Name: Coaching the coach in the game football The aim of the thesis: The aim of this thesis is to analyse the coaching activity of coach in two competitive matches of youth category. During the observation i would like to focus on the types of coach behaviour and his postural activity. Methodology: To achieve the goals I used the method of observation, the method of teaching interaction (ADI) and the method of audio and video recording. Results: The result of this thesis was reached and fulfilled, the research questions were answered. Thanks to this observation i can recommend some advice to another coaches. Key words: coaching, coach, instruction, feedback information, correction 69

Theory of coaching, main theme of the thesis is nowadays a very important area in Sociology of management. This method of employee development and approach in management of organisations is described theoretically and differentiated form other methods of personal growth. When assessing management of organisations based on coaching the author expects that this approach will be used by the companies that build their culture on Freedom at work. Concept of Freedom at work as an unexplored trend in the Sociology of management is depicted theoretically and practically. Methodological part of the thesis describes qualitative and quantitative pilot research that the author conducted in Czech organisations that claim to use Freedom at work. Main goal of the research was comparison of theory Freedom at work and its praxis and evaluation of actual application of coaching approach in management. At the end of the thesis author depicts the most important milestones in the theory of leadership that influenced the origins of Freedom at work and coaching. Key words Coaching, Freedom at work. Leadership style, Empoyee development

Objectives: The aim of this dissertation is to analyze the situation of women returning to work after maternity leave in Austria and the Czech Republic, to design a special career coaching program for them and to evaluate its effectiveness. Methods: Questionnaires, interviews and career coaching program. The sample consisted of female high school, college and university graduates returning to work after maternity leave. Results: The research showed that women tend not to advance in their careers and perceive a lack of support in career development from their employers. We found no significant differences between Austrian and Czech women regarding the length of maternity leave and strategies for coping with work/family conflicts, though they differ in their approach to career management. The career coaching program was designed according to the detailed analysis of needs of our respondents and was evaluated as very effective.

The aim of this dissertation was to whether the VŠE students perspective of the segment is the same as the coaches' perspective using a questionnaire research of the VŠE students and coaches too, and comparing both the students' and coaches' segments and suggesting possible solution. The questionnaire research was based in The Czech Republic area. The theoretical part of the dissertation is organized the way so it would introduce the involved ones into coaching. Firstly, it introduces the term coaching, differences between coaching and psychotherapy, ethical codex of the coaching, various genres and the methods of the coaching. Secondly, it explains dimensions of the mutual corporation, the coaches' and coached people roles, expenses, the form of quality, expected benefits, expectation of the co-operation and its form. Conclusions of this dissertation can be beneficial for organizations AIESEC, RPC VŠE, Koučink klub VŠE, The Head Office of the VŠE, coaches segment, future segment students' employers and for students themselves. There are included couches, companies providing coaching and professional associations under the coaches segment.

This thesis deals with the possibility of using psychological coaching as a support method for smoking cessation. The theoretical section provides an overview of key information on the topics of coaching and smoking, with an emphasis primarily on the aspects applied in the qualitative research project, the description of which constitutes the content of the empirical section. On the basis of the author's preconceived original design which, in addition to the diagnostic and evaluation phases, comprised the essential stage of the three-month long coaching of nine smokers in different stages of the cessation process, the author sought to map the potential benefits, advantages and other aspects of the use of coaching as an innovative method, thusfar not commonly included among the established alternatives offered as smoking cessation intervention techniques. Keywords: coaching, smoking, tobacco dependence, smoking cessation, quitting smoking

The goal of the thesis is to analyse the current condition of technical facilities in order to plan expansion of production. Next goal is to analyse the motivation of workers to accept changes. The theoretical part defines coaching, force of habit and method GROW, which is used in coaching. In the practical part there are coaching interviews with chosen employees of the chosen company. On the basis of interviews it is shown how to remove potential barriers that hinder the smooth implementation of changes, and recommendations for introduction of changes are suggested.

The thesis aims to analyze the role and work as a leader in the organization through systemic approaches and systemic thinking. Highlight the changes coming with the transition to an information / knowledge society and the replacement of manual workers' by knowledge workers. Emphasize the importance that not only tools have changed, but also paradigm. Take leader as a complex person, not only as an instrument of power, and find a way to balance on the way to his goal in such turbulent times. Look at the organization as a system by system theory and find a correct set of functionality. Starting with creation of rules, through the issue of putting the right elements to ensure the desired interactions between them.

Companies strive to stand up on the marketplace and prosper. Naturally, hiring the best people is necessary as much as facilitating employees to work at their full potential. This present thesis investigates the relationship between managerial coaching and employee's performance. First, using information from interview of managers. And second, using data from a sample of 102 respondents, multiple regression analysis and Pearson correlation analysis was conduced with SPSS software. The result found that managerial coaching as an indirect impact on employee performances. This thesis provides data on coaching effectiveness.

The main objective of this thesis is to explore the dependence between coaching and sales results of sales people during the Southwestern Company internship. In the theoretical part, I describe the concept of coaching and its history, on the basis of available literature and internet sources. Further, I devote to coaching models and tools that coaches use for improving the performance of coached people. At the end of the theoretical part, I define the specifics of direct sales and I depict the importance of direct sales nowadays. The practical part is devoted to the Southwestern Company, which uses direct sales to distribute educational products. I introduce the history of the company, its product portfolio and summer Southwestern Advantage Internship for university students. The centre of this thesis is the research, which I did during the summer 2012, when I applied coaching in communication with the sales people I worked with. The conclusion of this thesis is the link between theory and experience and also the following recommendations to apply coaching to increase the volume of production of the Southwestern sales people.

The subject of this text is the management of talent development. The aim of a dissertation was to identify what skills abilities are supposed from Talents in organizations what is suitable to develop in trainings by talents what method of development is most effective for talents and what we should consider hen we set up talent management in organization. The history of talent management manners and current interpretation of keywords are analysed in theoretical part. The hypotheses were set up to current problems and were verified by standard manners in organizations and at the university. The hypotheses have passed successful only for typical circumstances where the talents usually are. The most important knowledge are two new trends in talent management. The first is business coaching like combined method of development for talents is most effective manner of talent development. The second knowledge says that talent management set up of talent management depends on level of systematic work in organization.