The aim of this diploma thesis is to propose measures to improve the selection process for new employees and also improve working relations in the company Partners, a.s. The main theoretical benefits of this work include the enlargement of the theoretical knowledge of the issue, the extension of the scope of theoretical knowledge and also the possibility of using this work as a starting point for future research. The practical benefits of the work are the improvement of the selection of new employees of the company Partners, a.s. and the improvement of the current state of relations in the workplace. The theoretical methods and models used in this work are CPM, OCAI, 7S and SWOT.

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De flesta organisationerna har idag någon form av introduktionprocess för nyanställda. En lyckad introduktionsprocess bidrar till att den nyanställde känner sig hemma på organisationen samt att den nyanställde snabbare blir effektiv i sitt arbete. Som en stor organisation med många kontor kan det vara svårt att få introduktionen att bli tydlig och enkel för den nyanställde, samtidigt som den känns meningsfull och fyller sitt mål. Denna studie syftar till att undersöka hur introduktionen för nyanställda kan planeras under de första 90 dagarna för att ge den nyanställde en meningsfull första tid. Detta har gjorts genom en förstudie med intervjuer av nyanställda och chefer på ett företag. Dessa intervjuer har sedan analyserats med hjälp av relevanta teorier och tidigare forskning i ämnet. Utifrån analysen och litteraturen har ett konceptförslag på hur introduktionsprocessen på företaget skulle kunna se ut tagits fram. Studien har en tydlig prägel av pedagogiska teorier som ligger till grund för ett konceptförslag och som skapar goda möjligheter att lära för de nyanställda och som ger en tydlig röd tråd och enhetlighet i processen. Vidare undersöks det också huruvida detta kan underlättas med digitala hjälpmedel. Konceptförslaget innehåller lösningar som kan användas för att planera en lyckad introduktion. Från intervjuresultaten kan vi urskilja fyra signifikanta teman som är av vikt vid planering av introduktionen. Dessa teman är (i) tydlighet, (ii) att lära känna kollegor och företaget, (iii) praktiskt och (iv) verklighetsbaserat. Utöver dessa teman grundar sig även studien i Bauers tankar kring introduktion och söker uppfylla att introduktionsprocessen når en enligt Bauer högre nivå. / Many organizations have some sort of onboarding process for their new employees. A successful onboarding process contributes to the new employees feeling at home at the organization as well as getting them up to speed quicker with what they are expected to do. For a large organization with multiple offices it can be a challenge to establish a clear and simple onboarding process for the new employee, which is also perceived as meaningful and achieves its objective. This study aims to investigate how the onboarding process for new employees can be planned during the first ninety days, in order to give the new employee a meaningful first time. This has been achieved through a pilot study that included interviews with managers and new employees at a consulting company. These interviews were analyzed by using relevant theories and previous research on the topic of onboarding. In combination with the relevant literature on that topic a concept proposal was developed for the onboarding process at this company. The study is based on educational theories that form the basis for a concept proposal, developed to enable good opportunities for new employees to learn and that provides a clear theme and consistency of the onboarding process. Furthermore the study investigates how this can be enabled or enhanced by digital means. The concept proposal contains possible solutions to provide for a successful onboarding process. From the results of the interviews we were able to distinguish four significant themes that are of importance when planning the onboarding. These themes are (i) clarity, (ii) become acquainted with colleagues and the company, (iii) practical matters and (iv) reality-based. In addition to these themes, the study is based on Bauer’s thoughts on onboarding and the study aims to fulfill that the onboarding process reaches a higher level according to Bauer.

Previous research has shown that separately and in some combinations internal and external variables (e.g., fashion consciousness, the weather), in addition to the demographic variables of the individual (e.g., gender, age), can affect dress choice. The purpose of this study was to explore the relationships between the variables within the Choice of Professional Dress system and businesswomen's choice of professional dress along the classic–innovative fashion continuum (e.g., whether the professional dress is considered by the dress adopter as more classic or more innovative). A model was developed for this study to illustrate the relationships between multiple variables that are proposed to influence an individual's choice of professional dress. A survey questionnaire was created to investigate businesswomen's choice of professional dress along the classic–innovative fashion continuum in regards to variables within two of the internal subsystems, the demographic subsystem, and the two external subsystems of the Choice of Professional Dress system. Data was collected via an online survey managed by a marketing research company. Participants were predominately married, Caucasian, businesswomen between 30 and 40 years old who held primarily occupations such as office and administrative support or management and financial operations. Multiple regression analyses and ANOVA were employed to test the relationships between the Choice of Professional Dress variables and businesswomen's selection of professional dress for work, as proposed in five main hypotheses. Results of the multiple regression analysis and ANOVA indicated significant relationships between businesswomen's choice of professional dress along the classic–innovative fashion continuum and demographics (i.e., age, education), as well as internal variables (i.e., fashion consciousness, professional image/role, comfort, appearance labor, availability of professional dress) and external variables (i.e., company culture, company dress policies, profession). These results contribute to academia by providing a deeper and richer understanding of businesswomen's professional dress choice as well as the placement of these choices by businesswomen on the <i>Fashion Continuum</i>. Based on the findings, academic and practical suggestions as well as recommendations for future research were provided. / Ph. D.

Le système de santé est traversé aujourd’hui par une tension forte entre deux logiques : l’une privilégie, dans la tradition humaniste, le soin inconditionnel à la personne, l’autre privilégie, au nom d’impératifs de gestion, le management au service de l’efficacité productive hospitalière. Placé au cœur d’une organisation complexe, le cadre de santé semble ainsi condamné à un mouvement de balancier entre une « culture-santé » et une « culture-entreprise », ce qui lui confère un positionnement professionnel délicat au sein de l’institution. Comment se positionne-t-il et vers quoi évolue-t-il ? Nous montrerons que ces acteurs sont en tension et fortement clivés entre une idéologie humaniste et une idéologie gestionnaire, à la recherche de leur identité qui semble désormais problématique. Héritier d’une histoire et positionné dans un entre-deux, il se cherche. Comment concilie-t-il concrètement ces deux logiques dans son quotidien ? En quête d’un modèle lui permettant de résister aux pressions gestionnaires, il adopte une « posture d’accompagnement », se reconstruit ainsi à partir de compétences pédagogiques dans un espace informel, pour créer un antidote au management technicien et réintroduire ainsi un équilibre identitaire. Leurs capacités réflexives renforcent leur posture d’accompagnement et constituent alors un moyen efficace pour dépasser les tensions institutionnelles entre soin et management. Une formation en Sciences Humaines et Sociales, au service de leur développement personnel et professionnel, stabilise leur système de valeurs et leur permet de reconquérir une possible identité. / The French health-care system is currently faced with tensions arising from two different visions of health-care: the first one focuses on the unconditional care given to the patient in accordance with the humanistic tradition. The second one focuses on management priorities aiming for an efficient and productive management of hospitals. At the heart of a complex organizational structure lie the health managers, whose roles inevitably shift back and forth between a ‘company culture’ vision and that of ‘health-care culture’, thereby jeopardizing their professional position. Where do health managers stand and what is their future role? The aim of this study is to show the difficulties of juggling the humanistic tradition with the management-based approach and defining their identity. Health managers often find themselves in overlapping positions and strive to combine and apply the two visions in their work on a daily basis. In need of a model to resist management pressures, they act as a ‘support function’. This support stance helps them redefine their position and balances out the negative effects of technical management in health-care. The ability to look back on their own experience reinforces this support function and allows them to overcome the tensions arising from the cleavage between health-care and management. Providing health managers with a specific training in social and human sciences for their personal and professional development would strengthen their ethical values and allow them to regain control of their identity.

The diploma thesis deals with company culture and work engagement and it aims to explore the relationship between these two concepts in the field of psychology of work and organization. The theoretical part describes in detail the topic of company culture, its relationship with other aspects of the work environment and the possibility of measuring it with a focus on the Competitive Value Model (CVF). The next part presents work engagement, methods of its measurement, connection to work behaviour and other consequences. The empirical part presents quantitative research, in which answers were collected from 126 respondents who came from 10 different companies. The purpose of the study was to examine the relationship between company culture and engagement at the individual level. The Organizational Culture Assessment Instrument (OCAI) was used to examine company culture, and the Utrecht Work Engagement Scale (UWES) was used to obtain information on the level of engagement. The hypotheses verified the existence of a relationship between engagement and individual types of company culture and the difference between the degree of engagement concerning the dominant type of company culture. The results were analyzed by a combination of Multiple factor analysis, Chi-square test and correlations. The results...

Master's thesis is focused on the problematic areas in the management of the company and creating systems of management that helps eliminate these shortcomings. The result should increase productivity of the company. Part of the thesis will be dealing with human resource management, which is very important for running the company without problems.

Balance between career and the family life from the point of view of an employer in the public sector: A case study of one public sector organisation Abstract Adéla Babková The diploma thesis is focused on the topic of the attitude of the employers to the parenthood of the employees. Different scientific researches prove that in the Czech Republic, there is a strong opinion that the best strategy for the development of a little child is an all-day mother's care at home till reaching the age of three years. Other researches show that there exists a discrepancy in the declared interest in using different forms of work-family balance tools and the real situation in this field. The aim of this diploma thesis is to understand and to explain the attitude of an employer to the parenthood of the employees and to the different situations that the parenthood of the employees can bring. In the first two opening chapters of the diploma thesis, there is an introduction to the topic and its context, the definition of the research problem and the research inquiries. The following part consists of the theoretical concepts linked up with the chosen topic or concepts influencing this field. In the next part, there is the qualitative case study of the chosen employer subject including the sampling methods, the methods of...

Adéla Babková SLAĎOVÁNÍ RODINNÉHO ŽIVOTA A PRACOVNÍ KARIÉRY Z POHLEDU ZAMĚSTNAVATELŮ Abstract of the diploma thesis The diploma thesis is focused on the topic of the attitude of the employers to the parenthood of their employees. Different scientific researches prove that in the Czech society, there is a strong opinion that the best strategy for the development of a little child is an all-day mother's care at home till reaching the age of three years. Other researches show that there exists a discrepancy in the declared interest in using different forms of work-family balance tools and the real situation in this field. The aim of this diploma thesis is to understand and to explain the attitude of the employers to the parenthood of their employees and to the different situations that the parenthood of the employees can bring. In the first two opening chapters of the diploma thesis, there is an introduction to the topic and its context, the definition of the research problem and the research inquiries. The following part consists of the theoretical concepts linked up with the chosen topic or concepts influencing this field. In the next part, there is the qualitative case study of the chosen employer subject including the sampling methods, the methods of collecting data and also the methods of the data...

The subject of the thesis "Aspects of corporate culture from the viewpoint of Christian ethics" is to analyze the phenomenon of corporate culture in the perspective of Christian ethics and the requirements of sustainable development as the basic prerequisite for sustainable development of life on Earth. An integral part of the research is to explore the terms under which employees are willing not only to meet the tasks set by their employers, but also provide their best abilities and skills for the good of their enterprise. "Learning organization", Christian ethics in the organization and the principles of sustainability are the three discourses which are involved. The theoretical part of the thesis summarizes the theoretical knowledge about corporate culture and its meaning, its specific type of "learning organization", Christian ethics and especially the Catholic morality applied in terms of business administration while respecting sustainability for quality of life and the environment. Comprehensive evaluation of whether and to what extent the ideal corporate culture of "learning organization" meets the Christian ethics requirements are stated in the conclusion of the thesis, where are also summarized suggestions and recommendations to eliminate some of the shortcomings of this type of corporate...