The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

The retention of artisans is becoming an increasingly important challenge faced by many organisations. The decision to intensify artisan retention strategies arises from the fact that there is currently a shortage of artisans in the country. This situation is aggravated by the fact that many of our country's current supply of artisans are being lured away to Canada and Australia by the highly competitive packages offered them. For effective retention of their artisans, organisations must be aware of the factors that artisans perceive as being important in the decision to remain with an organisation. The main research objective was, therefore, to establish the factors that are important for artisan retention. It was also decided to measure the level of intention to leave among a sample of artisans, as there were no results available from previous research. The research was explorative in nature and a mixed-methods design was used to achieve the objectives. The participants were selected by means of a judgement sample to consist only of participants who hold a formal qualification as an artisan, as prescribed by Sector Education and Training Authority (SETA) standards. Employees were requested to take part voluntarily in the research and a total population of 14 employees responded (N = 14). A semi-structured interview was used as means of collecting the qualitative data, while the quantitative data were collected by means of questionnaires. The results indicated that remuneration had the highest rank of all the factors for the retention of artisans, closely followed by development opportunity in second place. Other factors that were also perceived as important for artisan retention by the participants included equality (ranked third), recognition (ranked fourth), management and the working environment (ranked fifth), working relationships (ranked sixth), while change management, job security, belongingness, the merit system, job satisfaction and employee wellness were all ranked jointly in seventh place. With regard to Turnover Intention, the results indicated a mean score of 2,38 out of 5,00; it can thus be concluded that the sample reported an average level of turnover intention. The spread of the scores was quite large, indicating that some artisans had a strong intention to continue working at the organisation, while others were likely to consider other offers. By way of conclusion, recommendations were made both for the organisation and for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.

Sammanfattning Titel: Norrlandsboomen - en kvalitativ studie om platsmarknadsföring för att attrahera nya invånare. Nivå: Examensarbete på grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Julia Karlernäs och Simon Ivarsson Handledare: Katarina Arbin Datum: 2024 -januari Syfte: Denna uppsats syftar till att beskriva hur arbetet med platsmarknadsföring sker i samverkan mellan olika aktörer för att attrahera nya invånare till en ny geografisk plats Metod: Studien har använt sig av en kvalitativ metod med en abduktiv forskningsansats och grundar sig i insamlad empirisk data från sex intervjuer. Resultat och slutsats: Studien visar att de aktiviteter som sker i platsmarknadsföringen bland annat är marknadskommunikation av platsen via olika digitala plattformar, utveckling av samhället efter identifierade målgruppers efterfrågan samt arbete med värdskap och social inkludering för nyblivna invånare. Resurser som används är ekonomiska resurser, som hos kommunen är skattemedel och från H2 Green Steel kommer från investerare. Andra resurser är humankapital, organisatoriska och -relationella resurser. Huvudaktörer som är involverade är Boden kommun, turistföreningen Boden Turism, H2 Green Steel och Bodens invånare. Examensarbetets bidrag: Kandidatuppsatsen ger insikter i hur platsmarknadsföringen i en kommun går till för att attrahera nya invånare. Genom att identifiera aktiviteterna som utförs, resurserna som finns och vilka aktörerna är, klargör vi hur en kommun arbetar med platsmarknadsföring och vilka roller och uppgifter de olika organisationerna har. Vår studie bidrar även med kunskap om hur samarbetet och samverkan ser ut mellan de olika aktörerna. Förslag till fortsatt forskning: Förslag till vidare forskning är att göra en större studie där fler perspektiv i platsmarknadsföringen studeras. Vidare föreslår vi att ytterligare studier bör fokusera på hur man kan mäta vilken effekt platsmarknadsföringen har på beslutet att flytta till en ny kommun. Nyckelord: Platsmarknadsföring, platsvarumärke, ARA-modell, nyindustrialisering, kompetensbrist / Abstract Title: Norrlandsboomen - a qualitative study of place marketing in attracting new residents. Level: Student thesis, Bachelor Degree in Business Administration Supervisor: Katarina Arbin Date: 2024 - january Aim: The aim of this study is to describe how place marketing occurs in collaboration between actors to attract new residents to a new geographic location. Method: The study used a qualitative method with an abductive research approach and is based on collected empirical data from six interviews. Results and conclusions: The study shows that activities occurring in place marketing are, among others, marketing communication of the place through digital platforms, development of the municipality based on the demands of identified target groups and the work with hosting and social inclusion of new residents. Resources used are financial resources, which at the municipality comes from tax money and within H2 Green Steel from investors. Other resources are human capital, organizational and -relational resources. The main actors involved are Boden municipality, the tourist association Boden Turism, H2 Green Steel and the residents of Boden. Contribution of the thesis: The thesis provides insights into how place marketing in a municipality takes place to attract new residents. By identifying the activities that are carried out, the resources that are used and who the actors are, we clarify how a municipality works with place marketing and what roles and tasks the various actors have. Our study also contributes to knowledge about how the cooperation and collaboration takes place between the various actors. Suggestions for future research: Suggestions for future research is to do a bigger study where more perspectives in place marketing is taken into account. Furthermore, we suggest that additional studies should focus on how to measure the effect that place marketing has in the decision about moving to a new municipality. Key words: Place marketing, place brand, ARA-model, new industrialization, skill shortage