No / This paper examines what the originally psychoanalytic concept of reverie can add to non-psychoanalytic practitioners’ understandings of empathy. It uses case material from a study into UK therapists’ experiences of reverie, which centres on a single moment in a session, when an image of her own living room flashed suddenly through a therapist’s mind. Reverie – a capacity to contain the other’s unprocessed emotional experiencing - can offer a magnifying lens through which to view some forms of empathy, revealing the relational, embodied and imaginative materials from which they are constructed. The paper links shared experiencing like that found in reverie with simulative accounts of empathy, but does not claim this enables us to experience exactly what the other feels; rather, when approached sensitively, tentatively and with clients’ needs foremost, it can foster deep connection, enabling us, as it were, to enter others’ inner worlds – perhaps even their living rooms - and make ourselves at home there. Finally, practical ways to work empathically with reverie are suggested, which may interest therapists from a range of modalities, including humanistic approaches.

The basic objective of the theoretical part of this diploma thesis is to present Rogers' Person- centred Approach (PCA) in terms of its development, theory, basic principles and potential applications out of therapeutical context, with emphasis on leadership. The first chapter is devoted to general knowledge of the PCA and in the second chapter there is a more detailed description of possible applications of the PCA in management. The basic objective of the empirical part is to verify the relationship between main necessary conditions of PCA in people management (respectively in person-centered leadership) and employees' organizational commitment. The quantitative research in the form of correlation study has been carried out on a sample of 63 respondents, employees of various organizations in various fields. Barrett-Lennard Relationship Inventory (BLRI) and Organizational Commitment Questionnaire (OCQ) were used as research methods. The results show the significant correlation between organizational commitment and measures of empathic understanding, congruence, and level of regard expressed by managers towards employees. The significant relationship between organizational commitment and unconditionality has not been confirmed. Besides the hypotheses linked to the basic goal there are some other...