The aim of my thesis is to analyze the satisfaction of emloyees of the company XY. The first chapter describes the aim of whole work and the subject of the thesis. The following chapter deals with the theory explaining motivation, incentives and job satisfaction. The third chapter analyzes the results of the survey and answers provided by employees. Based on found dissatisfaction, possible solutions to improve current situation at the company are introduced as well.

The present thesis deals with analysis of job satisfaction and work motivation. At the beginning, the basic underlying theoretical concepts concerning given subject are considered. Following chapters present the analysis of satisfaction and motivation of labour force at a selected company based on data collecting using questionnaire method. Finally the thesis suggests measures to improve job satisfaction, motivation and attitude of employees towards the company as a whole.

The aim of my diploma thesis is to analyze the motivation of volunteers at Greenpeace. The theoretical part offers a consistent overview of theoretical propositions related to the chosen topic. In the practical part an empirical survey focused on two target groups was conducted. One target group is made up by volunteers from the Czech subsidiary of the international Greenpeace organization and the other target group is the Czech public. The most important goal of the survey was to get deeper insight into the motives, expectations and satisfaction of volunteers at Greenpeace and those who are active in other comparable organizations. On the basis of collected information similarities and differences between both target groups were identified and recommendations for employees of the Czech subsidiary of Greenpeace regarding the further cooperation with volunteers were formulated.

This thesis is solving the issue of modeling and analysis of multi-level reward systems. The main goal is to design a solution that allows the development and testing of multi-level reward systems. The solution is based on the simulation of a dynamics reward system and the subsequent statistical analysis. The solution uses quantitative tools for simulation modeling and statistical analysis. The proposed solution eliminates the shortcomings of existing approaches, which are based strictly on methods of mathematical analysis. This invention makes possible the capture of not only the characteristics and functioning of the reward system, but also its stability and security. The output data are suitable for control and management decisions in firms that uses complex reward systems.

The aim of this thesis is to analyze motivation and evaluation of employees. I applied acquired theoretical knowledge on the company XY which runs business in a food industry. The theoretical part is focused on motivation and evaluation. I draw from Czech and external literature. In the practical part there was carried out an analysis of present motivation and evaluation of employees in the company XY. Then I worked on the opinions of managers and employees working in the sales department. I defined research questions which were answered on the ground of interpretation of analysis results. I used following methodical instruments: description, questionnaire, half-structured, dialogue, analysis, synthesis and interpretation. In conclusion of the practical part I mentioned improvement proposals and recommendations which can lead to the optimalization of motivation and evaluation employees in the company.

The aim of the thesis is to analyze institutional prerequisites for the process of Czechoslovak transformation in the beginning of 1990's. Using the standard theoretical framework of institutional economics and Svetozar Pejovich's interaction thesis shows the transformation process as a part of continuous institutional evolution. The analysis of institutional environment is aimed on the activity of organizations which are seen as a source of institutional change and the pressure from the exogenous institutional framework. Long-run development of endogenous institutions shows the creation of collectivist structure of Czech society. This fact, combined with the process of creation of secondary laws, shows the inappropriately chosen strategy of transformation.

This diploma thesis analyze the motivation and risk perception of students both entrepreneurs and non-entrepreneurs within the Faculty of Business Administration at the University of Economics in Prague. The work includes theoretical and methodological part, where are generally described the motivation to be an entrepreneur and also potentially perceived risks associated with entrepreneurship. It also contains empirical part, which uses case study associated with the questionnaire, where the respondents are students of Economics in Prague. In this part there are being recognized reasons to be an entrepreneur, also recognition of motivation and evaluation of the perceived risks of students. The target is to identify the risks perceived by students of University of Economics in connection with entrepreneurship and also to recognize their risk attitude. The outcome of this work is evaluation of the situation in a sample of respondents in their motivation and perceived risks associated with entrepreneurship as well as their risk attitude.

This master thesis deals with employee benefits in the current labour market, especially from the perspective of young employees. The first part is focused on the theory of motivation and employee benefits also with their tax impact on employee's income. Employee benefits in the current labour market, employee's satisfaction and employer's attitude to this issue are analyzed in the second part of this thesis.

The positive impact of performance measurement and management (in connection with rewards) on motivation of workforce have been questioned in recent years and decades. The conceptual part of the thesis strives to identify whether the above mentioned criticisms of discussed systems is based on their inherent properties (characteristics) or on properties (characteristics) of their specific implementations. Extensive multidisciplinary literature review (especially from the fields of accounting, performance measurement, financial management, microeconomics, labor economics, behavioral economics and psychology) showed that the performance measurement and management systems (including linkages to remuneration) have the potential to positively impact motivation, work effort and performance of workforce. Refusing this potential, which often occurs especially in relation to remuneration, is based on specific applications, and it must be dismissed as simplistic. The literature review also helped identify the factors and characteristics of the discussed systems, which are crucial for their positive motivational effect, as well as properties that are usually undesirable in terms of motivation. Another significant outcome of the conceptually oriented part of the thesis is a model framework enabling detailed analysis of rewarding for performance. The thesis also describes and discusses the results of two empirical surveys, the first of which was focused on the analysis of performance measurement and management system and remuneration system, and the second survey was primarily focused on detailed analysis of the system of remuneration and motivation of workforce. Regarding performance measurement, as positive can be perceived the fact that strategic performance measurement systems of the balanced scorecard type are intensively used, including the search for causal links between measures and efforts to link these systems to the remuneration of workforce. It should be noted however, that the issue of interconnection of balanced scorecard systems with remuneration of workforce is by respondents considered to be one of the biggest problems of balanced scorecard implementation. Therefore is identified an area where further research is needed, particularly in the form of case-study based research. All respondents indicated the use of budgets to fulfill many functions (e.g. tool for financial management in terms of coordination and verification of planned business objectives and early risk detection, tool for setting of targets of the business as a whole, and tool for internal motivation and management) and it is possible to conclude that there is no abandonment of budgets (as sometimes implied by "beyond budgeting"). A surprising finding was little use of new performance measures, especially economic value added (as top financial measures were usually referred EBITDA and EBIT). The results of both surveys showed that respondents seek to implement quality systems of remuneration, but revealed were also some problematic features of these systems. Particularly important is the fact that rewards for long-term performance are relatively little used, which can lead to short-term oriented decision making of managers. This problem is exacerbated by the fact that rewards are usually awarded in the form of money; the use of equity-based rewards (e.g. shares) is very low. Furthermore, insufficient is also utilization of rewards in the form of work-life balance programs and utilization of rewards in the form of appreciation.

This dissertation analyses different tools of marketing communication used within the hospitality field in town of Trebic. Goals of this paper are parts of two research questions: 'how visitors assess current communication channels used by the town to present the most significant historical monuments' and 'if the current content of communication reflects the main reasons for visits of the monuments'. A survey filled out by visitors was used in order to collect data for the research. Final summary is clearly elaborated in the coincidence matrix. Based on the description of the current situation, including the method of comparison and synthesis, the tactical measures reflecting identified weaknesses and strengths of communication are suggested.