The thesis is focused on effects of cycle tourism on a destination. In the introductory chapters there is the basic cycling terminology explained, the most common issues are discussed, great emphasis is put on long-distance cycling trails. The main goal is to analyse how EuroVelo 4 a 7 influence tourism in Prague. By means of a questionnaire survey among cyclists - visitors to the capital - the general (cyclo)consumer behaviour is defined and the benefits (brought to the destination because of the trails) are expressed in numbers.

This thesis analyses the changes in pay structures and systems in the banking sector of Pakistan within a wider organisational setting of changes in multiple HR practices. It examines the outcome of these changes as perceived by different employee workgroups in the milieu of their new set of expectations. The existing literature on pay and its influence on the employee psychological contract is mostly limited to studies in the Anglo-Saxon countries. It fails to adequately highlight the ensuing conflicts of institutionalizing HRM practices which may be considered socially legitimate in western societies, in a South Asian country. While the importance of employee involvement in the design and implementation of pay practices is established in the literature there have been few studies which link the implications of its absence with employee perceptions. Moreover, the limited emphasis on the implications and consequences of applying a differentiated HR architecture within organisations fails to recognize the complex and at times conflicting relationship between different HR practices and the associated impact on multiple employee workgroups. To address these gaps in literature a qualitative case study approach was employed and interviews were conducted with 94 employees and HR managers in six domestic banks in Pakistan. The analysis reveals the policies of deregulation and privatization as the key driver for changes in the pay practice which include a partial shift from seniority to performance based pay systems, adoption of broadband pay structures and discontinuation of defined pension benefits. The other HR practices varied only slightly in design features and were applied inconsistently across the differentiated employee workgroups indicating more investment in some than others and resulting in pronounced conflicts between them. The results suggest that interrogation of outcomes of changes in bundles of HR practices, framed by an organisation’s HR architecture requires a multi-level study which incorporates the perspectives of both the employers and the employees.

In my thesis, I will address the issue of job satisfaction and employee motivation. In the first chapter, I determine the object and goals of my work, formulate hypotheses and describe the methodology of my research. In the second chapter I would like to present some of the theoretical analysis of job satisfaction and employee motivation. I will mention some of the work motivation theories. I will also mention the relationship between job satisfaction, loyalty, and later on identification of an employee with the company. I will discuss material rewards and benefits as significant factors in job satisfaction. In the research part, I will introduce the company, especially its personnel policy. I will describe the research sample, analyze the empirical research and hypotheses. In the final part, I will submit concrete proposals to improve the situation in the given company.

Forming and fostering B2B relationships are increasingly requiring communication between individuals in the opposite spectrum of culture dimensions such as individualism. Thus, establishing trusted and committed global partnerships involve designing communication processes that minimize differences and promote goal congruence. The behavior of business customers, in a global context, is an understudied field deserving greater attention in marketing research. This study unveils a universal and parsimonious model, highlighting the role of communication in shaping relationship quality, and including national culture as moderator. The study was conducted on a sample of managers and buyers from the USA (n=169) and Brazil (n=110). Factor analysis, confirmatory factor analysis and structural equation modeling were applied in order to validate the instrument, discover the relevant dimensions of communication and examine the relationships in the model. Four significant factors revealed the existence of a globally relevant, parsimonious and highly explanatory communication model that includes elements of quality, interaction, mutuality, and socialization. In addition, elements of social and functional relationship benefits are found to improve the quality of business relationships more than any other factor in the global model. In addition, culture was found to play a significant role on the intensity that most predictors have on increasing or decreasing buyer's trust in and satisfaction with the supplier. As a result, the model can aid both researchers and practitioners in understanding the important elements of communication and relationship benefits for buyers in the global marketplace.

This study investigates the impact of violence and intimidation, especially the extent to which these have an effect on the behaviour of union joining and leaving in the platinum mining site located in the North-West Province. Accepting the premise that unions have substantial leverage, both in terms of legislative provisions of the Labour Relations Act for bargaining for wage increases and the capacity for organized industrial action, the study zoned in on the localized offshoots of the experience of union domination as intimidation This has particular value in understanding the often-ignored reasons why employees behave in ways that express solidarity, on the one hand, and rivalry, on the other—both of which articulate to a propensity to behave in ways that mask or avoid vulnerability. One of these ways is union-joining behaviour. Framed on a qualitative methodology, this study measured the aforesaid behaviour through research questions and hypothesis that scale intentions to join through normative beliefs above organizational justice. In order to provide a logical link between its independent variables of violence/intimidation and the union-joining dependent variable, it marshalled scientific constructs gleaned from Icek Azjen’s Theory of Planned Behaviour. Accordingly, it used convenient sampling to manage the data gathered from the Theory of Planned Behaviour Questionnaire, which was apt to accurately and validly score the values of research constructs—such as they were ranged against moderators and mediators. The study arrived at the following significant findings: the propensity to join unions is as much prompted by an urgent sense of threat to job security and personal safety as it is by the need to leverage organizational justice. On the basis of these findings, the study makes bold recommendations to all concerned stakeholders. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

In the modern competitive business environment, government institutions need to embrace information communications technology to remain competitive. Procurement has been recognized as a priority government agenda by many public sector agencies worldwide. In the same line the Government of Rwanda has taken several initiatives to streamline its public procurement system to bring it into line with the fundamental principles of transparency, competition, economy, efficiency, fairness, and accountability. Seminega the director of Rwanda public procurement authority stated that e-procurement can help the Government of Rwanda to reach to the above-mentioned principles .E-procurement can be described as an electronic way of procuring goods and services as well as other procurement process activities with the help of internet and other information and communication technologies systems. Before the adoption of e-procurement in some institutions in Rwanda, all the procurement activities were done traditionally in their institutions and this procurement method has been criticized for having many deficits, that contributed to huge losses in public funds and lacks transparency, accountability, and fair competition. In this regard, the government of Rwanda decided to adopt an e-procurement system in its public institutions. the e-procurement system was launched in August 2016. The pilot stage started with eight public institutions, ministry of finance and economic planning is one of them and it is a case study used in this thesis research. it has been selected by the researcher because it is a cross-cutting ministry in the procurement process. Different forms of e-procurement have been discussed as well as benefits and challenges associated with the adoption of e-procurement. the purpose of this research study is to examine how the e-procurement system is used and explore the benefits and challenges associated with its adoption in Rwanda’s public institution. Qualitative research was chosen, and a case study was conducted in the ministry of finance and Economic planning. The source of data for the empirical is from personal interviews and second data. The findings of the present study demonstrate that the adoption of the e-procurement system brought several benefits to MINECOFIN but also it presents challenges associated with the adoption of e-procurement

This master thesis is about human capital resourcing. The goal of this thesis is to make process of resourcing human capital in the company Red Hat Czech more effective. In the analysis part of the work the current status of the company process is evaluated from three perspectives: strategic aspects, recruitment and adaptation. New solutions based on investigated information and theoretical knowledge are designed. These solutions should help the company to hire desired number of employees with expected qualities in qualified time.

The main aim of my diploma thesis has deal with working conditions in the company bus ČSAD Hodonin, Inc. It touches on areas of workers compensation and evaluation. The aim is to analyze the current system of evaluation and remuneration in society, leading to the creation of proposals to improve the current situation in the company.Proposals should simplify and streamline theremuneration of workers and thus contribute to their satisfaction.

This diploma thesis is focused on suggesting a motivation system for a chosen company. The work´s theoretical part is processed according to the specialized literature. Analytical part contains general characteristics of the company and the current motivation system. Results from internal sources and the questionnaires form a base to a development of a motivation system, which ensures lower fluctuation of employees.

This diploma thesis is about renumeration employees in the context of motivation, evaluation and benefits applied in a financial institucion, as one of possible ways of motivating them. Motivation is the moving power of any human activity and if an employer wishes to maintain high performance of his employees, he needs to be concerned with multitude of different ways of motivating and stimulating them. Complexity of processes is that, people have different needs, goals and ways of reaching them and this results in considerable complexity of motivational process. The theoretical part is anchored aspects and rules, including an analysis of contemporary remuneration. Furthermore, the paper deals with the comparison of contemporary and proposed method of remuneration. In the final part of the thesis is applied to a specific strategy of a new method of remuneration based on the survey.