Virtualios komandos tapo įprastu reiškiniu šiomis dienomis. Informacinių technologijų naudojimas įgalino žmones, gyvenančius skirtingose pasaulio šalyse dirbti kartu net nepaliekant savo namų. Šio mokslinio darbo tikslas - išanalizuoti virtualių komandų darbo problematiką. Remiantis mokslinės literatūros analize, nustačiau, kokios yra virtualių komandų atsiradimo priežastys, kilmė, savybės bei tokių komandų klasifikavimo ypatumus. Taip pat nustatyta, kad dirbant virtualioje aplinkoje susiduriama su šešiomis probleminėmis sritimis: kultūriniai (geografiniai) skirtumai, pasitikėjimas komandos nariais, bendravimas, bendro tikslo suvokimo trūkumas, darbo koordinavimo problemos, techninės problemos. Remiantis mokslinės literatūros analize ir tradicinių komandų tyrimo modeliais, sukurtas naujas virtualios komandos veikimo tyrimo modelis. Remiantis išskirtomis probleminėmis sritimis, kurios aktualios dirbant virtualioje aplinkoje, iškeltos trys hipotezės H1: virtualios komandos lyderio vaidmuo sąlygoja komandinio pagrindo formavimąsi virtualioje komandoje, H2: darbo koordinavimo problemos virtualioje komandoje sąlygoja atliekamų darbų terminų nesilaikymą ir H3: dažnesnis virtualios komandos narių tarpusavio bendravimas virtualioje aplinkoje sąlygoja galutinio rezultato (siekiamo tikslo) kokybę. Išanalizavus atlikto tyrimo gautus rezultatus nustatyta, kad hipotezė H1 pasitvirtino, hipotezė H2 pasitvirtino tik iš dalies, o hipotezė H3 nepasitvirtino. Tyrimo rezultatų pagalba taip pat... [toliau žr. visą tekstą] / Virtual teams had become a common appearance in nowadays. The usage of informational technology made it possible for people around the world to work together without even leaving their own houses. The purpose of this research was to analyze the work problematic in virtual teams. With reference to nonfiction literature analysis, in this research I‘ve analyzed the origination of virtual teams, reasons, why such form of teams were created, their features and main peculiarities of their classification. I’ve also determined that there are six problematic areas that occur while working in virtual environment: cultural (geographical) differences, communication, trust, technical problems, work coordination problems and lack of shared goal. I’ve also created a research model of virtual team’s working based on traditional team’s models. Based on problematic areas, those occur while working in virtual environment, I’ve formulated three hypotheses: H1: leader’s part influences the formation of team’s base in virtual teams, H2: work coordination problems in virtual teams influence the teams being late and not being able to finish their work on time and H3: more frequent communication between team members in virtual environment influence the quality of team’s results. According to the results obtained after the performed research, H1 was confirmed, H2 was confirmed only partly and H3 wasn’t confirmed at all. The results of the research also helped to supplement the problematic areas... [to full text]

The final thesis is focused on problematic question of social services quality inspection. First part of the thesis aids on conception of quality in context of social services. This part also describes development of social services and their practical use in law system of Czech Republic. We can also find description of inspection methods and their system. Third charter is mainly focused on dimension of inspector's ethic codex. It is aiming on systems of values, professional ethics, ethic codex and education of inspectors. Last and main chapter is trying to explain problematic areas in actual and real conditions of inspection process. Chapter contains suggestions with several solutions. Thesis uses and combines all collected data from verified sources, specialists external inspectors.

This thesis deals with the problems of single mothers. Its aim is to describe the characteristics and problems of single mothers in the contemporary social context and the possibilities of socio-educational support that are available for them. The above is based on expert sources described in the theoretical part. The practical part, points out the problems which selected single mothers mostly address in their lives and describe possibilities of socially pedagogical support, especially as regards the offer and awareness of their contribution. Based on qualitative research, which was carried out through five case studies, the most frequent problems are financial hardship, psychological, occupational and educational problems and finally housing problems. Regarding the socio-educational support programs are found very little awareness of their availability and offer. Contribution of the completed course was for participants of research very significant, especially in the sharing of experiences, training situations and assertive communication and the encouragement for further action.

This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performance reviews; transport; progress review meeting of the hub system; budgeting and its implementation; equipment demand; administration tools leading severe problems; contracting of contract workers leading severe problems; and overtime and excessive workload in the hubs. It was showed in the research that problems occurred due to the inappropriate alignment of internal programmes complimented with inadequate human resources strategic planning and implementation. The problem of restructuring and alignment are due to oversight on the processes and implementation of the programmes at the foundational level, the lack of follow-ups on Service Level Agreement (SLA) with local government (still not signed), interdepartmental and intergovernmental integration strategy not in place, inadequate facilities for offices, consultation with community and stakeholders which only took place at the later stage. The respondents seriously commented regarding the organisational structure that has been changed thrice since its implementation. This led to overcrowding of staff hubs, with no career path strategy. Further causes are lack of alignment of human resource management strategy with programmes, and structural arrangement of all the departmental sub-directorates, confusing the implementation of programmes and the reporting systems. Considering the challenges of restructuring and alignment at the Gauteng Department of Sports, Arts, Culture and Recreation, the study concludes that there is a need for further restructuring and alignment of the human resource strategy to manage the objectives of the Department effectively and efficiently. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.

This study investigates the restructuring and alignment processes within the Gauteng Department of Sports, Arts, Culture and Recreation. The nature of the study was neither inclusive nor an exclusive study accommodate every input of the sub-directorate, and review the staff capacity to meet with set objectives of the Department. It also investigates some of the problematic areas shortsighted by the restructuring and alignment processes in the hub and areas of concerns which included: Accommodation (office space and sports fields); support of staff by senior managers; contracting and performance reviews; transport; progress review meeting of the hub system; budgeting and its implementation; equipment demand; administration tools leading severe problems; contracting of contract workers leading severe problems; and overtime and excessive workload in the hubs. It was showed in the research that problems occurred due to the inappropriate alignment of internal programmes complimented with inadequate human resources strategic planning and implementation. The problem of restructuring and alignment are due to oversight on the processes and implementation of the programmes at the foundational level, the lack of follow-ups on Service Level Agreement (SLA) with local government (still not signed), interdepartmental and intergovernmental integration strategy not in place, inadequate facilities for offices, consultation with community and stakeholders which only took place at the later stage. The respondents seriously commented regarding the organisational structure that has been changed thrice since its implementation. This led to overcrowding of staff hubs, with no career path strategy. Further causes are lack of alignment of human resource management strategy with programmes, and structural arrangement of all the departmental sub-directorates, confusing the implementation of programmes and the reporting systems. Considering the challenges of restructuring and alignment at the Gauteng Department of Sports, Arts, Culture and Recreation, the study concludes that there is a need for further restructuring and alignment of the human resource strategy to manage the objectives of the Department effectively and efficiently. / Thesis (M. Development and Management)--North-West University, Vaal Triangle Campus, 2010.