This diploma thesis deals with intergenerational cooperation of employees in the field of services, with satisfaction and working effectiveness of elderly employees. The aim of the thesis is to make suggestions and provide recommendations to improve the cooperation of intergenerational employees in the field of services, as well as suggestions that human resources and managers can take to improve the satisfaction and working effectiveness of elderly employees. In the section of quantitative questionnaire research there are applied methods of statistical analysis and in pursuance of qualitative research there are applied methods of semi-structured interviews with employees of selected organisations. The closing part contains suggestions and advice for improvement of inter-generational cooperation and improvement of satisfaction and working effectiveness of elderly employees.

Diploma thesis deals with application of age and gender management principles in selected companies of the Olomouc region. The aim of this diploma thesis is proposal to improve employment in clothing companies. Thesis is divided into two parts. First part includes literature research. Second part is formed by quantitative and qualitative research. In quantitative questionnaire section were applied statistical methods. In qualitative research were applied interviews with owners, executives and HR officers. Based on these analysis, were proposed recommendations for improvement of employment in clothing industry.

The master thesis deals with the matter of management diversity in chosen engineering companies. The goal of this paper is to formulate proposals and suggestions in the field of diversity management with emphasis on age and gender management in engineering companies in the South Moravian region. The first part of the thesis explains basic terms, arguments and process of diversity management implementation. The thesis consists of qualitative and quantitative research. Within the qualitative research eight semi-structured interviews with employees of middle and top management were taken. Quantitative research is based on questionnarie survey and statistical analysis of data that were gained in program Statistica 12. In the conclusion the author considers the results and based on them suggests recommendations including their benefits and economic appreciation.

I Sverige sker en demografisk förändring vilket innebär att andelen äldre i befolkningen ökar. Förklaringar till detta är minskade födelsetal och att människor lever allt längre. Detta innebär då att andelen i arbetsför ålder minskar. Då detta skapar problem för finansieringen av framtidens välfärdsstat så har lösningar i form av minskade möjligheter till förtidspensionering samt höjd lagstadgad pensionsålder varit aktuellt i politiska diskussioner. I januari 2020 kom lägsta åldern för uttag av allmän pension att ändras från 61 år till 62 år och lagen om anställningsskydd gick från att gälla till 67 års ålder till 68 års ålder. Dessa förändringar i pensionssystemet är bara början på en rad planerade förändringar och det blir då relevant att reflektera kring hur individer ska kunna men också vilja arbeta längre. Därav väcktes vårt intresse kring att studera äldres upplevelser i arbetslivet. För att avgränsa studiens område har studien begränsats till en specifik bransch, närmare bestämt IT-branschen. Det övergripande syftet med studien var att få en djupare förståelse för äldres upplevelse av att arbeta inom IT-branschen med fokus på attityder kring äldre, drivkraft i arbetet och eventuellt behov av arbetsanpassning. I studien användes en kvalitativ metod varav sex intervjuer genomfördes. Resultatet speglade upplevelser av ålderism i arbetslivet som skapade hinder på arbetsmarknaden. Respondenterna framhöll att deras arbete inte krävt anpassningar och de äldre i 60-årsåldern uttryckte att drivkraften minskat. Respondenterna redogjorde även för omständigheter i och utanför IT-arbetet som kunde skapa en ovilja till att arbeta längre än vad de ansåg behövdes.

This diploma thesis deals with diversity management in international company and in companies in financial field, and also deals with productivity and effectiveness of employees and work teams. The main goal of the thesis is to make suggestions and recommendations to change or improve access to diversity management in compa-nies. Recommendations are about age, gender and intercultural management and also about work-life balance. Important goal is also discover the influence of age and gender to productivity of employees and effectiveness of work teams. Research is divided into two parts. In the first section is quantitative questionnaire - there are applied exact methods (statistical analysis). The second part is qualitative research – there are applied methods of semistructured interviews (team leaders, experts of productivity, HR managers and also leaders). The last part of the thesis contains suggestions and recommendations for better using diversity management and for maximization of team productivity.

The current demographical situation of the Czech Republic suggests that its population is rapidly aging. It is, therefore, imperative to improve the employment rate for citizens above the age of 50. For this diploma thesis, the goal is to identify the factors that influence Czech senior citizens while deciding at which age to retire, and to recommend additional solutions to improve the employment rate for Czech citizens above the age of 50. To determine these factors, the secondary data from the SHARE database of 2011, 2013, and 2015 were analyzed. Additionally, the results of the quantitative survey are supplemented with in-depth interviews focused on the motivations of Czech seniors for remaining in the labor market. Several of the most important factors identified include the following: work satisfaction, chronic diseases, household income per person, hours worked per week, depression rate, subjectively perceived health, physical demand of the job, and level of education. Several recommendations have been proposed for the state, regions, organizations, and individuals as a result of the analyses. In particular, changes have been proposed for the pension system, the central organization supporting seniors' health, the support of seniors' education, the application of phased retirement and the bridge jobs, the job position of the intergenerational mentor, the ergonomics of the workplace, the support of active lifestyle, and the establishment of clubs.

This thesis deals with diversity management in the scientific research centre CEITEC. Diversity management deals with diversity in the workplace, especially gender, age, and intercultural. The aim of the thesis is to propose suitable strate-gies, suggestions and recommendations for improvement and development of diversity management, so that each employee has the opportunity to fully exploit their potential. The first part deals with the definition of important concepts relat-ed to diversity management and the reasons for its implementation. The next part is devoted to the processing of qualitative and quantitative research, on the basis of which are set recommendations, proposals and budget of the improvements and their benefits.

The thesis deals with age management at selected elementary schools. It de-scribes demographic development, labour market, specifics of older workers, age management and pedagogical profession. Using qualitative research, data were obtained from teachers over 50 years old and the management of selected schools for subsequent analysis. These data were supplemented by quantitative research. Based on an analysis of all data and in accordance with the literature, measures have been proposed, for which the cost of their implementation was subsequently estimated.

This thesis deals with the usage of age management in human resources management in an organisation. The aim of the thesis is to suggest a set of suitable recommendations and measures for the chosen organisation in relation with the concept of age management which will be applicable in practice and its aim is to lower risks connected with current demographic development in the Czech Republic. In the theoretical part the basic terms which this thesis works with are defined and current knowledge about age management is analysed. The practical part consists of an analysis of internal and external environment of the organisation in question. Based on the research findings suggestions and recommendations which lead to appropriate implementation and realization of age management in the chosen organisation will be provided.

This thesis is following up a concept of diversity management, in great detail we are talking here about age management, which is human resources management with respect to age and ability of the employee. The theoretical part deals with management of diversity in work teams, defines age management as the possibility of adapting the organization to the needs of aging employees. Highlights the demographic development of the society, bringing us near to age spread of the teachers in schools in the Czech Republic. The empirical part describes in detail the age management tools as suitable instrument for adapting the working conditions for the employees of age 50+. It contains three sub-surveys in three kindergartens, three Primary Schools and three Elementary Art Schools in Prague. Based on semi-structured interviews with the directors and also on answering questionnaires about the age management and the utilization of its tools in between the group of pedagogues of age 50+ and the group of operational staff of age 50+ at the surveyed schools compares the possibility of introducing the instruments of the age management to schools with needs of employees of age 50+. The aim of this work is to describe and compare the current state of use of the age management elements in kindergartens, Primary Schools...