Magistro darbo tikslas yra įvertinti UAB „Armita“ veiklos ekonominį efektyvumą bei, kaip galimą įmonės plėtros galimybę, parengti ir įvertinti investicinį projektą. Darbo konceptualiojoje dalyje aptariami įvairių autorių teoriniai siūlymai veiklos ekonominio efektyvumo vertinimui atlikti bei plėtros galimybėms įgyvendinti. Analitinėje darbo dalyje išsamiai ištiriamas ir įvertinamas UAB „Armita“ veiklos ekonominis efektyvumas, o konstruktyviojoje dalyje, remiantis antros dalies rezultatais, kaip įmonės plėtros galimybė, rengiamas ir vertinamas investicinis projektas naujo padalinio steigimui. / The main aim of this master’s degree work is to assess economic effectiveness of Armita ltd., to formulate and estimate investment plan to confirm with possible expansion of enterprise. The discussion of various authors suggestions for economic effectiveness, it’s estimation and implementation for possible expansion is in the conceptual part of this work. In the analytical part there is a thorough research/analysis of Armita ltd. economic effectiveness. In the constructive part, based on the results of second section, there is formulation and estimation of investment plan for establishment of new subdivision.

Syftet med denna uppsats är att ta reda på hur ledare på en bank upplever att de kan lära och utvecklas som ledare. Detta genom feedback, medarbetare, omvärlden och om­organisationen. Studien är av kvalitativt slag och har ett fenomenologiskt perspektiv. Data­insamlingen gjordes genom sju semistrukturerade intervjuer. Resultatet i relation med tidigare forskning och teorier visar på att när reflektion görs så sker lärande och utveckling. Dock så har det visat sig att reflektionstid upplevs vara en bristvara, vilket kan resultera i att lärandet och utvecklingen inte blir lika utbredd som det hade kunnat bli. Något som framkommit är att mentorskap skulle kunna främja lärandet och utvecklingen. Även feedback kan utgöra en grund för ledaren att skapa sig lärande och utveckling. Då det ger en möjlighet för ledaren att rannsaka sig själv och se sig genom andras ögon. En annan aspekt som framkom i studien var att ledarna utövar ett transformativt ledarskap där de involverar sina medarbetare i stor ut­sträckning. / The purpose of this paper is to find out how leaders, at a bank, feel that they can start a learning and development process. This driven by feedback, co-workers, the surrounding environment and reorganization. This paper is of a qualitative nature and has a phenomenological perspective. The data was collected through seven semi-structured interviews. The result in relation to previous research and theories suggest that when reflection is done so is learning and development. It has been proven that time for reflection is something that´s perceived to be in short supply, which can result in that learning and development will not be as widespread as it could have been. Something that has emerged is that mentoring could promote learning and development. Feedback can provide a basis for the leader to create learning- and development processes, since this is an opportunity for leaders to search themselves and see themselves through others’ eyes. Another aspect that emerged in this paper was that leaders engaged in a transformative leadership where they include their co-workers to a large extent.

Förett företags konkurrenskraft och överlevnad är det idag av stor vikt att ha enfungerande rekrytering och kompetensförsörjning som matchar företagets behovmed individens. Syftet med denna kvalitativa studie var att undersökaupplevelser av arbetsrelaterad motivation och lojalitet vad det gällerdeltagande i ett Traineeprogram. Två fokusgruppintervjuer med fem deltagarefrån år 2011 och fem deltagare från 2012 ligger till grund för studien. Dataanalyserades med kvalitativ tematisk dataanalys och huvudresultatet visademycket positiva upplevelser av motivation och lojalitet. Resultatet visade attdeltagarna upplevde att de fått en god inblick i hela organisationen och därmedutvecklat bättre förståelse, engagemang och tillit. Det till följd av attföretaget sett till individernas behov, förväntningar och personliga utvecklingvia traineeprogrammet. En slutsats var att organisationen kan stärka individensmotivation och lojalitet genom att arbeta med kommunikation, ledarens roll samtorganisationsklimatet. / It is very important for a company's competitiveness and survival to have an effective recruitment and skills that match business needs with the individual´s. The purpose of this qualitative study was to examine the experiences of work-related motivation and loyalty in terms of participation in a trainee program. Two focus group interviews with five participants from 2011 and five participants from 2012 formed the basis for the study. Data were analyzed using qualitative thematic data analysis. The main results showed a very positive experience in terms of motivation and loyalty. Participants felt that they had a good insight into the entire organization and thus developed a better understanding, commitment and trust, as a result of that the company had recognized individuals' needs, expectations and personal development via the trainee program. One conclusion was that the business can support the individual's motivation and loyalty by working with communication, leader role and the organizational climate.

Darbo tikslas. Ištirti specializuotų odontologinių paslaugų plėtros galimybes Tauragės rajone. Tyrimo uždaviniai. Įvertinti Tauragės rajono gyventojų nuomonę apie specializuotų odontologinių paslaugų poreikį bei bendrosios praktikos gydytojų odontologų požiūrį į specializuotų odontologinų paslaugų plėtros galimybes Tauragės rajone; suformuluoti specializuotų odontologinių paslaugų plėtros Tauragės rajone rekomendacijas. / The opportunities for development of specialized dental care services in Tauragė district is a novel and practice-oriented issue. The necessity for management of such services is an integral part of public health management. Collaboration in health care system for favorable development of opportunities is a key task for policy-makers, health professionals, and patients themselves. In order to define patients' and dentists' needs, attitudes, and perspectives it is relevant to substantiate the opportunities for development of dental care services both scientifically and practically. Aim of the study: to assess the opportunities for development of specialized dental care services in Tauragė district. Objectives: to evaluate Tauragė district residents' views on the need for specialized dental care services; to evaluate general practice dentists' views on opportunities for development of specialized dental care services in Tauragė district; to formulate the recommendations for the development of specialized dental care services in Tauragė district. Methods. The questionnaire-based study was a survey of 290 residents of Tauragė district who visited a dentist in Tauragė district during the study period. The data analysis was quantitative using statistical data processing software "SPSS 17.0 for Windows". The indicators were described by means (for continuous variables) and percentages (for dichotomous variables). Statistical hypotheses were tested using chi square test, Spearman... [to full text]

The thesis called Beginning Teacher Support at Elementary School Kunratice explores how the chosen school supports the beginning teachers in the area of their professional development and what opportunities are provided to them by the school. The thesis is divided into theoretical and practical part. The theoretical part describes the beginning teacher profession and ways of supporting the beginning teachers, such as mentoring, pair teaching, professional portfolio, or personal plan of pedagogical development. The ways of supporting the beginning teachers are described first in general, and next with the focus on how such support is implemented at the elementary school Kunratice. The practical part investigates the contribution of specific ways of supporting the beginning teachers at the chosen school using qualitative research as well as analysis of the internal documents. Moreover, the practical part contains outcomes of the author's previous experience in the respective field. Key words Support, beginning teacher, elementary school Kunratice, mentoring, pair teaching, pedagogical portfolio, personal plan of pedagogical development

This Master theses deals with the most sophisticated form of tourism management -- Destination Management -- specificly in the area of microregion Telčsko. The aim is to analyze a potential of the selected destination, determine its current tourism management and propose possible development on the basis of findings and carried out research. The first chapter introduces basic concepts related to the main issue and concretizes the evolution of Destination Management in the Czech Republic. In the next chapter there is an inroduction of the microregion Telčsko. The heart of the work is an analysis of tourism potential of the selected area, survey, SWOT analysis and suggestions of development opportunities.

Magister Artium - MA / The potential of tourism to contribute to economic growth in terms of increasing foreign exchange, creating employment opportunities, generation of government revenues, creating incomes, contribution to poverty reduction, acting as a catalyst of economic development and stimulation of investments have been advanced as the reasons for government support for tourism. It is against this background that countries in Africa such as Rwanda have implemented economic reforms such as privatisation and liberalisation in order to improve the investment climate. The main purpose of this study was to provide a detailed literature account of the tourism investment environment in developing countries, to examine opportunities, constraints and challenges of the hotel investors in Kigali, examine the role of government in providing a conducive investment climate for hotel investors in Kigali and to investigate the impact of the hotel sector on tourism development in Kigali, Rwanda. Both qualitative and quantitative research methods were used to collect the data. Data were collected through questionnaires to hotel investors and interviews to government policy makers. Findings suggest that tourism can contribute to economic development of developing countries through its benefits. Much as investing in tourism has positive developmental aspects to developing countries, tourism investment environment in developing countries has been constrained by various reasons such as inadequate financial institutions, constant political instabilities, lack of adequate tourism infrastructure, lack of human resource, small market size, poor tourism planning to mention but a few. Various investment opportunities are available in Rwanda. Progress in economic performance, political stability, recognition of tourism as an engine of Rwanda's economic growth, the geographical location (in the centre) and the fact that tourism is still a virgin industry present important opportunities for potential investors in Rwanda's hotel sector. Despite the existence of investment opportunities, investors in Rwanda's hotel sector have faced problems such as the continued poor image of the country, lack of tourism infrastructure, the nature of the position of the country (land locked) lack of skilled personnel and lack of proper tourism information. The challenge for Rwanda is therefore to improve her image abroad that was formerly tarnished by the 1994 war and . genocide. Improvement in infrastructure, human resource and proper methods of tourism information can also lead to improved investments in the tourism sector. Findings have further suggested that hotels in Kigali have indeed contributed to tourism development. Effects of the hotel sector have been noticed in urban tourism development, development of the tourism infrastructure in Kigali, creation of employment opportunities for the communities, generation of government revenues and contribution to poverty alleviation.

Employer branding is becoming increasingly important, but the literature on the subject lacks vital elements. First, Country of Origin (COO) has been shown to affect employer branding, but this process is very poorly understood. Second, employee retention, although proven to have multiple benefits and to be impacted by employer branding, is underrepresented in employer branding research. Third, despite the importance of cultural context being well documented in literature, current employer branding research takes little consideration for this, especially in regards to Generation Z, who are becoming increasingly vital in the workforce. To mend these important research gaps, this thesis aims to examine how employer branding is affected by COO, and, in extension, how this impacts employee retention among Generation Z employees. This purpose is fulfilled by answering the following research question: “How is employer branding affected by COO when retaining Generation Z employees?” With this research question in mind, an abductive qualitative study was conducted using multiple- case studies in a Swedish MNE context. Semi-structured interviews with HR/employer branding managers and international Generation Z employees were conducted. This provided a dual perspective where both the views of employers and employees could be observed, analysed, and compared which was necessary to answer the research question. The results were then analysed using rigorous data-driven content-analysis. Using this approach, the study answered the research question by finding that employer branding is affected indirectly by COO through the process of other primary factors in retaining Generation Z. The research led to the introduction of a new model; The Employer Brand Compass, which illustrates how employer branding is affected by COO through three main factors in employee retention of Generation Z; ESG, development opportunities, and consumer branding.

Frågeställning: Under vilka omständigheter väljer organisationer intern respektive extern rekrytering när chefer ska tillsättas? Syfte: Syftet är att undersöka under varför och under vilka omständigheter organisationer väljer intern respektive extern chefsrekrytering.  Metod: Kvalitativ ansats, Intervjuer, Tematisk analys Slutsats: Utifrån den tidigare litteraturen samt studiens insamlade empiriska material tycks organisationer föredra att rekrytera chefer internt om rätt kompetens finns inom organisationen. Det huvudsakliga argumentet för internrekrytering är att skapa motivation hos anställda samt bibehålla långsiktig kompetens genom att utveckla medarbetare. Interna kandidater har även kunskap om organisationens kultur och arbetsprocesser, vilket minskar tid och kostnader för introduktion. Under vissa omständigheter tycks organisationer föredra extern rekrytering, exempelvis när en omorganisering ska ske, eller vid andra situationer som kräver nya perspektiv och infallsvinklar. En annan vanlig orsak till att rekrytera chefer externt är när intern kompetens saknas inom organisationen. Intern utveckling är en del av ett långsiktigt arbete att säkerställa att organisationen har rätt kompetens och rätt ledarskap i framtida situationer. / Research questions: Under what circumstances do organizations choose internal or external recruitment when hiring managers? Purpose: The Purpose is to investigate why and under what circumstances organizations choose internal or external managerial recruitment. Method: Qualitative method, Interviews, Thematic analysis Conclusion: Based on the previous literature and the study's collected empirical material, it seems that organizations prefer to recruit managers internally if the right skills are available within the organization. The main argument for internal recruitment is to create motivation in employees as well as maintain long-term competence through employee development. Internal candidates also have knowledge of the organization's culture and work processes, which reduces the time and costs of introduction. Under certain circumstances, organizations seem to prefer external recruitment, for example when a reorganization is to take place, or in other situations that require new perspectives and approaches. Another common reason for recruiting managers externally is when there is a lack of internal competence within the organization. Internal development is part of a long-term effort to ensure that the organization has the right skills and leadership in future situations.

Bakgrund Hög omsättning av personal har länge varit ett problem inom de stora revisionsbyråerna och det är inte ovanligt att många väljer att avsluta sin tjänst efter bara några år. Många ser sin anställning på en stor revisionsbyrå som ett förberedande steg i karriären för att sedan söka sig vidare. Syfte Syftet med den här studien är att undersöka hur revisorer och redovisningskonsulter upplevde motivation på sin tidigare arbetsplats och hur motivation och arbetstillfredsställelse påverkade deras beslut att avsluta sin anställning. Metod Den här kvalitativa studien är genomförd med en deduktiv ansats med induktiva inslag där empiri har samlats in genom semistrukturerade intervjuer med revisorer och redovisningskonsulter. Slutsats Studien visar på att det finns flera anledningar till att revisorer och redovisningskonsulter väljer att lämna sin arbetsplats och att det är många olika faktorer som påverkar motivation och arbetstillfredsställelse. Det som gav våra respondenter mest motivation var den roliga kundkontakten. Faktorer som fått våra respondenter att lämna sin arbetsplats var lön, stress kombinerat med hög arbetsbörda, att de hade för många arbetsuppgifter som inte hade med kunderna att göra, företagsledningen, erbjudande om andra jobbmöjligheter och att de ville testa på något nytt. / Introduction A high turnover of staff has been a problem in the large auditing firms for a long time. It is not unusual that many people choose to leave their firm after just a few years. Some people see their employment at a large auditing firm as a preparatory step in their careers. Purpose The purpose of this study is to investigate how accountants experienced motivation at their previous workplace and how motivation and job satisfaction affected their decision to terminate their employment. Method This qualitative study is pursued through a deductive approach with inductive elements where empirical data has been collected through semi-structured interviews with accountants. Conclusion The study indicates that there are several reasons why accountants choose to leave their workplace and that there are many different factors that affect motivation and job satisfaction. What gave our respondents the most motivation was the customer contact and to help their customers. Factors that caused our respondents to leave their workplace were salary, stress in combination with an excessively high workload, that they had too many tasks that did not have to do with their clients, the management and other job opportunities.