In the course of the presentation and interpretation of results, it was established that banks that pay the best of salaries and have an effective remuneration programs retain their employees over a very long periods of time in their organisations. In the same way, those that paid less suffered frequent cases of employee turnover in the forms of resignation and unannounced quitting of position. Literature has indeed showed that when companies put in proactive efforts through the standardisation of remuneration as suggested by the UK corporate governance code to retain their employees, there is a superlative impact that this would have on company performance (Iedema and Poppe, 2001). First and foremost, it will be noted that companies with long serving employees can be assured of a human resource base that is in-tuned with the organisational culture in place at the workplace (National Technical Information Services, 1987). Subsequently, the rhythm of customer participation will be easily read by such employees, who would in turn offer services and products that meet customer specification. In the long run, customers who have their specifications met will become satisfied with service received and will want to continue doing business with the bank. Another factor that links employee retention to bank performance is the fact that employees who have worked among themselves for long get along easily and better. Often times when new employees would have to come in who will be coached and guided as to how to deliver service, the rates of productivity of such employees will not be as effective as those who can work independently or with limited support (Ilies and Scott, 2006). Meanwhile, the levels of productivity recorded by banks can be translated directly into tangible fiscal growth. Acknowledgement I would like to acknowledge the efforts of all people who have been of help to me in the course of writing this dissertation. Names like ................. are worth mentioning. Thank you to you all. Contents Chapter 1: Introduction 1 1.1 Research background 1 1.2 Research rationale 1 1.3 Research aims and objectives 4 Chapter 2: Literature Review 5 2.2 Corporate governance in the banking industry 7 2.5 Operational Risk 12 2.5.1 Regulatory and Statutory framework for enforcing Corporate Governance 13 2.7 Measurement of Bank Performance 19 Chapter 3: Methodology 21 3.1 Introduction 21 3.2 Aims and Objectives of the Research 21 3.3 Research Approach 22 3.4 Research Design 22 3.5 Research Theory and Strategy 23 3.6 Research Method 24 3.7 Reliability and Validity 26 3.8 Limitations 26 Chapter 4: Findings 27 Chapter 5: Discussion 40 Chapter 6. Conclusion, Limitations and Recommendations 55 6.1 Conclusion 55 6.2 Limitations 58 6.3 Recommendations 60 Reference 61 Chapter 1: Introduction 1.1 Research background Undoubtedly, the degree of the collapses brought about by the Financial Crisis across the world as well as the ramification for the entire global economy is documented in many other places. Consequently, many would want to know whether the failure is as a result of poor corporate governance or not. As a response to isolated cases such as the Marconi collapse in 2001 in the UK, many would argue that it was not a failure of corporate governance because the collapse was mainly after a misguided strategy
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How the introduction of corporate governance has impacted on performance of UK banks in terms general growth Abstract Corporate governance has been part of the daily processes of banks in UK and across the globe. This has led to several works of literature being conducted to find out the real benefits of corporate governance in relation to growth and profitability…
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