TITLE: Analysis of the evaluation criteria of kindergarten headmasters by founders in Pardubicky region AUTHOR: Bc. Lenka Marková DEPARTMENT: School management centre SUPERVISOR: Mgr. Jiří Trunda ABSTRACT: This thesis analyzes the current criteria for evaluating the work of kindergarten headmasters. The criteria were created by community representatives as founders of the kindergarten. The thesis also focuses on identifying indicators leading to the fulfillment of the evaluation criteria. Monitoring headmasters views on the current criteria, which they are valued, is the part of research. Through the analysis criteria, surveys and informal interviews with representatives of the founders and headmasters the deficiencies in the structure and list of criteria were found. The research has shown inconsistency and formality outlined evaluation criteria with absence of their indicators. Based on the findings was recommended evaluation criteria to include all areas of the kindergarten headmasters. Indicators, that show the way to meet the criteria, were also suggested. This thesis aims to draw attention to current issues in evaluating the work of headmastrers at the regional education as well as to need for systemic solutions in this area. This thesis can be used as the theme for the creation of evaluation criteria...

Talent identification and selection, a constant ongoing process in sports worldwide. It’s one of the keyfactors to how children become professional athletes but can also be a factor to why children quit sports.The purpose of this study was to provide knowledge about what is required for talent identification andselection in youth football. The following questions were addressed in the study; How do coaches definetalent and which criteria do they use in the selection process? How well do the coaches understand thecriteria, and in what way do they apply them during the identification process? Are there factors thatdiffer as well as factors that are important for coaches to acknowledge in identification betweenchildren and teens? What is the knowledge regarding Relative Age Effect and how much do coachespay attention to it? This study was done at the request of the Swedish Football Association, through aqualitative method of seven semi structured interviews with football coaches who had experience in therealms of football academies. The results demonstrated that coaches have different perspectives. Fourintegral parts were presented by the respondents which are psychological aspects, physical aspects,technical ability and play intelligence. The standout part was the psychological aspect, where all coachesstated that a player’s mentality decides if they will play professional football or not. The psychologicalaspect was also the one part that differed in the identification process between children and teens. Theability to react well to failure is something that was only observable in teens. Furthermore, the coacheswere all aware of Relative Age Effect and there were different ways of how it affected their organizations,the district teams had the most developed system to work with Relative Age Effect through Future Team.To conclude, talent identification criteria is often based upon the coaches’ own experiences andpreferences, which could be to their benefit but if coaches don’t have the adequate knowledge to handleeach individual talent, it could lead to children quitting sports before they reach their full potential.Coaches will need higher education to make better decisions and to gain a better understanding aboutselection, the challenges that follow but also which possibilities it creates.

Cette thèse contribue à explorer une voie possible de transformation organisationnelle au service de la santé et de la performance par l’institution du conflit de critères sur la qualité du travail. Ce travail est issu d’une expérimentation réalisée avec l’entreprise Renault à l’usine de Flins dans le cadre d’une méthodologie développementale en psychologie du travail, sous les modalités de la clinique de l’activité. Cette expérimentation a donné lieu au développement et à l’institution d’un dispositif de Dialogue sur la Qualité du Travail (DQT) des opérateurs. Notre travail de recherche prend pour objet l’examen minutieux de ces résultats obtenus, de la genèse du dispositif à son institution dans l’organisation. Nous étudions alors quatre dimensions au centre des enjeux d'intervention et de transformation durable des organisations : le conflit de critères sur la qualité du travail, la fonction du conflit affectif dans l’activité, la performance dialogique de l’organisation et l'autorité professionnelle comme conditions de la performance concrète et de la santé. Nous concluons sur les perspectives ouvertes par cette thèse : d’une part la force motrice du conflit de critères sur la qualité du travail dans l’intervention en psychologie du travail, d’autre part la fonction de l’institution du dialogue sur ce conflit de critères pour la revitalisation des organisations contemporaines. / This thesis contributes to explore a way of organizational transformation from the perspective of a joint development of health and efficiency. It is based on the institution of conflict criteria on the quality of work. This thesis comes from an experiment conducted with the Renault company in the Flins factory, using a developmental methodology in occupational psychology, under the terms of the Activity Clinic. This experiment resulted in the development and the establishment of a dialogue process on the Quality of operators Work. The object of our research consists to examine the practical results produced by this methodology, since the genesis of the device to its institution into the organization. We study four main dimensions at the center of intervention and sustainable transformation of organizations issues: the conflict criteria on the quality of work, the function of affective conflict in activity, and the dialogic performance and professional authority as conditions for performance and health. We conclude on the perspectives opened by this work : firstly, on the conflict criteria’s energy on the quality of work in the occupational psychology intervention ; Secondly, on the role of professional dialogues based on the quality of work in the revitalization process of contemporary organizations.