The thesis deals with the managerial funkcions with a view to leadership. The main objective of the thesis is to evaluate the way of leadership in the company ČECH-ODPADY s.r.o. based on analysis. The thesis consists of two parts: theoretical and practical. The theoretical one is focused on summary of findings from professional literature in the field of managerial functions with a view to leadership. The practical part deals with research specific for the above stated company, including comments of the results. To obtain the necessary information were used techniques of data collection: observation, interview and questionnaire. The conclusion is evaluated leading people in the company, which is at the very good level, and the recommendations are designed to ensure further prosperity. The proposed measures include the participation of executives in management courses, more frequent use of praise, greater delegation and continuing compliance with consistency.

Motivation is a key factor influencing an individual to become a volunteer. This study examines the motivation Czech volunteers to work on development projects, based on data obtained from the survey and scientific articles. The survey was conducted on 80 Czech volunteers from various Czech NGOs, 40 out of 80 were volunteers working for Kintari organization in Indonesia. The main motivation for volunteering were divided into five sections according to orientation; altruism, culture, philanthropy, traveling and socializing. Differences were identified among respondents when Kintari volunteers chose culture and travel, which is closely related to their length of stay, while volunteers from other Czech NGOs selected altruism and philanthropy. Subsequently, based on the test of factor analysis (FA) was created a domains consisting of the items questionnaire. In the statistical measurements and indicators were using factor analysis which was deemed appropriate, and Cronbach's alpha coefficient, which verified the estimate of the level of internal consistency and Kaiser-Meyer-Olkin measurement to determine the suitability of the selected data. The calculation used t-test for socio-demographic attributes excluded the thesis that females are more altruistically motivated than males. Respondents confirmed altruistic and egoistic gain experience from volunteering, including the development of communication skills, stress management, development of empathic skills, understanding of the local community, opportunities to participate in social events, work in a multicultural team and the ability to be part of social groups. Kintari volunteers cause on the project preferentially associate with opportunities to experience the culture and travel, while other volunteers from the Czech NGOs travelled mainly due to work and own education, which is closely related to the fact that they had more previous experience from other projects. The general rule confirmed that a shorter stay affects more altruism, socialization and desire to travel. As an area of weakness, Kintari volunteers market communication and cooperation with the management organization (missing feedback), and insufficient provision of educational aids.

This theme has been chosen due to the fact that the education and development of people within most companies is very discussed in these days. In recent years, when the market is still in crisis, the question is being solved whether to invest in education or not. If it is beneficial to reduce costs through a reduction in spending on education or if it pays off in the future to educate own employees and raise their motivation and loyalty to the company. For this reason, the diploma thesis examines the selected company operating on the Czech market. Describing its methods of management, education and remuneration of employees in the past and the present, and whether its internal and motivational tools are effective to employees. There is described and explained the effectiveness, advantages and disadvantages of the management company in details and the nature of education as a way to improve performance and prosperity of the selected company. As a conclusion of this work the recommendations and advices for future developments in education and motivation which are based on the survey in selected company will follow.

This thesis focuses on the differences between managerial styles in theory and in practice in a selected company. It is based on literature review and a series of structured interviews conducted among top and middle management of the selected company. It is divided into two main parts respectively. The aims of the thesis are to identify general managerial approach practiced by the managers of the selected company and to determine whether there is a link between the managerial approach of a direct superior and subordinate.

The thesis is focused on human resources management and development within the state organisation Sprava zeleznicni dopravni cesty (Railway transport service). The aim of the thesis is to provide certain measures bringing stabilisation of human resources and increasing the effectiveness of employees motivation and feed-back. Special terms, such as human resources management, principles of effective evaluation and remuneration of the employees etc., are characterised in the practical part of the thesis. The part of methodology describes methods of questionnaires creation and statistical methods used for statistical evaluation. The present approach to human resource management in SZDC is characterised in the practical part of the thesis and its problematical parts are identified. All is compared with the results of the questionnaire survey realised with employees of particular levels of operation and management. On the basis of actual data acquired, possible measures are offered to improve management of the most valuable part of the organisation, i.e. human resources.

Diploma thesis clarifies issues of motivation and stimulation of employees. The theoretical part describes the basic concepts of the issue as motivation, stimulation, human resources management, communication and life situations that may arise in social work. The empirical part was examined on the basis of an anonymous questionnaire for employees in social services and interviews with executives. The main goal of the questionnaire was to find out how the employees in social services are motivated to do their work and how much they are affected by external incentives. The interview should provide a preview of executives and complete the whole topic. The group of the respondents were the employees of the home for the elderly in Libina, which provides social services to the elderly and persons with various types of dementia. The results and recommendations are given at the end of the thesis.

Summary The subject of this thesis is the issue of employee evaluation in selected company. The theoretical part is focused on the findings of the evaluation of workers and draws from literature. It presents each method of employee evaluation, their advantages and disadvantages, and other determinants of employee evaluation process, such as objectives, evaluation criteria, its progress or errors that may occur. The practical part deals with research in a particular company. The source of information was an interview with a specialist human resources department area manager and a questionnaire survey among employees of company. According to the results of the survey is analyzed the current situation, functionality and satisfaction with the system. At the end of the thesis, after analyzing the information gathered, recommended concrete steps to improve the evaluation system in the company.

This thesis deals with system of employees evaluation and rewards in the given company. Based on the information gathered from the literature it summarizes basic concepts of employee's performance management, evaluation and rewards. The analysis was performed based on the existing situation of employees evaluation and rewards in companies, as well as based on qualitative research of employees satisfaction and motivation. As the outcome of this analysis and research, the new system of employees evaluation and rewards was drafted.

Master thesis aims at issues of remuneration of employees. Thesis analyses the system, aims and factors of remnuneration in a particular company in order to propose improvement and conlude new ways of remuneraton.Thesis defines terms like motivation and stimulation, characterizes wage and salary and their common signs. In the next part thesis describes advantages and disadvantages of different categories of the wage. Thesis also includes part that concerns incorrenct method of appraisal of the employee. In the final part thesis introduces chosen company, whose system of remuneration is the subject of the master thesis.Thesis analyses this system in accordance with the structure of norms of the company. It also presents the suggestions how the system could be improve.

The thesis deals with the employee motivation in order to manage their performance. The theoretical part of this thesis describes the relationship between work performance and motivation. In the theoretical basis are defined basic terms related to the issue, listed are the major theories of motivation and described are the motivational factors affecting the work performance. In the practical part are presented results of a questionnaire survey that was carried out in the company Klenoty Aurum s. r. o. At the beginning of the practical part is introduced the company Klenoty Aurum s. r. o., including its origin, history and business activities. Subsequently is introduced motivational program of the company which includes employee benefits. In the following chapter of the practical part are presented the results of the mentioned questionnaire survey that was carried out in this company. The aim of the questionnaire survey was to determine how employees look upon the motivational program of the company and how are they satisfied with their working conditions. Based on the identified informations are suggested recommendations for company executives in order to increase the motivation of their employees with the intent to manage their performance.