Dhaka Municipality, which has been upgraded to DCC, has grown from 6.1 sq. km. in 1906 to 360 sq. km. in 1997 having population from 276033 in 1951 to 6000,000 in 1997 (Islam, 1999, BBS, 1997). In recent years Dhaka City is facing extensive water logging due to unplanned urbanization during the monsoon (May to October) as a regular problem of the city. This study is concern about the inherent causes of such water logging and its effects on the city life from the perception of authorities of different development organizations, experts and local inhabitants of Tejgaon Industrial Area. From the study it is revealed that unplanned spatial development activities and rapid population growth are causing encroachment on retention areas and natural drainage paths. By analyzing the overall situation, this research paper has given some management measure for sustainable urbanization and save natural drainage system and water bodies through development control and a close coordination among urban authorities and collaboration between public and private sectors agencies.
Over the last thirty years, colleges and universities have been faced with an increasingly competitive marketplace for students, faculty and resources. One group significantly impacted by these trends is small private liberal arts colleges, which are tuition dependent and have been forced to respond to the changing market to maintain their position. Some of these colleges have developed plans to optimize tuition revenue, improve entering class profiles and increase retention, and many have created Enrollment Management divisions. This book profiles three NCAA Division III member colleges: Gettysburg College, Oberlin College and Saint John Fisher College, all of which have included varsity athletics as part of their integrated enrollment management strategy. The three colleges profiled are all small liberal arts colleges, but they vary dramatically. Weatherall concludes that a Division III college that is facing enrollment declines, or that is designing a plan to improve its selectivity and market position, should seriously explore the possibility of using intercollegiate athletics in its integrated enrollment management strategy.
This is a research-based book with global, relevant and insightful literature review. The review includes but not limited to Harvard Strategic Human Resource Management (SHRM) and HR retention strategies, SHRM faculty retention strategies in private universities on junior and senior faculty in South Africa.Critical review of empirical studies revealed gaps, contradictions and inconsistencies in the literature. In addition to other theories reviewed, configurational theory is discussed in detail as the main theory that guided the identified configuration of faculty retention strategies with human and non-human resources for gaining competitive advantage for universities studied. The key findings included divergence in perceptions on faculty retention between deans and faculty which was is discussed as the concept of retention gap. Challenges faced in retention of faculty in private universities are discussed. Viable recommendations for education managers, planners and administrators of university education in Kenya, Africa and around the world are part of the concluding remarks of this book. Dr Simon Nderitu
The Problem of Nurses shortages and turnover intention have significant effects to the private health care service sector. Thus, employers are exploring various incentive strategies to improve retention of their employees and to support growth aspirations. This research was conducted to investigate the factors that decrease turnover intention of employees. The study was to investigate the relationships among job demands, work engagement, and turnover intention in the context of different levels of perceived organizational support. Using surveys did data collection, and the samples were from 890 professional nurses who had worked in the private health care service sector in Thailand. Finally, further researches were recommended and suggested while both theoretical and practical implications for factors variable of the models were provided. Target groups: Ph.D. candidate, Human resource management, Business strategist planner, Organization Developer, and Chief Executive Officer of the private health care service sector.
The challenge facing some organizations in Nigeria irrespective of the sector is that of frequent labour turnover and inability of these organizations to achieve their goals arising from inadequate competent staff. This is in spite of 'quality' structure and 'well packaged incentives'put in place to recruit and retain the workforce for performance. The purpose of this study is to identify the unique role under-taken by competent staff in bringing about the realization of organizational goals whether in the public or private sector. The study among others show that private organizations in Nigeria institute better strategies to aid staff retention hence their enhanced performance, which manifest in increased profit. Consequently, the study concludes with a prognosis for management across the two sectors in their desire to recruit and retain competent workforce for performance.
Talent management as well as retention practice is one of the core challenges faced by many organizations today especially in the private sectors of the economy. In this research, a conceptual model was developed and applied in the context of the talented faculty retention policy of a private university in Bangladesh. The study was conducted primarily to evaluate the current scholarly human resource retention practices of the university from the faculties point of view. The research identified the key elements of talented human resource practices, which strongly influence the decision of high-potential faculty members to remain in the organization. The result shows that university culture and policies, working environment, teamwork relationship and challenging opportunities are significantly related with the talented faculty retention policies practiced by the university.
This study explored the relationships between emotional intelligence, career decision making difficulties, and student retention. The participants included freshmen students in a private Midwestern university. The study compared the scores on an assessment of emotional intelligence, the Emotional Quotient Inventory (EQ-i), with the scores on the Career Decision Making Difficulties Questionnaire (CDDQ). The subjects were also asked to report their intention to return for a second year of studies. A relationship was found between overall emotional intelligence, intrapersonal skills, stress management, and student retention.
The book examines the features of private banking business and focuses on the key roles of client segmentation, retention and acquisition. A long period of strong economic growth in both developed and developing countries greatly increased people's income levels and wealth. But things have been changing dramatically. The new industry reality is a consequence of crisis tests on client confidence and trust, but the crisis has just accelerated the situation. Assuming a customer perspective, we understand there are shaking elements around and a strategic repositioning to the industry is needed both on new approaches and business models. An in- depth customer knowledge is mandatory if a differentiate offering has to support the increasing complexity of clients needs. This book illustrates important themes relating to the wealth management service proposition and focuses on client segmentation, retention and acquisition strategies. Disciplined segmentation will help wealth managers tackle client's service challenges, allow services to be offered to specific clients in a more cost- effective manner and look for client satisfaction, trust and loyalty.
Globally, technological, operational and structural changes in organizations have often been associated with improved production as well as efficiency in employees' performance. The trends in human resource management practices throughout the world are changing dynamically. Nowadays, employers are more concerned about employee's retention and controlled employees' turnover than cost cut off. The need of employee's retention has encouraged the employers to pay attention towards employee's development through training in order to keep them motivated and more especially in the private sector. The core purpose of involvement in training and employee's motivation is to improve employee's performance resulting in enhanced organization's performance.