Svou diplomovou práci jsem zpracovala na dvě části. V první části jsem se zabývala základními pojmy jako motivace, ovlivňováním, adaptace, vedení, řízení lidských zdrojů, hodnocení. V druhé části diplové práce je popsána situace společnosti BRVZ s.r.o. Jako prostředek jsem zvolila zaměstnanecký dotazník.

La faculté de copie privée, admise depuis longtemps et figurant à l’article L. 122-5 du Code de la propriété intellectuelle, est présentée par la doctrine majoritaire comme une exception au droit d’auteur. Elle permet à une personne de dupliquer une œuvre pour son usage personnel sans avoir à demander l’accord préalable de l’auteur et s’illustre dans deux cas : la copie pour son usage personnel faite par le propriétaire d’un exemplaire, laquelle est facile à admettre ; et celle faite par un tiers, notamment un emprunteur de l’exemplaire, laquelle s’impose aussi. On observe que la copie privée, parce qu’elle ne réalise pas une communication au public, doit être considérée comme étant hors du champ du droit d’auteur, qui trouve ici une de ses limites. Récemment, le législateur a considéré que, du fait de l’évolution des techniques, la copie privée entraînait un préjudice pour l’auteur. Il a prévu une rémunération pour le compenser. Puis, celle-ci a été cantonnée aux seules copies de source licite, en même temps qu’ont été incriminées les copies de source illicite. Mais cette pénalisation est mal vécue et peu appliquée. Et l’absence de rémunération est injuste pour l’auteur. Il serait bon de supprimer la distinction entre copie privée licite et illicite. On étendrait alors la compensation à toutes les copies privées et on se dispenserait ainsi d’assumer la charge de la répression de la copie privée illicite. On admettrait en même temps que l’auteur limite par voie contractuelle le nombre de copies privées, notamment en utilisant des mesures techniques de protection et d’information, mais sans pouvoir interdire totalement cette faculté de copie privée à l’utilisateur. / The private copying’s faculty, admitted for a long time and contained in article L. 122-5 of the Code of Intellectual Property, is presented by the majority doctrine as an exception to copyright. It allows a person to duplicate a work for his personal use without having to seek the prior consent of the author and it is illustrated in two cases : the copy for his personal use made by the owner of a copy, which is easy to admit ; and the one made by a third party, including a borrower of the copy, which is also required. It is observed that private copying, because it does not make a communication to the public, must be considered as being outside the field of copyright, which finds here one of its limits. Recently, the legislature considered that, due to the evolution of the techniques, the private copy entailed a prejudice for the author. He has provided compensation to compensate him. Then, it was confined to the only copies of lawful source, while were reprimanded the copies of illicit source. But this penalty is poorly lived and little applied. And the lack of remuneration is unfair for the author. It would be good to remove the distinction between lawful and unlawful private copying. Compensation would then be extended to all private copies and the repression’s burden of unlawful private copying would be dispensed with. In the same time, it should be admitted that the author limits the number of private copies by contractual means, especially by using digital rights management, but without being able to totally prohibit this private copying’s faculty for the user.

La compétition économique impose à l'entreprise de faire évoluer la relation de travail au rythme des contraintes qu'elle subit. Elle suppose l'adaptation des conditions d'emploi, laquelle implique de faire varier la rémunération, le temps de travail, les fonctions ou encore le lieu de travail du salarié. Semblables évolutions peuvent trouver appui sur divers dispositifs légaux, conventionnels ou contractuels, dont la mise en œuvre ne va pas, cependant, sans susciter maintes interrogations. Des réponses doivent être apportées. Est en jeu la capacité du système juridique français à donner aux entreprises des outils permettant d'assurer leur pérennité, voire leur développement et, par suite, la préservation de l'emploi. Descripteurs : emploi ; rémunération ; mobilité géographique ; mobilité professionnelle ; temps de travail ; modification du contrat de travail ; changement des conditions de travail ; négociation collective ; articulation des normes ; pouvoir de direction ; activité partielle ; licenciement pour motif économique ; droits et libertés fondamentaux. / Economic competition requires the working relationship to evolve at the rate of the constraints the company undergoes. It implies adapting the employment conditions, such as remuneration, working time, professional duties or place of work. These adjustments can be made by the use of various legal, conventional or contractual mechanisms. Their utilization raises many questions. Answers must be provided. The ability of the French legal system to provide companies the tools to ensure their sustainability, even their development and, consequently, the preservation of employment, is at stake. Keywords : employment ; remuneration ; geographical mobility ; occupational mobility ; working time ; amendment to the employment contract ; change in working conditions ; collective bargaining ; articulation of legal standards ; employer's management powers ; shorttime working ; redundancy for economic reasons ; fundamental rights and freedoms of employees.

La tesi esamina la tendenza degli ultimi anni alla verticalizzazione della contrattazione; come dal centralismo di quella di livello nazionale si sia passati in maniera sempre più sostanziale ed in stretta correlazione con la competitività del sistema produttivo, al decentramento della contrattazione a livello regionale e provinciale fino al livello aziendale. Si affronta l’evoluzione, iniziata già dagli anni ’90 con il susseguirsi di vari Accordi Interconfederali e Protocolli sottoscritti da Governo e Parti Sociali, dei processi di contrattazione territoriale al fine di attivare nuove iniziative imprenditoriali e creare occupazione in un ambiente economico favorevole ma in aree insufficientemente sviluppate o interessate da gravi crisi occupazionali. Successivamente viene esaminato il ruolo fondamentale delle retribuzioni incentivanti in connessione a indicatori di produttività, redditività, qualità, efficienza ed innovazione. Si passa dunque ad affrontare il caso paradigmatico FIAT che ha notevolmente influenzato il processo di ampliamento dei margini di applicazione della contrattazione decentrata per finire ad esaminare gli accordi interconfederali più recenti che promuovono l’utilizzo della contrattazione di secondo livello come volano per la crescita e la competitività sul territorio delle aziende, per lo sviluppo del welfare contrattuale ed aziendale, come nel caso di Luxottica. / The thesis examines the trend of recent years in the verticalization of bargaining; as from the centralism of that of national level has been passed in an increasingly substantial and in close correlation with the competitiveness of the production system, the decentralization of bargaining at the regional and provincial level up to the company level. The evolution, which began as early as the 1990s with the succession of various interconfederal agreements and protocols signed by the Government and the Social Partners, of the territorial bargaining processes in order to activate new business initiatives and create employment in a favorable economic environment, but in areas insufficiently developed or affected by serious employment crises. Subsequently, the fundamental role of incentive remuneration in connection with indicators of productivity, profitability, quality, efficiency and innovation is examined. Thus, the FIAT paradigm case is moved, which has greatly influenced the process of widening the margins of application of decentralized bargaining to end up examining the most recent inter-federal agreements that promote the use of second-level bargaining as a driving force for growth and competitiveness on the territory of companies, for the development of contractual and corporate welfare, as in the case of Luxottica.

L’intérêt social est la raison d’être principale de la règlementation des conventions réglementées. Il est délimité par des intérêts voisins et par l’intérêt personnel abrité par ces conventions, dont le jeu conflictuel peut léser la société. L’existence d’un conflit et de sa justification peuvent être présumées. L'intérêt social est désormais celui de l’entreprise vue dans son contexte économique large. Un intérêt de groupe est distinctement reconnu. La qualification des conventions sert à identifier celles qui doivent être contrôlées. La mise en oeuvre de la protection de l’intérêt social s’opère à travers la prévention des conflits d’intérêts, moyennant une révélation de l'intérêt personnel. Cette révélation déclenche la procédure d'appréciation par les organes sociaux concernés. Des garanties législatives et jurisprudentielles assurent la primauté de l’intérêt social, par la limitation de l’exercice de certains droits et par l’application judiciaire stricte du respect des obligations légales qui pèsent sur les intéressés. La convention frauduleuse est nulle. Celle non autorisée qui est préjudiciable à la société est annulable; et ses conséquences sont supportées par l’intéressé qui engage sa responsabilité civile et même parfois sa responsabilité pénale. La comparaison du traitement de ce sujet dans les trois systèmes juridiques libanais, français et américains a dévoilé des failles dans les deux premiers ; des projets de réforme sont proposés. / The corporate interest is the main reason behind the regulation of related party transactions. Its limits are defined by similar interests and the personal interest embodied in these transactions. The inter-action of these conflicting interests may harm the company. The existence of a conflict and of its justification may be presumed. The corporate interest is from now on that of the enterprise seen within its wide economic context and the interest of a group of companies is distinctively acknowledged. The qualification of those transactions helps identify those that are subject to scrutiny. The protection of the corporate interest is achieved by the prevention of the conflicts of interests through the disclosure of the personal interest. This disclosure triggers the concerned corporate bodies’ evaluation process. Legislative and jurisprudential guarantees ensure the predominance of the corporate interest through limitations on the exercise of certain rights and a strict judicial enforcement of legal duties laid on the interested party. The fraudulent transaction is void. The unauthorized one that is damaging to the company is voidable and its consequences are assumed by the interested party who may be exposed to civil and, sometimes, criminal liability. The comparison of the treatment of this subject in the Lebanese, French and American legal systems revealed the weaknesses in the first two; amendment proposals are made.

Orientation: The face of the workforce as we know it, is changing dramatically through globalisation and the retirement of the older generation, and organisations are confronted with the need to change. Company strategies for attraction and retention require adaption, as the ‘one-size-fits-all’ model no longer appears to be appropriate for today’s multigenerational workforce. As employers aim to attract and retain high-value youth employees, it is more important than ever to understand the total rewards expectations that will attract and retain them. Research purpose: To determine what changes and priorities organisations need to consider for their total rewards models to attract and retain qualified youths entering the workforce. Motivation for the study: The need to understand what intrinsic and extrinsic rewards are aligned with the aspirations and values of skilled youths, in an ongoing attempt to attract and retain them. Research methodology: The researcher utilised a sequential mixed-method research approach to evaluate the effectiveness of the reward categories of the WorldatWork (2015) Total Rewards Model and other reward elements identified during the literature review. Data were collected in two phases, using quantitative and qualitative methods. Phase I: The quantitative method entailed a research questionnaire, distributed to defined professional databases, tertiary institutions, private and public listed companies, as well as parastatals. The researcher distributed 450 questionnaires, of which 276 usable questionnaire responses were received — a response rate of 61.3%. Phase II: The qualitative method utilised interviews exploring the results obtained from Phase I; 11 interviews were conducted with qualified youths and human resource (HR) practitioners (HR generalists and recruitment-, remuneration-, and organisation development specialists). Their responses were captured and analysed. ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 4 of 351 In both Phase I and Phase II, data were gathered while ensuring a high ethical standard and adhering to the defined research approaches. The data were analysed using appropriate statistical techniques to determine the relationship between the variables, ensuring reliability, consistency, and generalisability in Phase I, and transferability, credibility, dependability, and confirmability in Phase II, where a combination of deductive (for quantitative research) and inductive (for qualitative research) methods was applied. Main findings/results: It was evident from the results that a different approach was required for attraction and retention of the youth, and that the ‘one-size-fits-all’ approach of the past will not be effective in the future. Through the research processes, the researcher found that the reward categories of the WorldatWork (2015) model are currently effective in attracting and retaining young talent, but that more will be required in the future. A new total rewards framework was constructed, reflecting the youth’s priorities, to aid attraction and retention of this generation. Main outcomes: Attraction: Seven reward categories were found to affect the youth’s attraction to organisations. These, in order of importance, are: (1) leadership and environment — supportive management and work environment, (2) benefits — retirement fund, medical aid, and leave, (3) performance incentives — long- and short-term incentives and share options; (4) individual development, (5) a safe/secure working environment — coaching/mentoring, working in different organisations to maximise career growth, CSR, and long-term job security; (6) work‒life and resources — extended employee benefits and tools to execute one’s work; (7) performance recognition — informal recognition and non-financial rewards; and formal recognition — formal recognition and lump-sum and annual bonus payments. Retention: Seven reward categories were found to affect youths’ retention in organisations. These, in order of importance, are: (1) leadership and environment — supportive management and environment; (2) flexible and variable payment options — flexible payment options and Salary/Pay; (3) benefits — retirement fund, medical aid, and leave; (4) value-added benefits and services and individual development — employee wellness, CSR, employee discounts, formal coaching or mentoring, and extended time off; (5) recognition — informal and formal recognition ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 5 of 351 and non-financial rewards; (6) career development — Career/Growth opportunities and learning and development; and (7) incentives — long- and short-term incentives and share options. Research limitations: This research was limited to skilled youths. Research implications, originality, and value: No empirical study exists that authenticates the WorldatWork (2015) Total Rewards Model and Generation Y theory. As employers strive to attract and retain high-value young employees, it is more important than ever to understand the expectations of these employees. This study contributes to the body of knowledge by identifying the reward preferences of the youth by offering a relevant rewards framework for attraction and retention of the youth. / Graduate School of Business Leadership / D.B.L.

Master´s thesis is focusing on the development of personal management of STAS - Pavel Sehnal company. First part of the thesis describes common requirements of personal management. In the second part I analyze present state of the company. The result of the thesis are suggestions, how to improve the personal management.

My diploma thesis will serve as a manual for personnel managers in which forms and methods of control of employees will be summarized focused on mystery calling and mystery shopping. I will create a programme of fuzzy logic called OCCUPATIONAL INSPECTOR wherebly personnel managers will analyse and check their employees and therably save a part of financial resources which would otherwise be spent on external subject.

How authors and scholars have approached leadership studies – in terms of their thinking, defining and studying – has changed remarkably over time. According to literature, this is predominantly due to greater optimism about the field and greater methodological diversity being employed to better understand complex, embedded phenomena. As a result, there has been a significant rise in the use of qualitative research approaches to the study of leadership. Numerous definitions, classifications, explanations and theories about leadership, exist in the contemporary literature. However, despite the vast array of literature, the challenge of failing leadership persists. Challenges, such as the speed of technological advancements, social, and economic change are ever-present, while the impact of COVID-19 is, as yet, uncertain. Despite these challenges, can companies compete successfully in the marketplaces they operate in while also remaining ethical and engaged with the challenges of the broader business and social environment? To answer this question, this study has undertaken qualitative research on the bouquet of trait, situational and value-based leadership theory, in order to re-assess both established and developing theories. The predominant aim is to describe, explain and analyse available literature in an attempt to ascertain academic guidance on how it might be possible to enable leaders and society to mitigate leadership challenges by proposing a conceptual framework that could support leadership theory and, in so doing, take an academic stance in providing better answers or guidance to the failures currently being experienced. Several authors have noted that leadership makes a difference with resulting impacts on many which implies that to make the world a better place, leadership has two contradictory elements; good and bad. These elements are reflected in today’s connected world where the media, either showers praise on leaders or writes articles deriding their incompetence and abuse of their roles at all levels The proposed conceptual framework of this study endeavours to enable society and leaders, practically and at an individual level, to evaluate leadership issues and link leadership frameworks to their everyday lives and, in so doing, aid in mitigating the challenges being faced. / Business Management / D.B.L.

The present thesis addresses the issue of assessment of employees in an organization in the public administration. Assessment of employees is a key motivation factor in human resources management, and it is one of the tools to achieve the employees' productivity. At the same time the assessment helps increase the prestige of the authority and satisfaction of the citizens. The aim of the present thesis is to analyze the current state of the system of assessment in an organization in the public administration, to look for deficiencies in the system as they influence the motivation of employees, and to propose changes for improvement. The first part of the thesis presents the theoretical framework of performance management, the theory of work motivation, assessment, and the remuneration of employees. In the practical part of the thesis the municipal office in question is introduced, and the current situation of the employees assessment system is analyzed. This part also includes the results of the realized questionnaire. The final part brings recommendations which can help the organization to increase the efficiency of the employees assessment.