This diploma thesis deals with a motivation system in a selected company. The theoretical part defines such key terms as work motivation and the evaluation and rewarding of employees. It is followed by the practical part that analyses current conditions of the motivation system and satisfaction of employees with the help of questionnaires and structured interviews. The final part of the thesis contains possible improvement suggestions aimed at achieving higher motivation and employee satisfaction.

Diploma thesis is focused on motivation system in the manufacturing company Třinecké železárny, a.s. The first chapter of the thesis describes motivation and motivation system terminology. Company and its current employee motivation system are characterized in next chapter. This chapter contains also analysis of the survey. In the conclusion of this thesis there are described proposals for the improvement of the motivation system, which will lead to increase of employee satisfaction.

The diploma thesis considers the system of remuneration of employees in a selected center with using the concept of total remuneration. The main and selection purpose of this thesis is puropose the development of a remuneration system in this company. The theoretical part of the thesis is solved via factual research. The analytical part examines the current remuneration system and the effects of the internal and external environment with respect to the current coronavirus crisis. Through a questionnaire survey and in-depth interviews, shortcomings in the current remuneration system were identified, from which proposals were derived for the development of an employee remuneration system and an economic assessment of the costs of the proposed changes.

Cílem této diplomové práce je návrh na zlepšení motivačního systému společnosti Baude Kabeltechnik s.r.o. Pro analýzu současné spokojenosti zaměstnanců byl použit dotazníkový průzkum a rozhovory s vedením společnosti. Jak pro analýzu, tak pro návrhy byly využity poznatky z nejznámějších teorií motivace. Návrhy by měly zlepšit pracovní prostředí, zvýšit spokojenost zaměstnanců, zvýšit produktivitu a snížit pracovní absenci, což povede ke zvýšení tržeb a ziskovosti společnosti.

This thesis gives you an introduction to rewarding conversations and a set of guidelines for reaching them more easily. I have found that there is an interest for having rewarding conversations with strangers. In a number of experiments I have tested a variation of arranged meetings between strangers aiming at creating rewarding conversations. This study have shown that more participants reaching rewarding conversations in a private meeting in contrast to a space where several conversations takes place. Several experiments has confirmed that there is an interest for listening to other people’s rewarding conversations and that they prefer longer, but edited conversations. By studying the experience of listing to a conversation I found that the understanding of what we hear will be different for everyone, down to the level of a specific word. Similarly the understanding of what you hear will change depended on if you are listening alone or with other people, which means that the surrounding situation affect what you perceive. It is still possible to recognise a general quality despite of subjective preferences. Based on the findings I have created a design proposal, a website whose goal is to encourage rewarding conversations through allowing to arranging and spreading them.

The theme of the Master's thesis is an analysis of personnel work in the company Makovec a.s. which develops, manufactures and sells meat and meat products. The work is divided into theoretical part where the individual personnel activities are described and the practical part where the theoretical knowledge is compared with the practical facts in the company. The analysis focuses on the recruitment, selection, adoption, adaptation, evaluation, remuneration and education of employees and aims to identify the strengths and the weaknesses and tries to suggest alternative solutions.

Made available in DSpace on 2016-04-27T16:32:55Z (GMT). No. of bitstreams: 1 Raquel Quirino Pinas.pdf: 3833748 bytes, checksum: c2b6372e89926c7ecd395e44dd63b93b (MD5) Previous issue date: 2014-07-31 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This study aims to focus on the understanding of reward and punishment practices in the Archdiocesan School of São Paulo from 1908 to 1963. The intention of this research has been to understand the relation between rewards and punishments in the school as historically given teaching practices, educational actions that stimulate a type of training that is of particular interest of this school s culture, as well as its disciplinarian management. The hypothesis is that the meaning of the rewards and punishments are related, interdependent and promoted by the school s culture itself, in spite of the circulation of origin myths that aim to abolish the punishment within the Marist pedagogy . The time frame is established between 1908, year in which the Marist Brothers entered the institution, and 1963, when the study s main source, the journal Echo by Collegio Archidiocesano, stopped being published, highlighting the crisis in the boarding school system and a containment in the disclosure of the school s rewards. The study starts from the history of education and focus its analysis on the educational practices accessed through the documents that are part of the Memorial s collection of the Marist Archdiocesan School of São Paulo, and by the collation of data gathered from other schools archives. As a result, it was noticed that rewarding encouraged the competitiveness considered as a quality of masculine virtuosity of the political man to be formed / O objetivo deste estudo centra-se no entendimento das práticas de premiação e punição no Colégio Arquidiocesano de São Paulo entre 1908 e 1963. A intenção da pesquisa foi compreender qual a relação entre prêmios e castigos na escola como práticas pedagógicas historicamente dadas, ações escolarizadas que estimulam um tipo de formação que é de interesse particular desta cultura escolar, além de conduta disciplinadora. A hipótese é de que os significados das premiações e punições estão relacionados, são interdependes e estimulados pela própria cultura escolar, a despeito da circulação de mitos fundadores que apontam para a abolição do castigo dentro da pedagogia marista . O recorte temporal está fixado entre 1908, ano de entrada dos Irmãos Maristas na instituição e 1963, quando a principal fonte para o estudo, a Revista Echos do Collegio Archidiocesano, deixa de ser publicada, evidenciando a crise no sistema de internato e um refreamento na divulgação das recompensas no colégio. O estudo constitui-se a partir da história da educação e centra sua análise nas práticas escolares acessadas a partir dos documentos que compõem o acervo do Memorial do Colégio Marista Arquidiocesano de São Paulo, e no cotejamento de informações levantadas nos registros de outras instituições escolares. Como resultado, percebeu-se que as premiações incentivaram a competitividade tratada como qualidade da virtuosidade masculina do varão político a ser formado

<p>We are currently in an ongoing internationalisation period, demanding organizations to coordinate activities spanning geographically through time and traditional boundaries. Co-workers begin to work more frequently geographically dispersed from each other creating new challenges for leaders and organisations all over the world. The distance requires groups to use technology to cooperate, bringing both advantages and disadvantages. These changes demand organizations to go from traditional team formations to virtual. This leads us to our topic of research, investigating Marina Systems' experience with the previously stated work setting.What problems can be found at Marina Systems regarding their dispersed work setting and how can they be solved?The purpose of our research was to find the challenges and possibilities that Marina Systems perceive, as well as contributing with sustainable solutions for managing their distant teams. We conducted a qualitative case study with interviews. Different theories used in this case study regarded geographically dispersed teams, virtual teams, hybrid teams and distant leadership.The results found in the interviews showed that Marina Systems had some ofthe challenges and problems found in the theory chapter. They can become more successful in their planned expansion if they start considering their employees as members of a hybrid team and start adapting their leadership behavior to what such groups need. Areas of communication and a lacking reward system were some of the opportunities for improvement.</p>

We are currently in an ongoing internationalisation period, demanding organizations to coordinate activities spanning geographically through time and traditional boundaries. Co-workers begin to work more frequently geographically dispersed from each other creating new challenges for leaders and organisations all over the world. The distance requires groups to use technology to cooperate, bringing both advantages and disadvantages. These changes demand organizations to go from traditional team formations to virtual. This leads us to our topic of research, investigating Marina Systems' experience with the previously stated work setting.What problems can be found at Marina Systems regarding their dispersed work setting and how can they be solved?The purpose of our research was to find the challenges and possibilities that Marina Systems perceive, as well as contributing with sustainable solutions for managing their distant teams. We conducted a qualitative case study with interviews. Different theories used in this case study regarded geographically dispersed teams, virtual teams, hybrid teams and distant leadership.The results found in the interviews showed that Marina Systems had some ofthe challenges and problems found in the theory chapter. They can become more successful in their planned expansion if they start considering their employees as members of a hybrid team and start adapting their leadership behavior to what such groups need. Areas of communication and a lacking reward system were some of the opportunities for improvement.

The goal of this diploma thesis entitled "The evaluation and rewarding systemof employees in a specific organization" was to analyze the evaluation a rewarding system of personal bankers in Moneta Money bank a.s. Based on these analyses, to propose changes, that would contribute to improving the quality and effectiveness of this area. This thesis has two parts. The first part contains a summary of theoretical information relevant to this issue. The practical part contains description of the organization Moneta Money Banks Inc., a description of the evaluation and rewarding system of personal bankers in this organization and an analysis of these systems. The analysis used survey. The survey showed that personal bankers don't have the means or opportunity to evaluate their superior. And personal bankers are missing personal approach by Moneta Money bank a.s. This diploma thesis proposes implementation of these "personal bonuses" into the rewarding system: gifts or bonuses for years of service, for instance at the occasion of eymployee's jubilee. The next proposed change was the introduction of 360-degree feedback.