At growing Saaz variety is the target to reach the highest yield of hop´s cones and high content of alpha acids. The average content of this acids in Saaz variety is in the range from 2,5 to 4,5 %. The growers effort is to reach the higher number of this range because the final selling price is given by content of alpha acids. During the active growth of hops, grower can targeted stimulate the hops to positively affect the physiological processes. Then he can reach better yield of valuable alpha acids and that´s why the target of this diploma thesis was to fix the influence of growth stimulators on physiological processes on the yield of hop´s cones and the yield of alpha acids. And based on the results to identify the suitability of using growth stimulators during the intense hops growing. Following scientific hypothesis were designed: determine the plants reaction diversity on growth stimulator. For reaching the targets and confirm or reject the hypothesis was observed in natural conditions nearby the Chrastany region the plants of Saaz (clone 72) in interaction with the usage of growth stimulators. These stimulators were used: Humastar, Fertileader Vital, Lignoaktivátor. There were four variants: controled with no aplication and three other variants with usage of growth stimulators (for each variant were apllied only one stimulator for three times). The influence of growth stimulators on hops plants (phase BBCH from 37 to 81) was observed on the basis of the rate of gas exchanges, chlorophyl fluorescence and the leaves chlorophyl content, which were measured by infrared gas analyzer LCpro+ (ADC BioScientific Ltd. Hoddesdon, Great Britain), OS 1-FL (OPTI SCIENCES), Chlorofyl CCM 200 ADC BioScientific Ltd. Hoddesdon, Great Britain) After the crop was evaluated the yield of hop´s cones and the content of alpha acids, beta acids and essentials oils. The results of measurment indicates that the highest average transpiration rate was observed after Humastar application (+18,3 % against control variant). In the control variant was found the lowest average transpiration rate from all variants. The highest photosynthesis rate was found after Fertileader Vital application (+7 % against control variant). Decrease of photosynthesis rate about 17 % against the control variant was observed after Humastar application. The differences was also observed in chlorophyll fluorescence. The highest Fv/Fm value reached the hop´s plants after Fertileader Vital application, concretely 0,792. On the other hand the lowest Fv/Fm value was observed after Lignoaktivátor application (0,780). After the application of all tested growth stimulators were reached increase of a pigment´s content in hop´s leaves against the control variant. The highest content of pigments were observed after Fertileader Vital application (+19,2 % against control variant). Control variant reached the average content of pigments in hop´s leaves 25,5 chlorophyll units. Differences after the growth stimulation was also observed in yield and quality of dry hop´s cones. The highest yield reached the Lignoaktivátor variant (0,73 t/ha). This is an increase of 17,7 % against the control variant (0,62 t/ha). The yield of hop´s cones was decreased of 8,1 % against the control variant after Humastar application. The similiar trends were also observed in hop´s cones quality. The highest content of alpha acids (3,06 %) was reached after Lignoaktivátor application and at the same time Lignoaktivátor variant also achieved the highest content of essentials oils per 100 g of a sample (0,22 ml). Humastar variant had the lowest content of alpha acids (2,18 %) and also the lowest content of essential oils (0,14 ml). Based on the results it can be stated that the used growth stimulators had the influence on the physiological characteristics of hop´s plants and also affected the different yield and quality of hop´s cones. Proposed hypothesis were confirmed. Based on the one-year results, application of Fertileader Vital or Lignoaktivátor seems to bee more profitable than Humastar application.

Diploma thesis clarifies issues of motivation and stimulation of employees. The theoretical part describes the basic concepts of the issue as motivation, stimulation, human resources management, communication and life situations that may arise in social work. The empirical part was examined on the basis of an anonymous questionnaire for employees in social services and interviews with executives. The main goal of the questionnaire was to find out how the employees in social services are motivated to do their work and how much they are affected by external incentives. The interview should provide a preview of executives and complete the whole topic. The group of the respondents were the employees of the home for the elderly in Libina, which provides social services to the elderly and persons with various types of dementia. The results and recommendations are given at the end of the thesis.

Master thesis aims at issues of remuneration of employees. Thesis analyses the system, aims and factors of remnuneration in a particular company in order to propose improvement and conlude new ways of remuneraton.Thesis defines terms like motivation and stimulation, characterizes wage and salary and their common signs. In the next part thesis describes advantages and disadvantages of different categories of the wage. Thesis also includes part that concerns incorrenct method of appraisal of the employee. In the final part thesis introduces chosen company, whose system of remuneration is the subject of the master thesis.Thesis analyses this system in accordance with the structure of norms of the company. It also presents the suggestions how the system could be improve.

The main aim of this work was to define the basic approaches of motivation and stimulation of employees in the specific organization with a focus on rewarding system. Further assess its efficiency and effectiveness and to propose recommendations and changes that would lead to the improvement of that system. To obtain the necessary information the questionary research in the company was used and completed by interviews with employees. The research revealed dissatisfaction of employees with the amount of their wages. This dissatisfaction could be caused by a lack of wage formation information. From the research results, there is suggested that the company's management should familiarize the staff in detail with the system of remuneration not only immediately after establishing a working relationship but also during the time it lasts. The employees are satisfied with financial and nonfinancial benefits and they made them feel motivated for better job performance. The incentive system should operate primarily on communication between the superiors and the subordinates. Employees usually get the feedback from their superiors, but mostly in the form of criticism. The executives were informed of this fact and they should realize the importance of giving also the positive feedback and start to use it. On this topic there are many courses and training, in which the company should not be afraid to invest. The company should keep the motivation system updated so that employees could feel it and were constantly motivated. That is why the anonymous questionary was created, to find out on what level of satisfaction are the employees and what could be done for it.

An objective of this thesis is an analysis of current staff rewarding and motivating system. Based on this analysis there is a new proposal how improve current motivation system.

My work is about motivation of brand store managers for local sales promotions. In the theoretical part I write about motivation, stimulation, motivation program for employees. In the empiric part I write about all the data I get form quistionnaires and personal interviews with the brand store managers. At the end I write my recommodation for Telefónica O2 Czech Republic, a.s. how to motivate brand store managers for local sales promotions better.

The essay is about appropriate leading of people. The aim of this essay is following: to define some facts that have influence on stimulation and motivation, to carry out research of stimulation in one nameless middle-sized firm.

The subject of this thesis is to analyze the satisfaction of workers in two branches of KFC restaurants. The subject of study is the overall employee satisfaction in restaurant operation. Closer I examine satisfaction with interpersonal relationships at work, with the main work, with remuneration, with promotions, communication and working environment. The main objective of this thesis is to determine how employees are comfortable with the company, than to do research and propose recommendations that could address the identified deficiencies. These recommendations would be able to increased satisfaction and motivation of branches and improve the overall working conditions, make work more efficient and give support to achieving better results.

The subject of this diploma thesis is the analysis of motivation, satisfaction and stimulation of employees of the selected hotel. The theoretical part consists of basic definitions, motivation theories and concrete factors, which affect the satisfaction of employees. The practical part deals with the analysis of the current state of motivation and satisfaction in the selected organization. Results of the research are then interpreted and there are proposed some measures which could lead to improvement of the current situation.

The goal of this diploma theses was to analyse working satisfaciton and motivation of 3M Česko employees. The first step was to collect the information about working motivation and satisfaction and afterwards the interpretation of the company research as well as the whole country research. Last thing was to bring the ideas about the ways how to increase the working motivation and satisfaction.