Die Anwendung agiler Arbeitsweisen rückt zunehmend in den Interessensfokus unterschiedlicher Bereiche in produzierenden Unternehmen. Eine erhöhte Reaktionsfähigkeit auf unvorhergesehene Veränderungen im Kontext, Steigerung der Transparenz bezüglich Arbeitsinhalt und Auslastung im Entwicklerteam sowie das erschaffen und Vorantreiben einer übergeordneten Teamvision und damit verbundene Performancesteigerungen sind nur einige der positiven Effekte, die hierdurch erzielt werden sollen. Da die genutzten Ansätze jedoch meist auf Best Practices aus der Branche der Softwareentwicklung resultieren, stellen sie die Bereiche in produzierenden Unternehmen vor neue Herausforderungen, wie den Umgang mit Normen und Standards im agilen Arbeiten, Datenschutz bei der Erfassung von Arbeitsaufwänden und den Umgang mit physischen Produkteigenschaften. Damit die Einführung von Agilität in die Abläufe produzierender Unternehmen nachhaltig erfolgt, wurde eine Methodik entwickelt, mittels derer ein individueller Prozess bestehend aus agilen und strukturierenden Elementen abgeleitet werden kann. Im vorliegenden Beitrag soll diese Methodik hinsichtlich ihrer Zweckmäßigkeit untersucht werden, um daraus in zukünftigen Forschungsarbeiten eine Weiterentwicklung dieser Methodik abzuleiten. Dies erfolgt in einem realen Anwendungsfall – dem Änderungsmanagement eines deutschen OEMs in der Automobilindustrie. Hierzu wurde der hier existierende Prozess beobachtet und erfasst, Interviews mit betroffenen Mitarbeitern geführt und Potentiale für eine Prozessverbesserung durch die Integration agiler Elemente definiert. Diese wurden im Anschluss ebenfalls im Zuge der Methodik zur Entwicklung der individuellen agilen Prozesslösung durch eine zum Anwendungsfall passende Gesamtmethode realisiert. Die Evaluation des Vorgehens hat gezeigt, dass der Anspruch der Individualität der entwickelten Gesamtmethode gegeben ist, jedoch noch kleinere Verbesserungspotentiale bestehen.

The thesis deals with workflow design and its implementation in a construction company. The current state of document management is becoming obsolete and insufficient. Thus the company´s board has approved the realization of workflow system. The aim of this thesis is therefore analysis of company´s related processes and design of a workflow model. In addition, the new model is required to be linked with present financial and managerial accounting systems and allow for future adjustments and modifications. Final output of this thesis consists of workflow process maps, risk assessment, budget and time plan of realization.

This thesis deals with basic concepts of corporate governance and management functions. It focuses on an analysis of a specific company, through which it is possible to identify deficiencies that occur within the firm. These weaknesses then affect the design of a new strategy and proposal for management functions. The changes are later implemented through Lewin's Change Management Model to which an implementation schedule is formed.

The subject of the diploma thesis "Management of Construction Projects" is a description of the management process and its' application to a model case. The first part deals with the theoretical structure of project management, construction management and construction project delivery methods. The second part applies the theoretical knowledge to a concrete construction project. Primarily, the benefit analysis is performed for the chosen project delivery methods. Subsequently, the personal proposal for the management process is developed, which incorporates organizational, time, cost, quality and risk components of the project. Finally, the model construction project. is summarized and assessed.

Main focus of this thesis is creating workaround for ITIL processes in service desk systems. As a objective with highest priority was to choose service desk systems, then create interface which can make possible communication between service boards and selected processes. I described also in generally meaning ITIL library, common service desk functions and important ITIL processes. Management of incidents, problems, changes and configurations is based on a set of processes, which are able to manipulate with interface. Web services are main tool of implemented API for working with these processes. In conclusion are also presented several scenarios to demonstrate communication between clients and service across the board created interface.

In our knowledge-intensive economy, charismatic managers of organisations are increasingly adopting innovation and knowledge management strategic imperatives to improve products and services for service delivery and competitive edge. However, organisations implementing homogeneous and intellectual resource organisational capabilities such as Innovation Capability (INNO) and Knowledge Management Capability (KMC) suffer inertia, lack of understanding and organisational capability inefficiencies caused by multiple influences, complex building blocks and depleted organisational capability. Therefore, the main purpose of this study was to examine if Organisational Capability Efficiency (OCE) is improved by aligning/synthesising organisational capabilities when implementing Innovation Capability and Knowledge Management Capability in organisations. The main objective of the study was to develop a conceptual framework for the alignment of Innovation Capability (INNO) and Knowledge Management Capability (KMC) that would assist managers in organisations during implementation to improve Organisational Capability Efficiency (OCE). This study adopted a positivist research philosophy. The variables derived from the theory for this study were Innovation Capability (INNO), Knowledge Management Capability (KMC) and Organisational Capability Efficiency (OCE). An in-depth literature review was undertaken to develop the constructs for the conceptual research model. The hypothesis and research questions were developed from the theory. The variables were operationalised into definable measurable indicators and a research survey instrument was used to measure the variables and operationalise the indicators to test the hypothesis. Quantitative research was used in this exploratory study and data were collected from a representative sample. No sampling was done in this study because the researcher conducted a census survey. A semi-structured questionnaire, mainly utilising the five-point Likert scale, was used to collect data. The target population consisted of all organisations, including national government departments, state-owned enterprises and listed SA companies engaged in innovation and knowledge management in South Africa. The data were analysed statistically, primarily by means of factor analysis, to determine the significant factors that contributed to the validation of the conceptual framework. The Structured Equation Model in chapter 4 (figure 4.7), which shows the interrelationships between Innovation Capability, Knowledge Management Capability and Organisational Capability Efficiency, and the conceptual framework described in chapter 5 (section 5.3.1), which offers insight into the aligned/synthesised implementation of Innovation Capability and Knowledge Management Capability are considered to be contributions to the body of knowledge. In terms of the research result, it is recommended that organisations implementing Innovation Capability consider Knowledge Management Capability concepts and, where applicable, align/synthesise them with the appropriate Innovation Capability, using their order of importance to prioritise implementation for the organisation and attain Organisational Capability Efficiency. It was found that implementing Innovation Capability and Knowledge Management Capability separately did not produce Organisational Capability Efficiency. However, aligning/synthesising Innovation Capability and Knowledge Management Capability coherently allowed managers and practitioners to achieve cohesive implementation strategies, optimised utilisation of resources, reduced redundancy of effort, improved investments and accessibility to scarce and skilled resources. / In die hedendaagse kennisekonomie gee charismatiese maatskappybestuurders voorkeur aan innovering en kennisbestuur om hulle organisasies se produkte en dienste te verbeter en ʼn mededingende voordeel te behaal. Organisasies wat homogene en intellektuele hulpbronvermoëns, soos Innoveringsvermoë (INNO) en Kennisbestuursvermoë (KBV), implementeer, openbaar egter mettertyd ʼn traagheid, ʼn gebrekkige begrip en ondoeltreffendheid as gevolg van verskeie invloede, waaronder ingewikkelde boustene en verminderde organisasievermoëns. Daarom probeer hierdie studie vasstel of Organisasievermoëdoeltreffendheid (OVD) verbeter indien organisasievermoëns gekorreleer of gesintetiseer kan word deur Innoveringsvermoë en Kennisbestuursvermoë in organisasies te implementeer. Die doel van hierdie studie was om ʼn konseptuele raamwerk vir die korrelering van Innoveringsvermoë (INNO) en Kennisbestuurvermoë (KBV) te ontwikkel wat tydens die implementering van Organisasievermoëdoeltreffendheid (OVD) vir maatskappybestuurders van nut kan wees. Hierdie studie het ʼn positiwistiese navorsingsbenadering gevolg. Die veranderlikes wat uit die teorie afgelei is, is Innoveringsvermoë (INNO), Kennisbestuursvermoë (KBV) en Organisasievermoëdoeltreffendheid (OVD). Die literatuur is grondig bestudeer om die konstrukte van die konseptuele navorsingsmodel te ontwikkel. Die hipotese en navorsingsvrae het uit die teorie voortgespruit. ʼn Navorsingsopname-instrument is gebruik om die veranderlikes te meet en in omskryfbare en meetbare aanwysers te operasionaliseer ten einde die hipotese te toets. Kwantitatiewe navorsing is in hierdie verkennende studie onderneem, en data is uit ʼn verteenwoordigende steekproef versamel. Geen steekproef is vir hierdie studie geneem nie, aangesien die navorser ʼn sensusopame gedoen het. Data is met behulp van ʼn halfgestruktureerde vraelys volgens die vyfpunt-Likert-skaal ingesamel. Allerlei organisasies, van staatsdepartemente en ondernemings in staatsbesit tot genoteerde plaaslike maatskappye wat by innovering en kennisbestuur in Suid-Afrika betrokke is, het A conceptual framework for the relationship between the implementation of innovation and knowledge management and its link to organisational capabilities Page 7 of 260 die teikenpopulasie gevorm. Die data is grotendeels aan die hand van ʼn faktoranalise statisties ontleed om die faktore te bepaal wat die geldigheid van die konseptuele raamwerk bevestig. Die Gestruktureerde Vergelykingsmodel in hoofstuk 4 (figuur 4.7) en die konseptuele raamwerk wat in hoofstuk 5 (afdeling 5.3.1) beskryf word, lewer ʼn bydrae tot die geheel van kennis. Eersgenoemde toon die onderlinge verbande tussen Innoveringsvermoë, Kennisbestuursvermoë en Organisasievermoëdoeltreffendheid, en laasgenoemde bied insig in die gekorreleerde of gesintetiseerde implementering van Innoveringsvermoë en Kennisbestuursvermoë. Wat die navorsingsuitslag betref, word aanbeveel dat organisasies wat Innoveringsvermoë implementeer, die Kennisbestuursvermoëkonsepte in ag neem en, as dit nodig is, met die toepaslike Innoveringsvermoë korreleer of sintetiseer, en volgens hulle eie prioriteite in werking stel om Organisasievermoëdoeltreffendheid moontlik te maak. Daar is bevind dat wanneer Innoveringsvermoë en Kennisbestuursvermoë afsonderlik geïmplementeer word, Organisasievermoëdoeltreffendheid nie verbeter nie. Indien Innoveringsvermoë en Kennisbestuursvermoë egter samehangend gekorreleer of gesintetiseer word, is bestuurders en praktisyns se implementeringstrategieë samehangend, word hulpbronne optimaal aangewend, verminder onnodige inspanning, verbeter beleggings, en is skaars en opgeleide hulpbronne meer toeganklik. / Olwazini wethu lomnotho obanzi, abaphathi abanobuntu bezinhlangano baya ngokuya bamukela izindlela ezintsha zokuphathwa kolwazi nokwenza ngcono imikhiqizo nezinsizakalo zokulethwa kwezinsiza kanye nokuncintisana. Kodwa-ke, izinhlangano ezisebenzisa amandla amakhulu wezinsizakusebenza ezinokuqonda okufana nAmandla Ezindlela Ezintsha (Innovation Capability INNO) kanye nAmandla okuPhatha uLwazi (Knowledge Management capability KMC) zihlupheka ngokweqile, ukuntuleka kokuqonda nokungakwazi ukwenza kahle kwenhlangano okubangelwa yimithelela eminingi, izakhi zokwakha ezibucayi namandla aphelile enhlangano. Ngakho-ke, inhloso esemqoka yalolu cwaningo bekuwukuhlola ukuthi ngabe Amandla okuSebenza Kahle kweNhlangano (Organisational Capability Effeciency OCE) athuthukisiwe ngokuvumelanisa / ukuhlanganisa amandla enhlangano lapho kufakwa Amandla Ezindlela Ezintsha kanye nAmandla Okuphatha uLwazi ezinhlanganweni. Inhloso esemqoka yalolu cwaningo bekuwukuqamba uhlaka oluzwisisekayo lokuqondiswa kwAmandla Ezindlela Ezintsha (Innovation Capability INNO) nAmandla okuPhatha uLwazi (Knowledge Management capability KMC) oluzosiza abaphathi ezinhlanganweni ngesikhathi sokuqalisa ukwenza ngcono Amandla okuSebenza Kahle kweNhlangano (Organisation capability Performance OCE). Lolu cwaningo lwamukele ucwaningo lolwazi olususelwa ezintweni zemvelo nobudlelwano bazo (positivist philosophy). Ukwehlukahluka okususelwa kumcabango walolu cwaningo bekungAmandla Ezindlela Ezintsha (Innovation capability INNO), Amandla okuPhatha uLwazi (Management Capability KMC) kanye nAmandla okuSebenza Kahle kweNhlangano (Organisation capability OCE). Ukubuyekezwa kwezincwadi okujulile kwenziwa ukuze kuthuthukiswe ukwakhiwa kwesifaniselo socwaningo olucatshangelwe. Imibuzo ehlongozwayo njengesisekelo sobufakazi bokuqala uphenyo locwaningo yathuthukiswa kusuka emcabangweni. Izinto eziguqukayo zazisetshenziselwa izinkomba ezikwazi ukuqondakala futhi ithuluzi lokuhlola lusetshenziselwe ukukala okuguquguqukayo futhi kusebenze izinkomba ukuhlola umqondo Kusetshenziswe uhlobo locwaningo olufuna ukuhumusha ukuqonda emininingwaneni ezosiza ukuqonda impilo yenhlalakahle (quantitative research) kulolu cwaningo lokuhlola futhi imininingwane iqoqwe kusampuli emelwe. Akukho sampula eyenziwe kulolu cwaningo ngoba umcwaningi wenze inhlolovo yokubalwa kwabantu. Uhlu lwemibuzo olwakhiwe kancane, ikakhulukazi olusebenzisa isilinganiso samaphuzu amahlanu kaLikert, lwalusetshenziselwa ukuqoqa imininingwane. Abantu ababehlosiwe babehlanganisa zonke izinhlangano, kufaka phakathi iminyango kahulumeni kazwelonke, amabhizinisi aphethwe nguhulumeni kanye nezinkampani ezikleliswe ohlwini lweNingizimu Afrika ezisebenza ezindleleni ezintsha nokuphathwa kolwazi eNingizimu Afrika. Imininingwane yahlaziywa ngokwezibalo, ngokuyinhloko kusetshenziswa ukuhlaziywa kwezinto, ukuthola izinto ezibalulekile ezaba nomthelela ekuqinisekisweni kohlaka lomqondo. ISakhiwo Esilungisiwe Sesifaniselo esahlukweni 4 (isithombe 4.7), esikhombisa ukuxhumana phakathi, kwAmandla Ezindlela Ezintsha, Amandla okuPhathwa koLwazi kanye nAmandla okuSebenza Kahle kweNhlangano, nohlaka lomqondo oluchazwe esahlukweni 5 (isigaba 5.3.1), olunikeza ukuqonda ngokuhambisana / ukuqaliswa okwenziwe kwaAmandla Ezindlela Ezintsha kanye nAmandla okuPh athwa koLwazi kubhekwa njengegalelo emzimbeni wolwazi.Ngokomphumela wokucwaninga, kuphakanyiswe ukuthi izinhlangano ezisebenzisa Amandla Ezindlela Ezintsha zibheke imiqondo yAmandla okuPhathwa koLwazi futhi, lapho kusebenza khona, zikuqondanise / zikuhlanganise nAmandla Ezindlela Ezintsha ezifanelekile, zisebenzisa ukuhleleka kokubaluleka kokubeka phambili ukusebenza kwenhlangano futhi zithole Amandla okuSebenza Kahle kweNhlangano. Kwatholakala ukuthi ukusebenzisa Amandla Ezindlela Ezintsha kanye nAmandla okuPhathwa koLwazi ngokwehlukanisa akuzange kukhiqize Amandla okuSebenza Kahle kweNhlangano. Kodwa-ke, ukuvumelanisa / ukuhlanganisa Amandla Ezindlela Ezintsha kanye nAmandla okuPhathwa koLwazi kuvumele ngokuqinile abaphathi nabasebenza ngempumelelo ukufezekisa amasu wokusebenzisa okuvumelanayo, ukusetshenziswa kahle kwezinsiza, ukunciphisa kwemizamo engadingekile, ukuthuthukiswa kokutshalwa kwemali kanye nokufinyeleleka kwezinsizakusebenza ezinamakhono. / Business Management / D.B.L.

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This thesis deals with the implementation of palliative care in hospitals and perceives the topic in context of change management in health facilities. In the Czech Republic, this type of care is still at its beginning in hospitals and its implementation is a big challenge. The aim of the thesis is to find out what factors influence the implementation of palliative care in hospitals. In the first part of the text, the theoretical bases concerning palliative care and change management are outlined. The empirical part introduces a qualitative survey identifying barriers that had to be overcome during the implementation of palliative care in hospitals and factors that were instrumental in the implementation. Within the survey, 66 interviews with members of multidisciplinary teams from 17 hospitals were made. All the hospitals participated in the Together until the end programme of the Avast Foundation. The assessment of the survey results focuses on recommendations for hospitals that decide to extend or launch the palliative attitude in their premises and on challenges for the future of palliative care in the Czech Republic. The survey was carried out under the supervision of the Center for Palliative Care and it was used as the final assessment of the Together until the end programme that mapped the...

This theses deals with leading change in the specific organization, gynecologycal obstetrician department. The main aim of this theses is to evaluate leading of this change from the manager point of view and also to evaluate its sustainibility in the organization. I was focused on the research of the proces and execution of this specific change. It was the change from the clasiccal model of obsetrics to the respectfull model of obstetrics with using alternative methods and support of the natural birth. I used the qualitative research methods, patricipating observation. I created the summary of the proces of the change and underlined the found problematic parts from the field notes, interview and analysis of social networks. I managed to answer all asked questions and evaluate the process of change and its sustainability. At the end I offered a practical guide of the specific change as a tool for other organizactions. Key words: Obestetrics, maternity center, perinatal care, concepts of leading birth, opinion differences, healthcare management, management of change, image change.

Process of adaptation is an important period of a life cycle of an employee in every organization. This period, during which the employee is getting to know the organization, its culture, role, colleagues, and their own workload, often determines whether the employee stays with the organization or not. It is a difficult period, the employee is acquiring new skills and know-hows and adjusting to a new colleagues and environment. The difficulty of this period can be lowered with a well set and professionally managed systematic onboarding process. Onboarding process is what this thesis focuses on, it engages with general aspects as well as with evaluation of the onboarding process in a home organization of the author of this thesis. Said organization sees an onboarding manual as an important part of the adaptation process. A draft of such manual is a part of this thesis. Theoretical part of the thesis introduces fundamental fields necessary for complex understanding of the issues of training of new employees in organizations. The themes of adaptation and onboarding process are also introduced as well as education of new employees and mentoring as one of the education methods. Other themes described are the change management as well as the employees' onboarding manual. The concept of the theoretical...