Cílem této diplomové práce je pomocí popisu soukromých společností a zvláště pak metod managementu aplikovaných běžně v těchto firmách definovat metody managementu správních orgánů. Čtenáři této studie by měli pochopit vztahy a rozdíly mezi soukromoprávními a veřejnoprávními metodami uplatňovanými v jejich managementu v celkové souvislosti s vedením, efektivitou práce a se zřetelem na stanovené cíle a pravomoci. V této práci budou pomocí teorie definovány některé postupy soukromé sféry a dále pak bude akcentována jejich aplikace ve sféře veřejné spolu se zdůrazněním rezerv, které na základě provedeného výzkumu pravděpodobně vyplynou. Podrobněji charakterizována bude metoda benchmarkingu. Spolu s popisem jejích výhod a také nevýhod je cílem představit určitý postup při aplikaci tohoto manažerského postupu ve správních orgánech.

The thesis deals with the issues of headteachers' vocational competences and their needs for in-service training. The issue is assessed with regard to school degree and a phase of headmaster's career. The thesis is based on the need to clearly define what knowledge, abilities and attitudes should headteachers have to be able to manage the school successfully. This is also one of the conditions for creating a meaningful career system in schooling and a basis for a systematic further vocational development of headteachers. The thesis suggests a generic top performance profile of headteachers of all school degrees and a structure of their in-service training which corresponds to necessary competence. As a result, this should lead to an improvement of vocational training of headteachers and subsequently to higher quality of schools they manage.

2 Abstract This thesis submitted focuses on coaching as a style of leading people. The thesis analyzes the fundamental principles and tools of professional coaching which are subsequently interpreted from the perspective of their possible use in managerial practice with all benefits and potential difficulties. Due to its specificity, I deal with the role of the manager-coach as well. Given the focus of the thesis, I first dealt with the definition of coaching as such without any detailed specification, and with its possible use. I used the gained information for defining the managerial coaching in the context of leading people. In the second chapter I concentrated on coach and manager-coach as a person, their characteristics and competence which are necessary for coaching. In the third and fourth chapter I mainly dealt with coaching tools and their use in managerial practice. Finally, the thesis compares the results of an international research with the author's questionnaire survey, from the viewpoint of the use of coaching in organizations in the Czech Republic and world scale. Key words: coaching, leading people, managerial coaching, self-development, coaching techniques, potential.

The manager developement process is the anchor theme of the organisations and their HR departments. The quality manager is the key factor for the effective function of employees, teams within and the organisation as a whole, and facilitates the functioning process. This thesis deals with the problematics of manager developement, with a special focus on the training and other developing activities. The empirical part is orientated on three target groups participating on the manager developement. The qualitative part of the research was being realised through semi- structured interviews with lectors and HR managers. The quantitative part captures the interviews with the managers themselves. The manager skills are divided into four areas-Communication Skills, Presentation Skills, Management of People and Self-Management. In the requirement of quantitative research the Questionaire of the Developement of Manager Skills was constructed. The three hypotheses were being tested, first by Pearson correlation coefficient, the following two by dependent t-test for paired samples with a significance level of 0,05. Across the whole spectrum of skills, there is a noticeable contradiction between the opinion of lectors, HR managers and managers. The managers emphasize more the influence of working experience for...

To keep good and non-conflict relationships between doctors and nurses is not an easy task their stressful working environment. Despite the fact that both doctors and nurses have a common goal, and that is to provide the best care of their patients, there are situations leading to conflicts between doctors and nurses. Good relationships between nurses and doctors are a guarantee of a harmonized cooperation in the entire medical team. That is why it is important to avoid conflicts and, if any conflict has already occurred, it is important to use it for the benefit of the whole team. The goal of our work was to define the most frequented conflicts in hospitals from a point of nurse's view in a cooperation with doctors, and what impact these conflicts have on nurses' work. To process the data in the first part of my thesis, the quality method for a research survey was used. The data collection was implemented by interviews. The research sample group was composed of eight nurses working in bed departments of different hospitals. On the grounds of the quality survey I set four hypotheses which I tried to verify in the quantity survey. To collect the data in the quantity part a questionnaire survey was used and the research sample group was also composed of nurses working in bed departments. The data were being collected in the period of March through May. To assess the results 175 questionnaires were used. The hypothesis 1 - The most frequented conflicts between nurses and doctors root in a wrong communication, has been proven on the grounds of our findings. The hypothesis 2 - Conflicts between nurses and doctors result from increasing competences for nurses has been proven, too, as well as the hypothesis 3 - Conflicts between nurses and doctors result from misunderstanding nurses' and doctors' roles. The hypothesis 4 - Conflicts between nurses and doctors have a negative impact on nurses' work was proven, too. The results have also revealed that the second most frequented reasons for conflict situations represent personal qualities of doctors, which was not included in the hypotheses. In the summary of the thesis I incorporated some recommendations how to handle conflict situations effectively. This work should be a foundation for a potential follow- up research not only in this field, but it can also serve management teams in medical institutions. They should take actions to improve the situation to some extent.

In the Czech Republic all activities of individual groups of health care workers are defined by various regulations and laws. All nurses' competences are stipulated by 424/2004 Decree of Coll. of Laws and that defines activities and responsibilities for health care workers as well as other professionals and experts in the medical field. In my thesis three goals and hypotheses were set. The first goal of my thesis was to find out what level of awareness of the existence and of the content of the 424/2004 Decree doctors and nurses was. For that purpose the hypothesis Hl was set. It was worded as the following: ,Doctors are aware of the existence and the content of the 424/2004 Decree. The second goal was to find out what doctors' opinoions on the relevant competences were. To reach this goal hypotheses H2 were set. They were worded as the following:" Doctors have not become familiar with the importance of a qualification study that is backed up with having the relevant competences stipulated in 424/2004 Decree. H3 was worded as the following : "Activities required by doctors for nurses to be carried out go over their competences stipulated in 424/2004 Decree. H4: Activities going beyond nurses' competences do not enable the nurses providing relevant nursing care which should be focused on saturation and meeting patients' needs. The third goal was to find out what doctors think of the Decree's implementation in everyday life. I set a hypothesis that doctors do not feel any need to change nurses competences.

The theme of the diploma thesis Competencies of Nurses in Traumatology Outpatient Departments deals with a view of nurses of the existing competencies and the opinion on the increase. It is also mentioned the opinion of nurses about university-educated nurses, who work just for the traumatology outpatient departments, their importance and necessity. The aim of this diploma thesis is (besides the focusing on the competence growth) to analyse the actual interest of nurses in the personal competence growth and map the range of medical acts which are performed by the nurses. The theme of the competencies of the nurses nowadays is the current problem that must be solved. There are two aims of this thesis aim one: to determine the interest of nurses to increase competencies; aim two to map the opinions of nurses on increasing competencies. On the basis of the aims two hypotheses are introduced. Hypothesis one: the interest in increasing competencies is affected by the length of the practice; hypothesis two: the interest in increasing competencies is affected by education. To achieve the aims and hypotheses verification it was carried out a quantitative research using questionnaires. The questionnaires were addressed to nurses working at the traumatology outpatient departments in different hospitals. A total of 103 questionnaires were processed; it is represented by a different spectrum of the length of practice as well as the age range. In this thesis two research questions are set. Question one: what is the opinion of the nurses on increasing competence; question two: what is the range of medical acts that the nurses perform. To determine the results of the qualitative research it was used an in-depth interview with selected nurses who work at the traumatology outpatient department. A total of 10 interviews were carried out to supplement more accurate information. The survey results show that the nurses are interested in increasing their competencies, particularly in the area of decision-making and minor injuries treatment. However, a statistical evaluation of hypotheses shows that interest in the competencies is affected neither by the length of education nor the length of practice. It follows that neither hypothesis is confirmed. Statistically, the values are without mutual influence. The answer to the first question of the research also confirms that the nurses would welcome the possibility of increasing competencies, but to a limited extent. The nurses report that they most often treat bruises and minor injuries. Furthermore, limb/extremity fractures and koncové části těla fractures often occur. Among the most common injuries are also lacerations on the head. On the basis of my thesis, it is found that nurses know their competencies, are interested in their increasing and are able to manage them. My proposal is to raise a professional discussion on the topic increasing competencies of the nurses in Traumatology.

The e-safety of children and youngsters, whose e-safety knowledge and routines can be significantly influenced by education, is currently a highly up-to-date issue. What seems to be of paramount importance is whether teachers, who have not yet been satisfactorily researched, have appropriate knowledge and routines. For that reason, our study has carried out qualitative research to look into ICT teachers' e-safety knowledge and routines. The aim of the research was to map ICT teachers' current professional knowledge and routines to identify the determinants that influence their knowledge and routines and to develop a model of formation. To achieve these goals, data was collected through in-depth interviews with ICT teachers. Open coding and other associated techniques were subsequently used to analyse the data. Besides being affected by external and internal influences, ICT teachers' e-safety knowledge and routines are also determined by their attitude to e-safety rules (whether they adopt them as guidelines for safe behaviour) and by the barriers to protection in teachers' minds which prevent them from behaving in a safe way. Teachers' previous negative experiences have also been identified as a significant factor (in forming teachers' e-safety habits). The created model describes causal and intervening relationships between given categories. In this model, an emphasis has been placed on the role of data interpretation from the point of view of e-safety as a factor affecting an individual's choice of specific method of protection for a certain situation. The created model provided the basis for our pedagogical experiment, using the semantic differential to investigate its influence on learners' changes in attitude as far as technical e-safety is concerned. Two differing pedagogical approaches identified in the research as leading to the occurrence of a negative experience were used for the experiment. The first one was based on the simulation of an e-safety threat with the occurrence of a direct negative experience. The second was based on encountering a negative experience through a lecture given by an external specialist. This phase of the research is beneficial as it verifies the part of the given model that concerns the effects of a negative experience.

This thesis deals with project management in the selected company LINET, which is dedicated mainly manufacturing and innovation hospital and nurturing beds. Concretely, this work is focused on the project life cycle development projects, thus on his phases. After analyzing current situation of project management in a company, is pointed to weaknesses with a proposal for improvement. Based on theoretical and practical knowledge is created a new proposal structure project phases and recommended a list of documentation, which the author has added several templates. Further are proposed responsibility matrix for each phase separately.

This thesis deals with delegation and its implementation in practice in selected organization. The aim of this thesis is to evaluate level of the process of delegation. If delegation improves management work and based on the conducted research, recommended possible solutions that will improve the current situation of management. The methodology describes how to achieve a given goal, through the study of literature and internal resources of the organization, direct method of observation in the workplace, indirect method using questionnaire techniques and for completion was used unstructured and structured interview. A theoretical portion of this thesis describes the term managament, manager´s functions and delegation, why it´s important and their goals. It also includes a process of delegation, which includes work analysis, planning delegation, selection of an appropriate worker, how to delegate and delegate support. Then it describes advantages and barriers of delegation. A practical portion of the thesis focuses on the company itself, its expertise, and the position on the market. Further the more it includes applied form of delegation in the organization. Then it describes characteristics of managers who participated on research and evaluation of questionnaire techniques and unstructured interviews, then structured interview with a manager of the section. Finally, evaluate the results and recommendations to improve the current situation based on the information of research and also recommendations to each manager.