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Retention: Varför stanna när möjligheterna är oändliga
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
2013 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [en]

Bachelor thesis, Degree of master in Science and Economics, School of Business and Economics at Linnaeus University, Management, 2FE01E, Spring Semester 2013

Author: Johanna Björklund, Sarah Gustafsson and Sofia Nicklasson

Mentor: Anders Hytter

Title: Retention: Why stay when your options are unlimited? 

Background: Employee turnover is a problem today, and companies face increasing challenges when it comes to retain employees within the organization, so called employee retention. This is a present concept and theory holds that more organizations realize that they need to put more focus on retention as one of their business goals to remain competitive. It’s important that organizations understand individuals' different needs and the factors that make them satisfied in their professional life. The people who have been in focus during the study were people born in the 80- and 90's, they are called Generation Y.

Purpose: The purpose of this study was to generate a guide that we offered the objects of study at SEB and Swedbank in Växjö, by answering the question: How should managers of human resource, at SEB and Swedbank's local offices in Växjö, act to retain employers within the generation Y?

Method: This study was made from quality studies through an abductive approach. The aim of our study was to create an understanding of what factors that makes the employees choose to stay within the workplace, and to create an understanding of how the employer acts to retain employees within the workplace. Therefore was it natural to choose a hermeneutic view of what’s classified as acceptable knowledge. Theory has been collected through present, relevant and reliable literature and previous studies. Empirical data gathered during individual semi-structured interviews with managers, employees within Generation Y and Generation Y employees who chose to quit their bank employment.

Results, Conclusions: During the study, our conclusion was that the benefits, employees within Generation Y, appreciate most is the development potential and variety of tasks. Job satisfaction is an important for the employees and factors such as open dialogue with the manager and the freedom to control over your duties and working hours are also parts that are highly valued by employees of Generation Y.

Place, publisher, year, edition, pages
2013. , 72 p.
Keyword [sv]
Retention, Generation Y, Bank, Employee retention
National Category
Business Administration
URN: urn:nbn:se:lnu:diva-26076OAI: diva2:625620
Subject / course
Business Administration - Organization Leadership
Educational program
Business Administration and Economics Programme, 240 credits
2013-06-03, Linnéuniversitetet, Växjö, 10:54 (Swedish)
Available from: 2013-06-12 Created: 2013-06-05 Last updated: 2013-06-12Bibliographically approved

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