During the last decade offshore sourcing has emerged as a rapidly growing trend, making offshore-based consultants rule rather than exception in IT consulting projects. This offshore context introduces challenges in knowledge management; something of particular interest in IT consulting, being a knowledge intensive industry where a firm’s ability to leverage knowledge determines its ability to gain competitive advantage. This study adds to the understanding of how these challenges to knowledge management in an offshore context are managed, as well as how project-specific knowledge is managed in such a context. Eight semi-structured interviews have been conducted in two different consulting projects at Accenture. The results suggest that even though Accenture in general uses a distinct codifying strategy, the challenges introduced to knowledge management in an offshore context were mainly handled through personalisation strategy.

Social networks are a phenomenon of our age; their popularity rises every day, same as the amount of time that people spend on the social networks. Social networks are also very popular in the Czech Republic and also their importance in the communication mix of Czech companies arises. This final thesis aims to analyze the ways, how can companies benefit from social networks and use this analysis to propose the suitable strategy for Accenture, the global Consulting, Technology and Outsourcing Company, how to use social media effectively to raise company's awareness, inform about its products and also about the career options that this company offers to university graduates.

The objective of this dissertation is appraisal of the current status of Accenture's CSR initiatives. The theoretical part provides information that is essential for understanding CSR concept; it defines business ethics, a stakeholder theory and the triple bottom line of CSR. Furthermore, it provides a comprehensive view of the history and evolution of CSR and presents possibilities of measuring of CSR. Practical part is focused on Accenture's local and global CSR activities which are evaluated by using theoretical base from the first part of the dissertation. Part of the dissertation's appraisal includes a survey among Accenture's employees. Its results offer possible improvements to the Accenture's CSR strategy.

Práce pojednává o pozici ČR jako destinaci pro přesun podnikových procesů. Zaměřuje se na odvětví business process outsourcingu a centra sdílených služeb. Cílem této práce je dokázat hypotézu, že ČR je přednostně využívána pro podporu evropských podnikatelských aktivit, a to konkrétně na příkladu společnosti Accenture, která je vedoucím poskytovatelem služeb outsourcingu ve střední Evropě. Práce definuje základní aspekty pro přesun podnikových procesů do zahraničí, hodnotí konkurenceschopnost ČR v porovnání s ostatními zeměmi regionu a Indií, která je v souhrnném hodnocení pro sdílené služby nejpřitažlivější. Hypotéza je následně ověřena na reálných datech ze společnosti Accenture v Praze.

<p>Trots att flera forskningsrapporter har visat på de ekonomiska vinsterna med jämställda arbetsplatser är den kvinnliga underrepresentationen på högre poster inom näringslivet fortfarande påtaglig. En av förklaringarna till denna ojämställdhet har tillskrivits den manliga överordningen i samhället som hindrar kvinnor från att ta sig in i den absoluta maktsfären. Flera jämställdhetsstudier visar att kvinnor inte tillåts ingå i ”old-boy-network” och att manliga ideal präglar bilden av hur en bra chef ska vara och agera. Bristande tillgång på informella nätverk anses vara en av förklaringarna till att kvinnor har svårare att lyckas i karriären. Könsordningen har ansetts vara den enskilt starkaste kraften som påverkar hur individer agerar och inordnar sig inom en organisation. Genom att studera två företag som använder sig av uttalat meritokratiska karriärmodeller vill vi undersöka hur könsordningen påverkar inom organisationerna. Resultatet av studien visar att tillgången på informella nätverk är mindre i en svag könsordning där prestation ligger till grund för befordran. I takt med att individen avancerar ökar betydelsen av informella nätverk och könsordningen stärks i takt med att individen närmar sig toppen av hierarkin. Organisationer kan till viss del påverka vilken makt könsordningen tilldelas inom organisationen genom att aktivt arbeta för att formalisera informella aktiviteter.</p> / <p>Recent studies have proven that a mixed working force produces better economic results for companies then does a single gendered working force. Even so, the majority of top-level positions in today’s business are held by men. Women are said to have great difficulties entering the “old-boy-networks” on the hierarchical top and leadership qualities are still strongly connected to manly attributes. Women’s inability to enter and build informal social network structures is mentioned as one of the biggest reasons when trying to explain the lack of women on top positions. The gender order in the organisations, which separates women from men, are said to be the single strongest force to influence the life of the organisation. This study focuses one how meritocratic career models influences the gender order within the organisation and if formalized career models minimize the importance informal networks. The result of the study shows that the need for informal networks in order to advance in the organisational hierarchy is of less importance in an organisation with a weak gender order were achievements and results are the only variables considered when aspiring for promotion. The importance of informal networks strengthens as the individual clime up the hierarchical career path and the study indicates that evaluation gets less formal closer to the top positions and that homosocial desire plays a significant role when aspiring for top positions.</p>

Trots att flera forskningsrapporter har visat på de ekonomiska vinsterna med jämställda arbetsplatser är den kvinnliga underrepresentationen på högre poster inom näringslivet fortfarande påtaglig. En av förklaringarna till denna ojämställdhet har tillskrivits den manliga överordningen i samhället som hindrar kvinnor från att ta sig in i den absoluta maktsfären. Flera jämställdhetsstudier visar att kvinnor inte tillåts ingå i ”old-boy-network” och att manliga ideal präglar bilden av hur en bra chef ska vara och agera. Bristande tillgång på informella nätverk anses vara en av förklaringarna till att kvinnor har svårare att lyckas i karriären. Könsordningen har ansetts vara den enskilt starkaste kraften som påverkar hur individer agerar och inordnar sig inom en organisation. Genom att studera två företag som använder sig av uttalat meritokratiska karriärmodeller vill vi undersöka hur könsordningen påverkar inom organisationerna. Resultatet av studien visar att tillgången på informella nätverk är mindre i en svag könsordning där prestation ligger till grund för befordran. I takt med att individen avancerar ökar betydelsen av informella nätverk och könsordningen stärks i takt med att individen närmar sig toppen av hierarkin. Organisationer kan till viss del påverka vilken makt könsordningen tilldelas inom organisationen genom att aktivt arbeta för att formalisera informella aktiviteter. / Recent studies have proven that a mixed working force produces better economic results for companies then does a single gendered working force. Even so, the majority of top-level positions in today’s business are held by men. Women are said to have great difficulties entering the “old-boy-networks” on the hierarchical top and leadership qualities are still strongly connected to manly attributes. Women’s inability to enter and build informal social network structures is mentioned as one of the biggest reasons when trying to explain the lack of women on top positions. The gender order in the organisations, which separates women from men, are said to be the single strongest force to influence the life of the organisation. This study focuses one how meritocratic career models influences the gender order within the organisation and if formalized career models minimize the importance informal networks. The result of the study shows that the need for informal networks in order to advance in the organisational hierarchy is of less importance in an organisation with a weak gender order were achievements and results are the only variables considered when aspiring for promotion. The importance of informal networks strengthens as the individual clime up the hierarchical career path and the study indicates that evaluation gets less formal closer to the top positions and that homosocial desire plays a significant role when aspiring for top positions.

This paper summarizes an experience with Harvey Mudd Clinic developing a plugin for Unity that allows users to more easily reduce the polygon count and thereby load time of a model in an AR/VR experience. The project focused on UI design and flexible code architecture.

The diploma thesis deals with the specific functioning of multicultural teams. It is divided into two parts. The theoretical part analyzes the terms culture, cultural dimensions and stereotypes, intercultural perception and cultural adaptation. It also focuses on a multicultural team itself, its advantages and disadvantages, intercultural communication and multicultural team effectiveness. Furthermore, the diploma thesis deals with the motivation of workers. The practical part explores, based on the findings from interviews and questionnaires, multicultural teams in Accenture.