Diplomová práce bude v první části zaměřena na analýzu manažerských technik ve veřejné správě, teoretická východiska týkající se osobnosti manažera a klasifikace jednotlivých stylů vedení,zejména se zaměřením na koučování a mentorování. Druhá část bude věnována samostatné analýze, bude proveden sběr podkladových dat prostřednictvím dotazníkového šetření a nestrukturovaného rozhovoru s pracovníky Magistrátu města Ústí nad Labem. Na základě takto získaných informací bude v poslední části vyhodnocení závěrů a doporučení pro zlepšení manažerských technik. Cílem diplomové práce je zjistit prostřednictvím charakteristik jednotlivých manažerských technik, jaký styl vedení manažeři využívají a na základě zjištěných poznatků je analyzovat a porovnat. Zhodnotit úroveň a kvalitu manažerského vedení ve vybrané organizaci ( Magistrát města Ústí nad Labem) a navrhnout opatření ke zlepšení její činnosti.

No description available.

No description available.

No description available.

The following paper attempts to offer a framework for explaining relations between manager profession and psychological aspects of human being. Nowadays the competition is increasing and knowledge of psychology and communication theories is becoming a crucial competitive edge. The work is intended to support importance of psychology for management and business. The author seeks inspiration both in depth psychology and in humanistic and phenomenological theories. In the first step, the author offer viewpoint of leadership and style of business communication as a consequence of human aggression and temperament qualities. The author draws the conclusion on the basis of own research. In the second step, the author tries to outline the complex analysis of human communication in compliance with business situations. Finally, the author compares coaching and therapeutic methods. The thesis presents scheme of recommendations for managers and businessmen.

The work succeeded in defining and arranging the basic typology of approaches to coaching, describing their theoretical starting points, pros and cons in application in the environment of Czech firms. The typology serves the ordering persons (mostly human resources officers) for convenience when looking for an appropriate approach and when choosing an eligible coach. The work defined a new term - analytic coaching - and have provided its specificities and differences from other theoretical approaches, as well as eight case studies where we have proved the efficiency of analytic coaching. The managers being coached within the monitored sample familiarized themselves during the study with coaching procedures, methodology and principles, and they start applying and promoting them within their management of people, becoming the upholders of the new firm culture focused on involvement, independence and self-management of employees. Interest was aroused in the managers being coached in self-development, in study of soft management elements and in coaching applications in the intra- and extra-employment spheres.

This diploma thesis deals with identification and description of factors which influence internal coaching in organizations. Based on summarized findings from literature, research papers and articles there are described goals, principles and models of coaching, profile of the coach and contributions to a coachee. Subsequently, coaching is put into the organizational context and presented as one of the development method. Emphasis is put on the internal coaching and its process and on internal coaches. The diploma thesis entails an empirical research based on which are presented key factors that influence internal coaching in organizations from the perspective of guarantors of coaching, internal coaches an coachees. Key words: coaching, internal coaching, employee`s development, coaching process, coach, coachee

This thesis describes learning and development of employees, defines the method of coaching, describes its necessary components - asking questions, goal setting, reality, options, choice of one possibility, action plan, feedback. This thesis refers to relevant informations from technical bibliography. Thesis shows differences between coaching and other methods: mentoring, therapy and counselling. This work describes several approaches in coaching, for example coaching which cames from sport environment or coaching which is inspired by psychological approaches. Thesis allso describes two approaches, compares its consistent parts and utilization in the area of companies. Last chapter speaks about using coaching as method of development and approach to leading employees in the area of companies. Key words: coaching, development of employees

The main aim of the work is a closer examination of team cooperation issues, and evaluation team coaching efficiency as a tool of prevention or of subsequent team problems solving. Formally, the text is divided to two elemental parts. The first one is comprised of theoretical framework of team coaching. There is a principal of team functioning explained, difference from a group and possible dangers that are connected with effective team functioning. Further on, the work describes basic coaching theories, principles, structuring, procedures and a partial framework definition, where the coaching implication is desirable and where it is not. Team coaching is here introduced as not particularly specific branch of coaching, attention to it is paid mostly from a methodological point of view. Student coaching and school team coaching issues are also a part of the work, which is followed by the empirical section. The empirical part consists of a basic evaluation of the pilot project, which subject was team coaching in high schools. Such a project has not had a parallel in the Czech Republic so far. Its primary part therefore worked not only as a coaching application test on class teams, but also as verification of a tool for such a project evaluation.

Práce popisuje a analyzuje metodu koučování v konkrétní firmě, a to v oblasti distribuční sítě banky. Součástí praktické části jsou také koučovací pohovory s manažery regionální pobočky, které jsou zhodnoceny a vyplývá z nich základní doporučení pro manažera - kouče. Navíc je posouzeno vnímání a rozsah implementace metody koučování a názory manažerů regionální pobočky, a to prostřednictvím krátkého anonymního dotazníku. Výsledky odpovědí z dotazníku jsou zanalyzovány a shrnuty. Dále mohou být využity i jako obecný přehled pro implementaci koučování v jiných firmách. Práce přináší obecný návod zlepšení použití principů koučování pro rozvoj firmy a jejích pracovníků.