Purpose: The focus of this research is to understand the impact of diversity on global leadership performance. Design/methodology/approach: From the literature review the researcher developed the components of the LEAD³ tool as well as, devised the questions for the in-depth semi-structured interviews that would test the tool. The questions centred on the three constructs of leadership, diversity and organisational factors and interviews were conducted between 2009 and 2010. The sample consisted of 79 senior leaders from seven companies across seven differing sectors and covered 22 different countries across 5 continents. A case study research strategy using a hybrid of open coding, thematic analysis and content analysis was employed. Findings: A series of themes were found under the three constructs: For Global leadership – competencies, connecting, rigour, stakeholder satisfaction, value based professional, influences. For Diversity – inclusivity, performance measures, role modelling, positioning diversity and innovation. For Organisational factors – organisational way of being, facilitating diversity, behavioural practices, ways of working, issues of concern and driving diversity. Issues emerging from the comparative analysis consist of cultural dimensions, engagement and learning. Research Limitations: Issues on reliability and validation, translation in measurement, environmental inconsistency, interviewer/interviewee bias, and ecological fallacy often levied at qualitative research. Research Contribution and Value: The findings tested against the tool, confirm the robustness and relevancy of the LEAD³ as an operational tool that will enable leaders to focus and integrate their diversity efforts. LEAD³ is encapsulated within an integrated change management framework and proposes a multi-level and multi-dimensional approach to global leadership and diversity that also includes performance drivers, stakeholder groupings, performance outcomes and organisational activities (change interventions). Future Research:Finally, an attempt is made to develop a competency framework for leadership and diversity from data emerging from findings. This is named the Global Leader Index for Diversity (GLIDE) – a framework that recognises the diverse aspects of a global leader’s role and identifies associated skills and behaviours that global leaders of the future need to develop.

This report presented national findings for Germany, which emanated from a quantitative and qualitative study conducted as part of the two-year EU-funded Erasmus + research project New Age of Sport Management Education in Europe (NASME), which has been conducted in nine different European countries. The main objective of the project was to gain insights into the requirements of the sport labour market concerning the qualifications and competencies of sport management graduates. The sport labour market is characterised by a strong heterogeneity as a result of increasing functional differentiation and a rapid growth, which is fostered by global mega-trends, such as digitalisation, commercialisation and internationalisation. As a result, higher education institutions at national and European level will be presented recommendations for curriculum development, in order to better prepare their students for the requirements of the labour market. The quantitative study has been conducted between December 2017 and April 2018. In total, 54 experts in the sport labour market in Germany participated in the survey. These experts filled leading positions in the field of sport management and included top tier managers (50 %) and other specialists with responsibilities for human resource management in their organisations. The main research questions for the quantitative study included: • Which positions including their tasks, roles and activities exist currently and in the future in the sport labour market? • Which competency requirements do the employers address currently and in the future to (prospective) job holders? • How do these aspects affect recruitment processes currently and in the future? Subsequently, 12 semi-structured interviews were conducted with sport labour market experts of the different fields. It was the objective of the qualitative study to gain a deeper understanding of the results of the previous quantitative study, in particular concerning trends, competencies, job development and recruitment. The report derives implications for curriculum development at higher education institutions and organisations in the sport labour market in Germany and discusses these critically.:1 Introduction 2 Sport (management) in Germany 2.1 Sport structure and culture 2.1.1 Legal framework of sport 2.1.2 Main sources of funding for sport 2.1.3 Sport culture 2.2 Sport management education 2.3 Labour market in the area of sport management 3 Method and data collection 3.1 Quantitative data collection and analysis 3.2 Qualitative data collection and analysis 4 General findings and results 4.1 Results from quantitative data analysis 4.1.1 Changes in working life 4.1.2 Cooperation 4.1.3 Recruitment 4.1.4 Competencies 4.1.5 Sector analysis 4.2 Results from qualitative data analysis 4.2.1 Trends in sport management in Germany 4.2.2 Competencies 4.2.3 Job development, qualifications and recruitment 5 Conclusion, implications and outlook 5.1 Conclusion 5.2 Recommendation for the future sport management curriculum 5.3 Implementation of findings in sport management curriculum at Leipzig University 5.4 Requests to sport labour market 5.5 Limitations 5.6 Outlook 6 References Annex

My thesis deals with evaluation of visits in central parts of Giant Mountains National Park in the summer month through three years of periodic monitoring and unique evaluation survey of visitors of natural protected area of Beskydy. It compares results of this protected areas each other and with other chosen national parks in North America, Australia and Europe. It has been recorded the quantitative load of selected localities in Giant Mountain National Park (Luční bouda, Labská bouda and U čtyř pánů) and natural protected area Beskydy (Pustevny). It were conducted guided interview with visitors at this locations. With this method used was obteined high ratio response (about 92 %). It was recorded a total of 44 281 visitors. The most frequented location was Luční bouda and U čtyř pánů in Giant Mountain National Park. But on the top of the Pustevny, the amount of walkers was twice times bigger. Statistically, it was subsequently found some answers to the dependence of demografic characteristic of population of respondents. From this conclusions were drawn both valid conclusions especially for the population of visitors, compared to other protected areas were also expressed about the conclusions of the participants travel mountain protected areas at all. These conclusions of the thesis will be...

Energy Management strategy for sustainable regional development has been selected as the topic of my research due to the fact that energy demand alongside with energy dependency have been continuously growing from a long term perspective. Sustainable development is defined by three imperatives – energy efficiency, ecology and security. Review of the current state and analysis of historical trends in Energetics at global and regional level are covered in this research. Results of the Multi-Criteria Decision Analysis introduce a set of implications and recommendations for Energy Management strategy in the Czech Republic.

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7 ABSTRACT: This thesis analyzes the final thesis, bachelor's and master's ones defended at The School Management Centre Department of the Education Faculty of Charles University in Prague for the period from 2010 until 2012. This thesis deals with cluster analysis theses dealing with the term competence, particularly in the area of school leadership, that leaders and managers of schools. Theses researches of adequate extent i.e. eight bachelor's and three master's theses, will also focus on competence in the field of personnel management at schools. A qualitative method will be used for the thesis work, which will be conducted content analysis of the text and its interpretation, whose main tool is an effective methodological comparison. It is necessary to observe the principle of objectivity. The final theses will not be evaluated otherwise objectively compared. The thesis work is indicating any differences between claims that have not been investigated. The comparison will focus on the tools to determine ways of grasping the subject, the author styles, etc. The resulting model presents a comparison of research expertise of final university thesis dealing with common theme competence in the field of school leadership, summary knowledge of the topic. KEYWORDS: Competence, competency model, management,...

The thesis contains a description of the recruitment and selection for the European Union institutions. This HR activity is provided by the European Personnel Selection Office, which initiated "EPSO Development Programme" following an audit of personnel actions and complaints of applicants in 2010. The EPSO Development Programme's aim was to improve the recruitment and selection process including the shortening its duration and testing part. The goal of the thesis is to compare the recruitment and selection process before the EPSO Development Programme and after it. Then to evaluate how successful it was.

In this thesis, an information system is designed and developed for engineer-to-order organizations to improve the traditional Bill-of-Material by handling variants of products and components efficiently. A database is developed to store the related information about inventories and configuration management in an effective way. The improved Bill-of-Material provides a common structure to access stored information for material management purposes. A model, based on network, is presented and included into the system for calculating time required to produce components and to make subassemblies or assemblies with the current inventory levels. The system is applied to T&Uuml / BiTAK-SAGE, which is an engineer-to-order organization carrying out Research and Development projects for Defense Industry.

This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development. Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature. Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development. This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.

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