The aim of this diploma thesis is to examine the possible muscular dysbalance of category U13 football players from the team SK Dynamo České Budějovice. Draw up a compensation program on the basis of this examination and use it in the training plan for 2-3 months. At the end of this compensation program, make an output examination and on the base of it valorize the muscle condition and efficiency of this program. The analytical part is focused on the study and analysis of available literature in the area of specific strain in football, the occurrence of muscle imbalances and compensatory exercises. In the synthetic part is a set of individual exercises focused on the most shortened and weakened muscles of footballers. Verification of the compensation program showed improvement of the tested muscles in the output examination as compared to the initial examination.

Title: Compensation of moving system by football players Objectives: The aim of this work was detect muscle imbalances on fotball player's foots. By all the players was founded moving stereotype of hip extension too. Methods: In this thesis we used the methods of posttest with consecutive imperativ preexperiment. Obtained results of muscles imbalances and hip extension we comparated with results after two months ongoing compensation program. We detected effect of moving compensation program by the Cohen "effect size". We rated changes of muscles imbalances and hip enxtension. To obtaining results we used methods of dr. Janda. Results: After 2 moths long compensation moving program it got by the testing football players to positive changes on theirs muscle imbalances. Moving stereotyp of hip extension and size of testing muscles was after compensation moving program better. Compensation moving program was demonstrably effective. Keywords: moving stereotyp, compensation program, moving systém, muscle imbalances

Vaccines are one of the greatest modern medical inventions. Even though vaccines have saved lives, however, no medical product is proven to be completely safe. Vaccines can have rare and sometimes deadly reactions. To address such occurrences, the U.S. Department of Health and Human Services (HHS) hosts a program that reviews petitions for compensation of injuries caused by vaccination. The program is called the National Vaccine Injury Compensation Program (VICP). The VICP was established in 1986 to reduce the number of product liability lawsuits against vaccine manufacturers that threatened to increase the cost of vaccines and lower life-saving vaccine administration to millions of people. In 2020, through the Health Resources and Services Administration, the HHS proposed a revision to the VICP. Specifically, the HHS proposed removing an injury called Shoulder Injury Related to Vaccine Administration (SIRVA) from the VICP's no-fault compensation table. The proposed revision of the removal of SIRVA has been the source for debate because it is clear through the establishment of the VICP's founding document that compensation for injuries caused by vaccine administration is required. The HHS is challenging the requirement of compensation for vaccine-related injuries through its proposed revision to the VICP's compensation table. By confronting the HHS's proposal for revision to the Vaccine Injury Table, this thesis demonstrates how existing policy prevents the HHS from making the revision. Using an analysis of precedent statutes and public health research, this thesis argues for the continued coverage of SIRVA with the current VICP.

Made available in DSpace on 2016-04-25T16:44:16Z (GMT). No. of bitstreams: 1 Rafael Maia Chagas.pdf: 842021 bytes, checksum: 71a8fb1d646af3fe7b451bda276ebd40 (MD5) Previous issue date: 2010-10-28 / The main objective of this dissertation was to evaluate the management team knowledge and satisfaction level in relation to the total compensation program and identify the demographic profile of those professionals associated with the level of knowledge and satisfaction in a multinational company in the logistic sector. The knowledge level about the compensation program allows to identify the company's transparency about the issue and the possible lack of clarity can generate questions and dissatisfaction of this hierarchical level, critical for any organization and responsible for the direction and results. The theoretical research that supported this work included themes as the human resources (HR) role and evolution, the contextualization of the compensation area within the HR and companies and the different approaches to pay the professionals. For the analysis it was elaborated a research based on the management team perceptions in relation to their level of knowledge and satisfaction and demographic, it was used a questionnaire (Appendix A), which was divided into three parts corresponding to demographic data, level knowledge and satisfaction, the latter two items measured through scoring based on Likert scale. The results were analyzed by statistical tests (chi square, Fisher's significance, Spearman's linear regression). The research sample was 55 professionals occupying managerial positions of the target company. It was found a correlation between the level of knowledge and satisfaction regarding the total compensation program. No influence was observed in the demographic profile, hierarchical level and area of action on the knowledge and satisfaction scores and it was determinate, in order of decreasing importance the items that impact the satisfaction with the total compensation program. The results shown that there is no influence of the demographic profile, hierarchical level and internal area within the total compensation program, the element with greater impact on satisfaction of the management level was the variable pay and that management does not know the assumptions of the current compensation program, further that it was identified the need for studies that attempt to explain the origin of this lack of knowledge and how could the professionals' expectations design in a total compensation program / Esta dissertação teve como principais objetivos avaliar o nível de conhecimento e grau de satisfação do corpo gerencial em relação ao programa de remuneração total e identificar o perfil demográfico destes profissionais associado ao nível de conhecimento e grau de satisfação em empresa multinacional do segmento logístico. A avaliação do conhecimento sobre o programa de remuneração permite a identificação da transparência da empresa sobre o tema e a possível falta de clareza pode gerar questionamentos e insatisfação deste nível hierárquico, fundamental para qualquer organização e responsável pelo direcionamento e resultados. O levantamento teórico que sustentou este trabalho contemplou temas relacionados à evolução temporal e papel da área de recursos humanos (RH) nas empresas, a contextualização dos assuntos de remuneração dentro da área de RH e das empresas e as diferentes abordagens de remuneração relatadas. Para análise desses fatores, foi elaborada pesquisa sobre a percepção do corpo gerencial em relação ao seu nível de conhecimento e grau de satisfação e ao perfil demográfico, através de questionário (Apêndice A), que foi dividido em três partes correspondentes a dados demográficos, nível de conhecimento e grau de satisfação, sendo os dois últimos itens mensurados através de pontuação baseada em escala de Likert. Os resultados obtidos foram analisados através de testes estatísticos (qui quadrado, significância de Fisher, correlação de Spearman regressão linear múltipla). A amostra de pesquisa foi 55 profissionais ocupantes de cargos gerenciais da empresa alvo de estudo. Encontrou-se correlação entre o nível de conhecimento e o grau de satisfação em relação às políticas e programa de remuneração total. Não foi observado influência do perfil demográfico, nível hierárquico e área atuação sobre os escores de conhecimento e satisfação além da determinação por ordem decrescente de importância dos itens que impactam a satisfação em relação ao programa de remuneração total. Desta maneira considerou-se que não há influência do perfil demográfico, do nível hierárquico, área de atuação e dentro do programa de remuneração total, a medida de maior impacto para satisfação do corpo gerencial foi a remuneração variável e que o corpo gerencial não conhece as premissas do programa de remuneração vigente, com isso identificou-se a necessidade de estudos que tentem explicar a origem desta falta de conhecimento e como seria possível o delineamento das expectativas dos profissionais em um programa de remuneração total