The dissertation "Identity of young homeless person, its lifestyle and its motivation to change it" presents part of the results of the research grant "Psychosocial determinants of homelessness of young people", in which I contributed with Professor Vágnerová. The complete results can be seen in a monograph entitled "Homelessness as alternative existence of young people"(Vágnerová, Csémy, Marek, 2013). The dissertation attempts to describe homelessness as a process consisting of three parts. The first part ("pre-homelessness") follows primary factors of homelessness which means one person's "downfall"resulting in life on the street and reasons of homelessness. The second part ("in-homelessness") follows secondary factors that keep one person in the status of homelessness. The third part of the process ("post-homelessness") follows the reintegration process and tertiary factors which are barriers in the reintegration process. This division is being distinguished in both the theoretical as well as in the practical part. The theoretical part is divided into brief description of psychological theories, which may explain behavior of homeless people and into results of foreign research, which deal with the homelessness of young people. In the practical part we primarily follow descriptive quantitative part, which quantitatively describes life of homeless people. In the qualitative part, which is based on analysis (inspired by the Grounded Theory) of stories of former homeless people, I put together an adaptation and reintegration model of young homeless people. The findings of the quantitative part show that results of foreign research are similar to our research sample, except for some details (especially when it comes to U.S. population). The findings of the qualitative analysis discovered that respondents go through a negative impulse (devaluation of lifestyle) and through a positive impulse (discovery of a value outside of homelessness), through discovery of options how to reach this value, and how to obtain ability and skills to reach a change.

Only a few cultural organizations in the country are devoted to development and continual work with individual fundraising. Many other cultural NGOs stands at the beginning of creating a strategy and planning individual fundraising in general. For this reason, this diploma thesis deals with potential and usable strategies in individual fundraising, donors motivation based on Czech surveys, case studies of cultural organizations with the potential in individual giving and other aspects. The summary should provide basic knowledge framework for the creation of strategies for cultural organizations that may find out desire and motivation to pursue potential of individual fundraising in the future. This thesis seeks to change stereotypes in thinking about individual fundraising as a way of raising funds without the potential and historical context.

Mutual interaction of wage taxation, social security contributions and social benefits influences a motivation to work. Insufficient linkage of these elements causes that some people are not interested in increasing work effort. With increasing labour supply and gross income they lose a claim to some social benefits and it causes slump in their net income. This dissertation shows the components of tax and benefit systems that have a negativ impact on motivation to work of model households. The thesis discusses an efficiency of changes in these systems that occured in monitored years. The highest attention was paid to finding the reasons for the fall into the poverty trap. The analysis used the model of marginal effective tax rates.

This work focuses on very topical issue, and that is motivation, evaluation and remuneration of employees in customer service. All three areas are closely linked, and only their mutual optimization and compliance can increase efficiency and productivity in customer service. It is a very specific area in which most employees not only care about existing customers, but gain new customers, provide information, handle claims and complaints and they are the gateway for each company. Customer Service is demanding in both, quantitatively and qualitatively to human resources. Businesses try to find a reasonable balance between the cost of human resources and their further education and the required power and goal fulfillment. As in the care and sales, good human resources are of the highest importance. It is not enough just to hire good people, they must be further developed educated and coached. It is necessary to focus on their motivation, it is not always possible to motivate each employee in the customer service individually, rather their preference and needs should be determined and those should be satisfied. Most employees prefer clear and objective assessment in connection with a transparent system of remuneration. It should also be a business objective. Sales are more and more important activity in customer service and it is no longer sufficient just to take care of existing customers. It is necessary to develop retention measures, and especially focus on the acquisition and re-acquisition activities. Success is critical for motivation and quality of staff. The thesis is therefore focused on identifying ways to optimize human resources management, especially in the areas of evaluation and remuneration so as to achieve even higher productivity and to fulfill sales plans. Based on the found strengths and weaknesses in employee satisfaction surveys with regard to one of the strategic objectives of the RWE Group, which is to increase market share in electricity, this means the need to increase sales, there has been proposed modification of the current system for evaluating employees' customer centers with a direct impact on remuneration. Modified system of evaluation of service employees will be more motivating, because overreaching of sales plan will be the possibility to receive up to 50 % more of variable wage component. Newly, evaluated will not be only sales figures, but the effort to sell as well. Monitored customer centers are in different locations and the CR has different regional conditions, which are mainly the different practices and different people and activities of competitors. It is important to recognize and motivate employees to implement the menus, although they are not always used. Evaluation protocol for internal supervision was modified significantly; greater significance was given to the criteria that directly support the current performance targets. Significant changes were also seen in the evaluation protocol that includes not only an overview of evaluation results, but there is listed the number of sales made, the amount of bonuses received for the sale, to calculate the total variable part of total wages and salaries to be paid. In the area of remuneration for service staff proposed a change of the ratio of fixed and variable components of wages from the current 85 : 15 to 80 : 20. Optimized system of remuneration consists of salary, bonuses and rewards for sales and rewards for sales in sales contests. Newly was developed a system of pay commission sales in customer centers. The proposed salary is fixed at the minimum wage for the group work in the CR, it is 8900 CZK. Now the average fixed salary of vendors is 15 660 CZK. Employees will have a greater portion of variable pay. The largest share of the variable component will be bonuses for the number of concluded contracts. Due to higher incentive bonus payment system for contracts, it is designed progressively. Newly, there is no upper limit for wages. Part of the variable components of wages will continue to be paid for customer-oriented access and correct communication; the evaluation will be conducted according to the newly proposed system for sellers' evaluation. Dissertation on a specific department analyzes current situation in the customer service in the area of motivation, evaluation and remuneration. It identifies strengths and weaknesses and proposes solutions for eliminating of weaknesses. Not always, however, the interests of employees and the company are in compliance, the work focuses on optimizing of these areas especially in terms of achieving its goals, it means from the viewpoint of a business.

This diploma thesis deals with consumer behavior on the energy market, namely with household energy consumption. It focuses on identification of motivational factors which influence the consumer to consume less energy and which influence shopping behaviour on this market. In order to identify these factors and explore more data related to energy savings, a combination of qualitative and quantitative research was used. Sample size of the in-depth interviews was 30 householders, sample size of the questionnaire survey was 304 diverse household members. Based on the results and with the help of the fractional goals, a main goal was achieved, which consisted of marketing recommendations for consulting companies that provide energy consulting to increase both quantitative and financial energy savings for their customers.

The main goal of this graduation theses named "The remuneration system of human resources in the company" is to evaluate the current system of remuneration and productivity of human sources in a company, that I chose and design a process that would lead to improvement in human resources achievments. In the practical part is charecterized the chosen company, in detail described its system of remuneration and structure of employees. On the basis of the observed data there are designed some changes to make the remuneration system more effective that would lead to improvement in human resources achievments.

Thesis on the topic Satisfaction of health and social workers with financial rewards deals with the the subjective perception of satisfaction with the possibilities of financial compensation. The aim of of this paper is to describe the health and social care services by extension the South Bohemian Region and to map out the possibilities funding these services and not least theoretically identify the main motivational factors at work and care for employees. For processing the research part of the thesis was used quantitative research strategy, data capture been performed via interviewing methods, through a standardized questionnaire Job Satisfaction Survey, which was translated into the Czech language as a Průzkum spokojenosti se zaměstnáním M. Fraňkem. The research showed that both professions are dissatisfied with their financial rewards, but the overall rate of job satisfaction was in the range of ambivalence.

This thesis deals with the desire to create and how can the individual?s thinking about himself help to increase or decrease this desire, to keep it alive or let it die. In the tradition of qualitative research, I have conducted twenty-six semistructured interviews with creators and teachers of creative, in particular theatrical, disciplines. I analyse these interviews and propose classifications and models. These models are combined with my own experience as a creator and as a teacher, with relevant literature as well as with my own creative writing. Given the selected methodology, the text does not aspire to provide overall generalisation, but rather shows some principles that can be inspirational for creators and their teachers.

The thesis “Strategy for developing collaboration with strong individual donors” examines possibilities of successful collaboration of art projects and strong individual donors. An individual donor is a person with own needs and motives which drive his or her decisions and actions. Motivation is therefore the principal framework of this paper. In the first part, the author focuses on obtaining insight into the theory of motivation, which forms an essential basis for the activation of actions and decisions. The result is a typology which can be applied in the analysis of needs and motives of donors. A strategic management toolbox and strategic planning process enable active management of motivation. Another part of the thesis examines how strategic management and planning tools allow for studying the needs and addressing them in an effective manner. The author directs his attention mainly at the mission and vision of the organisation, strategic goals and the way of their achievement. The study of sources of theory and practice culminates with the postulation of hypotheses which the author proceeds to test in practice. The author analyses the motivation of donors for collaborating with art projects; readiness of these projects to negotiate with donors; and their capacity to deploy strategic management tools to successfully negotiate and develop the relationship. The work presents a set of case studies whose purpose is to describe the status quo and test how an agent, who combines knowledge of art projects and donors, influences the process of preparation and negotiation with donors.

This thesis deals with the names of streets, squares, embankments, parks and bridges in Tabor. Based on archival sources, cartographic tracks changes names Tabor streets in five historical periods during the 20th century. In each period, the newly - granted titles arranged in passwords, which explain their semantic motivation. Emphasis is placed on exploring the development honorifikačního motive in naming streets, thus awarding the title by important personalities, events, places and values that do not usually have a designated place of a direct link. The final section analyzes the formal formation of the current and defunct street names and submit their structural classification. The thesis aims to analyze the terminology street in the center of Tabor and their development, and contribute to the local place names, which have so far not been addressed.