To see the other types of publications on this topic, follow the link: Employer of choice.
Dissertations / Theses on the topic 'Employer of choice'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Employer of choice.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Barbeite, Francisco. "Importance of learning and development opportunity to job choice decisions." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28567.
Full text
2
Sher, Jordan. "Understanding how qualifying-year accounting students construe potential employers when making employer-choice decisions." Master's thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/33022.
Full textAbstract:
This study explores how Postgraduate Diploma of Accounting (PGDA) students at the University of Cape Town consider potential employers when making employer-choice decisions. Kelly's Repertory Grid technique was employed during structured interviews with twelve (N = 12) PGDA students. Perceptions about potential accounting employers varied across the participants. Investec and Nedbank, both of which are Banks, were construed similarly for 11 out of 12 participants. On average, three of the Big Four auditing firms were mostly construed similarly, namely EY, PwC and Deloitte, with KPMG construed differently by the majority of participants. Nolands and Mazars were construed similarly for 8 participants. Transnet was perceived distinctly from the other firms by most participants. The most frequently elicited constructs were regarding progression opportunities, international exposure and ethical reputation. The following themes emerged from a thematic analysis of the participants' interview responses: (1) organizational attractiveness, (2) exposure gained during training, (3) work environment, (4) progression opportunities, (5) diversity policies, (6) brand awareness, (7) workplace flexibility and work-life balance, (8) the recruitment process, (9) corporate social responsibility, and (10) a felt moral responsibility to the employer. This study proposes that by understanding how students construe and perceive different sets of potential accounting employers, employers could improve their attraction and retention strategies. The findings of this study could also be of benefit to career counsellors and others tasked with advising and guiding accounting graduates.
3
Lindahl, Stina, and Jenny Fahlgren. "Att bli en Employer of Choice – hur attraherar vi generation Y:s ingenjörer?" Thesis, Umeå universitet, Sociologiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128885.
Full textAbstract:
Den ökade konkurrensen om specialiserad kompetens är idag påtaglig för många arbetsgivare. Svensk industri är en av de branscher som berörs av detta och då framför allt på grund av en ökad brist på ingenjörer. Organisationen AB är en av aktörerna där denna utveckling är aktuell och kompetensbristen gör att organisationen behöver en effektiv strategi för att säkerställa en stabil kompetensförsörjning. Ett led i utformandet av en strategi innebär att undersöka vilka värden och villkor potentiella arbetstagare prioriterar vid val av arbetsgivare. Denna studie ämnade därför att undersöka ifall organisationens kommunicerade värden och villkor överensstämmer med vad ingenjörer inom generation Y önskar hos sin arbetsgivare. För att operationalisera syfte och frågeställningar användes både en kvantitativ och kvalitativ metod, och studien genomfördes med hjälp av kvalitativa intervjuer med HR- och marknadsansvariga på organisationen samt via en enkät som delades ut till 52 ingenjörsstudenter vid Umeå universitet. Resultatet visar att organisationen främst vill attrahera ingenjörer med sina värdeord men lägger också vikt vid karriärmöjligheter och personlig utveckling samt ett gott arbetsklimat. Resultatet från enkäten belyser att trevliga arbetskamrater, gott ledarskap samt att ha ett intressant och meningsfullt arbete är det som ingenjörerna lockas mest av.
4
Lundahl, Sofia, and Pernilla Bredolt. "Graduating students' preferences in first employment attributes : A quantitative study among students at Jönköping International Business School and Jönköping School of Engineering." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-7672.
Full textAbstract:
Purpose: The purpose of this study is to examine what attributes graduating students prefer when choosing their first employer after graduation.
Background: To attract good employees are becoming more and more important. Since there are over 60 000 students graduating every year from universities in Sweden, it is crucial for organizations to know how to best attract these talents. It is generally small- and medium sized companies (SMC’s) that have problem since they don’t have the resources to find information and brand themselves as good employers, and hence, large multinational companies are being ranked as the most attractive employers. If these SMC’s would know what attributes the graduate students find most important, they would be able to focus on those and more successfully attract the students suitable for their organization.
Method: In order to fulfill the purpose, an exploratory study had been made. Quantitative data was collected by a delivery and collection questionnaire, which was handed out in classes at Jönköping International Business School (JIBS) and Jönköping School of Engineering (JTH). The findings in this thesis are based on 124 graduating students preferred job attributes.
Conclusion: When looking at JIBS and JTH in total, the students find attributes relating to responsibilities and involvement in decision making to be the most important. However, when only looking at JTH, the students value job security and good relationship at the workplace over other attributes. At JIBS, graduate students are attracted to jobs where they can take responsibility and make further career advancements.
5
Kritzinger, Henriette. "Engaging people through storytelling to become an employer of choice in the knowledge era." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/846.
Full textAbstract:
Thesis (MBA (Business Management))--Stellenbosch University, 2008.ENGLISH ABSTRACT: Business leaders of today agree that people are the greatest asset of their enterprises, but they struggle to live up to the requirements the knowledge specialists of today dictate. This study investigates the method of storytelling as a leadership tool to engage people in businesses and to contribute to such businesses in becoming an Employer of Choice. In the present day knowledge era the way we communicate has changed completely and knowledge has become the single most important factor within businesses. The latter, in conjunction with the technology boom, has led to an extremely fast paced business environment worldwide, leaving the knowledge experts feeling somehow alienated. Business leaders need to understand this phenomenon and incorporate a culture of care within the business. It is easy to overlook the least troublesome, uncomplicated and inexpensive ways of communications, such as storytelling, to add value in creating a business environment of such a nature. South African businesses should tap into the wisdom of the Ubuntu culture that has its roots deep in storytelling as a method of knowledge sharing and to foster development. The objective of this research document is to illustrate the relationship between storytelling and engaging employees and retaining talent by means of which management could gain a better overview of how their implementation of a storytelling culture in the business could affect their customer retention in the relevant business.
AFRIKAANSE OPSOMMING: Eietydse sakeleiers stem saam dat mense die grootste bate in hul ondernemings is, maar hulle vind dit moeilik om aan die vereistes te voldoen wat die kennisspesialiste deesdae voorskryf. Hierdie studie stel ondersoek in na die metode van storievertel as 'n bestuurswerktuig om mense binne ondernemings te betrek en om by te dra dat sulke ondernemings 'n voorkeurwerkverskaffer kan word. In die hedendaagse kennis-era het die manier waarop ons kommunikeer, heeltemal verander en het kennis die enkel belangrikste faktor in ondernemings geword. Gepaardgaande met die ontploffing in tegnologie, het ondernemings tot 'n uiters vinnige pas in die wêreldwye sake-omgewing gelei, wat die kennisspesialiste ietwat vervreemd gelaat het. Sakeleiers behoort hierdie verskynsel te verstaan en 'n omgee kultuur in hul ondernemings in te voer. Dit is maklik om die mees probleemvrye, ongekompliseerde en goedkoopste kommunikasie maniere mis te kyk, soos die vertel van stories, om waarde toe te voeg tot die skepping van 'n sake-omgewing van so 'n aard. Suid-Afrikaanse ondernemings behoort die wysheid in die Ubuntu-kultuur te ontgin met sy wortels diep in storievertel as 'n manier om kennis te deel en om te ontwikkel. Die doel van hierdie opdrag is om die verhouding tussen storievertel en die betrokkenheid van werknemers toe te lig en om hul talent te behou waardeur die bestuur 'n beter oorsig kan verkry van hoe die implementering van 'n strorievertel kultuur in die onderneming die behoud van kliënte in die betrokke onderneming kan beïnvloed.
6
Solecki, Steven James. "The criteria for becoming an employer of choice and how these criteria impact on performance." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53623.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2003.This study is an evaluation of the components of organisational success and how they combine to distinguish employers of choice from other organisations. Being an employer of choice is attracting interest in the employment market as organisations attach a perceived value to this. Employers of choice are not only of interest to organisations but also to prospective employees who are increasingly choosing the companies for which they would prefer to work according to organisation ran kings. Job seekers try to move to top companies as the benefits and opportunities are believed to be better. This study looks at the various surveys and opinions available in an attempt to identify the specific criteria that make one organisation better than another. These criteria are then evaluated and conclusions drawn regarding the extent to which they are beneficial to organisational performance. Most of the criteria appear to be components of sound human resource management practices. This leads us to believe that success is driven by sound practices, which in turn attract top performers who can continue the cycle by adding improved organisational performance. Being an employer of choice and being a top-performing organisation cannot be separated. The two concepts are interdependent as the one fuels the other.
7
Schneider, Anton, and Janina Thörn. "Employer branding i praktiken : - en fallstudie på ett tjänsteföretag." Thesis, Stockholm University, Department of Education, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-26335.
Full textAbstract:
This essay ventilates the relatively new phenomenon employer branding. Due to societal changes, such as demographical and financial changes, the labour market in Sweden has changed. It is evident that an increasing number of organisations need to put more of an effort in their methods of attracting talent and retaining competence within the organisation. By a case study based on five interviews, the purpose of the study was to compare literature and practice to see how well they compare as well as how employer branding bring about different aspects of the effect. There was also an ambition to highlight aspects of employer branding considered important to have in mind when undertaking an employer branding exercise. The results reveal several themes and aspects of employer branding, among which one finds individual development, the importance of communication and the importance of cooperation.
8
Poonoosamy, Sareesha. "An investigation into the organisational attributes of an employer of choice: a South African automotive industry perspective." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/21615.
Full textAbstract:
The automotive industry in South Africa is now more than ever before, facing a new era of intense international competition and as a means to survive; organisations are continuously searching for ways to increase their competitiveness. To this end, recent approaches have focussed on the role that people perform in bringing about competitive advantage and has resulted in greater emphasis being placed on the attraction as well as retention of the right people to achieve organisational success. However, developing trends such as changes in the supply of workers, expectations of new generations and a more diverse population have pressurised organisations to institutionalise a dynamic solution. This has placed greater imperative on becoming an employer of choice - those organisations that can differentiate their human resource practices from the competition in order to attract, develop and retain the people they need. The research problem that was addressed in this study is to identify and investigate the organisational attributes of an employer of choice. A comprehensive literature review was executed to review the various definitions, trends impacting as well as the significance of the status - employer of choice. Furthermore strategies for becoming an employer of choice were evaluated and prominent employer of choice attributes identified from the literature. The researcher has also found that a significant number of authors have suggested employer branding as a key strategy in the effort to become an employer of choice. The concept of employer branding was therefore extensively explored in this study. An empirical study was conducted after the appropriate measuring instrument was developed. The purpose of the measuring instrument was to validate the literature findings, identify the rank importance of the identified attributes and to evaluate the extent to which these factors are provided for in the organisation. A sample consisting of 110 employees were selected to participate in the survey via a random sampling method and a response rate of 89% or 98 employees was obtained. The major findings indicated that the sample group agreed that the prominent attributes in literature are important attributes of an employer of choice. Overall the majority of the sample group does not regard the organisation as an employer of choice and while some of the attributes were present in the organisation, others had serious shortcomings. The literature findings together with the empirical study findings resulted in the development of a strategic model to serve as a guide in determining the initiatives the organisation should embark upon to become an employer of choice.
9
Shay, Nathan Michael. "Investigating Real-Time Employer-Based Ridesharing Preferences Based on Stated Preference Survey Data." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1471587439.
Full text
10
Schäferová, Valerie. "Emloyer branding mezinárodní firmy." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-15460.
Full textAbstract:
Competition for talent is heating up and will probably intensify, since demographic trends make it increasingly difficult for companies to replace valued employees when they retire. In response, many companies are trying to sharpen the way they market themselves to recruits, by applying branding techniques to recruitment. For a company to exploit its brand effectively when it fishes for talent, it must think of recruits as customers, determine which corporate attributes matter most to specific types of recruits, and understand how best to reach them. This diploma thesis analyzes Belgian business graduates' aspirations in terms of first employment and their perception of our company as potential employer and brings constructive and creative recommendations on how to improve its position as employer of choice.
11
Smith, Megan. "A clash of cultures : exploring the perceptions and experiences of South African youth towards the military as an employer of choice." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/96851.
Full textAbstract:
Thesis (MA)--Stellenbosch University, 2015.ENGLISH ABSTRACT: With the shift to an all-volunteer force and the end of the Cold War, armed forces across the globe are finding it increasingly difficult to attract, recruit and retain the right quantity and quality of recruits in the ranks. Similarly, the South African National Defence Force (SANDF) has expressed difficulties with recruitment but more so with the ability to attract ‘high calibre’ recruits in order to staff a defence force that is disciplined and technologically advanced. Although this is a consequence of various economic, social and political factors, one of the greatest challenges facing recruiters is the changing work values and preferences of the new millennial generation. As the title of this thesis postulates, evidence from the West suggests a ‘clash’ in values between millennials, who are individualistic, protected, ambitious and self-centred, and the military, which requires conformity, obedience and structure. While there is a vast amount of literature regarding the all-volunteer force and youth values of military service in the West, there is no study of this kind in South Africa. In this study, I aim to fill this void by exploring young South Africans’ perceptions and experiences of military service. As there is no existing literature on the propensity to enlist in South Africa, focus groups and interviews were conducted with high school learners, Military Skills Development System (MSDS) members who have completed one year of military service and recruitment officers who come into contact with school-leavers from across South Africa. These discussions were framed around two broad questions, namely what are the work values of young South Africans and what factors attract young people to or deter them from the military job. The conclusion is reached that the SANDF is not an employer of choice because of various institutional and societal factors. The military job is largely unappealing to young South Africans, who are risk-averse, individualistic and wish to be in close proximity to their families. The culture of the military is also unattractive to the majority who are not receptive to authoritarian regimes that expect unquestioning obedience and discipline and emphasise hegemonic masculine ideals. Besides this, two societal forces have a significant impact on the ability of the ability of the SANDF to attract recruits. The decline in the prestige of the military job and the presence of an ever-growing civilmilitary gap indicate that youth are neither informed about the military nor see the military as a high status job in society. Consequently, the inability of the SANDF to meet recruitment targets can be detrimental to the ability of the SANDF to fulfil its mandate.
AFRIKAANSE OPSOMMING: Sedert die verskuiwing na weermagte wat geheel en al uit vrywilligers bestaan en die einde van die Koue Oorlog vind gewapende magte wêreldwyd dit steeds moeiliker om voldoende rekrute van die regte kwaliteit te lok, te werf en te behou. Ook die Suid-Afrikaanse Nasionale Weermag (SANW) ervaar probleme met werwing, maar veral met die vermoë om ‘hoëkaliber’-rekrute te lok na ’n weermag wat gedissiplineer en tegnologies gevorderd is. Hoewel dit die gevolg van verskeie ekonomiese, sosiale en politieke faktore is, is een van die grootste uitdagings vir werwingspersoneel die veranderende werkwaardes en werkvoorkeure van die nuwe milenniumgenerasie. Soos die titel dit stel, dui getuienis uit die Weste op ’n ‘waardekonflik’ tussen hierdie generasie, wat individualisties, beskut, ambisieus en selfgesentreerd is, en die militêr, wat konformiteit, gehoorsaamheid en struktuur vereis. Hoewel daar ’n magdom literatuur oor vrywilligersmagte en jeugwaardes van militêre diens in die Weste bestaan, is geen studie van hierdie aard nog in SuidAfrika onderneem nie. Met hierdie studie wil ek hierdie leemte vul deur jong Suid-Afrikaners se persepsies en ervarings van militêre diens te verken. Aangesien daar geen literatuur bestaan oor geneigdheid om by die weermag in Suid-Afrka aan te sluit nie, is fokusgroepe gehou en onderhoude gevoer met hoërskoolleerders, MSDS-lede wat hul eerste diensjaar voltooi het en werwingsoffisiere wat met landwyd met skoolverlaters in aanraking kom. Hierdie gesprekke is afgegrens deur twee breë vrae, naamlik wat die werkwaardes van jong Suid-Afrikaners is en watter faktore jong mense na of van die militêre werk lok of afstoot. Die gevolgtrekking is dat die SANW om verskeie institusionele en maatskaplike redes nie ’n voorkeurwerkgewer is nie. Jong Suid-Afrikaners, wat risikoweersinnig en individualisties is en naby hulle familie wil bly, vind ʼn militêre loopbaan breedweg onaantreklik. Die militêre kultuur spreek ook nie die meerderheid aan nie, wat nie ontvanklik is vir outoritêre regimes wat onverbiddelike gehoorsaamheid en dissipline eis en hegemoniese manlike ideale beklemtoon nie. Hierbenewens is daar twee samelewingsfaktore wat ʼn beduidende impak het op die SANW se vermoë om rekrute te werf. Die kwynende prestige van ʼn militêre loopbaan en die teenwoordigheid van ʼn steeds groeiende kloof tussen siviel en militêr dui daarop dat jongmense nóg oor die militêr ingelig is nóg dit as ’n werk met status in die samelewing beskou. Gevolglik kan die SANW se onvermoë om werwingsteikens te behaal sy vermoë om sy mandaat uit te voer nadelig beïnvloed.
12
Kvarnström, Isabella, and Linnéa Lindroth. "Den eftertraktade arbetsgivaren : utsidan räknas, insidan avgör." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-590.
Full textAbstract:
Arbetsgivares största utmaning på dagens multikulturella arbetsmarknad är att vinna kampenom de medarbetare som är duktiga och besitter såväl rätt kunskap som rätt kompetens. Detkrävs stort engagemang och framförhållning för att arbetsgivarna ska lyckas marknadsföra sigpå arbetsmarknaden och hitta rätt personal. Det tycks vara av stor betydelse för arbetsgivareatt attrahera unga, talangfulla studenter för att få ett försprång i kampen om de bästamedarbetarna. Mycket tyder på att kommunala, offentliga organisationer har en svårighet i attändra ungas bild av jobben som erbjuds vilket bekräftas då det är ytterst få offentliga företagsom utmärker sig på topplistor över attraktiva arbetsgivare. Tidigare studier klargör attarbetsgivare är i behov av att skapa sig ett varumärke på arbetsmarknaden och att de börfokusera lika mycket på arbetet med att behålla talangfulla medarbetare som självarekryteringen av dem. Då denna mindre grupp av personer, som är duktiga och har både rättkunskap samt kompetens, får fler valmöjligheter i karriären blir konkurrens om arbetskraftenhård. Syftet med vår studie är att undersöka individers behov både som medarbetare ochprivatpersoner vid beslutstillfället att söka sig till, stanna hos eller lämna en arbetsgivaregenom att anta ett kulturellt helhetsperspektiv. Detta för att se vad en eftertraktad arbetsgivarekan göra för att påverka en individs beslutsfattande om valet av arbetsgivare och därmedbehålla verksamhetens kunskaps- och kompetensnivå.Studien baserades på datamaterial som samlades in genom åtta semi-strukturerade intervjuermed medarbetare från en kommunal organisation. Intervjuerna baserades på en guidebestående av fyra teman där tekniken för kritiska händelser användes i syfte att fårespondenterna att förmedla en detaljrik berättelse kring sina beslut. Följaktligen genomfördesen narrativ analys av berättelserna som lyfte fram avvikande såväl som gemensammaföreteelser i en kronologisk följd.Utifrån analysen för vi slutligen en diskussion där resultatet av vår studie förhåller sig tilltidigare forskning och som sedan mynnar ut i vår slutsats. Vår slutsats är att eftertraktadearbetsgivare arbetar på ett engagerat sätt med att tillgodose de behov och egenskaper somvärdesätts av medarbetare. Detta kräver en medvetenhet hos arbetsgivaren om att talangfullamedarbetare påverkas av kulturella grupper i deras omgivning. Det krävs också en insikt i hurkonkurrenssituationen förändras beroende på tidpunkt i karriären som den åtråvärdamedarbetaren befinner sig i. En eftertraktad arbetsgivare kan påverka medarbetarnasbeslutsfattande genom att vara medvetna om vad som är viktigt vid valet av arbetsgivare,nämligen att: utsidan räknas, insidan avgör.The greatest challenge faced by employers on today’s multi-cultural labor market is thecompetition for talented employees in possession of the right knowledge and competence. Tobe able to market themselves properly and in order to find the right personnel, employers needto be well prepared and highly committed to the task. It seems to be of great importance foremployers to attract young, talented students in order to get an advantage in the fight for theemployees of the future. There is however few public companies included in the top lists ofattractive employers, which confirm the public organizations’ suspicion that they havedifficulties with changing students’ perception of the jobs they offer. Previous studies haveidentified a need for employers to establish a brand on the labor market and the importance offocusing just as much on retaining talented employees as on recruiting them. Since potentialemployees in possession of the right knowledge and competence are faced with an increasingselection of possible career paths, the competition for this small group of talents hardens. Thepurpose of our study is therefore to investigate the private and work related needs ofindividual employees in their decision of applying to, staying with or leaving an employer.With regards to a holistic and cultural perspective this study aims to see what an employer ofchoice can do to affect an individual’s decision making with the purpose of retaining theorganization’s level of knowledge and competence.This study is based on data gathered through eight semi-structured interviews with employeesfrom a public organization. The interviews were conducted with the help of an interviewguide comprised of four themes in accordance to the critical incident technique, meant tofacilitate more depth to the respondents’ stories. A narrative analysis of the stories was carriedout in which common as well as divergent incidents were emphasized in chronological order.Lastly, we provide a discussion based on our analysis that compares and contrasts the resultsof our study with previous research. The discussion leads to the conclusion of our study: anemployer of choice works in a committed way to accommodate the needs and qualities thatare valued by the employees. That work requires awareness of the influences talentedemployees gets from cultural groups in their milieu. It also requires an insight in how thecompetition changes depending on the career stage in which the desirable personnel aresituated. An employer of choice can influence the employees’ decision making by beingaware of what is important in their choice of employer: the external matters, the internaldetermines.This thesis will continue in Swedish.
13
Rice, Lorien Alane. "Transportation as a determinant of education and employment outcomes /." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 2004. http://wwwlib.umi.com/cr/ucsd/fullcit?p3158464.
Full text
14
Plevková, Klára. "Analýza profilu absolventa VŠE oboru Účetnictví a finanční řízení podniku ve vztahu k uplatnitelnosti na trhu práce." Master's thesis, Vysoká škola ekonomická v Praze, 2016. http://www.nusl.cz/ntk/nusl-262383.
Full textAbstract:
This thesis primarily focuses on employability of graduate of University of Economics in Prague with Accounting and Corporate Financial management field of study on the labor market. The first part presents theoretical background, especially basic information about the Faculty of Finance and Accounting and the above-mentioned field of study. Furthermore, publicly available research regarding employability of graduates are described. The practical part is divided into two main pillars. The first one is the study which consists of two surveys oriented on potential employers and students/graduates. Its main goal is to analyze and typify current situation on the economic labor market. The second part, as well as one of the main aims of this thesis, designs new and practically oriented subject that fulfills basic requirements of curriculum of University of Economics in Prague with respect to the surveys.
15
Thom, Aaron Michael. "Convenient truths : empowering employees, empowering energy choices." Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/119338.
Full textAbstract:
Thesis: S.M., Massachusetts Institute of Technology, Department of Civil and Environmental Engineering, In conjunction with the Leaders for Global Operations Program at MIT, 2018.Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, In conjunction with the Leaders for Global Operations Program at MIT, 2016.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 112-115).
Journey Health is an industry leader in medical testing, touching a large portion of Americans each year. To maintain this position, the company makes strategic investments in R&D, business development, and continuous operations improvement. The company faces dual challenges in resource allocation nationwide due to high rates of turnover among first-year employees, specifically in Specimen Processing, as well as electric utility bills that, across the company, cost tens of millions of dollars per year and continue to increase as business grows. Each turn of an employee costs an estimated $7,500, accounting for recruiting, training, and productivity losses. The aim of this research is twofold: 1) to examine the causes of employee turnover and leverage the Good Jobs Strategy to develop a solution and 2) to examine the viability of on-site solar generation as a means of cost improvements and other ancillary benefits including the safety and convenience of covered parking. Nationwide first-year turnover among Specimen Processing Technicians (SPTs) at Journey laboratories averages 50%. Primary reasons for employee attrition included lack of engagement and competing opportunities. The Good Jobs Strategy is a combination of investment in people with four operational choices that leverage that investment by increasing productivity, contribution and motivation of employees and by driving continuous improvement. These choices are: standardize and empower, cross-train, operate with slack, and focus and simplify. I conducted phone interviews and in-person observations with ten Journey locations. Within the framework of the Good Jobs Strategy, I developed a set of recommendations that includes clearly defining job descriptions, increasing opportunities for employees to build rewarding careers, empowering employees to feel engaged and motivated on the job, and aligning interests across both Specimen Management and Logistics in frontline operations. I also find that the current state of knowledge-sharing across Journey locations can be improved, and that changes to management perceptions of frontline employees is critical for the Good Jobs Strategy to succeed in the long-term. As an additional initiative, I evaluated the potential for on-site solar generation to be a value-added opportunity at Journey in Westborough, Massachusetts. I estimated that solar production can offset approximately 40-50% of utility consumption and find broad support among employees due to the benefits of having covered parking where the solar panels are installed in the form of carport solar, elevated panels above the parking lots I also estimate that the project has a net present value (NPV) up to $4.9M in Westborough with the internal rate of return (IRR) up to of 12%. I conducted a sensitivity analysis on the input parameters and found a significant influence of precipitation on system output, with less influence by variation in vegetation height and performance of the solar modules themselves. I find that NPV and IRR may vary significantly, from $3.5-$8.0M and 6% to 19%, depending on installation costs and system output. Critically, I find that a regulatory framework is necessary to require utilities to allow grid connections from distributed solar generation. Also, I find non-technical and nonfinancial factors that drive decision-making, including willingness to make capital investments, leased-versus-owned status of property, and familiarity with solar electricity and utility markets. I found that a clear reframing the discussion in terms more understandable to the client is particularly useful, such as considering the project separate from solar energy, but more as constructing covered parking for employees, yet being paid to do so. I conclude that on-site solar generation has significant financial benefits for Journey. Although the estimated payback period of four to ten years is longer than Journey's typical capital investment payback, solar offers a low-risk form of investment. Alternate installation models may be investigated, including a leased model, which would require no upfront capital investment by Journey.
by Aaron Michael Thom.
S.M.
M.B.A.
16
Mortenson, Kristian G. "Effects of Pay Variability and Mutual Monitoring on Employee Effort and Contract Choice." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/194133.
Full textAbstract:
A primary cause of income volatility for employees is job loss due to firm downsizing. Economists have suggested that firms use share contracts rather than wage contracts as one possible solution to downsizing. In my experimental setting employment contracting involves an employer who hires two employees to produce output. In each of 31 rounds, employees choose between a wage contract (status quo) and a share contract with an employer-set sharing rule. I manipulate whether the share contract incorporates a form of mutual monitoring and examine the effects on employee effort, contract preference, and welfare. The results show that, compared to wage contracts, subjects exert more effort and have higher welfare when they choose share contracts. Incorporating mutual monitoring into the share contract also increases total effort and subject welfare but does not lead to an increase in the use of share contracts.
17
Knechtel, Maricel. "Hiring an employee. Does ethnicity matter? : A qualitative analysis based on 28 interviews." Thesis, Oslo University, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-262904.
Full text
18
Taiwo, Kehinde Olayinka. "Organizational Decision-Making Through Employee Diversity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7759.
Full textAbstract:
The global nature of today's business environment, coupled with technological advances, compels managers to work with an increasingly diverse workforce worldwide. The purpose of this multiple-case study was to explore how bank managers used employee diversity effectively in the organizational decision-making process. Participants were 10 frontline management staff (middle and executive managers) with the required employee engagement skills involved in the decision-making process of a Nigerian bank. The conceptual framework for this study was rational choice theory, also called rational action theory or choice theory. Participants responded to 8 open-ended semistructured interview questions. The data collection process included validating and triangulating information gathered via member checking and review of archival business documents and peer-reviewed journals. Thematic analysis was used to analyze data from the study. Five key themes emerged from data analysis: recruitment, retention, and improvement of diverse talents; education and integration of employees with a divergent institutional heritage; engagement and leveraging of diverse stakeholders; business innovation, and productivity; and decision-making, and profitability. The implications of this study for social change include employee diversity management and strategic practices that contribute to effective decision-making process in the organization to improve socio-economic development of stakeholders (customers, board of directors, employees, policymakers and business contractors) and promote cohesion within bank staff and stakeholders resulting to improved business relationship and tolerance in society.
19
Freeman, Cheryl. "Recruiting for diversity : sex differences in undergraduates' choices of potential employers." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/1118.
Full textAbstract:
The aim of this research is to explore sex differences in undergraduates’ choices of
potential employers. It focuses on a major employer (‘the Firm’), wishing to increase
the number of job applications it receives from female undergraduates, and comprises
three linked projects. No previous research was found that addresses sex differences in
organisational choice.
In the first project, a contribution is made by identifying, using Repertory Grids, eightyfour
organisational attributes by which undergraduates differentiate between potential
employers. A survey in the second project found organisational attractiveness (the
product of the importance of organisational attributes and the perceived extent of their
presence in a particular organisation) positively correlated with likelihood to apply. Sex
differences were found in both components of organisational attractiveness: a new
contribution to the literature.
Regression analysis revealed the attributes that predict women’s likelihood to apply to
the Firm: ‘people with whom I have things in common’; ‘friendly, informal culture’;
‘cares about its employees as individuals’; and ‘dynamic, forward-looking approach to
its business’. The Firm’s image in these areas was found to require improvement and, in
the final project, group interviews with female new joiners (to the Firm) identified
tangible ‘cues’ that the Firm can use to signal the predictor attributes to undergraduates.
Having identified the importance of interaction with employees in forming
undergraduates’ images of organisations, a new approach was developed to measure the
employees’ image of the Firm, and this was supplemented by group interviews. The
results contribute to practice and literature by revealing that the employees’ image is not
universally strong and, in talking with undergraduates, they ‘tell it like it is’. This study
highlights that, ultimately, the Firm’s desired image must be supported by employees’
experiences of it, which management may need to examine further if the Firm is to
attract more female undergraduates.
20
Tolos, Habibah. "A study on employee choice of retirement schemes : empirical evidence from Malaysian public universities." Thesis, University of Hull, 2012. http://hydra.hull.ac.uk/resources/hull:6857.
Full textAbstract:
Retirement systems are generally classified into two categories, namely, defined benefit (DB) and defined contribution (DC) plans. These plans differ in the method used to determine the benefits, or in the distribution of risk. While reducing the provision of the DB plan and replacing the DB plan with the DC plan are the contemporary trends world-wide, DB and DC plans still constitute the two major types of retirement schemes. Consequently, to choose between the two options is among the decisions faced by individuals and organisations. Alternatively, an individual may also voluntarily set up his or her own supplementary retirement plans through savings. Malaysia, like many other developing countries, continues to face the problem of an ageing population which has become increasingly important to tackle. Consequently, employers, the government and employees need to make tough decisions to formulate the best retirement plan that can satisfy and meet the needs of the Malaysian workforce. Since there has been no study that has focused on the choice between the DB and DC retirement plans and the satisfaction of the workforce with the existing retirement plans in Malaysia, this is a gap that this research attempts to fill. Moreover, individual employees’ retirement decisions and choice patterns have not been extensively investigated despite the fact that their inputs are vital due to the greater responsibility of employees to set up their own retirement plans in the future. This research aims to study the factors predictors) that influence the type of retirement plans chosen by Malaysian public universities’ employees guided by the Bounded-Rationality-Theory. The factors that influence and help predict the choice of retirement plans include demographic-features, knowledge level, voluntary savings perceptions, extension of working years beyond retirement, health status, peer effects, retirement income sources, preferences for certain plan features, mobility, job aspects and risk-benefit considerations. The research output from this study will provide intelligence and advice on retirement behaviour of Malaysian civil servants who are expected to decide on: (1) choice between DB (PENSION) versus DC (Employee Provident Fund/EPF) schemes; and (2) choice between owning versus not-owning any voluntary retirement scheme. Employing the multidimensional positivist paradigm, the researcher has conducted a questionnaire survey involving 348 Malaysian public university employees with a stratified random sampling method to collect primary data. Questionnaire feedback and responses were analysed applying two main binary models of logistic-regression. Eleven semi-structured interviews were analysed using the content analysis technique to complement the questionnaire results. The results were illuminating. First, they revealed an above-average level of satisfaction perceived by employees. Second, a statistically significant difference in satisfaction between the EPF and PENSION schemes has been found with higher satisfaction being recorded within the PENSION group. As for the voluntary scheme choice, the OWN group were significantly more satisfied compared to the NOT-OWN group. Knowledge, demographics, retirement income sources and plan features were variables found to influence the choice of compulsory schemes. The same variables, together with perceptions on voluntary savings, job related aspects, extension of working years beyond retirement, health status as well as preferences on risk and benefits were found to influence the decision to buy a voluntary scheme. There were no major contradictions between the qualitative findings and the quantitative results. The findings will be beneficial not only to the government in improving the national retirement system, but also to the industrial players in targeting potential customers for their retirement products.
21
Garlick, Kristopher Michael. "Visual and olfactory sensory systems employed by monarch butterflies (Danaus plexippus) to locate their milkweed host plants." Thesis, Kingston, Ont. : [s.n.], 2007. http://hdl.handle.net/1974/503.
Full text
22
Sumell, Albert J. "The role of amenities in the location decisions of Ph. D. recipients in science and engineering." unrestricted, 2005. http://etd.gsu.edu/theses/available/etd-12142005-143519/.
Full textAbstract:
Thesis (Ph. D.)--Georgia State University, 2005.Title from title screen. Laura O. Taylor, committee chair; Paula E. Stephan, Paul M. Jakus, Erdal Tekin, committee members. Electronic text (170 p.) : digital, PDF file. Description based on contents viewed May 24, 2007. Includes bibliographical references (p. 162-169).
23
Wilson, Leslie Ellen. "The effects of trainee choice and training method compatibility on motivation to learn." Thesis, Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/28834.
Full text
24
Vanness, Pamela Myers. "Life Chances and Life Choices: Female Employee Perceptions of a University Tuition Waiver." Oxford, Ohio : Miami University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1260480254.
Full text
25
Mbokazi, Nonzuzo. "Understanding Childcare Choices amongst Low-Income Employed Mothers in Urban and Rural KwaZulu-Natal." Doctoral thesis, Faculty of Humanities, 2021. http://hdl.handle.net/11427/32830.
Full textAbstract:
This study explains how low-income employed mothers navigate care strategies for their young children (0-4 years). The study considers the constraints within which they make ‘choices' about caring for their children using the market, kin and state. In addition, the study argues that these ‘choices' are immensely constrained and that the low-income employed mothers have no real choice. For many women, the ‘feminisation of the workforce' – the growing number of women in paid work – has entailed enormous stress and pressure, as they combine strenuous paid work with the demands of mothering. Low-income employed mothers must balance paid with unpaid work, in ways that are different to women who have more resources. This study analyses how women do this within households where gendered roles and a gender hierarchy continue to prevail. In some cases, low-income employed mothers must take on not only do the ‘work' of managing the household but also the additional ‘work' of soliciting the fathers for financial support and involvement in at least some aspects of their children's lives. This is a phenomenon that existing literature has not captured. The work performed by low-income employed mothers is shaped by changes in the family structure and kinship relations. The family structure in South Africa has been described as disintegrating and in crisis. I argue that the presence of paternal kin had traditionally been a pertinent one in the life of a child (specifically in KwaZulu-Natal, the study site) based on patrilineal belonging. This has significantly shifted and has implications for low-income employed mothers already stretched thin balancing work and childcare with limited support. The ‘choices' made by working women are also framed by their understanding of motherhood, which are in turn framed by cultural and societal expectations and perceptions. Having engaged with the balance between paid and unpaid work (and other forms of work – cognitive work and the work of chasing money and involvement) that the mothers must do (mothering practices), the thesis makes sense of Zulu ideals about motherhood, and how these have shaped and informed the experiences of the mothers, in the present context of the changing position of women. Mothers are nearly always the gatekeepers for the provision of care for children. This study uses the lived experiences of low-income employed mothers to show that they cannot exercise much choice in determining how to provide care for their preschool children. Most of the institutional options – both through the market and the supposed state – are constrained by their inability to afford to look for better options and by their lack of time to travel to better options. Familial or kin options are constrained by the ambivalence of kin and mothers' own expectations and understandings of their own roles. The result is that employed mothers are often on their own, piecing together a combination of childcare arrangements that is very far from the ideal childcare they would like to provide for their children. Low-income employed mothers need to be supported in their roles as employed mothers; this would be possible through subsidized public provision of quality early childhood services. However, policy implications of this would need to be considered. For instance, what would quality childcare provision cost the state? Is it feasible in a country still working on undoing the policy implications of the apartheid state? It could be that the state might not have the capacity to organize this. The South African state has a very poor track record in converting public expenditure into high quality public services. Lessons from this can be drawn from a few examples, for instance health care, education and housing (which are problematic). This thesis adds to the literature in using the lived experiences of employed mothers to show that neither the state nor the market nor kin provide an adequate safety net for the care of the children of low-income employed mothers.
26
Adair, Deborah Elaine 1960. "How the breadwinning role and sex of employees influence beliefs about referent choice and job satisfaction." Diss., The University of Arizona, 1997. http://hdl.handle.net/10150/282543.
Full textAbstract:
This research starts from the premise that women's entry into, and substantial representation in, the workforce has changed the nature of the relationship between family and work roles. Specifically, the purpose is to show that the roles people play in their families significantly affects their determination of job satisfaction. Equity theory and relative deprivation theory suggest that a pivotal factor in determining job satisfaction is the selection and use of a referent. In practice, however, the research on referent use in job satisfaction has not considered family role effects because job satisfaction research has focused almost exclusively on the work domain. This research seeks to expand upon this literature by hypothesizing that family role will influence the choice of the referent and will be a meaningful explanatory variable in job satisfaction models. Analysis of the survey results reveals basic support for the inclusion of family role in models of job satisfaction in four job satisfaction contexts. The family role variable of breadwinning status is positively related to job satisfaction and emerges as a better explanatory variable for job satisfaction responses than respondent sex. The effects of family role on referent choice, however, are not consistent or strong. Instead, only respondent-referent similarity was found to have a robust effect on referent choice. Other referent choice decisions were explored on a post-hoc basis. Overall, the results of this study indicate that breadwinning status is a statistically significant factor in job satisfaction decisions. The data are supportive of a model in which beliefs about the relationship between work and family role obligations mediate the effects of breadwinning status on job satisfaction. Given the exploratory nature of this study, further research is suggested to replicate and expand the major findings.
27
Kojima, Koji. "Determinants of managers' choices in the Japanese banking industry /." Thesis, Connect to this title online; UW restricted, 2004. http://hdl.handle.net/1773/8799.
Full text
28
Barbier, Martine Danielle. "La volonté du salarié dans le rapport de travail." Thesis, Lyon 2, 2010. http://www.theses.fr/2010LYO22003/document.
Full textAbstract:
La thèse propose de mesurer le rôle et la place que le droit accorde aujourd’hui à la volonté du salarié dans le rapport de travail. Elle cherche aussi, dans un même temps, à identifier, à l’aune de l’observation de certaines évolutions, un affermissement de sa prise en compte. Une telle démarche exige de dépasser le constat, classiquement posé, de l’état de subordination du salarié et de la protection impérative et collective dont il fait l’objet. La volonté, telle que définie par l’auteur, suppose, en effet, un domaine d’exercice reconnu et protégé par le droit, par le biais de prérogatives et droits individuels dont le salarié est titulaire et qui lui confèrent une certaine liberté, une faculté de choix, un pouvoir d’agir au sein du rapport de travail. Pour investir les figures volontaires du salarié, dans leur diversité et leur spécificité, l’approche est menée au regard successivement de la dimension contractuelle et de la relation de pouvoir de l’employeur contenues dans le rapport d’emploi. Le diagnostic qui est posé, mêlant étroitement faveur et suspicion, valorisation et protection de la volonté du salarié, laisse néanmoins apparaître une prise en compte plus systématique et plus radicale de cette volonté. L’orientation, ainsi engagée par le droit positif, est susceptible d’annoncer, non la fin du salariat, mais au contraire une forme de renaissanceThe thesis offers to measure the role and place which law reserves for the employee’s will in labour relations. It also tries, at the same time, to identify, through the observation of certain evolutions, that the employee’s will is being more clearly taken into account. This approach necessarily goes beyond the observation generally made of the degree of the employee’s subordination and of the necessary and collective protection from which he benefits. The will, as defined by the author, supposes, as a matter of fact, a recognized field of application protected by the law through prerogatives and individual rights held by the employee which give him/her a certain degree of freedom, the ability to choose and the power to act within the labour relations. In order to cover the diversified and specific forms of voluntary action by the employee, our approach is led with regard to firstly the contractual dimension and secondly the degree by which the employer’s power affects the job relationship. The diagnostic made, which mixes closely favour and suspicion, valorization and protection of the employee’s will, shows nevertheless that this will is more systematically and radically taken into account. The orientation, engendered by positive law, is likely to announce not the end of the salaried status but on the contrary some sort of renaissance
29
Cook, Joshua Lee. "Employees' Perceptions About the Deterrence Effect of Polygraph Examination Against Security Compromises." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1844.
Full textAbstract:
Controversy continues over the use of polygraph testing to deter and detect potential leakers as critics argue that the technique is based on faulty assumptions. The purpose of this descriptive and exploratory research study was to determine whether there was a perceived deterrence effect related to the use of polygraphs between a group of participants who were subjected to a polygraph examination within the past year compared to those who have not experienced a polygraph examination within the same time period. Paternoster and Simpson's, as well as Vance and Siponen's, rational choice models and Bandura's social learning theory served as the theoretical foundation for this study. Specifically, this study assessed groups' perceptions about adhering to security regulations if a polygraph is required, changes in their behavior and attitude, and beliefs about polygraph deterrent effect. Data were obtained through a 15-minute researcher- created survey with a cluster sample of 326 participants. Data were analyzed with a t test to determine whether there was a statistically significant difference between the groups. A factor analysis was also conducted. Results indicated that there was a statistically significant difference (p < .001) between the groups, suggesting that participants perceive a deterrent effect associated with the use of polygraphs as well as a change of behavior and attitude if a polygraph can be randomly administered at work. The implications for positive social change stemming from this study include recommendations to the nation's national security agencies to continue enforcing the polygraph examinations required of certain security personnel and exploring the possibility of expanding the use of such strategies in order to fortify the national intelligence infrastructure.
30
Long, Allan. "The relationship between individual needs and the choice of incentive schemes in the South African Breweries." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1006119.
Full textAbstract:
After careful review of all the relevant literature pertaining to motivation, performance management and compensation in the form of incentives, this thesis focuses primarily on determining whether a statistically significant relationship exists between individual needs and the choice of an incentive scheme option. The secondary aims of the research are to determine whether: A relationship exists between the job grade of an individual and the choice of an incentive scheme. A particular incentive scheme option is preferred by the employees in The South African Breweries (SAB). A particular preference exists, and if so, to make recommendations to SAB for consideration as alternatives to their existing incentive scheme options. After collation of the survey data from the respondents in the sample, the analysis and discussion of the results determined that no significant relationship exists between individual needs and the choice of an incentive scheme option. It was, however, determined that a significant relationship exists between the grade of the employees in SAB and their choice of an incentive scheme. 81% of all respondents indicated a desire for shares as an option in their Short Term Incentives (STI) which indicates a desire for shares in some form or another and may well indicate a level of confidence and commitment by the employees to the organisation. Although the research hypothesis was not proven, significant insights into remuneration within SAB was obtained, which has resulted in recommendations being made for further research into the option of shares in some form or another in the organisation. A further recommendation for SAB is to consider some form of share options for all employees in the organisation. As many other organisations that are performing at remarkable levels attest this performance to share ownership and the behaviour that emanates from it, it would be in the interests of SAB to further investigate the issue as it may improve performance, ownership and retention within the company.
31
Vance, A. (Anthony). "Why do employees violate is security policies?:insights from multiple theoretical perspectives." Doctoral thesis, University of Oulu, 2010. http://urn.fi/urn:isbn:9789514262876.
Full textAbstract:
Abstract
Employee violations of IS security policies is recognized as a key concern for organizations. Although interest in IS security has risen in recent years, little empirical research has examined this problem. To address this research gap, this dissertation identifies deliberate IS security policy violations as a phenomenon unique from other forms of computer abuse. To better understand this phenomenon, three guidelines for researching deliberate IS security violations are proposed. An analysis of previous behavioral IS security literature shows that no existing study meets more than one of these guidelines.
Using these guidelines as a basis, this dissertation examines IS security policy violations using three theoretical models drawn from the following perspectives: neutralization theory, rational choice theory, and protection motivation theory. Three field studies involving surveys of 1,423 professional respondents belonging to 7 organizations across 47 countries were performed for empirical testing of the models.
The findings of these studies identify several factors that strongly predict intentions to violate IS security policies. These results significantly increase our understanding of why employees choose to violate IS security policies and provide empirically-grounded implications for how practitioners can improve employee IS security policy compliance.
32
Slone, Amanda Ruth. "The Impact of Receiver Sex on Feedback Message Choice by Supervisors and the Influence on Employees' Attitudes and Behaviors." UKnowledge, 2016. http://uknowledge.uky.edu/comm_etds/51.
Full textAbstract:
The present study investigated the influence of receiver sex on supervisor’s feedback message choice, and the influence of the interaction between receiver sex and feedback message type on employees’ subsequent behaviors and attitudes. Participants (N = 45) included a representative sample from a reputable organization in the southeastern United States. Both quantitative and qualitative data were collected using a survey methodology. This mixed-methods approach revealed that while participants in this study rated the overall atmosphere of the performance evaluation as positive and informal, the interaction between receiver sex and feedback message type did have a statistically significant influence on their perceived utility of the feedback message, retention of the feedback message, and motivation to implement the feedback. In addition, women in this sample reported receiving significantly different types of feedback than did men. Therefore, supervisors should ensure that both men and women receive more task performance related feedback messages in order to increase employees’ perceived utility of the feedback message, retention of the feedback message, and motivation to implement the feedback.
33
Mohr, Sebastian, and Hanna Berendes. "Founder’s Human Capital and Vision as influencing Factors for the Choice of Leadership Style and Employees in New Ventures." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39831.
Full textAbstract:
Background: New ventures face manifold challenges. Literature has already examined many of the challenges that founders of new firms might encounter during the start-up phase. Studies have been investigating traits of the founders as well as traits of the organizations, and linked them to success or failure of the firm. The areas of founder’s human capital and vision and the firm’s employee selection criteria and leadership style have often been taken into consideration. Nevertheless, there is no framework connecting all these areas with a focus on how they influence each other, leaving criteria as success or failure beside.Purpose: This study aims for creating a framework connecting the areas of start-up-founder’s human capital and vision and the venture’s employee selection criteria and leadership style. It seeks to provide answers to the following research questions: (1) “How does start-up founder’s human capital influence the creation of a vision, the choice of leadership style and the selection of employees?” and (2) “How does start-up founder’s vision influence the choice of leadership style and the selection of employees?”Method: To answer the research questions, a multiple-case study was conducted. We created a topic guide and gathered qualitative data through conducting in-depth interviews. The respondents were mainly operating their new venture in the area of Jönköping. After coding and contextualizing our data, we analyzed it.Conclusion: Human capital was influencing all other areas through either active avoidance or repetition of behaviors already employed in the past. We found major differences of the visions of new ventures. Therefore, we started differentiating between a “business-vision” and a “mission-vision”. “Mission-vision” start-ups choose their employees according to personality and give them a voice in the firm, therefore fostering a transformational leadership style. “Business-vision” start-ups on the other side hire applicants based on skills, to fulfil very defined tasks based on deadlines and therefore performing a transactional approach.
34
Zhou, Liren. "Modeling the impacts of an employer based travel demand management program on commute travel behavior." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002309.
Full text
35
Mendizabal, Martell Raquel. "THE IMPACT OF DIVERSITY RELATED CORPORATE SOCIAL RESPONSIBILITY ENGAGEMENT AND PERSON-ORGANIZATION FIT ON ORGANIZATIONAL ATTRACTIVENESS AND JOB CHOICE." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1685.
Full textAbstract:
In recent years, many organizations, such as Starbucks and Pepsi Co., have received negative public attention for company actions that are perceived as challenges to social justice issues, particularly with regard to diversity. The increased public criticism of companies involved in controversial diversity related issues is likely due to societal expectations that companies increase their Corporate Social Responsibility (CSR) and Corporate Social performance (CSP) efforts and serve as leaders of social change (Cone Communications, 2017). The current two-part experimental investigation includes two experimental Studies exploring the impact of diversity related CSP, specifically regarding immigration and race which are particularly relevant to current organizations as they are controversial, polarizing, and closely tied to politics, on prospective employees’ perceptions of an organization as a potential employer. These two Studies also contribute to the literature by looking at the impact of person-organization fit (P-O fit) on the relationship between CSP and organizational attractiveness and likelihood to accept a job offer (Study 1); and the impact of diversity-related CSP on prospective employees of color’s attractiveness to an organization and likelihood to pursue a job (Study 2).
36
Tamuka, Moyo Hazvinei Tsitsi. "An investigation of the perceived consequences to employees of reducing employment related trip end choices in Cape Town." Master's thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/9081.
Full textAbstract:
Includes bibliographical references.In South African, the bench mark for transport expenditure is 10 of monthly income. In the global South “transport poverty” is not a foreign concept considering that most individuals use more than 10 of their income on transport. The driver of these high transport costs is the positioning of economic activities relative to residential areas. Additionally, concerns over Peak Oil’s impact on fuel prices means transport will become even more unaffordable in the future. Through a literature review, this thesis understands the precariousness of transport costs and how they are exacerbated by long commuting distances between places of residence and job locations. This sets the foundation of this thesis and helps in understanding how city structures and travel behaviour are weaved together. This thesis addresses the issue of affordable transport by arguing that providing individuals with a large catchment area from which they can choose jobs is not always beneficial. It builds an argument by borrowing from the “too much” choice theory which posits that the availability of many options does not result in benefits and that there is a point of sufficiency when providing choice. It further argues that access to a larger catchment area in job search is accompanied by a decrease in utility. To test this hypothesis, a stated preference survey was carried among 400 individuals within the Cape Town area in the low and lower middle income groups. From various literatures, it is posited that these individuals have limited options in terms of transport flexibility, in that respect they are identified as the most vulnerable to the impacts of climate change and Peak oil.
37
Easter, Shirley. "Employees Expectation from Leaders' Ethics in Decision Making." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6553.
Full textAbstract:
The presence of unethical behavior continues to plague the global business community, however, and its impact in the finance industry is widely thought to be having an even more devastating impact than ever before. Scholarly literature provides little understanding of what drives ethical decision making, or the processes involved and a little evidence that ethical standards have been developed as part of leadership decision making training in finance. The purpose of this qualitative single case study was to explore the drivers and processes in the development of training that supports ethical choices that leaders make in their decision-making role within the finance industry, as well as to understand what effects those decisions have on followers and on organizational culture. The research question examined the processes and training involved in ethical decision making in the field of finance. Rawls' justice as fairness theory provided the theoretical framework. The data were collected interviewing purposefully selected 7 directors and managers in the financial industry. The data were analyzed using a constant comparative approach and the development of vignettes based on Stake. The results showed that leaders were not able to make sound ethical decisions and the need for ethical standards. When these standards and values are compromised, leadership behaviors can affect organizational culture, as they tend to decrease commitment, performance and motivation of employees, while increasing absenteeism and turnover, thus adversely affecting company operations and incurring costs. The study results can have implications for social change through developing higher standards in ethics and adequate morale training.
38
Chantaraprapab, Panukorn. "The effectiveness of an 'Employee's Choice Programme' in creating an equity culture and establishing private pensions in Thailand : a case study." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-effectiveness-of-an-employees-choice-programme-in-creating-an-equity-culture-and-establishing-private-pensions-in-thailand-a-case-study(96f28f66-aa72-41df-9ab2-f46f438e4873).html.
Full textAbstract:
This DBA thesis is an empirical study of the new private pension programme in Thailand, an Employee’s Choice (EC) programme, which is structured as a self-directed defined contribution plan that permits workers to make their own investment decisions for their pension assets. The growing acceptance of the new pension programme is placing greater responsibility for managing pension assets on workers. The shift from committee-directed pension plans to self-directed pension plans has meant that Thai workers now must make investment decisions, such as what type of plan to choose and how to allocate their pension assets among different asset classes. This raises some concerns about the financial literacy of workers and their ability to make informed decisions. This study aims to analyse the effectiveness of this programme by examining empirical evidence from a case study. Specifically, it asks whether workers are able to make appropriate investment decisions for their pension plans as investment theory has suggested. This study has shown that the new pension programme in this case study is effective. Most importantly, the study finds that, regardless of their level of financial literacy, workers are able to make reasonable investment choices as suggested by portfolio and lifecycle investing theories. Specifically, when workers were offered investment options ranging from low risk to high risk, workers are able to choose investment choices consistent with their age and risk tolerance. However, this study finds that financial literacy does matter if workers are asked to make asset allocation decisions instead of choosing between options. The study finds that workers with low levels of financial literacy are likely to allocate less of their pension assets in equities. The findings from this study make several contributions to the growing literature on household finance. In addition, this study has a number of important management implications for pension design. With the simple plan design which offers choices ranging from low risk to high risk, workers appear to make rational investment decisions regardless of their level of financial knowledge. Therefore, the simple plan design could be very useful for workers who have less financial knowledge. This research has also shown that many workers do not plan to review or revise their portfolios as lifecycle theory has suggested. The implication from this study is that the new self-directed pension programme is not effective in the long-run. There is, therefore, a definite need for a better pension design. Innovative pension design should be used in order to minimize workers’ investment mistakes. This study advocates the use of lifecycle funds and recommends policymakers to promote and support the usage of lifecycle funds in the Thai private pension context.
39
Sinnya, Utsav, and Nipesh Parajuli. "Immigrant Entrepreneurship: Why Immigrants choose to become self-employed? : A Qualitative study of South and Southeast Asian Immigrant Entrepreneurs in Umea City." Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet (USBE), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-54651.
Full textAbstract:
After going through the literature on entrepreneurship we found that very little studies have been done whether culture and family business traditions influence the decisions of entrepreneurship. Most people from the South and Southeast Asia had cultural and family business backgrounds. The purpose of our study is to investigate if culture and family business traditions of South andSoutheast Asian immigrants affect their decision to become self-employed and if so how. This will enhance the understanding of whether this factor is also important to motivate the entrepreneurs to be self-employed. Most of the studies have pointed out the motivational factors such as pull factors and push factors as being the main influencing factors for immigrant entrepreneurs to choose self-employment. Although, there are various literatures on entrepreneurship and its motivating factors, cultural and family based business traditions, limited study has focused on showing how the cultural and family business background affect the decision making abilities of the entrepreneurs. We have focused on the immigrant entrepreneurs born in South and Southeast Asian region operating their businesses in Umea city. For conducting this study we have used semi-structured interviews from our six respondents to collect the data. Based on our findings we found that the entrepreneurs are influenced by culture and family business traditions. Their social identity plays an important role in motivating them to become entrepreneurs. These immigrants are exposed to business environment from a very early age which helps shape up their business minds. The experience gained from their parents and the cultural and family business traditions act as business opportunity for them in the host country. We believe that this study would be helpful in the future for other scholars who are willing to conduct further research on this particular topic of interest. Our findings have increased the understanding of how the cultural and family business traditions of South and Southeast Asian region do affect the entrepreneurs’ decision to become self-employed in Umea.
40
Hanning, Debra [Verfasser], Hartmut H. [Akademischer Betreuer] Holzmüller, and Jens [Gutachter] Rowold. "Taking sides : When frontline employees choose their customers over their company / Debra Hanning. Betreuer: Hartmut H. Holzmüller. Gutachter: Jens Rowold." Dortmund : Universitätsbibliothek Dortmund, 2014. http://d-nb.info/110705396X/34.
Full text
41
Madikizela, Kolosa. "An analysis of the factors influencing the choices of careers in construction by South African women." Thesis, [S.l. : s.n.], 2008. http://dk.cput.ac.za/cgi/viewcontent.cgi?article=1069&context=td_cput.
Full text
42
Emanuelsson, Amanda, Victoria Hultberg, and Wilma Fridell. "Why do newly graduated students choose to apply for jobs in small cities? : A Bachelor thesis exploring what newly graduated students consider being an attractive employer in a small city." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105863.
Full textAbstract:
Background: Employer branding is a concept that describes a company's reputation as a work place. Working with the employer brand can help companies to attract talented employees and also retain them in the company. It is therefore important that companies understand what makes an employer attractive in order to appeal and retain employees. This is important especially for businesses that are located in small cities since it can be challenging for them to attract talent there. Urbanization has led to smaller areas being less populated and that graduated students are least prone to move to these areas. Thus, it is important to make smaller cities and areas more attractive to make the graduates move there. Purpose: The purpose of this thesis is therefore to explore what factors graduated students consider attractive in an employer in a small city. Methodology: This thesis used a qualitative and deductive approach. In order to solve the purpose and answer the research question, eight semi-structured interviews were conducted through Zoom with a non-probability sampling that were chosen by the researchers. However, before conducting the interviews, the researchers did some theoretical research and discovered six factors that represented employer attractiveness (See Figure 1). These factors became the basis of the study and a foundation when constructing the questions for the interviews. Findings: The findings of this thesis showed that the factors that were most important; flexibility, salary, leadership, career possibilities, working culture and recruitment.
43
Klahr, Cisela, and Joakim Forsberg. "Guldägg till frukost och bra betalt : - Vad påverkar reklamares val av arbetsplats." Thesis, Mälardalen University, School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-592.
Full textAbstract:
Problem
Det är viktigt att som reklambyrå ha duktiga medarbetare, eftersom värdet för kunderna ligger i medarbetarnas kreativitet, kunskap och skicklighet. För mindre byråer och byråer utanför Stockholm kan det vara ett problem att hitta duktiga medarbetare med erfarenhet. En förutsättning för att kunna attrahera denna grupp är att veta vad de anser viktigt vid val av arbetsplats.
Syfte
Uppsatsens syfte är att undersöka olika variabler som påverkar arbetsval hos kreativa arbetstagare, med avgränsning till dem som varit eller är anställda vid reklambyråer i Stockholm, samt att undersöka vilka variabler som skulle kunna få denna grupp att överväga att arbeta på en reklambyrå utanför Stockholm.
Metod
Undersökningen utfördes genom semistrukturerade intervjuer med tolv respondenter, vilka samtliga hade minst två års erfarenhet som strateg eller kreatör vid en reklambyrå i Stockholm samt varit tillgängliga för intervju mellan den 6 november och den 27 december 2007.
Resultat
Resultatet i utredningen beskriver målgruppens uppfattning gällande variabler som påverkar val av arbetsplats. I slutsatserna diskuteras vad utredningens resultat innebär för en reklambyrå som arbetsgivare. Utredningen visar på att det för byråer utanför Stockholm kan bli svårt att rekrytera människor som byggt upp sin karriär i Stockholmsområdet och hunnit rota sig där. Möjligheten finns dock om en byrå visar sig stark på de variabler som framkommit som viktiga för respondenterna. I denna utredning blev följande variabler högst rankade som viktiga nog att kunna påverka respondenterna att arbeta på annan ort än i Stockholm: Utmaning i arbetet som helhet, ekonomisk kompensation, professionell utveckling samt arbetsuppgifterna.
Problem
The greatest asset for an advertising agency is the creativity, knowledge and skill of their workforce. This is what creates value for the agency’s customer. Therefore it is of great importance for the agency to have skilled coworkers. It can be a problem for small advertising agencies and for agencies outside of Stockholm to find employees who are skilled and experienced. In order to attract skilled employees it is of essence to know what these people consider to be important in the job choice decision.
Purpose
The purpose of this thesis is to survey different variables that affect the job choice decision among creative employees and to examine which variables that would make them consider working at an advertising agency outside of Stockholm. The survey was limited to people that were or are employed at advertising agencies in Stockholm.
Method The survey was conducted through semi-structured interviews. The twelve interviewees all had at least two years of experience at an advertising agency in Stockholm and were available for interview between the 6th of November and the 27th of December 2007.
Result
The result of the survey describes the perception of the interviewees on the variables that affect the job choice decision. The conclusions discuss the impact that the results have on an advertising agency as employer. The survey shows that it might be difficult for advertising agencies outside of Stockholm to recruit employees who have built up their career in the Stockholm area. There is however a possibility to succeed if an agency can prove themselves solid when it comes to the variables that the interviewees perceived as important. The following variables were the ones that obtained the highest score regarding the importance when it comes to making the interviewees considering working outside of Stockholm: Challenge in the work, economic compensation, professional development and the work tasks.
44
Thipe, Thuto. ""We are all products of history, but each of us can choose whether or not to become its victims" : an exploration of the discourses employed in the Women's National Coalition." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/12029.
Full textAbstract:
Includes abstract.Includes bibliographical references.
As South Africa transitioned into democracy and began negotiating the terms of the new dispensation, the near exclusion of women from the early stages of the negotiations propelled a movement of women across the country, organising to ensure that their needs and aspirations were represented in the defining of the new political order. At the heart of this movement was the Women's National Coalition (WNC), formed in 1991 to identify and advocate for women's primary needs in the post-apartheid Constitution. This created unprecedented opportunities for women from all parts of the country to identify and to organise around commonalities, and it also exposed some of the deep divisions and power inequalities that separated groups of women from each other. In seeking to understand these dynamics, I explore dominant discourses that were employed within the WNC.
45
Allen, Michael 1954. "An Investigation of Holland's Theory of Vocational Personalities and Work Environments As Applied to Undergraduate Music Majors." Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc330790/.
Full textAbstract:
Holland's theory of vocational personalities and work environments incorporates four theoretical constructs (congruence, consistency, differentiation and identity) which attempt to explain sources in variability of achievement and satisfaction among employed adults and college students. This study sought to: (1) investigate the relationship of Holland's constructs to academic achievement and educational satisfaction of undergraduate music majors; (2) investigate differences in all variables according to gender and degree major. Data were collected from undergraduate music majors (N = 100) enrolled at the University of North Texas using the Vocational Preference Inventory. Mv Vocational Situation. and the Music Major Satisfaction Questionnaire. Reliability for the Music Major Satisfaction Questionnaire was estimated at .92 using Cronbach's coefficient alpha. Pearson product-moment correlation coefficients indicated that: (1) congruence was significantly related to academic achievement and educational satisfaction; (2) identity was significantly related to academic achievement and educational satisfaction; (3) consistency was significantly related to academic achievement, but not to educational satisfaction; (4) differentiation was significantly related to academic achievement, but not to educational satisfaction. Multiple regression using a stepwise entry method indicated that: (1) the identity construct was the best predictor of educational satisfaction scores; (2) identity was the best predictor of academic achievement scores.
The results of the study suggested: (1) it is unlikely that any single theory accounts for all dimensions of variability in achievement among college music majors. To arrive at a comprehensive model of achievement, it will be necessary to utilize constructs of several theories. Such a model should include Holland's constructs of identity, congruence, and possibly differentiation. (2) similarly, a comprehensive model of satisfaction should include Holland's constructs of identity and congruence. (3) Holland's classification system may distinguish among two traditionally held divisions of college music majors, performance majors and education majors. (4) music education majors and music performance majors differ on the social dimension of their vocational personalities.
46
Johansson, Andreas, and Oscar Torstensson. "Varför väljs försäkringsbolag x? : en kvantitativ studie som analyserar vilka faktorer som förklarar försäkringstagares val av försäkringsbolag." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12768.
Full textAbstract:
Den svenska försäkringsbranschen är gigantisk och det finns över 400 försäkringsbolag att välja mellan. Detta leder till hård konkurrens inom branschen, och försäkringsbolagen tvingas slåss om kunderna.Uppsatsens syfte är att analysera vilka försäkringsrelevanta faktorer som kan förklara försäkringstagares val av försäkringsbolag. Uppsatsen bygger på kvantitativ metod och en positivistisk infallsvinkel med en deduktiv ansats används.Uppsatsen indikerar att följande faktorer har positiv påverkan på försäkringstagare i valet av försäkringsbolag: Lågt pris på försäkringstjänsten, hög kvalitet på försäkringstjänsten, bra försäkringspersonal, lättåtkomligheten, starkt varumärke och banktjänstemäns påverkanEn medveten avgränsning som gjorts är att enbart fokusera på svenska privatpersoner, vilket lämnar utrymme för liknande forskning i ett globalt perspektiv. Ett förslag på fortsatt forskning är därför att analysera vilka faktorer som förklarar företags val av försäkringsbolag.Forskningen har varit begränsad inom försäkringsbranschen, såväl nationellt som internationellt. Mycket av tidigare forskning har fokuserat på befintliga kunder och hur de bibehålls. När det gäller vår inriktning är forskningen nästintill obefintlig. Vi hoppas att uppsatsen kan bidra med nyttig information till bland annat försäkringsbolag, då det torde vara av intresse för dem att veta vad som förklarar personers val av försäkringsbolag.With more than 400 companies to choose between, the Swedish insurance sector is gigantic. The competition is fierce, and the insurance companies have to fight over customers and market shares. Our purpose with this dissertation is to analyze which insurance relevant factors determine which company the private consumer chooses. This dissertation has a quantitative research method, a positivistic philosophy and a deductive approach. Our study indicates that the following factors have a positive influence on insurers in their selection of insurance companies : Low price, high quality insurance service, professional staff, high accessibility and strong trademarks. Bank employees also tend to have influence on insurers in their selection of insurance companies. This study selectively focuses on the Swedish market, leaving room for further research in a global perspective. Additional research regarding companies selection of insurance companies may therefore be interesting. Research has traditionally focused on the existing customers, and how to keep them. In contrast, research concerning how people choose their insurance company has been limited, both nationally and internationally. We believe this dissertation may be of value for insurance companies because the knowledge of the factors may be important for attracting customers.
47
An, Yufei. "Motivation des salariés en Chine : établir un climat mobilisateur dans l’entreprise." Thesis, Paris, CNAM, 2013. http://www.theses.fr/2013CNAM0878/document.
Full textAbstract:
La motivation des salariés est une nécessité vitale pour le succès d’une entreprise, notamment dans le contexte de la crise économique mondiale. En comprenant ce qui motive leurs membres, les dirigeants peuvent mobiliser le plein potentiel de chaque personne et diriger plus efficacement leur énergie. Le renouvellement des sources de motivation demande d’analyser au préalable les changements qui affectent actuellement le monde du travail et leurs conséquences. L’objectif de cette thèse vise à aider les personnes qui gèrent les ressources humaines (dans l’entreprise) à comprendre quelles sont et comment créer des conditions propices à la motivation des salariés, comment orienter, susciter et soutenir leur motivation et comment construire des stratégies motivationnelles adaptées. De plus, à cette fin, en favorisant la motivation et en suscitant les salariés, nous essayons de proposer d’établir un climat motivant dans l’entreprise chinoiseThe motivation of employees is vital necessity to the success of the enterprise, especially in the context of global economic crisis. By understanding what motivates their members, directors can mobilize and realize the full potential of each person and direct their energies more effectively. The renewal of sources of motivation asks that analyze in advance the changes currently affecting the world of working and their consequences. The objective of this thesis is to help people manage human resources (in the enterprise) to understand what and how to create conditions favor the employee motivation, how to orientate, to improve and to maintain the motivation of its employees and how to construct appropriate motivational strategies in the management. In addition, for this aim, in favorite of promoting the motivation and stimulating the employees, we try to propose to establish a dynamic environment in Chinese enterprises
48
Rennhoff, Christina Hubbard. "Employee choice of health plan and consumption of health care under employer-provided plans." 2006. http://wwwlib.umi.com/dissertations/fullcit/3207195.
Full text
49
Buchmueller, Thomas C. "Employer-provided health insurance and the job choice decision." 1992. http://catalog.hathitrust.org/api/volumes/oclc/28712746.html.
Full text
50
Kiser, Sally Jane. "Employer work -family programs: Essays on policy implementation, employee preferences, and parental childcare choices." 2001. https://scholarworks.umass.edu/dissertations/AAI3027219.
Full textAbstract:
This dissertation examines a number of issues regarding employer-provided work-family programs. Chapter 1 provides a brief overview of the rise of employer-provided work-family programs and research in this field. Chapter 2 is a case study of the implementation of a model work-family program in a major U.S. corporation. It examines the degree to which this corporation succeeded in providing adequate information and equitable access to the various benefits and policies that comprised its work-family program. In analyzing the successes and failures of this organization, by extension I call into question the success of other large corporations in providing programs that are equitable in terms of employee wage level, race/ethnicity, and location within the organization. Chapter 3 models the decisions by dual-earner couples regarding the allocation of their own time toward childcare activities versus the time they purchase paid childcare services, using individual and joint parental time budgets as choice variables. First, I demonstrate a relationship between working non-traditional full-time day schedules that approximate those available through flextime programs and the staggering of time at home by working couples. Then, regression analysis establishes a relationship between the time budgets thus established and the allocation of childcare time among mother, father, and paid service providers. Data from the 1992 National Study of the Changing Workforce (NSCW) is used for this research. Chapter 4 examines the preferences of women who are members of labor unions for various work-family benefits and policies. Drawing again on the 1992 NSCW data, I explore possible explanations for similarities and differences between the preferences held by union women and men and union vs. non-union working women.