Matching Items (4)

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Employee Turnover in the Sports Programs Department at the Sun Devil Fitness Complex

Description

This thesis discusses why there is so much employee turnover in the Sports Programs department, which is a working department of the Sun Devil Fitness Complex on Arizona State’s Tempe Campus. The analysis discusses the problems that have been

This thesis discusses why there is so much employee turnover in the Sports Programs department, which is a working department of the Sun Devil Fitness Complex on Arizona State’s Tempe Campus. The analysis discusses the problems that have been noticed from personal experience, and the problems that have been explained by employees that left about why they decided to leave. The analysis is done based on the concepts of the four frames, based on research documented by Bolman and Deal in their book. There is an overview of all of the departments and specifically the Sports Programs department, and a deep dive into what that department does. There is a discussion of what problems may be present, and some solutions such as debriefings, trainings, and more objective evaluations that can be implemented into the department to try to fix the problems that have been noticed.

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Agent

Created

Date Created
2021-05

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The Struggles of the Community Assistant Position at Universities: A Managerial Approach

Description

The Community Assistant position at Arizona State University is dealing with an issue of poor year-to-year retention. Currently, a large number of Community Assistants who could return for another year are choosing not to, which is further exacerbated by the

The Community Assistant position at Arizona State University is dealing with an issue of poor year-to-year retention. Currently, a large number of Community Assistants who could return for another year are choosing not to, which is further exacerbated by the fact that graduating Community Assistants cannot stay even if they wanted to because the position must be held by active students. Through research, interviews, and testimony, this paper constructs what the Community Assistant role entails and the priorities that the role instills in current Community Assistants at ASU. It then seeks to answer the question of why low levels of year-to-year retention matter and why so many are choosing to move to different positions after their first year has ended. By building from the information provided by current Community Assistants and various management theories from a variety of sources, this paper offers actionable recommendations for Arizona State University Housing to increase retention and motivation within the Community Assistant position.

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Agent

Created

Date Created
2020-05

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Investment Style and Performance Attribution Analysis on Chinese A Share Market

Description

With the fast development of Chinese capital market, an increasing number of institutions and retail investors invest through professional managers. The key to evaluating investment manager’s skill and performance persistence largely lies in portfolio style research and attribution analysis.

With the fast development of Chinese capital market, an increasing number of institutions and retail investors invest through professional managers. The key to evaluating investment manager’s skill and performance persistence largely lies in portfolio style research and attribution analysis.

The current dissertation takes advantage of a unique dataset, uncover hidden investment style and trading behavior, understanding their source of excess returns, and establishing a more comprehensive methodology for evaluating portfolio performance and manager skills.

The dissertation focuses on quantitative analysis. Highlights three most important aspects. Investment style determines the systematic returns and risks of any portfolio, and can be assessed ex-ante; Transaction can be observed and modified during the investment process; and return attribution can be implemented to evaluate portfolio (managers), ex-post. Hence, these three elements make up a comprehensive and logical investment process.

Investment style is probably the most important factor in determining portfolio returns. However, Chinese investment managers are under constant pressure to follow the market trend and shift style accordingly. Therefore, accurately identifying and predicting each manager’s investment style proves critically valuable.

In addition, transaction data probably provides the most reliable source of information in observing and evaluating an investment manager’s style and strategy, in the middle of the investment process.

Despite the efficacy of traditional return attribution methodology, there are clear limitations. The current study proposes a novel return attribution methodology, by synthesizing major portfolio strategy components, such as risk exposure adjustment, sector rotation, stock selection, altogether. Our novel methodology reveals that investment managers do not obtain much abnormal returns through risk exposure adjustment or sector rotation. Instead, Chinese investment managers seem to enjoy most of their excess returns through stock selection.

In addition, we find several interesting patterns in Chinese A-share market: 1). There is a negative relationship between asset under management (AUM) and investment performance, beyond certain AUM threshold; 2). There are limited benefits from style switching in the long run; 3). Many investment managers use CSI 300 component stocks as portfolio ballast and speculate with CSI500 and Medium-and-Small board component stocks for excess returns; 4). There is no systematic negative relationship between portfolio turnover and investment performance; despite negative relationship within certain sub-samples and sectors; 5). It is plausible to construct out-performing portfolios with style index funds and ETFs.

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Agent

Created

Date Created
2016

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How long can we keep them? [electronic resource]: staff retention through a mentoring program in an undergraduate admissions office

Description

Employee turnover is a pervasive issue across industries and at all levels of an organization. Lost productivity, hiring, interviewing, training and increased workloads are costs associated with turnover. As an undergraduate admissions professional charged with the enrollment of new freshmen

Employee turnover is a pervasive issue across industries and at all levels of an organization. Lost productivity, hiring, interviewing, training and increased workloads are costs associated with turnover. As an undergraduate admissions professional charged with the enrollment of new freshmen students, I am constantly assessing the health of my team and working to minimize turnover in admission counselor positions. I implemented a six-week mentoring program in my office to increase second-year employee satisfaction, motivation, development and retention at the Arizona State University Undergraduate Admissions Office. Post intervention data were collected through the use of focus groups and self reflection questionnaires. Results show that mentoring is a mutually beneficial experience for mentees and mentors. Mentees reported benefits from the personalized dissemination of information and institutional knowledge by their mentors. Mentors reported that being in a mentoring relationship made them feel their opinions and experiences were valued. Mentoring can be an inexpensive professional development program designed to assist entry-level employees. While attrition cannot be totally eliminated from a workplace setting the study participants reported that the mentoring program made them feel valued even while acknowledging that there are limited opportunities for advancement within the office.

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Agent

Created

Date Created
2012