- 1 - Testate succession - Summary The purpose of my diploma thesis is to analyse testamentary succession in Czech legal order according to the effective Civil Code (40/1964 Sb.) and the newly enacted New Civil Code (89/2012 Sb.), while performing their comparison and focuses on the implications for the recipients. The thesis is not limited to the succession title as a will but analyses other inheritance assumptions and some related legal institutes as well. The thesis is composed of four chapters, each of them dealing with different aspects of heirdom and acquisition of property by inheritance. Chapter One is introductory, common to both testamentary and intestate succession and it is subdivided into four parts. Part One takes acquaintance of the concept of Czech inheritance law, including its purpose, use of heirdom and basic terminology used in the thesis. Part two describes the sources and basic principles which the Czech inheritance law system consists in and Part Three deals with inheritance assumptions relevant to acquisition of heritance, especially heir capacity to inherit. Chapter Two consists of four parts, in a row dealing with intestate succession, testamentary succession, heritage contract and other testamentary dispositions and points circumstances of their application. Chapter Three focuses...

1 Abstract This thesis deals with the conditions that need to be fulfilled in order to acquire inheritance. The aim of this thesis is to provide outlook into the matter of the law of succession and thoroughly describe and further analyse individual conditions of hereditary succession, which are legal requirements that needs to be fulfilled in order to acquire inheritance. In this thesis I systematically discuss the law of succession in its general meaning, canons of inheritance, legal sources of the law of succession and also legal institutes including several new ones which are govern in the new civil code. The main part of this thesis analyses individual conditions of hereditary succession. This thesis is composed of four chapters. Chapter one deals with the general meaning of the law of succession and in this chapter I provide introduction to the law of succession and define some fundamental legal terms. In chapter two I describe the canons of inheritance. This chapter is divided into three subchapters where I discuss in my opinion the three leading canons of inheritance. First subchapter deals with the principle of personal autonomy. Second one deals with the principle of universal succession. The third subchapter deals with the principle that the predecessor's possession is transferred by law to his...

Intestate Succession Inheritance law is a very important part of civil law, because it ensures transfer of rights and obligations of the deceased to his successors and to preserve the values for future generations. Our inheritance law is characterized by its essential feature is the influence of the state in probate proceedings through the judicial commissioner (notary). This thesis focuses on the regulation of intestate succession in our legal system and in particular to the regulation contained in the Civil Code, 40/1964 Sb. and regulation in the new Civil Code, 89/2012 Sb. I'm trying to refer the changes that with the new Civil Code in our law occur and the possible positive or negative consequences of these changes. My work consists of four main parts, which are further divided. In the first part of my work I try to show to preconditions that are needed to make the inheritance ever happen. These preconditions are the death of a natural person, the existence of heritage, capacity of heir or legal reason inheritance (inheritance titles) and finally rejection heritage. Individual preconditions are divided into chapters and there is every precondition described in more detail. In the second part of my work is contained regulation of inheritance law now effective, thus regulation in the Civil Code, 40/1964...

Thesis (M.M. (Business Executive Coaching))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Business Administration, 2015. / The study explored the CEO transition process that takes place in the handing over of the organisation from the outgoing CEO to the incoming CEO and how executive coaching can facilitate the transition process. The past two decades have seen a reduction in the tenure of CEOs. In addition the transition period has contracted. This means that the incoming CEO is often faced with many challenges that may have been alleviated in a longer or more structured transition process. As CEO succession has a major impact on the organisation, and is disruptive in itself, executive coaching might present an opportunity to manage the transition and improve the settling in and effectiveness of the incoming CEO and thereby the performance of the organisation. . Friedman and Olk (1995), Garman and Glawe (2004) and Vancil (1987) defined a structured CEO succession and transition process in organisations. The transition process is conceptualised as a settling-in period where the designated CEO and outgoing CEO work together in a dual capacity whereby the organisation would slowly be transferred from one to the other over a period of months or even years (Kakabadse & Kakabadse, 2001). The Chairman plays an influential role in selecting the incoming CEO (Dalton & Dalton, 2007b; Engelbrecht, 2009; Fredrickson, Hambrick, & Baumrin, 1988) and in supporting the incoming CEO in his/her initial appointment period (Kets de Vries, 1987). There are various factors that determine the selection of an insider CEO or outsider CEO based on the performance and future strategy of the organisation (Dalton & Kesner, 1985; Friedman & Olk, 1995; Khurana, 2001; Ocasio, 1999; Zajac, 1990). The selection of the incoming CEO is important as it impacts the market value of the organisation and creates disruption within the organisation (Grusky, 1963). The incoming CEO, whether an insider or outsider CEO appointment, experiences many challenges when taking up the position. These challenges include delivering continuous growth, improved performance and profitability of the organisation (Bower, 2007; Giambatista, Rowe, & Riaz, 2005), managing key relationships with the Chairman, Board of Directors, Shareholders, key customers and suppliers as well as the management of people within the organisation. Other challenges are of a more personal nature, such as self-doubt and balancing work-life (McCormick, 2001; Stajkovic & Luthans, 1998; Stock, Bauer, & Bieling, 2014). Many of these challenges can be attributed to the reduced transition period that an incoming CEO has (Charan, 2005). iv There are various support structures available to the incoming CEO to supporting the incoming CEO in his/her initial appointment period. These include the Chairman, mentors and executive coaching. Various coaching models were considered in supporting the incoming CEO through the transition period and the challenges experienced (Bond & Naughton, 2011; Passmore, 2007; Saporito, 1996). The aim of exploring executive coaching models was to recommend a coaching framework that could be used in the CEO transition process. The research methodology used in the study was qualitative. Semi-structured interviews were undertaken in order to gain insights from the lived experience of CEOs, Chairmen and Board of Directors of organisations (Ponterotto, 2005; Wimpenny & Gass, 2000). Further to this an analysis of the CEO turnover in the Top 40 companies listed on the Johannesburg Stock Exchange (JSE) was undertaken, which served to triangulate the results from the respondent interviews. It was found that there was both planned and unplanned CEO succession in organisations and this impacted the transition process and period that took place between the outgoing CEO and the incoming CEO. Planned CEO succession usually arose from the planned CEO retirements and allowed for a long transition period. An unplanned CEO succession arose from the untimely resignation, retirement or death of the existing CEO. This left the newly appointed CEO taking the position with a very short transition period, if at all. Following from the planned and unplanned CEO succession there was found to be a mismatch between the theory of the CEO succession and transition processes and the practice thereof. This seemed to be more evident from a South African perspective as most of the literature on the subject of CEO succession and transition processes was internationally based with very scant South African literature available on the topic. Executive coaching can provide the structure for the incoming CEO to orientate him/herself to the organisational dynamics, setting the vision and strategy for the organisation as well as the effective execution of that strategy. Further, executive coaching can assist the incoming CEO in the personal challenges of leadership, managing people and stakeholders as well as self-doubt and work-life balance that the newly appointed CEO may experience.

IMPRINTS OF HISTORY IN POST-AGRICULTURAL FORESTS Ph.D. Thesis Jaroslav Vojta Charles University in Prague, Faculty of Science Praha, 2010 Promotor: Ivan Suchara List of original papers I. Relative importance of historical and natural factors influencing vegetation of secondary forests in abandoned villages (Jaroslav Vojta - Preslia 79: 223-244) II. Land use legacies in post-agricultural forests in the Doupovské Mountains, Czech Republic (Martin Kopecký & Jaroslav Vojta - Applied Vegetation Science 12: 251-260) III. Woody vegetation continuity, topography, and distance to ancient forests have complex effects on the vegetation and species richness of abandoned pastures (Lucie Drhovská & Jaroslav Vojta - submitted) 1 Introduction Land use changes have had a profound effect on vegetation cover. Often, succession results in the recovery of forests on former agricultural land. As areas of post-agricultural forests become increasingly prominent in landscapes of developed countries, these processes have attracted the attention of ecologists. Many questions have arisen regarding the possibility of restoring original forest communities on former agricultural lands (Flinn and Vellend, 2005; Hermy and Verheyen, 2007). At the same time, current and past land use changes could be seen as "natural experiments" that could...

Vegetation of post-mining sites determines soil microbial community structure and soil processes Mgr. Michaela Urbanová Abstract The aim of this thesis, which consists of four published articles, was to investigate the effect of vegetation on soil microbial communities and processes in de novo developing soil substrate on the brown-coal spoil heaps in the surrounding of city Sokolov. Spoil material - soil clayey substrate, which had been gradually mined from the opencast brown coal mine, stratified onto spoil heaps and reclaimed by assisted afforestation with selected tree species or left for spontaneous plant succession, changes its biotic and abiotic characteristic in the course of time and particularly under the influence of plants. Changes of spoil substrate characteristics are related to the growth of plant roots and particularly also to the production of plant biomass, which is decomposed gradually and takes part of soil, where participates to soil organic matter. The process of plant dead materials decomposition and transformation is the function of the activity of soil organisms and among them notably soil microorganisms. Moreover, the presence of many of them is closely related to the presence of vegetation, whose symbionts or pathogens are. The exact mechanisms of the plant-microbes interactions...

The rise in the employee turnover rates is increasing the concerns amongst the organizations in retaining the employees in the workplace. The higher turnover rates are threatening the business capability in earning higher profits. Grounded by the leadership and motivational theories, the following study aims explore that how the succession planning strategies could help in retaining the employees in the organization. Swedish organizations are chosen as the area of the study. In order to fulfill the purpose of the research, the data has been gathered from primary and secondary tools. The secondary tools used in the study are past papers related to succession planning and employee retention as well as information collected through SHRM/Globoforce employee recognition survey and OECD statistical data. The primary tools used in the study are semi-structured questionnaire and face to face interviews. The data analysis involved the evaluation of the secondary data, face to face interview and classification of themes on the basis of semi-structured questionnaire. By means of the thematic analysis, four main themes were emerged. The findings showed that in order to retain the employees fruitfully, Swedish organizations should work on planning career development programs, identify and develop the talent pool and offer non-monetary rewards to the employees. This will enable them to be committed with the company and stay with it for a longer time. The implications for the study is that it will bring a positive social change by adapting the effective succession planning practices which will as a result help to increase the morale of employee and enhance the business profits by retaining the talented employees in the organization. The study has some limitations on the basis of which, it is suggested to the future scholars to conduct a quantitative study by taking a longitudinal approach in order to validate the findings on the statistical grounds as well.

"Svěřenský fond" - institute of intergenerational wealth preservation and succession Abstract Thesis named "Svěřenský fond - institute of intergenerational wealth preservation and succession" is dedicated to describe institution of "svěřenský fond" from the perspective of a potential alternative or addition to a more traditional institutions of inheritance law. The aim of the thesis is to describe primarily its use to a purpose of family wealth preservation and succession. In order to fulfill this goal, the first part of the thesis analyses how fiducie/trust of Quebec made its way into Czech legislation. Main matter being the consequences adoption of a patrimony by appropriation caused. Second part follows historical roots of fiduciary institutes. It finds a persistent need for very similar fiduciary, trust-like institutes throughout history. The goal stays the same, a desire of families to preserve their wealth. Historical analysis, using an evolutionist paradigm, finds similarities between trust, modern fiduciary institutes and "svěřenský fond" which simply cannot be unseen. Based on this findings a hypothesis of a common ancestor is construed. Third part describes a newly acquired construction of trust-like institute, which was unseen in Czech law until 2014. It focuses on a result of transplantation of...

O propósito desta tese foi investigar como tem ocorrido o processo de sucessão em empreendimentos sociais no Brasil, com foco no associativismo produtivo, identificando quais fatores limitam e quais facilitam esse processo a partir das dimensões Indivíduo, Organização e Ambiente. Trata-se de uma pesquisa de caráter exploratório e descritivo, desenvolvida em duas etapas complementares. Na primeira etapa, o grupo amostral compôs-se de 378 empreendimentos, que foram objeto de um survey, para identificar as associações produtivas. Destas foram selecionadas para constituírem a amostra aquelas que já passaram ou estão passando por processo sucessório e cujos dirigentes demonstraram disposição em participar da pesquisa. Na segunda etapa, composta por uma amostra com 32 empreendimentos, buscou-se analisar como interagem as dimensões Indivíduo, Organização e Ambiente na configuração do processo sucessório, identificando quais os fatores que, em cada uma dessas dimensões, podem facilitar e aqueles que podem limitar o processo sucessório. Para analisar a estrutura e as principais características do processo sucessório, tomou-se por base os seguintes eixos orientadores: dimensão Indivíduo - papéis da liderança, habilidade da liderança e estilos de liderança; dimensão Organização - estrutura, planejamento, conselhos, comunicação (transparência), controle e avaliação; dimensão Ambiente - influências dos stakeholders (comunidade, fornecedores, clientes, parceiros) no processo sucessório. Os resultados obtidos apontaram que uma das principais características das associações produtivas pesquisadas é a existência de um entrelaçamento entre dimensões política, econômica e social. No entanto, tais iniciativas têm como um dos principais desafios, o de criar contextos favoráveis a essa organização socioeconômica e política entre cidadãos que compartilham mais carências que recursos para a construção e manutenção de um projeto associativo. Sobre o processo sucessório, os dirigentes das associações mostraram-se conscientes da importância de planejar e de gerenciar seu desenvolvimento, mas dispõem ainda de ferramentas pouco estruturadas para isso. As associações também atribuem importância à gestão compartilhada do processo sucessório como forma de conciliar expectativas tanto do público interno, quanto do público externo, porém, não dispõem de um sistema estruturado de administração desse processo. O processo sucessório nas associações pesquisadas encontra-se em fase de construção: adapta-se às demandas do cenário atual, mas apresenta evidentes necessidades de aprimoramento para uma condução mais efetiva do planejamento e da gestão compartilhada do processo. / The purpose of this thesis is to investigate how the succession process in Brazilian social enterprises have been executed, focusing on productive social activism. The study identifies which factors limit and facilitate this process, based on the following aspects: Individual, Organizational and Environmental. The nature of this research is exploratory and descriptive and was developed in two complementary stages. In the first stage the chosen group consisted of 378 enterprises that were the subject of a survey to identify the productive associations. The survey was set up to identify associations which are productive and within them, the enterprises which are active and those which are going through a succession process. The disposition of the leaders in taking part in the survey was also taken into consideration. The second stage was composed of a sample of 32 enterprises in which their interaction in an Individual, Organizational and Environmental level when going through a succession process was analyzed, identifying what facilitates and what limits this succession process. To analyze the structure and main characteristics of the succession process, these were taken as the base according to the following guidelines: Individual dimension leadership roles, leadership abilities and leadership styles; Organizational dimension structure, planning, counseling, communication (transparency), control and evaluation; Environmental dimension stakeholders influence (community, suppliers, clients, partners) in the succession process. The end results suggest that the main characteristics of those productive associations analyzed here is the intertwining of political, economic and social dimensions. However, one of the major challenges for these associations is to create positive outcomes in a socio-economic and political environment where community resources are scarce, rather than sufficient to build and maintain a cooperative project. Regarding the succession process, the associations leaders showed an understanding about the importance of planning and managing their progress, but still had tools with lack of structure to do so. The associations also attribute importance to the participative management in the succession process as a way of reconciling internal and external expectations, however they do not have a structured system to manage this process. The succession processes in the surveyed associations are in a constructive phase, whilst dealing with their day to day demands, but still show clear improving necessities for a more effective planning and participative management in the process.

This study examines the socioeconomics of state formation in medieval Afghanistan in historical and historiographic terms. It outlines the thousand year history of Ghaznavid historiography by treating primary and secondary sources as a continuum of perspectives, demonstrating the persistent problems of dynastic and political thinking across periods and cultures. It conceptualizes the geography of Ghaznavid origins by framing their rise within specific landscapes and histories of state formation, favoring time over space as much as possible and reintegrating their experience with the general histories of Iran, Central Asia, and India. Once the grand narrative is illustrated, the scope narrows to the dual process of monetization and urbanization in Samanid territory in order to approach Ghaznavid obstacles to state formation. The socioeconomic narrative then shifts to political and military specifics to demythologize the rise of the Ghaznavids in terms of the framing contexts described in the previous chapters. Finally, the study specifies the exact combination of culture and history which the Ghaznavids exemplified to show their particular and universal character and suggest future paths for research.