Most of already described theoretical principles related to creation of organizational structure were defined and used in mass (industrial) production environment which was quite stabile. As a consequence of all changes driven by globalization and spread of using information technologies, new, dynamic form of organizational structure is needed - virtual organizational structure. The basic concept of the virtual organization structure was introduced during late 80's, however clear definition of the virtual management has not been presented yet. This fact can be termed as the main trigger and reason for composing the Thesis. At first, literature sources were reviewed in order to determine trends of the organizational structure’s development. Based on the information extracted from secondary review, objectives of the Thesis were set and three hypotheses were modeled to be confirmed or disconfirmed. Consequently, primary research was carried out to gain principal data concerning to the focus of the research. Theoretical contribution of the Thesis can be found in the complex summary of various aspects related to the virtual organizational structure. Moreover, the Thesis includes definition of the virtual organizational structure term, names its key characteristics, advantages and disadvantages and thereto presents the typology of the virtual organizational structure. Upon to the primary data obtained from the research it was confirmed that no best practices are available although it would be welcomed. With this in mind, the main purpose of the Thesis was met by defining steps to be taken in order to use the virtual organizational structure in practice. The outcomes of the primary research and the best practices composed might be used within lectures held at Faculty of Business and Management, Brno University of Technology, however they eliminate theoretical non-clarities. Finally, there is number of relevant aspects for further research.

Allt sedan insikten om att de anställdas produktivitet är ett resultat av hur pass motiverade de är har teorier utvecklats i syfte att förklara vad som motiverar dem. Tidigare forskning har utvecklat dessa teorier, vilka visar hur en decentraliserad organisationsstruktur, där ansvaret är fördelat och sprider sig i en horisontell riktning, tenderar att öka den inre motivationen. Forskning visar också hur företag som tillämpar empowerment som ledningsprincip, där medarbetarna blir bemyndigade att självständigt ansvara över sitt arbetssätt påverkar de anställda att känna inre motivation. Det har även visat sig att organisationens struktur och ledningsprincip har en större påverkan när arbetstagarna har en utbildning eller är professionella och kunniga, då dessa personer tenderar att starkare drivas av inre motivation. Då en väsentlig del av detta forskningsområde endast är baserat på kvantitativa studier är denna kvalitativa studie ämnad till att bidra med en djupare kunskap. Genom att utföra en fallstudie med semi-strukturerade intervjuer som metod på ett företag som definierar sig själva som en platt organisation med empowerment som ledningsprincip, är syftet att få en djupare förståelse för hur en decentraliserad organisationsstruktur med empowerment som ledningsprincip är kopplat till medarbetarnas inre motivation. Vidare har studien till syfte att lyfta fram nya betydande begrepp inom detta område. Utifrån den teori som ligger till grund för studien har nyckelbegrepp plockats ut som andra relevanta teorier även gör anspråk på. Dessa teorier tillsammans med tidigare forskning binds samman till en egenutvecklad modell där också nya begrepp behandlas. Vad resultatet visar är att den decentraliserade organisationsstrukturen ger stora förutsättningar för att kunna tillämpa empowerment som ledningsprincip vilket bidrar till att medarbetarna upplever empowerment och inre motivation. Vad som även är genomgående för studiens resultat är att de utvalda begreppen, medarbetarskap och organisationskommunikation har en betydande påverkan på samtliga nyckelbegrepp. Den egenutvecklade modellen med dess utvalda begrepp illustrerar hur empowerment som ledningsprincip leder till inre motivation. Vad som ytterligare behandlats i studien är hur ledningen i företag som tillämpar empowerment som ledningsprincip, tar tillvara och tillfredsställer medarbetarskapet, samt upprätthåller en god organisationskommunikation för att få bästa möjliga utfall när det kommer till inre motivation. Detta är något som vidare forskning inom detta område kan ta i beaktning. / All since the realization that productivity is a result of how motivated employees are, theories have evolved to explain what motivates them. Prior research claims these theories, and shows how a decentralized organizational structure, where responsibility is shared and spread in a horizontal direction, tends to increase the intrinsic motivation. Research also shows how companies applying empowerment as a management principle, which means that the employees are empowered to work independently and be responsible about their work, contributes the employees to feel intrinsic motivation. Research also shows that organizational structure and management policy has a greater impact when employees have an education, are professional and knowledgeable, as these people tend to be stronger driven by internal motivation. As an essential part of this area of research is only based on quantitative studies, this qualitative study intended to contribute to a deeper knowledge than what previous studies have succeeded. By doing a case study of a company that defines itself as a flat organization with empowerment as a management policy, the purpose is to gain a deeper understanding of how a decentralized organizational structure with empowerment as a management policy is linked to employees' intrinsic motivation. Furthermore, the study aims to highlight new important concepts in this area. Based on the theory underlying the study, key concepts have been picked out that other relevant theories also claims. These theories along with previous research are linked together into a proprietary model with the new concepts taken into consideration. What the results shows is that the decentralized organizational structure has given great conditions for the application of empowerment as a management policy which has helped employees experience psychological empowerment and intrinsic motivation. What also pervade the result of the study is that the new highlighted concepts, teamwork and organizational communication has a significant impact on all key concepts. This shows how the proprietary model with all the selected concepts has a decisive role in how empowerment as a management policy leads to intrinsic motivation. What is further treated in this study is whether the management of the companies that applies empowerment as a management policy, takes advantage of and satisfy the teamwork, as well as maintaining a good organizational communication to get the best possible outcomes when it comes to intrinsic motivation. This is something that further research in this area should take into account.

Gaseller kallas företag som växer i en enormt snabb takt. Det finns idag ingen allmänt vedertagen definition av vad ett gasellföretag är, men vanligtvis brukar man inom forskningen säga att ett gasellföretag har en säljökning med minst 20 % per år i 2-5 år. Trots att dessa företag endast utgör 2-10 % av alla små och medelstora företag fast de endast utgör en så liten del så utgör det till mer än 40 % av alla nya jobb som skapas på arbetsmarknaden. Problematiken för dessa företag som kallas för gaseller är att en stor del av dessa företag inte har någon längre livscykel. Lika snabbt som de kommer in på marknaden lika snabbt försvinner de igen. Skillnaden mellan företagen är dock stor och vissa lyckas mycket bättre än andra.Just det faktum att vissa gasellföretag lyckas så mycket bättre än andra är en intressant sak att undersöka. I denna studie undersöks om det kan vara så att ett företags strategiska val kan påverka ett gasellföretags möjlighet att utvecklas och förbli ett gasellföretag och i så fall på vilket sätt det kan påverka. Studien tar sin utgångspunkt i Mintzbergs (1993) superstruktur och använder sig även av de tankar och idéer som Markiewicz (2011) har utvecklat angående barriärer som kan tänkas finnas vid ett strategiimplementerande i organisationer.Studiens syfte att undersöka hur ett företags strategival påverkar dess möjlighet att utvecklas och förbli ett gasellföretag har fordrat en kvalitativ metod. Därför bygger det empirska materialet på observationer på det utvalda företaget samt intervjuer med personer på de olika nivåerna i företaget.Uppsatsen visar hur ett speciellt företag som har en brant tillväxtkurva som ett gasellföretag agerar för att på ett så bra sätt som möjligt implementera en strategi som ska göra det möjligt för företaget att förbli ett gasellföretag. Mintzbergs (1993) superstruktur och Markiewicz (2011) fyra barriärer angående strategiimplementering i organisationer har varit det teoretiska stödet i uppsatsen. / Gazelles are companies which have an annual increase in sales of at least 20 %, for a running period of 2 to 5 years. Despite all this these companies only stands for 2-10 % of the entire market of small to medium sized business. Despite this small number they are accounted for more than 40 % of all the new jobs who are created. The problem these companies are experiencing is that their lifecycle are short. As fast as they enter the market they disappear. The differences between the companies are large and some of them succeed better than the others.The fact that some gazelles do better than others is an interesting subject to investigate. This study investigates if a company’s strategic decisions may affect it´s possibilities to evolve into a gazelle company and how it does it. The study has its base in Mintzbergs (1993) superstructure and it uses the thoughts and ideas of Markiewicz (2011) resolving around his implementation barriers.The purpose of this study is to investigate how a company´s strategic choice affects their capability of sustaining the levels required to be called gazelles, this have steered the study in the direction of a qualitative study. That is why the empirical studies are built up from observations and interviews with individuals from different hierarchical levels.This essay shows how a specific gazelle company acts to implement strategies to make sure that they will remain a gazelle. Mintzbergs (1993) superstructure and Markiewicz (2011) four barriers regarding strategy implementation has been the theoretical support in the essay.The essay itself is written in Swedish.

Information technology (IT) plays an important role in the daily operation of the modem business organization. The implications for, and influences on organizational structure from the deployment of IT have long been recognized. One of the most important, recent innovations, in the world of information technology, has been the Enterprise Resource Planning (ERP) system. Because of its wide reach, sophistication and highly integrated nature, it is potentially far more powerful and advanced than any of its predecessors, and thus has the potential to greatly influence organizational practices and design. However, the understanding of the organizational impact of IT in general, and ERP in particular, is rather limited. Due to the shortcomings of past studies, no clear consensus has been reached with respects to the structural impact of IT Moreover, though there 4ave been a large number of studies focusing on the implementation of EPR, very few empirical works have explicitly and systematically explored the influence of ERP on a range of different structural dimensions. This study aims to fill these gaps in the literature, and in so doing, generate a more comprehensive understanding of the organizational impacts of ERP To this end, it adopted a mixed method in order to deliver a more balanced and richer set of conclusions. The outcomes of the quantitative data analysis confirmed the general influences of ERP on a range of different structural dimensions. More specifically, it has been shown that the deployment of ERP can lead to a flatter, more decentralized, more standardized and a more tightly integrated organizational structure. Furthermore, the qualitative data provided meaningful insight into the structural impact of ERP, in Chinese context. In addition,, the various analyses found important associations amongst the corporate strategy, organizational structure, ERP deployment and organizational flexibility constructs, and in so doing, demonstrated that the relationship between ERP deployment and organizational structure is not independent of its organizational context. Indeed, it is shown that the results of this study provide support for the 'configurational' view of organizational strategy and behaviour. Finally, this study's results have been strengthened by modelling the technological artefact using a more balanced set of measures than had been employed in previous studies. Indeed, it was demonstrated that the use of ERP success, rather than the scale of its adoption, to model the independent variable, was a more effective indicator of changes to structural design, and ultimately also to the realization of organizational flexibility.

<p>U radu se proučavaju osnovne karakteristike organizacije kao i njenih struktura<br />koje na indirektan načinu utiču na model organizacionog dizajna industrijskih<br />sistema. U modelu je prikazana povezanost elemenata organizacionog dizajna sa<br />karakteristikama zaposlenih i karakteristikama organizacije</p> / <p>Paper includes studying the basic characteristics of organization as well its<br />structures that indirectly affect the model of organizational design of industrial<br />systems. Model shows connection between the elements of organizational design<br />with the characteristics of employees and the characteristics of the organization</p>

The literature presents us with two distinct, and at times opposed, approaches to strategic management: the use of strategic choice and determinism. This research shows that these approaches can actually be considered as two distinct variables, which create a space or framework in which it is possible to identify, according to the available different amounts of strategic choice and determinism, the four different ontological perspectives of determinism, hard incompatibilism, libertarianism and compatibilism. According to the literature, within each ontological perspective of the strategic choice/determinism framework, companies use different levels of strategic choice and determinism to produce organizational outcomes. This research provides empirical evidence of the real life existence of these ontological perspectives, in which companies’ performance of revenues is driven by a different amount of strategic choice or determinism according to the perspectives in which companies operate. This research also shows that other important performance indicators, such as EBITDA, depend only on deterministic variables, while ROA depends neither on strategic choice nor on deterministic variables. These findings suggest that future research could increase our knowledge on the internal environment of companies, as it could do from the hard incompatibilist perspective, which was not possible to study thoroughly within this research. The research conclusions provide several contributions to both academic knowledge and practice.

<p>U doktorskoj disertaciji su predstavljeni modeli za unapređenje<br />organizacione strukture i upravljanja poslovnim procesima i<br />upravljanje performansom poslovnih procesa. U prvom modelu su<br />razvijeni postupci analize, modelovanja, ocenjivanja i vrednovanja<br />postupaka unapređenja struktura i poslovnih procesa, a u drugom<br />modelu su postavljene faze planiranja, merenja i vizuelizacije<br />performansi poslovnih procesa. Primenjeni su savremeni softveri<br />za upravljanje procesima i njihovim performansama. Mogućnost<br />praktične primene razvijenih modela istražena je u dve studije<br />slučaja realnog idustrijskog uslužnog preduzeća.</p> / <p>In his doctoral dissertation, presented models for improving organizational<br />structures and business process management and performance<br />management business processes. In the first model developed methods of<br />analysis, modeling, assessment and evaluation procedures to improve the<br />structure and business processes, and in the second model are set phases<br />of planning, performance measurement and visualization of business<br />processes. Were applied modern software management processes and their<br />performance. A possible application of the developed model was investigated<br />in two case studies of real industrial service enterprise.</p>

English summary The diploma thesis is concerned with the phenomenon of organized crime as one of the most serious forms of crime. The basis of the thesis is formed by its criminological part in which emphasis is within the first chapter laid on delimitation and definition of this phenomenon from phenomenological perspective, description of its characteristic features and distinguishing it from other forms of crime. The second chapter focuses on the causes and conditions giving rise to organized crime, where individual factors facilitating this phenomenon are systematically divided within individual subchapters and are examined always with practical examples of formation and development of individual criminal organizations with regard to their historical context. Emphasis is placed on high level of social dangerousness of this phenomenon for the society as such. The last chapter of the criminological part of the thesis deals in more detail with the main characteristic of organized crime, or criminal organizations, i.e. the notion of internal organizational structure, which is also mentioned in the statutory definition of organized criminal group in Czech criminal law. This section contains numerous examples of individual types of this internal organization and attention is further paid to its significance...

Collaboration between social services and private schools – an interview study with school staff   It is legislated that social services and schools should collaborate on issues concerning children in distress or at risk of being abused.  The purpose of this study was to from the perspectives of school personnel in private schools investigate the collaboration between these elementary private schools and social services and to highlight suggestions for improvement. We conducted seven interviews with staff from three different private schools. From the perspectives of the interviewees the results indicated that there was no actual collaboration. We have analyzed the results with the help of organization theory and situational leadership theory. The study shows that the interviewed staff from the private schools wish for better and faster collaboration with the social services regarding children in distress or at risk of being abused, in order to better be able to support the children at school. The suggestions for improvement are that the social services should have a routine to provide feedback on each received report regarding concern for children and that there should be a possibility to ease secrecy.     Keyword: Collaboration, consensus, private school, organizational structure, leadership / Det finns lagstadgat att socialtjänst och skola ska samverka i frågor gällande barn som far illa eller riskerar att fara. Syftet med denna studie var att undersöka hur personal vid tre olika friskolor ser på samverkan mellan friskolor och socialtjänsten samt lyfta fram förslag till förbättringar. Vi genomförde sju kvalitativa intervjuer med personal från tre olika friskolor. Resultaten var till stor del entydiga om att det, från den intervjuade personalen på friskolornas perspektiv, inte existerar någon egentlig samverkan. Resultaten analyserades med hjälp av organisationsteori och situationell ledarskapsteori. Studien visar på att den intervjuade personalen vid de aktuella friskolorna önskar en bättre och snabbare samverkan med socialtjänsten kring barn som far illa eller riskerar att fara illa för att bättre kunna stötta barnet i skolan. De förslag på förbättringar som informanterna önskar är bland annat att socialtjänsten ska ha en rutin för att ge en återkoppling på varje inkommen orosanmälan samt att det ska finnas en möjlighet att lätta på sekretessen.   Nyckelord: Samverkan, samsyn, friskola, organisationsstruktur, ledarskap

The goal of this thesis is to become familiar with the personal module within the framework of enterprise information system DIALOG 3000S and subsequent suggestion of measure and procedure when implementing its functions in operation. First of all, it concerns the functions linked with the organizational structure and professions within integrated. Theoretical part is focused on general introduction of enterprise processes widely, then the issues of personal information system are analyzed, especially its integration to the enterprise information system as a whole. The practical part features introduction of the company Romotop, ltd. and information system DIALOG 3000S, firstly its integrated personal module. Then the actual situation of the module is analyzed and thus the reflections which function should be putted in operation and the way of the procedure.