...“Academic Staff Retention as a Human Resource Factor: University Perspective” by Salesho, Jacob, and Idah Naile Introduction Universities and other learning institutions have been facing shortages of lecturers due to poor employee retention. The retention of employees in a business organisation may be contributed by several factors including motivation and god packages. In “Academic Staff Retention as a Human Resource Factor: University Perspective” by Salesho, Jacob, and Idah Naile explores this subject. In this article, the authors investigate the causes of poor academic staff retention in universities and the ways in which the issue can me minimized. In order to establish the factors affecting retention of employees, the authors conducted a survey involving 80 lecturers in a controlled selection mode. Summary of Purpose, Rationale, and Related Literature In the article under consideration, factors affecting employees in higher education institutions were explored. Through a survey involving 80 lecturers, the researchers were able to investigate the job satisfaction, career growth and salary progress as the factors affecting teacher retention in the selected universities. Retention of academic staff has been a major issue affecting the quality of education in these learning institutions. There has been a great turnover rate of lecturers that has posed a major challenge. This is because it affects the quality and consistency as well as the stability of learning institutions...
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...“Evolution of Silos and the Subsequent Impact on Organizational Behavior". Managing People in Organizations Word Count: - 3,488 Executive Summary This paper focuses on how culture has impacts the evolution of silos, their subsequent impact on organizational behavior and outcomes for the institution if they are not eliminated. In a competitive environment it is imperative that organizations be as effective and efficient as possible. When departments exist in silos this hinders cross functionality and synergy due to lack of communication and common goals. This in turn has a negative impact organizational behavior and culture. This report examines University Y a Federal third level Education Institution in the Country X which specializes in providing tertiary education for female Nationals using an American Curriculum. It specifically looks at the evolution of silos within the Finance and Administration units which support the academic mission. There are seven of these units they include Finance, Human Resources, Campus Services, Campus Physical Development, Marketing and Publications, Contracts and Procurement and Computing Services. In addition to exploring how organizational culture influenced the evolution of these silos, it examines the impact of the unique culture of the COUNTRY X and finally what role the leader played in the sustaining of these silos, showing that leadership and culture are closely aligned. It examines the challenge of applying...
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...faculty members at two selected and major universities in Malaysia, using ten major factors corresponding to job satisfaction using the Herzberg Two-factor Theory to determine how these selected factors are related to job satisfaction of Malaysian faculty members. The conclusions drawn from this study are that the major sources of job satisfaction for Malaysian faculty members are shown to be policy, administration, and salary. The relevant sources of dissatisfaction are personal achievement, personal growth, interpersonal relations, recognition, responsibility, supervision, the work itself, and the overall working conditions. This study has a number of practical implications for institutional administrators, because if the educational institution has no instrument designed to measure faculty perceptions of their jobs and work, these administrators could elect to use the same instrument that investigates the areas of job satisfaction to gain similar results. Keywords: Higher education, Herzberg Two-factor Theory, Job satisfaction, Job dissatisfaction 1. Introduction The relationship between the individual and the factors determining job satisfaction has been extensively researched in developed countries. In 1992, it was estimated that over 5,000 articles and dissertations have examined the topic of job satisfaction (Cranny et al., 1992), and this is a continuing topic for research. An early...
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...towards establishing better health for those in need. The primary concern concerning this looming nursing shortage is identifying the root cause. Apparently, it appears as if that this crisis established its primary source in nursing training and retention in hospitals, care facilities, and other institutions. It appears as if there is serious downfall in the practicum of nurse-executive. Consequently, the concerned authority seems to portray weakness strategies in conducting this nursing practicum that has led to shortages of faculty. The big inquiry is whether these training facilities offer standardized training that would present the needed feedback facilitating nursing transition and retaining nursing staff. The central focus would then be whether this strategy would pose positive impacts in nursing training. This capstone project will explore these nursing concepts with a primary intention of presenting the root cause of nursing crisis in health facility. Annotated Bibliography Seago, A. J., Alvarado, A., Keane, D., Grumbach, K., & Spetz, J. (2006). The nursing shortage: is it really about image? Journal of Health Management, 51(2), 96-10. A research conducted in tertiary institutions Central Valley by Seago and the rest confirmed that nursing occupation lagged behind other occupations. This perspective is attributed by work independence perception and the perception that nursing is women’s work. Consequently, Seago concluded that nursing career remains unattractive to many...
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...DEAN OF ACADEMIC AFFAIRS Name: Institutional Affiliation: DEAN OF ACADEMIC AFFAIRS 1.1 Introduction 1.1.0: Background Northern Arizona State University was established in the year 1885. The modest building of the institution was developed on a donated pastureland outside Phoenix that was initially dedicated with the aim of training public school teachers. The institution latter evolved through several name changes and opened four more campuses and from 30 students to over 70,000. Currently, ASU is considered as one of the largest public learning institutions in the U.S.A, having gained an international recognition for its efforts in research and in its offerings of close to hundred courses (Northern Arizona State University 2013). The public university offers high quality graduate, undergraduate, and professional degrees that meet the societal values. Students are considered as the centre of the institutions experience, guided by distinguished and committed faculty members who are dedicated to teach, engage with the learners and incorporate research in achieving excellence. 1.1.1: NAU’s Mission and Vision Northern Arizona University’s (NAU) mission is directed towards providing outstanding undergraduate education that is significantly strengthened by sophisticated approaches of learning, research, and professional programs (Northern Arizona State University 2013). NAU ensures the future success of its learners by committing to place their needs at the centre...
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...to accept as many students into nursing programs. The nursing shortage is a vicious cycle that needs to be broken. There are a number of factors that are influencing the nursing shortage. First is the lack of nursing professors. With fewer professors, nursing programs cannot accept as many students, which contributes to lacking numbers. Second, many nurses are at or nearing retirement age. 55% of the workforce is over the age of 50. Third, is the demand for nursing is increasing as more patients are obtaining insurance and as the population ages. Fourth, is burnout. Nurses are working short staffed, causing increased stress levels, decreased job satisfaction, and a decrease in quality care. Finally, there is a high turnover rate among nursing staff. This turnover creates more job vacancies and costs facilities more money in training nurses (American Association, 2014). If the nursing shortage is not addressed and corrected, those most affected are the consumers of healthcare. Nurses will continue to burnout due to be overworked, stressed out, and under paid. More vacancies will be created with not...
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...to accept as many students into nursing programs. The nursing shortage is a vicious cycle that needs to be broken. There are a number of factors that are influencing the nursing shortage. First is the lack of nursing professors. With fewer professors, nursing programs cannot accept as many students, which contributes to lacking numbers. Second, many nurses are at or nearing retirement age. 55% of the workforce is over the age of 50. Third, is the demand for nursing is increasing as more patients are obtaining insurance and as the population ages. Fourth, is burnout. Nurses are working short staffed, causing increased stress levels, decreased job satisfaction, and a decrease in quality care. Finally, there is a high turnover rate among nursing staff. This turnover creates more job vacancies and costs facilities more money in training nurses (American Association, 2014). If the nursing shortage is not addressed and corrected, those most affected are the consumers of healthcare. Nurses will continue to burnout due to be overworked, stressed out, and under paid. More vacancies will be created with not enough...
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...is extensive evidence regardless the team facing conservation challenges in today competitive labor market during the extreme economic downturn. The success and failure of every organization depend on the quality of people found in the body. During the last few decades, lots of research has been taking place to know the factors involved which can ensure their long time success in this competitive business field. Most of the researchers are concerned about human resources management, particularly in the employee retention which is the best hands ensures improved sales, customer satisfaction and can maintain balanced relationship between staff and management to generate overall growth of the organization. Recent research reveals that labor turnover rate has increased alarming rate over the last decade at 1.3% per months by Ramlall (2004) and even if, when unemployment rate is high, more 86% of employers were facing severe challenges to attract employees and more than 58% organization were failing to retain their employees by Hale (1998 cited in Ramlall, 2004) The factors of reward management have a great correlation with employee retention. Compensation management is a term related to factors that can satisfy and motivate the employees to deploy themselves towards an organization to achieve an organizational goal, building up trust and being committed toward the organization, which can induce them to be retained long term in the group. Most of the organizations in public and private...
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...MARKETING RESEARCH PROJECT REPORT ON THE IMPACT OF GENDER DIFFRENCES ON JOB SATISFACTION, MENTAL HEALTH AND OCCUPATIONAL STRESS AMONG BANKING EMPLOYEES (Submitted In Partial Fulfillment of the course Marketing Research) Submitted To: | Submitted By: | Dr Shalini Trivedi, Assistant Professor, Department of Economics, Amity Business School, Amity University. | Disha Arora B-39Harpreet Kaur B-34Mansi Nigam B-30Payal Saxena B 28Shobhna Swati B-32 | | | Amity Business School, Amity University Declaration I hereby declare that the project work entitled “THE IMPACT OF GENDER DIFFRENCES ON JOB SATISFACTION, MENTAL HEALTH AND OCCUPATIONAL STRESS AMONG BANKING EMPLOYEES” submitted to the Amity University, NOIDA, is a record of an original work done by me under the guidance of Ms. SHALINI TRIVEDI, Assistant Professor, Department of Economics, Amity Business School, Amity University, and this project work is submitted in the partial fulfillment of the requirements for the award of the degree of Master of Business Administration. The results embodied in this thesis have not...
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...years many educational institutions have increased their use of part-time adjuncts, especially with the introduction of distance learning courses. With this growing use questions about the efficacy of part-time and distance faculty have arisen. This paper tests whether organizational commitment, as described by Mowday (1979), differs between three groups of faculty: full-time, part-time, and part-time who work full-time for another organization. The 2 authors used a 15 item, seven-point scale instrument to measure commitment of a sample of 479 full and part-time faculty at two midwestern universities. Those that worked full-time for another organization are more committed to organizations for whom they work part-time than are those working only part-time. No significant difference in commitment was observed between full-time and part-time employees. ORGANIZATIONAL COMMITMENT Organizational Commitment of Part-Time and Full-Time Employees With the rapid growth of non-traditional educational institutions and enrollment, many educational institutions have added significant numbers of part-time adjuncts to teach courses. With this growth a number of questions and rhetoric have arisen about the quality of instruction from part-timers (Fulton, 2000; Leatherman, 1998; Rewick, 2001), "overuse and exploitation of part-time, non-tenure-track" faculty (Kavanagh, 2000, p. 26) and accusations about academic 3 "sweatshops" (Cox, 2000, A-12). As institutions consider the proper use...
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... _________ CERTIFICATE This is to certify that the project report entitled on “STUDY OF DERIVATIVES IN INDIAN STOCK MARKET PERIOD (2009-2012)” for the Academic Year 2010-2012 Submitted to the School of Commerce and Management, Yashwantrao Chavan Maharashtra Open University, Nashik in partial fulfillment of the requirement for the award of Degree of Master of Business Administration (MBA) is original work carried out by __________________________________________________ with PRN-2010017002887675 under my guidance. The matter embodied in this project is genuine work done by the student and has not been submitted to this University or any other University/Institute for the partial fulfillment of the required study. Date: Place: DECLARATION I, __________________________________________________, the student of MBA-Finance, completed project on “STUDY OF DERIVATIVES IN INDIAN STOCK MARKET” PERIOD (2009-2012), for the Academic Year 2010-2012. The information provided in this project is my original work and is being submitted in partial fulfillment for the award of Master’s Degree in Business Administration of __________________________________________. This report has not been submitted earlier either to this or to any other University or Institution for the fulfillment or the requirement of a course of study. The information given...
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...Centre Code: _________ CERTIFICATE This is to certify that the project report entitled on “STUDY OF DERIVATIVES IN INDIAN STOCK MARKET PERIOD (2009-2012)” for the Academic Year 2010-2012 Submitted to the School of Commerce and Management, Yashwantrao Chavan Maharashtra Open University, Nashik in partial fulfillment of the requirement for the award of Degree of Master of Business Administration (MBA) is original work carried out by __________________________________________________ with PRN-2010017002887675 under my guidance. The matter embodied in this project is genuine work done by the student and has not been submitted to this University or any other University/Institute for the partial fulfillment of the required study. Date: Place: DECLARATION I, __________________________________________________, the student of MBA-Finance, completed project on “STUDY OF DERIVATIVES IN INDIAN STOCK MARKET” PERIOD (2009-2012), for the Academic Year 2010-2012. The information provided in this project is my original work and is being submitted in partial fulfillment for the award of Master’s Degree in Business Administration of __________________________________________. This report has not been submitted earlier either to this or to any other University or Institution for the fulfillment or the requirement of a course of study. The information given in this project is true to the base...
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...Berlin, Germany, Chair of Finance and Banking, E-Mail LK@wacc.de. † Universität Paderborn, Germany, Chair of Finance and Investment, E-Mail AL@wacc.de. ‡ Universität Graz, Austria, Chair of Accounting and Auditing, E-Mail Gerwald.Mandl@uni-graz.at. 1 Electronic copy available at: http://ssrn.com/abstract=1651466 1 Introduction For several years, when setting discount rates Damodaran has advocated more consideration of country risk premiums (CRP ) when it comes to assessing companies with activities in emerging markets. We have to acknowledge that his approach is enjoying growing support among investment banks and auditing firms. At the same time, it is to be noted that Damodaran’s concept has failed to resonate sufficiently with the academic community. This is reason enough to perform a systematic analysis and critical discussion of his country risk premium concept. Damodaran’s initial considerations concerning a country risk premium can be found in Damodaran (1999a) and Damodaran (2003), with further essentially unchanged mentions in his more recent publications. In our contribution we will concentrate on the two aforementioned sources. 2 CRP concept In the following, we intend to give a neutral, that is, non-judgmental description of Damodaran’s country risk premium concept (CRPC). We will also attempt to provide a detailed reconstruction of Damodaran’s thought process which led to this approach. Risk-return models The cost of capital for risk-return models...
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...Firstly-ACKNOWLEDGEMENT DECLARATION PREFACE (ITS ABOUT YAAAAR,UR MBA PROGRAM OK) CONTENT SL.NO | TITLE | PAGE NO: | 1. | CHAPTER –I : INTRODUCTION | | | BACKGROUND OF THE PROBLEM | | | INTRODUCTION TO COMPANY | | | OBJECTIVES OF THE STUDY | | | RESEARCH METHODOLOGY | | | SCOPE OF THE STUDY | | | LIMITATIONS OF THE STUDY | | | | | 2. | CHAPTER-II : REVIEW LITERATURE | | | | | 3. | CHAPTER-III : DATA ANALYSIS & INTERPRETATION | | | | | 4. | CHAPTER-IV: FINDINGS,SUGGESTIONS AND CONCLUSION | | | | | | BIBLIOGRAPHY | | | APPENDIX | | LIST OF TABLES LIST OF CHARTS AFTER THAT CHAPTER 1,2,,3,4 OK ANY MORE DOUBT CALL ME According to Ahmed Arif Almazari (2011), this study attempted basically to measure the financial performance of some selected Jordanian commercial banks for the period 2005-2009. It is evaluatory in nature, drawing sources of information from secondary data. The financial performance of banks is studied on the basis of financial variables and ratios. In this paper an attempt was made to analyze the financial performance of seven selected Jordanian commercial banks using simple regression in order to estimate the impact of independent variable represented by; the bank...
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...facing higher education today is the declining retention rate found throughout all forms of institutions. It is estimated that approximately fifty percent of students leave higher education without being in receipt of an earned degree (Anderson, 1997). Education has an effect on both the individual and society as attaining educational credentials provides the individual with greater job security. As funding for higher education continues to decline, institutions of higher education must maintain students in order to prevent financial struggles. In order to prevent the retention rate from declining, having an effective enrollment management is imperative as institutions continue to come up with new solutions of the retention rate declines (Swail, 2004). It is well established that students who enter college with high GPA and test scores such as ACT and SAT fair better than students with weaker scores in graduating from college (Tinto, 2000). There will also need to be a focus on minority students who although have increased in numbers attending post-secondary education, continue to lead the nation in the amount of students who drop out each year (Tinto, 2000). There are several factors that contribute to the retention decline that include academic preparedness, campus climate , commitment to goals and institution, social and academic integration and with the cost of attendance increasing, financial aid (Salinitri, 2005)....
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