Institutional Repository

Factors that influence the retention of middle managers in Company A

UnisaIR/Manakin Repository

Show simple item record

dc.contributor.author Malinga, Khethukuthula
dc.date.accessioned 2011-06-28T11:09:59Z
dc.date.available 2011-06-28T11:09:59Z
dc.date.issued 2011-06-28
dc.identifier.uri http://hdl.handle.net/10500/4439
dc.description.abstract Company A has experienced high voluntary staff turnover at middle management level between 2007 and 2009. During this period 35% of middle managers have resigned and, this has resulted in significant financial costs being incurred. This research focused on understanding what factors would make the current middle managers stay in Company A’s employment and what the financial impact has been due to these resignations. The research concluded that career development, people development by line manager, feedback of own work, a line manager who teaches and coaches subordinates, and working with a knowledgeable line manager, were the top five factors that would make the current middle managers stay in Company A’s employment. The research further concludes that there was a gap between Company A’s retention initiatives and what the middle managers actually value, thus the resignations. The research has also established that the middle managers’ resignations have had a significant financial impact on the organisation. en
dc.language.iso en en
dc.relation.ispartofseries MBA Research Report;2011
dc.subject Staff retention en
dc.subject Middle managers en
dc.subject Staff turnover en
dc.subject Staff recruitment en
dc.title Factors that influence the retention of middle managers in Company A en
dc.type Thesis en


Files in this item

This item appears in the following Collection(s)

Show simple item record

Search UnisaIR


Browse

My Account

Statistics