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dc.contributor.advisorOnojaefe, DarlingtonEN
dc.contributor.authorMakong, Makahlolo
dc.date.accessioned2017-10-09T10:09:50Z
dc.date.available2017-10-09T10:09:50Z
dc.date.issued2017
dc.identifier.urihttp://hdl.handle.net/20.500.11838/2559
dc.descriptionThesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.en_US
dc.description.abstractThis paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.en_US
dc.language.isoenen_US
dc.publisherCape Peninsula University of Technologyen_US
dc.rights.urihttp://creativecommons.org/licenses/by-nc-sa/3.0/za/
dc.subjectPhysicians -- Turn over -- Lesothoen_US
dc.subjectPhysicians -- Supply and demand -- Lesothoen_US
dc.subjectPhysicians -- Job satisfaction -- Lesothoen_US
dc.subjectHospitals -- Personnel management -- Lesothoen_US
dc.subjectEmployee retention -- Lesothoen_US
dc.subjectPhysicians -- Recruiting -- Lesothoen_US
dc.titleRetention strategies for doctors and nurses in Lesotho : an implementation frameworken_US
dc.typeThesisen_US


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Except where otherwise noted, this item's license is described as http://creativecommons.org/licenses/by-nc-sa/3.0/za/