Diplomová práce se zabývá problematikou koučování v podnikové praxi. Zajímavost tématu tvoří samotná aplikace relativně nového stylu řízení lidí do firemního prostředí. Coaching je velmi známý ze sportovní oblasti, kde se trenéři snaží ze svých svěřenců získat maximální výkony. V podnicích se koučování musí přizpůsobit tamním podmínkám, ale podstata zůstává stejná. Provedený výzkum potvrdil, že současné vedení společnosti zná pojem koučování a částečně tuto metodu k řízení spolupracovníků využívá. Je zde ale stále značný prostor pro zdokonalování a prohlubování nejen znalostí, ale i praktických zkušeností. Koučovaní mají zájem o rozšíření znalostí v oblasti koučování, ale je třeba, aby tuto myšlenku prosazovali v první řadě manažeři.

This dissertation is thus aiming to create a (1) view on current and historical theoretical and practical approaches of organization economics, (2) to assess their assumptions and implications and explain their contradictions in relation to individual base of the knowledge and motivation. (4) It suggests a framework that might give an economic and theoretical rationale to various managerial measures related to the true ("effective") effort of an individual in a firm that is (5) finally tested in empirical research. For the reasons mentioned above, the overview of often divergent methodological approaches is of a key importance, therefore much attention is dedicated to their description and analysis in the first part of the thesis. It is followed by the introduction of a new framework used in the analysis of various managerial measures applied in the firm, and finally, the hypotheses which test certain assumptions of the framework on empirical data. The "effective effort, cooperation and rivalry framework" is the main output of this thesis, as it explains the roots and influence of direct and indirect managerial measures through the behavior of workers (rivalry, cooperation, rent-seeking) on company's performance. The framework combines three existing independent approaches analyzing the link between managerial measures and company's performance without denying any of the predecessors, and it also brings a new interpretation of the functions of managerial decisions in the firm and the link on material resources. The framework attempts to answer the following research question: Which factors and in a what way influence the effective effort of an individual in the firm? Can this approach be formalized and tested on empirical data? Answering this question would be beneficial for both managers and academia as it would facilitate them to undertake that managerial measures, that would lead to an improvement of firm's long term performance and avoid those actions, which would work contradictory. The empirical analysis focuses on efficiency of several types of incentives and trainings in the medium-sized company on the lowest level of hierarchy (furthermore there is the lack of similar analyses dedicated to an enterprise in Central and Eastern Europe or in such chronological extent in a single firm anywhere in Europe). The extensive data is provided by a leading Czech (mostly retail) betting company operating in a legislatively stable environment not exposed to the currency fluctuations and economic cycle with oligopolistic characteristics. Other industries (besides retail) would hardly provide such high quality data for such a long period suitable for the chosen analysis of the revenues' influence of various managerial measures (training of sale staff, introduction of an upside component of wage, nonmonetary rewards) applied to workers. The results of the empirical analysis show the possible positive effect of increased wage variability on the employee's performance, although the effect of training and nonmonetary rewards was proven as insignificant. These results (positive/negative effect or significance/insignificance) for a low skilled workforce being able to effectively affect the quality of the output (as is the Fortuna case) are in line with the Effective effort, cooperation and rivalry framework.

The aim of this thesis is to identify and follow-up the analysis of job satisfaction, motivation and incentive structure of the staff at TÜV SÜD with empirical research and subsequent evaluation of the current situation and propose possible actions. The paper describes a style of personal work, especially those areas that contribute to the motivation of employees and subsequent stabilization. The next step is an analysis of satisfaction and motivation of employees using a questionnaire, the survey results are then evaluated there are given possible solutions for improvement.

This diploma thesis, deals with a question of an employee benefits, in a selected institution of the financial sector. The theoretical part contains basic definitions related to human resources and management. Definition of employee benefits, characteristics of employee benefits and classification of employee benefits. This information is taken from professional works from Czech and foreign authors that are listed in bibliography. The main part is focused on specific companies. There is a description of each company, number of employees, and information about employee benefits, which are provided by the company. At the end of this chapter there are questionnaires that were sent out to employees of financial institutions. There are also some proposals, to improve the system of employee benefits, which are also included.

The aim of the thesis Work motivation is in theoretical part based on the study of the expert literature and it is to define the terms of psychology of the work , human resources and introduce the possibilities of staff motivation and improving of their skill and expertise. In the practical part it´s aim is to analyze the motivational tools and try to capture the corporate culture at a selected institution in the Czech Television. In the research part of the questionnaire focuses on mapping the motivation needs. Detects employee preferences and personal experience in the workplace, such as stress at work, time constraints, or salary satisfaction. Guided interview with the manager of Czech Television Dr. moderators. Jakub Zelezny follows the observed results of the survey. The main method in the evaluation of the questionnaires is the analysis of the results of the questionnaires, as more appropriate methods that are used in the evaluation of a questionnaire survey, there are mathematical methods and then consequently comparison of the results.

This Master thesis focuses on the topic, which plays a key role in the company's performance. This is the motivation of the chosen company. The main objective of this work is to determine the level of motivation process in the enterprise and determine the impact of the incentive on the work behavior of its employees. The work is divided into two parts: theoretical and practical. The first part is concentrated on the definition of the issues examined in a broader theoretical framework. The practical part is focused on the initial description and presentation of the company which is the subject of the research.

The subject of this thesis, entitled Analysis of the remuneration system in the selected business entity is on base of the analysis of processes remuneration of employees in a given company STROS Sedlčanské strojírny a.s. evaluate and assess the efficiency and functionality of these processes and to make suggestions for improvement. The first, theoretical part is developed with the help of the study literature and other information sources and discusses the ways and forms of remuneration in accordance with applicable laws. The second practical part is focused on the characteristic of the selected company and the wage system of the company. To develop a practical part were used information gathered in consultation with the director of economic of the company STROS, internal company documents, conducted a survey focused on employee satisfaction with the current system of remuneration and personal interview with an employee of the company.The outcome of this thesis are proposals to modification and recommendations to improve the current system of remuneration.

This thesis deals with the factors that affect the job performance of the selected organization. In particular, the issues of motivation to work. The aim is to analyze the current level of motivation processes in Zepter International s.r.o., detect problem areas and propose possible solutions, which should help to improve the situation. The first part consists of a literature review, which describes the main tasks and objectives of human resources management. There is also specified term of job performance and the factors that affect the performance are described in detail. Finally this part describes the problems of motivation, motivation theories and motivation to work. The second part is based on the practical application of theoretical knowledge in the form of preparation and processing of the survey. Furthermore, all results of a questionnaire and analyzed on the basis of the identified problem areas in the process of motivating personnel department Warehouse and Service Center. In conclusion, there are recommended guidelines to improve problem areas, whose introduction is designed to positively influence the motivation of employees.

The thesis Motivation as a tool for performance management describes motivation of employees in company Strojmetal Aluminium Forging. It furhter analyzes human resources management in the Company and its impact on performance of its employees. The aim of the study is to evaluate current motivation process within the Company and to propose new tools for improvement of performance management of its employees. The target group of this study are technical and economical employees of the Company. The theoretical part of the study defines basic terms such as motivation, performance of employees, and tools for performance management, reflecting a variety of modern approaches within this area. The practical part of the study focuses on current performance management of the Company and uses theoretical assumptions to evaluate the current performance management and to predict development of the performance management in a timeline of two years. The underlying data for the study were gathered from internal sources and from controlled interview with the head of the pesonnel department of the Company. Subsequently, using a questionnaire survey, performance of employees and tools for performance management of the Company were assessed and evaluated. The research was conducted at the end of year 2015. Based on the evaluation of the results of the study, their comparison with the benchmarks and with the predicted motivational factors in a timeline of two years, recommendations for achieving greater effectiveness of the current motivation process and its sustainability were suggested.

The subject of this thesis Motivation as a performance management tool analyzing possible motivation forms and methods, along with the evaluation and development of pracovníků.Teoretická part specifies the various concepts associated with motivation and factors that affect it and poporují development workers. It deals with problems of motivation associated with work principles, corporate kulutrou and selecting the appropriate manager. The practical part will represent the company Becon, Ltd., and working with its employees, with the help of a questionnaire which serves as a base.