The aim of this diploma thesis is the inception, concept and performance of presentation the Faculty of Arts of Charles University in Prague on Facebook since the official launch on the 13th April 2011 to 31 March 2012. The thesis describes the key features of concept, composition of the team, collaboration with other parts of the Faculty of Arts and also the experience of interacting with fans and other presentations. The second part is devoted to a survey of selected communication tools used by the Faculty of Arts, which has been realized in order to determine the opinion of fans of presentation at the end of the first year of operation.

Diploma thesis "Marketing focused on employers by supported employment agencies" deals with marketing environment and tools, which are used by agencies in their effort to place disabled people in the open labour market. The first task is description and comparsion of marketing environment and tools. The next objective is to realese recommendations to this area. The theoretical part is focused on: the employers, long-term unemployment of disabled people, principals of supported employment service and marketing theories of nonprofit organizations. In my qualitative research I used following technics: interviews, analysis of documents and comparison. First: I compared two agencies from Rumburk and Liberec. Second: I compared three agencies from Prague. In the last part of my thesis I listed the same and the different components of the five agencies. Conclusions, recommendations and discussion are based on achieved surveys. Keywords: supported employment agencies, marketing of nonprofit organizations, marketing environment, marketing tools, employers.

Retention of qualified and experienced employees is the greatest challenge faced by nonprofit organizations. Using transformational leadership theory, the purpose of this single-case study was to explore strategies used by managers of nonprofit organizations to increase employee retention. The population for this study included 3 managers of one nonprofit organization in Texarkana, Texas, with tenure of at least 2 years. These managers had successfully implemented retention strategies to retain qualified and experienced employees for more than 2 years. Collected data included semistructured, face-to-face interviews and from archived documents that pertained to employee retention in nonprofit organizations. The data analysis process comprised 5 steps: compiling, disassembling data for coding, reassembling, interpreting, and reporting data themes. The use of member checking and methodological triangulation increased the trustworthiness of interpretations. The 2 themes that emerged from this study were motivational incentives and effective communication. The implications for positive social change in the nonprofit sector include sustaining the workforce by retaining qualified and experienced employees. With less employee turnover, nonprofit leaders may experience real cost savings. Nonprofit leaders may find the cost savings beneficial in extending available funds for services to local communities.

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Диссертация посвящена процессу коммуникации НКО в социальных сетях. Исследуются теоретические аспекты процесса коммуникации, концепция М. Кастельса, а также процессный подход. На основе теоретического анализа научной литературы, логически дополненного эмпирическим исследованием, автором были выделены основные барьеры в коммуникации некоммерческих организаций посредством социальных сетей. Проведенный анализ позволил определить возможные направления совершенствования коммуникации в НКО. Материалы магистерского исследования могут представлять интерес для руководителей и специалистов, обеспечивающих коммуникацию НКО со стейкхолдерами. Результаты исследования могут использоваться для дальнейшей теоретической разработки вопросов коммуникации НКО. / The dissertation is devoted to the process of nonprofit communication in social networks. The theoretical aspects of the communication process, the concept of M. Castells, as well as the process approach are investigated. The author has identified the main barriers in communication of nonprofit organizations by social networks, based on the theoretical analysis of scientific literature and logically complemented by empirical research. The analysis was carried out to determine possible directions for improving nonprofit communication. The materials of the master's research may be of interest to managers and specialists who ensure communication between the NPO and the stakeholders. The research results can be used for further theoretical development of nonprofit communication issues.

Moralisk stress är ett fenomen som kan uppstå när det sker ett moraliskt dilemma på grund avatt organisatoriska ramförutsättningar kolliderar med yrkesutövarens personliga värderingar.Tidigare forskning visar att fenomenet påverkar socialarbetare negativt genom varierandesymtom. Däremot råder det en kunskapslucka gällande återfinnandet av fenomenet hosutövare av socialt arbete inom den ideella sektorn. Syftet med studien är att undersöka omoch i så fall i vilka avseenden utförare av socialt arbete inom den ideella sektorn erfararmoralisk stress, genom att jämföra fenomenets närvaro i både Sverige och Tanzania.Fenomenet har undersökts med hjälp av semistrukturerade intervjuer med tre olikafrivilligorganisationer i respektive land och har sedan analyserats med hjälp av tematiskanalys. Resultaten visar både likheter och skillnader vid förekomsten av moralisk stress. Bådaländer står inför organisatoriska hinder och riskfaktorer som orsakar moralisk stress sombegränsad beslutsrätt och personalbrist. Det framkommer också skillnader som kan förklarasutifrån den samhälleliga kontexten och dess förutsättningar som klientmotstånd och motståndfrån tillhörande community. En central skyddsfaktor för båda länderna är kollegialt stöd inomarbetsplatsen som både kan motverka och åtgärda upplevelsen av fenomenet. / Moral distress is a phenomenon that can occur when a moral dilemma presents itself becauseof a collision between institutional limitations and personal values. Research shows that thephenomenon has a negative effect on social workers through various symptoms. However,there is a gap within the knowledge of the occurrence of the phenomenon among practitionersof social work within the nonprofit sector. The aim of this study is to examine if and in whatway moral distress occurs among practitioners of social work in the nonprofit sector and tomake a comparison between two different cultures through examining the phenomenon inboth Sweden and Tanzania. To examine the phenomenon, semi structured interviews havebeen conducted with three different organizations in each country which have later on beenanalyzed thematically. The results show both differences and similarities regarding theoccurrence of moral distress. Both countries face institutional limitations and risk factorssuch as, limited right of decision and shortage of staff, that can cause moral distress. Beyondthis there are also differences that can be explained by the cultural context and its conditionssuch as resistance from the client and its community. A distinguished similarity in bothcountries is the available peer support within the organization that seems to both prevent andremedy the experience of the moral distress.

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This study explores the demand and supply oriented factors that may contribute to the size of nonprofit organizations in the U.S. communities. This research tests demand theory, which indicated that nonprofit organizations grow more in communities where large service demand exists and when there is a service gap between community demand and government service supply. On the other hand, supply theories contend that nonprofit organizations are prevalent where a community carries the supply of human capital and financial resources and these supply of human and economic capital will mobilize nonprofit organizations to fulfill civic duties. For the scientific test of demand and supply theories, this study employs hierarchical linear model (HLM) and develops a longitudinal data set from multiple sources such as Department of Housing and Urban Development and National Charitable Center for Statistics, and Census. The proposed model analyzes how demand and supply indicators explain homeless serving nonprofit organizations size. The size of homeless service nonprofit was measured by three indicators: number of nonprofits, revenue of nonprofits and number of shelter beds. The findings of HLM analyses confirmed some of demand and supply factors that contribute homeless service nonprofit size. The communities with higher level of chronic homeless population have more nonprofit organizations when we control community size. Also, we found the communities with a greater number of educated individuals are more likely to invest in nonprofit organizations. And it was noteworthy that the higher education institution was a positive supply factor for the nonprofit size in our communities.

The growth and expansion of the Haven Night Shelter Welfare Organisation has been accompanied by a pattern of emotional and negative dismissals and resignations of senior managerial personnel. The research project explores how the management capacity of the managers could be enhanced through training, development and maintenance functions of human resource management. The literature study focused on reviewing outcomes-based education, training and development methodology. The empirical study involved examining the biographical information of the research participants. It also sought to explore the organisational culture by identifying managerial competencies of skills, interpersonal relationships, management style, attitudes and beliefs. Investigating the knowledge base of participants, included exploring human resource management practices, training and development legislation and labour relations. The conclusions and recommendations are based on the findings of the survey as completed by the participants. The guidelines for a training programme include outcomes-based learning principles to raise morale, skill and knowledge. / Social work / M. Diac. (Social Work)