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One of the most surprising aspects of the renaissance of scholarly interest in culture has been the emerging consensus in national security policy studies that culture effects significantly grand strategy and state behaviour. Therefore, the paper tries to advance rigorous procedures for testing for the existence and influence of security and strategic culture of different national states. It builds mainly on the definition of Alastair I. Johnston (1995) and Jeffrey S. Lantis (2002), who relate security and strategic culture with the definition of main goals/objectives of the state in security affairs and with ways of achieving them. As a case study, the paper will evaluate the approaches of the United States and France towards security threats in the early 21st century, especially towards the threat of global terrorism. It will assess whether and why when achieving security objectives, defined at the highest political level, persuasive or coercive strategy and military or non-military tools were preferred; whether negotiations, diplomacy and political pressure were favoured, or whether it was rather opted for deployment of armed forces and warfare. The text attempts to show how the differences in security and strategic culture, American and French particular identities, values, norms and perceptive lens might lead to different understandings of terrorism as global security threat and to distinct measures taken in the fight against it.

The work deals with the corporate culture of Arthur D. Little. Summary of basic and important theoretical information regarding the terms "culture" and "corporate culture" is the aim of the thesis. The terms should be of help to describe the practical part - analysis and exploration of the specific corporate culture of Arthur D. Little company. Next aim of this thesis is to determine how employees of Prague office feel the corporate culture. Based on all available information some recommendations for the management of Arthur D. Little should be made.

This thesis deals with internal communication in Doosan Bobcat Manufacturing Ltd. The main goal of this work is to analyze the current situation of internal communication with regard to its corporate culture, to highlight drawbacks and suggest possible solutions for improvements. There are basic concepts as a national culture, corporate culture and an internal communication in the theoretical part. This is essential for the analytical part. The practical part is based on a survey run in the company -- both quantitative and qualitative research. I offer recommendations for improving present situation based on respondents' answers and interviews with top management in the conclusion.

TITLE Congruence of the Personal and Organizational Values AUTHOR Jiří Krejčí ABSTRACT The aim of the research was with the assistance of research methods and different phases of action research to support reflection of values of individuals and the values of the selected organization and use it as an intervention in the process of improving the quality of care. The theoretical part describes the historical development of different perspectives on the organization and its management, the topic of organizational culture, its structure and composition and subsequent focus on organizational values. Empirical part is focused on increasing congruence of individual and organizational values in the organization through several stages of action research, which in this part of the paper, from the moment of diagnosis through planning surveys input status, plan and implement actions to its final evaluation. In conclusion, we describe the knowledge arising from our study that could be an inspiration for other organizations.

The presented thesis addresses the topic of innovation corporate culture and instruments of measurement. The thesis is built systematically from the general to the specific. The first part deals with the general definition of culture and its characteristics, and further it is described the phenomenon of organizational culture with the elements, by which is determined. The last theoretical part is about the definition of a specific type of corporate culture, of which domain is to support long-term innovation capability. It is based on literature review on this topic. Then it is introduced several tools that try to measure innovation culture or similar concepts and these are commented in relation just to the definition of an innovation culture. The following part is research, which contains the results of the use of tools, which was developed by Rao and Weintraub (2013) and evaluation of this tool. This tool was applied to a company, by which business is consulting in the field of innovation and designing of new products and services. The research was conducted for the basic purpose of the tool - measuring the innovation corporate culture, but to evaluate the quality of the measurement instrument from the perspective of validity and from the methodology of the creation of the questionnaire, too. The...

The work brings critical and philosophical perspective on the issue of art and mass culture in contemporary society. Relying on H.-G. Gadamer's, T. W. Adorno's and Walter Benjamin's ideas. The work performs a summary of their thoughts, focusing on art as an example of humanities- scientific investigation in the case of H.-G. Gadamer, the criticism of the cultural industry and its vital role in the thinking of T. W Adorno and the issue of technical reproducibility of works of art in a Walter Benjamin's essay. The work focuses on the present social functions of mass culture, its internal structure, on the issue of its quality, taking into account the extent to which this appears to be useful. The main topic was ultimately shown to be a phenomenon of education. Keywords. Philosophical Anthropology, Philosophy of Art, Culture and Society, Mass Culture.

<p>Posle Hofstede-ovog istraživanja dimenzija nacionalne kulture, Srbija je pro&scaron;la kroz niz dramatiĉnih promena, ali je raĊen mali broj istraživanja organizacione kulture kojim bi se utvrdilo kakve su posledice te promene ostavile na nacionalnu i organizacionu kulturu. Cilj disertacije je da istraži nacionalnu i organizacionu kulturu prema GLOBE projektu nakon nastalih promena, kao i uticaj organizacione kulture na razliĉite organizacione ishode u preduzećima u Srbiji, a neki od njih su aspekti zadovoljstva poslom, LMX, pol, vlasniĉka struktura preduzeća i nacionalno poreklo preduzeća. Jedan od najznaĉajnijih aspekata ovog istraživanja je demonstracija koristi od primene op&scaron;tije kulturne teorije za istraživanje organizacione kulture. Uzorak sadrži 256 srednjih menadžera zaposlenih u preduzećima u Srbiji. Rezultati dokazuju da su dimenzije organizacione kulture znaĉajni prediktor svih aspekata zadovoljstva poslom i da je varijabla LMX moderator relacije izmeĊu nekih dimenzija organizacione kulture i zadovoljstva poslom. Pored toga, u disertaciji je istražena emocionalna inteligencija kao prediktor zadovoljstva komunikacijom i uticaj LMX-a i pojedinih dimenzija organizacione kulture (distanca moći i kolektivizam), kao moderatora odnosa izmeĊu aspekata emocionalne inteligencije i nekih aspekata zadovoljstva komunikacijom u preduzećima u Srbiji. Analiza podataka pokazuje da neki faktori zadovoljstva komunikacijom imaju snažnu korelaciju sa nekim sposobnostima emocionalne inteligencije i da su te korelacije pod moderatornim uticajem pola, LMX-a i dimenzija organizacione kulture: distanca moći, institucionalni kolektivizam i kolektivizam grupe. Rezultati istraživanja mogu da posluže menadžerima ljudskih resursa u preduzećima u Srbiji, kao i istraživaĉima, rukovodiocima i stranim investitorima.</p> / <p>After Hofstede&rsquo;s investigations of national culture dimensions, Serbia went through a process of many political and economic changes, but there is a lack of research on how these changes have instigated changes in national and organizational cultural dimensions.<br />The aim of this thesis is to investigate GLOBE national and organizational culture dimensions after those changes and relationships between organizational culture and different organizational outcomes, some of them are facets of job satisfaction and the leader-member exchange relation in Serbian organizations, gender, national origin of companies and ownership structure. One of the most important aspects of this study was the demonstration of the utility of applying more general cultural theory to the study of organizational cultures. The sample consists of 256 middle managers working in Serbian organizations. The results obtained proved that organizational culture dimensions are significant predictors of all facets of job satisfaction and that relations between some organizational culture dimensions and facets of job satisfaction are moderated by the leader-member exchange (LMX) variable. The results obtained proved that emotional intelligence is a predictor of communication satisfaction and the impact of LMX and GLOBE organizational culture dimensions, and power distance and collectivism as moderators on the relationships between EI abilities and some aspects of communication satisfaction in Serbian organizations. Analysis of the data showed that some communication satisfaction factors strongly correlate with some emotional intelligence abilities and that these correlations are under moderating influence of LMX and GLOBE organizational culture dimensions: power distance and institutional and in-group collectivism. The results may be of interest for human resource managers in Serbian organizations as well as for foreign investors.&nbsp;</p>

The following diploma thesis titled Effects of sarcosine on calmodulin-dependent intracellular signalization is dedicated to analyzation of current findings in the area of increased sarcosine levels effects to calmodulin and calmodulin dependent kinases mediated intracellular signalization and experimental verification of these findings on malignant and non-malignant cell cultures of prostate origin. Use of sarcosine as a possible marker of prostate cancer is an assumption for elaboration of this diploma thesis. Diagnostics of prostate cancer could be simpler and more effective in case of its confirmation as a usable marker by availability of simple home-testing kits reacting on sarcosine level in urine of tested individual.

The topic of this thesis is the corporate culture and its influence on employees. The theoretical chapter presents an overview of the current concept of corporate culture, its elements and structure. It pays attention to context, which has aroused the interest in this topic. It deals with issues relating to the creation, formation and change of corporate culture. It denotes some of the existing typology of corporate culture and research that are already implemented in the Czech and Slovak work environment. In line with the focus of this work, we are discussing extensively the influence of corporate culture on employees. The practical part proposes a follow-up research design and deals with results of a conducted case study that tried to map the influence of corporate culture on employees, their thinking, behaviour and feelings.