Les budgets d'équipement de défense en Europe connaissent depuis la fin de la guerre froide une baisse structurelle et régulière. Ce phénomène est aujourd'hui amplifié par la crise de la dette qui touche l'Europe. Une telle diminution porte un risque de perte de capacités (technologiques, industrielles, ... ) et, in fine, de déclassement stratégique pour les Etats européens et l'UE en tant que puissance potentielle ou en devenir. Face à cette menace, deux solutions complémentaires ont été identifiées de longue date l'ouverture des marchés publics à la concurrence européenne et la consolidation de la commande publique à un niveau européen définir. Longtemps ignoré pour organiser un marché européen des équipements de défense, le cadre politico-institutionnel de l'UE e désormais mis à contribution. En particulier, on observe depuis une dizaine d'année un recours au ordre juridique de celle-ci –cadre qui en fait sn spécificité en tant qu'organisation supranationale. Cette utilisation suit une voie classique (recours à la méthode communautaire dans le cadre de l'intégration des marchés publics d'armement dans le champ du marché intérieur) mais est également une voie plus originale avec l'apparition de mécanismes de récompense promouvoir la coopération dans l'acquisition et le développement d'armement. Grâce au concept de fonctions (répressive et promotionnelle) du droit, développés par le théoricien du droit italien Norberto Bobbie cette thèse propose un cadre théorique permettent d'étudier de manière unifiée et cohérente le recours nu droit dans sa conception traditionnelle (répression des comportements non-conformes) et dans ses développements les plus récents (promotion des comportements socialement désirables). / European defence equipment budgets have been decreasing steadily since the end of the Cold War and have been amplified by the recent public debt crisis. These budgetary cuts may (end to non-reversible tosses of capabilities (technological, industrial, etc.) an eventually render the EU and its Member States strategically irrelevant. Two main solutions were identified long ago: opening defence procurements to European competition and consolidating the armament demand to n supranational level (which remains to be defined). The EU institutions and legal framework, which have been considered as irrelevant in that respect for a long lime, are now being used. In particular, the recourse to the EU legal framework proved to be useful and follows two paths: a classical one, which entails the recourse to the community method and the integration of defend procurements within the internal market; and a more innovative one, based on the promotion of cooperation in developing an acquiring armaments. This thesis builds on Norberto Bobbie's concepts of repressive and promotional functions of law. Thus, it proposes a theoretical framework consistent enough to cover EU law in its traditional function (punishing non-compliant behaviours) and in its more react forms (rewarding behaviours that arc socially desirable). lt concludes that the recourse to EU law in the field of armament acquisition policies enlarges the classical understanding of European integration.

In today’s fast changing environment it is important for knowledge intense companies that want to stay competitive to actively work with their knowledge, knowledge sharing and Knowledge Management (KM). Barriers decrease the efficiency of how knowledge is created, stored and shared, and they are therefore important to reduce or preferably remove making the KM activities result in as much value for the organisation as possible. To achieve this, it is important that the KM activities become a natural part of the employees’ daily work. Activities become natural when employees are truly motivated, which can be achieved through for example further education, reward systems and supporting work conditions. In this study we have focused on existing barriers for knowledge sharing and we ask ourselves “what barriers exists?”, “how is existing IT being used as a support?” and “how does motivation, reward and punishment affect knowledge sharing?”. By conducting a qualitative case study at a knowledge intense company in Huskvarna, we will answer these questions and also recommend how the company can reduce the barriers we find, thus creating prerequisites for more effective knowledge sharing. We carried out an interview and an observation of how an employee at the company worked with knowledge sharing. Through the case study, we found that the company worked with knowledge sharing using both a discussion forum and a CV database located on the company’s intranet. However, we did find barriers and the most important ones were low awareness and realisation amongst staff of the value and benefit of possessed knowledge, lack of an intentional KM strategy and lastly their IT systems were not adjusted to employees’ needs. The foremost consequence of these barriers is that the company can not effectively utilize their knowledge, which is their most important resource making the company competitive. Since motivation and understanding are the two primary factors for employees to work more naturally with knowledge sharing, and to achieve this we recommend that the company implement some sort of reward or incentive system combined with education. In working with this thesis, we have learnt that knowledge sharing exists in all companies, with or without an intentional strategy and with or without IT supporting the activities. Thus, barriers also exist in all companies. The cardinal thing to understand is that companies must work to reduce or remove barriers, regardless how many they are. Knowledge has become such an important resource that no knowledge intense company today can afford to ignore this fact. / För kunskapsintensiva företag är det viktigt att arbeta aktivt med kunskap, kunskapsdelning och Knowledge Management (KM) för att vara konkurrenskraftiga på dagens föränderliga marknad. Vi har i denna studie fokuserat på existerande hinder för kunskapsdelning, användning av IT som stöd och hur motivation, belöning och bestraffning påverkar kunskapsdelningen. Hinder inom KM minskar effektiviteten av hur ny kunskap skapas, lagras och delas, vilket därför måste tas hänsyn till och helst minskas eller undanröjas för att uppnå högsta möjliga värde för organisationen. För att företag ska få största möjliga värde av sitt KM-arbete, är det viktigt att det blir en naturlig del av de anställdas vardag. Därför är det viktigt att skapa en inre långsiktig motivation genom till exempel utbildning, belöning och arbetslivsförutsättningar. Utifrån problemdiskussionen ovan ställer vi oss frågorna ”vilka hinder finns?”, ”hur används befintlig IT som stöd?” och ”vilken påverkan har motivation, belöning och bestraffning på kunskapsdelning?”. Genom att utföra en kvalitativ fallstudie på ett kunskapsintensivt företag i Huskvarna, ska vi svara på frågorna ovan och även ge rekommendationer för hur företaget kan reducera de hinder vi kartlägger och därmed skapa förutsättningar för mer effektiv kunskapsdelning. Vi genomförde en intervju och observation av hur en anställd på företaget arbetade med kunskapsdelning. Genom fallstudien fick vi reda på att företaget arbetade med kunskapsdelning genom ett diskussionsforum och en CV-databas på deras intranät. Dock kunde vi kartlägga hinder och de viktigaste var att personalen hade låg medvetenhet av värdet och fördelarna med den innestående kunskapen för andra anställda, företaget hade inte en medveten KM-strategi samt att de IT-system som företaget använde inte var anpassade efter personalens behov. Den främsta konsekvensen av hindren blir att företaget inte mer effektivt kan nyttja den kunskap som är den främsta resursen för att företaget ska vara konkurrenskraftigt. Eftersom motivation och förståelse för kunskapsdelning är två av de viktigaste faktorerna för att personal naturligt ska vilja arbeta med kunskapsdelning, rekommenderar vi företaget att införa någon form av belöningssystem kombinerat med utbildning för att uppnå detta. Vi har genom denna uppsats lärt oss att kunskapsdelning förekommer på alla företag, med en medveten eller omedveten strategi och med eller utan IT som stöd. Således förekommer det också hinder på alla företag. Det viktiga att förstå är att företag aktivt måste arbeta med att reducera eller undanröja hinder, oavsett om det är ett eller flera. Kunskap har idag blivit en så pass viktig resurs att inget kunskapsintensivt företag har råd att ignorera detta faktum.

The introduced diploma thesis deals with the issue of evalution and reward system in a particular company XY s.r.o. The theoretical part is focused on job evalution, remuneration and benefits. The practical part is aimed at the analysis of the payroll system which is supplemented by my own observations and opinions of employees. The goal is to suggest changes in the evaluation and reward system which will lead to productivity increase while minimizing costs.

The aim of this thesis „Motivation and Evaliation of Česká pošta Branch Office Employees“ is to develop a proposal to improve current incentive program and system for evaluating and rewarding employees. On the basis of recognized imperfections to suggest recommendations for the improvement the situation. The theoretical part focuses on explanation of the main terms of remuneration and work motivation. The practical part of the thesis, based on interviews, questionnaires and observations, concentrates on motivation of employees in a chosen company. At the end there are brought up problematical areas and proposed recommendations and ways to improve current situation in the company.

Le système sérotoninergique central a longtemps été associé au contrôle du comportement alimentaire et à la modulation des effets des drogues psychostimulantes sur le comportement.Le récepteur 5-HT2C est présent dans les centres hypothalamiques et particulièrement dans le noyau arqué dans l’hypothalamus (ARC) qui contrôle la régulation homéostatique de la prise alimentaire. On le retrouve aussi dans l’aire tegmentaire ventrale (VTA), une région importante dans la motivation de plusieurs comportements notamment la consommation alimentaire.Dans cette étude, l’hypothèse testée est, d’une part, que le récepteur 5-HT2C exprimé dans le VTA jouerait un rôle dans le contrôle de l’activité locomotrice induite par l’amphétamine et d’autre part qu’il exercerait son effet hypophagique a travers l’ARC.Des micro-injections localisées dans le VTA et dans l’ARC ont été réalisées afin d’évaluer les effets d’un agoniste sélectif du récepteur 5-HT2C, AR231630, sur l’hyperlocomotion stimulée par l’amphétamine ainsi que sur la prise alimentaire chez le rat.Dans les tests sur l’activité locomotrice, AR231630, lorsque qu’injecté dans la VTA, et non pas dans l’ARC, réduit de façon dose-dépendante l’ambulation provoquée par l’amphétamine.Dans les tests sur le comportement alimentaire, l’injection du composé AR231630 dans l’ARC n’induit pas de réduction de la prise alimentaire, contrairement au VTA.Une expérience suivante montre que les effets inhibants de l’administration périphérique d’AR231630 (5mg/kg) sur l’alimentation sont spécifiquement inversés par un prétraitement dans le VTA avec un antagoniste sélectif du récepteur 5-HT2C, SB242084.Ces résultats suggèrent que les récepteurs 5-HT2C dans le VTA participent à la fois au comportement alimentaire et à la fonction de la récompense, et ce, potentiellement par le même mécanisme. / Central serotonin systems have long been associated with the control of ingestive behavior, and the modulation of behavioral effects of psychostimulants.The 5-HT2C receptor is present in hypothalamic centers particularly the arcuate nucleus (ARC) controlling homeostatic regulation of food intake as well as in the ventral tegmental area (VTA), a region important for motivational aspects of multiple behaviors, including feeding.In the present study, the hypothesis was tested that the 5-HT2CR in the VTA may control amphetamine-evoked locomotor activity and 5-HT2CR in the ARC may regulate food consumption. Localized microinjections into the VTA or into the ARC were used to assess the effects of a highly selective 5-HT2C agonist, AR231630, on the locomotor stimulant effect of amphetamine as well as food intake. In the tests for locomotor activity, AR231630 into the VTA, but not into the ARC, dose-dependently reduced locomotor activity elicited by amphetamine. Unexpectedly, in tests for food intake, intra-ARC injection of AR231630 did not reduce food intake even at doses of 10ug, whereas intra-VTA injection of 10ug AR231630 did. A subsequent experiment determined that the suppressant effect of peripheral administration of AR231630 (5 mg/kg) on feeding was partially reversed by pretreatment with the selective 5-HT2CR antagonist SB242084 into the VTA (5ug). These findings suggest that 5-HT2CR in the VTA participates in both food intake and brain reward function, and possibly through the same pathway.

The focus of this thesis was the hedonic value of stimuli, which is more commonly known as pleasure or positive affect. First, the scientific meaning of hedonic value was dissected. Second, a classification identifying core causes of positive affect was created. The classification was derived from specific positive moments reported by individuals throughout a day (collected through experience sampling methodology). Seventeen triggers of positive affect were identified, which were extracted from the data rather than originating from theory. Third, affective influences on reflexive-like motor responses were investigated using an approach-avoidance task. Contrary to previous studies, approach reaction times were not speeded by highly affective stimuli. Instead, a novel non-emotional effect was found on reaction times, which could directly explain the current results, and those of previous studies, in non-affective terms. Fourth, the propagation of hedonic reactivity from pleasurable to neutral stimuli was investigated. Contrary to expectations, the evaluative conditioning procedure utilised did not exhibit a phenomenon called blocking. Instead, 'liking' spread non-selectively to all stimuli co-occurring with the source hedonic stimulus. Fifth, the positive effect of pleasure on goal-directed motivation was established: participants were found to press a food trigger harder for highly palatable snacks compared to bland snacks, even though participants were not informed about the hidden measurement of forces. Additionally, the impact of hedonic value on actual food intake was quantified with best-fit equations that predicted consumption at both the group and individual level. In the last study, hedonic habituation, or the inhibitory effect of pleasure on itself, was demonstrated: eating pleasant snacks, as compared to bland ones, reduced the hedonic ratings of test foods that were consumed afterwards. Finally, these inputs and outputs of hedonics were integrated into a model specifying principal roles of pleasure in human behaviour. This pleasure-incentive model explains the effects of pleasure on incentive motivation, and makes important predictions about the mechanisms of pathological conditions such as over-eating and drug addiction.

Comment notre cerveau traite l’information de la récompense, et comment un tel traitement est influence par des paramètres tels que la probabilité et le risque sont devenues des questions cruciales des neurosciences cognitives. De plus, des recherches récentes suggèrent un effet modulateur d’un certain nombre d’hormones sur le cerveau et sur le comportement, et également qu’un dysfonctionnement du système de récompense pourrait expliquer des comportements addictifs tels que le jeu pathologique. Durant cette thèse, nous avons eu recours à de l’EEG stéréotaxique (SEEG) et à une combinaison d’Imagerie à Résonnance Magnétique fonctionnelle (IRMf) et d’endocrinologie pour réaliser trois études s’intéressant au traitement de la récompense chez des sujets sains, chez des patients souffrant d’épilepsie chez qui des macroélectrodes ont été implantées, et chez des joueurs pathologiques. Ensemble, nos études améliorent la compréhension de nouveaux aspects du traitement de la récompense chez les sujets sains, chez les patients épileptiques, et chez les joueurs pathologiques / How our brain processes reward information and how such processing is influenced by parameters such as reward probability and risk have become key questions in cognitive neuroscience. In addition, recent researches suggest a modulatory effect of a number of hormones on brain and behavior and a dysfunction of the reward system in a number of behavioral addictions, such as gambling disorder. This Ph.D. used intracranial EEG (iEEG) and combined Functional Magnetic Resonance Imaging (fMRI) and endocrinology to perform four studies investigating reward processing in healthy subjects, patients with epilepsy implanted with depth electrodes and individuals with gambling disorder. Together, our series of studies advance our understanding of new aspects concerning reward processing in healthy subjects, patients with epilepsy and individuals with gambling disorder

This Master's Thesis is focused on motivation and job satisfaction of employees in organizations of business and non-business sphere with an emphasis on the present situation in non-business organizations. The theoretical part is focused on the knowledge of the business and non-business organizations, motivation, job satisfaction and reward system. This knowledge is used in the practical part, where I do research among employees of The military office of social security. The goal of this thesis is to analyze the present motivation of The military office of social security's employees and suggest solutions to increase their motivation and job satisfaction. These proposals should also provide better position of employer in the labor market and higher competitivenes.

Master´s thesis is focused on the system of employees´ remuneration in the organization. This system is analyzed on the basis of total reward concept, which is described in the theoretical part. Main aim of the thesis is to give suggestions for optimization of current remuneration system or create new system of remuneration, which increases employees´ motivation and performance. This aim is fulfilled based on the internal data analysis, interview with managers and survey. Current remuneration system in the organization provides possibilities for improvement, especially within payroll system and areas of employees´ development and education.

The thesis deals with the scientific problem of the link between the strategic management and the compensation system using the principle of internal equity. The work is based on two pillars, namely the qualitative research and own proposed solution. The first part of the thesis describes the qualitative research and the possibilities and the synergistic effects of linking business strategy and compensation system. The qualitative research is performed as a multi-case study and investigates the phenomenon in the practice of three companies from various markets (the Czech Republic, Slovakia and Bosnia and Hercegovina) and industries (finance, IT/Telco and FMCG). The research tries to find answers to the four research questions: How does business strategy influence compensation process? How can compensation support the realization of a business strategy? How can business strategy be linked with a compensation system within the principle of internal equity? How can compensation reinforce the strategic function of the human resources management? The research is based on the study of theoretical sources as well as on practical fieldwork. The qualitative research itself uses qualitative research methods for data collection, such as observations, questionnaires, and document analysis. The population questioned was top managers, line managers and representatives of HR department. In total, 142 interviews were performed by a single person. The collected data were analyzed and the triangulation was applied. The findings were summarized and generalized into a final report that brings answers to the research questions above. The research brings valuable findings used in the second, design part of the thesis. The own proposed solution consists of two main models. The first one is a simplified scheme of the compensation system and the second one is a model of strategic segmentation of jobs. The first model could be used successfully in the business practice as well as in education. The second model of the strategic job segmentation brings answer to the question of synergistic linking of business strategy and the compensation system within the principle of internal equity. The model brings valuable findings and a foundation for further theoretical research and its further development. The model also brings practical solution to the design of related policies and processes in the strategic management of human resources. By the design of both proposed models the main objectives of the thesis were achieved.