The thesis deals with action of local action groups (LAGs) in the Czech Republic at the beginning of the new programming period. During the last seven years, LAGs proved to be an ideal cooperation platform of local actors, which leads to the integrated development of its home territory. The aim of this work is to evaluate the activity of LAGs, with an emphasis on the process of social networking, sectors cooperation at the local level, promote economic activities LAGs and ensure their operation. Analysis of the functioning of LAGs was based on guided interviews with LAG managers or LAG directors, and representatives of rural development institutions. Selection of interviewed LAG representatives was based on the LAGs evaluation from 2010, 2011 and 2012. Results of guided interviews with LAGs' representatives and experts served to define the barriers that currently impede the development of rural areas through the LEADER method and community planning. Furthermore, the results of field research confirmed that LAGs activity supports the development of social networks in its home territory and breaking down barriers between public, private and non-profit sectors.

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Bakalauro baigiamojo darbo skyriuose yra nagrinėjami Vietos veiklos grupės vaidmuo, skatinant verslo plėtrą, taip pat verslo plėtros ypatumai Telšių rajone. Pirmame darbo skyriuje apžvelgiama verslo diversifikacija šeimos ūkyje, agrarinių ir neagrarinių verslų derinimas, kaimiškųjų gyvenviečių raida ir perspektyvos, miestelių vaidmens pokyčiai ir vietos bendruomenių veikla, LEADER iniciatyvos raida ir VVG susiformavimas. Antroje darbo dalyje pristatoma tyrimo eiga, pateikiami pasitelktų metodų ir priemonių pagrindimai, analizuojami Telšių VVG norminiai teisės aktai, aptariama Telšių rajono mikroregionizacijos idėja ir jos perspektyvos, pristatomi atlikto empirinio tyrimo rezultatai bei išvados ir rekomendacijos. / Bachelor's thesis chapters are dealt with business development and characteristics of the local action group role in promoting business development Tent area. The first chapter gives an overview of the business diversification of the family farm and agri-businesses neagrarinių coordination, development of rural settlements and prospects, the role of changes in the towns and local communities, development of the LEADER initiative and the formation of the local action group. The second part presents the research process, the methods and means to use their justifications, analyzes of Telšių local action group normative legal acts in question mikroregionizacijos in Telšių district, and its prospects, presents empirical findings and conclusions and recommendations.

ABSTRACT THE EFFECTS OF HOSPITAL UNIT NURSE LEADERS’ PERCEIVED FOLLOWER SUPPORT ON NURSING STAFF PERFORMANCE OUTCOMES by JOY BAILEY Hospital unit nurse leaders are increasingly expected to deliver high quality patient outcomes at less cost yet very little is known about how they accomplish these goals while meeting work force demands and the needs of the organization. Whereas the literature is replete with studies about the work environment of nurses in general, very little has been published that examines the work environment of unit nurse leaders even though, by virtue of their role, they are inextricably linked to both staff performance and patient outcomes and ultimately the success of hospital organizations. The purpose of this study was to examine nursing support relationships (unit nurse leaders’ perceived follower support (PFS), nursing staff perception of leader supportive supervision (SS) and unit nurse leaders’ perceived organizational support), unit nurse leaders’ work stressors (role conflict, workload and span of control) and nursing staff outcomes of work team cohesion (WTC), job satisfaction, absenteeism and turnover intent on the acute care hospital nursing unit. Thirty-two unit nurse leaders from nine urban hospitals, along with 397 of the staff they supervised were surveyed. Seventy-seven percent (n = 305) of the nursing staff were registered nurses; the remaining 23% (n = 92) were nursing assistants and unit secretaries. The average nurse leader’s span of control was 41staff members (SD=43.5; range: 24-135). Most nurse leaders were affiliated with academic medical centers. Results showed that leaders with higher levels of PFS were more likely to display higher levels of SS of their staff and that higher levels of SS were associated with greater WTC, higher staff job satisfaction and increased staff intent to remain with the organization. Supportive supervision mediated the relationship between PFS and staff work team cohesion, job satisfaction and turnover intent. Also the negative effects of nurse leader role conflict on SS weakened with higher PFS. This preliminary study lays the ground work for more expansive studies on supportive interactions between unit nurse leaders and their staff, with potential to inform nurse administrators about the importance of the unit leader/staff relationship and its influence on nursing staff performance outcomes and ultimately patient outcomes.

This diploma thesis deals with the theme of Local Action Groups. It focuses principally on comparison of various Local Action Groups in Czech Republic in terms of their activities beyond the Strategic Plan LEADER. The issue of Local Action Groups and their activities beyond the Strategic Plan LEADER is elaborated more in detail in the second part of the theses and there is also described results analysis and proposition of corrective procedures and recommendations.

Background: Today ’s organizations receive increasing pressure from society and workers to maintain good work life balance. Flexible working arrangement is one of the HRM policies to improve employee’s work performance, job satisfaction and retention. Prior discussion still does not find the clear result on the positive effect of FWAs. Due to the administrative burdens, many organizations, especially SMEs are still hesitant to introduce such policies. In this study, the authors examine the effects on FWAs on employee’s improved engagement. The study will take a form of replicative study, and focus is on leader endorsement and feeling of respect in relation to leader prototypicality. Moreover, different circumstances of informal FWA based on size of the organization is explored. Purpose: The purpose of this study is to make contribution to create a cumulative knowledge on FWA studies by testing the generalization of a prior study. The result of this study will ultimately have an implication for how organizations may benefit from allowing their employees to have access to FWAs. Methodology:In this study, the authors use statistical approach to test the effect of FWA on employee’s improved feelings and the leader endorsement in relation to leader prototypicality. The research approach, measures, method and model are designed to be exactly same as Koivisto and Rice, (2016) however one change in research context is made, which is number of employees in the company. Conclusion: The result of the study shows that FWA allowance may not have significant influence on subordinates’ feeling of respect and leader endorsement. This implies the difficulty for leaders to use FWA as a tool to influence employee commitment on shared goal. Moreover, difference between prior finding indicates that FWA study may need to be separated for different size of the company. / <p></p><p></p>

Tidigare forskning om ledarskap ger en bild av vilken ledarskapsstil som ger bäst resultat för organisationen och mest positiv effekt för följaren. Denna studie undersökte hur några av de vanligaste ledarskapsstilarna, Transformativt, Transaktionellt samt Leader-Member Exchange (LMX), skattades av följarna. Ett formulär med fyra fiktiva chefsbeskrivningar användes för kvantitativ datainsamling, där Transformativt ledarskap och låg nivå av LMX skattades högst. Att låg nivå av LMX skattades högre än hög nivå går mot vad tidigare forskning säger är den bästa approachen sett till prestation för organisationen och följarna. Kulturella skäl till detta motsatta resultat för LMX diskuteras. / The existing research in leadership has explored which style of leadership that generates the best results for the organization and has the most positive effect for the follower. This study looked at some of the most common leadership styles, Transformative, Transactional and Leader-Member Exchange (LMX), and how they were rated by the followers. A form containing four fictitious manager descriptions were used. The result showed that transformative leadership and low level of LMX were rated highest. The fact that low level of LMX was rated higher than high level contradicts existing research claims. Cultural differences are suggested to account for the different rating of LMX in this research.

Aiming to contribute to its collective action in informing about the problem of an organisation-internal weak and amorphous interaction-gap and its recommended solution, this thesis utilises the discussion and conceptualisations of territorial, human and social capital to derive an analytical insight into roles, relations and interactions within a Local Action Group (LAG) and LEADER. The European rural and local development methodology is studied with abductive and deductive research strategies, making use of a NUTS-SE33 case-study, extensive questionnaire and document analytical methods. Findings show the gap in-between the roles of the decision-maker and project-owner/manager, that if closed with a deliberate, purposive interaction could foster, so act conducive, supportive and reinforcing, the result-oriented effectiveness and revert negative implications. These get eminent in not fully exploitable or losses in foundational LEADER principles of participative mobilisation, networking and capacity building, leading to a weakening of development potential through the loss of mutual local knowledge, information and collective sense. Limitations arise by the representativity issues of the response rate and the territorial research-focus.

The purpose of this study is to increase the understanding of leader and follower exchange-relationships when work is conducted remotely, as well as the creation and development of such relationships. The study focuses on remote work in the form of full-time and hybrid solutions, which have become more common for many organizations. The theoretical framework of the study includes theories about remote work, leader-member-exchange, and followership. To conduct the study the authors used a qualitative research method with multiple case studies and semi-structured interviews. The respondents of the study consisted of four leaders and four followers.  The results of the study indicate that reduced physical contact and interaction in remote work pose challenges to leaders and followers in their previous abilities to create and develop qualitative exchange relationships. Furthermore, leaders and followers establish exchange relationships through daily conversations and meetings via digital platforms. These relationships develop through common factors such as social identity, self-categorization, social categorization, human capital, social capital and personal attributes. Similarities in these factors contribute favorably to the creation of high-quality exchange relationships between leaders and followers. Remote work has brought forth new factors critical to developing high-quality exchange relationships, and both leaders and followers have different perspectives on remote work. Leaders find it challenging to lead and support their followers, while followers on the other hand don't think that their job tasks have been significantly affected. / Syftet med denna undersökning är att öka förståelsen för ledare och följares utbytesrelationer när arbetet sker på distans, samt skapandet och utvecklandet av utbytesrelationer. Studien fokuserar på distansarbete i form av heltids- och hybridlösningar, arbetsformer som har blivit vanligare för allt fler organisationer. Studiens teoretiska referensram innehåller teorier om distansarbete, leader-member-exchange och följarskap. För att genomföra studien använde författarna en kvalitativ forskningsmetod med flerfallstudier och semistrukturerade intervjuer. Respondenterna i studien bestod av fyra ledare och fyra följare. Resultaten från studien visar att den minskade fysiska kontakten och interaktionen vid distansarbete utmanar ledare och följares tidigare förmågor att skapa och utveckla utbytesrelationer. Respondenterna skapar utbytesrelationer genom dagliga samtal och möten via digitala plattformar. Utbytesrelationerna utvecklas genom gemensamma faktorer som social identitet, självkategorisering, social kategorisering, humankapital, socialt kapital och personliga egenskaper. Där likheter i ovanstående faktorer fördelaktigare bidrar till skapandet av högkvalitativa utbytesrelationer mellan ledare och följare. Vidare har distansarbete medfört att nya faktorer är kritiska för att utveckla högkvalitativa utbytesrelationer, samt att både ledare och följare har olika syn på distansarbete. Ledare upplever det svårt att leda och stödja följarna, medan följarna å andra sidan anser att deras arbetsuppgifter inte påverkats särskilt mycket.

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