security, working conditions and development opportunities as inadequate. Further, the results show the consultants face several challenges in their work situations. This can be understood as a result of the unequal power relationship that exists between the consultant and the managers and staff of the client company. These power relations can thus contribute to the creation of prejudices about financial consultants and affect the financial consultants' experience of exclusion at client companies. The results also highlight the consultants' perception of their work situation as based on the type of assignment and client company at which the consultant works. / Dagens arbetsmarknad präglas av flexibilitet, vilket företagen hanterar genom att anställa arbetstagare som arbetar på tidsbegränsade uppdrag. Som ett resultat av flexibiliteten anställs allt fler konsulter som arbetar på tidsbegränsade uppdrag. Tidigare forskning belyser att arbetstillfredsställelsen tenderar att vara lägre hos konsulter, eftersom tidsbegränsade uppdrag upplevs som osäkra av konsulterna. Tidigare forskning fastställer även att konsulter upplever det viktigt att känna organisationstillhörighet till det kundföretag de arbetar på. Syftet med denna studie är att få en fördjupad förståelse för hur ekonomikonsulter uppfattar sin arbetssituation och vilka faktorer de anser vara viktiga för att uppnå arbetstillfredsställelse. Dessutom har vår studie för avsikt att studera eventuella skillnader mellan att vara konsult med ett tidsbegränsat uppdrag och övriga anställda av kundföretaget. Empiri har samlats in genom semistrukturerade intervjuer med ekonomikonsulter. Resultatet har analyserats utifrån figurationsteorin och tvåfaktorteorin. Studiens resultat belyser att konsulterna upplever faktorerna anställningstrygghet, arbetsvillkor och utvecklingsmöjligheter som bristfälliga. Resultatet visar även att konsulter möter flera utmaningar i sina arbetssituationer. Detta kan förstås som ett resultat av det ojämna maktförhållande som finns mellan konsulten och cheferna samt personalen på kundföretaget. Dessa maktförhållanden kan således bidra till att fördomar skapas om ekonomikonsulterna och påverkar ekonomikonsulternas upplevelse av exkludering på kundföretagen. Resultatet belyser även att konsulternas uppfattning om sin arbetssituation baseras på vilken typ av uppdrag och kundföretag som konsulten arbetar på.