This study is unique considering the location (Africa) and the industrial setting (Gold Mining) from which the research was studied as reward systems had mostly been studied in the North-American and European settings. Thus, the study  considered  rewards from the perspective of the African and its natural resource industries such as the gold mining industry.   The methodology employed in the study was based on a case study approach at Golden Star (Bogoso/Prestea) Limited (GSB/PL) with a population size of 1029 employees combining both qualitative and quantitative data obtained through a questionnaire survey of a 278 sample size and structured interview with the Human Resources and Administration Manager. Thus, the method of data collection represents methodological triangulation and the data obtained from the study represents a primary source of data.   The study revealed that all the three generational groups (Baby Boomers, GEN Xers and   GEN Yers) places higher emphasis or priority on financial incentives (high salary and bonuses) over any other incentives when respondents were asked to indicate the reward they prefer most. But when rewards were considered as a total package profile, greater number of  the baby boomers placed more emphasis or priority on packages with highly flexible pension benefits, long term job security and high internal promotions eventhough the salary and bonus components of the packages (profile) were not that attract. The GEN X and GEN Y groups still maintained their reward package profile preferences based on  high financial incentives, training and learning opportunities, personal growth and career advancement.   The study revealed that aside the high preferences for financial incentives such as high salary and bonuses by all the generational groups, few of the  GEN X and GEN Y also exhibited other preferences such as high personal growth, flexible work schedule, attractive company policy and administration, career advancement, working environment, job security and praises and recognition of which the baby boomers did not indicate any preferences or interest.   The study revealed that all the three generational groups (Baby Boomers, GEN X and GEN Y) consider high salary and bonuses as factor which causes employee dissatisfaction when not satisfied or available but when they are satisfied or available also do not motivate or cause satisfaction and thus  confirming Herzberg Two-Factor theory that  factors such as salary or remuneration, job security, working conditions and company policies  only prevent employee dissatisfaction.   The study revealed that all generational groups (baby boomers, GEN X and GEN Y) consider high salaries and bonuses as factor which could lead to lack of satisfaction and motivation of the employee in his current role or position when not available or satisfied and thus this finding confirm the traditional belief that pay is prime, or in some cases the only source of motivation but contradict Herzberg claim that  pay (high salaries and bonuses) is only an extrinsic factor and that when is available or satisfied, pay does not bring satisfaction and motivation but rather prevents dissatisfaction.   The study revealed that GSB/PL rewards systems basically comprises of extrinsic rewards such as high salary levels (pay increases), a bonus scheme,  training  and learning opportunities, job security, Stock options, Retirement/Pension benefits such as social security and provident fund,  promotions,  attractive company policies and administration, praises and recognition, good working environment, flexible work schedule,  Long service awards and benefits such as housing, Health insurance, Vacation/Annual leave benefits, transportation/bussing service, messing (provision of meals to employees only when at work), and educational benefits (for employees dependants).   The study also revealed that the design and implementation of GSB/PL reward systems involves four distinct phases: assessment, design, execution and evaluation phases.   In the end, a suitable conclusion was drawn and a number of recommendations proposed to be implemented by the mining company in safeguarding the interest of both employees and the employer.

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The master thesis evaluates the finances of the Domov důchodců Český Dub. The aim of this work is the cost-benefit analysis and financial analysis of the organization and to submit suggestions and recommendations to improve the economy of the organization. The first part of this work summarizes the theoretical knowledge of the topic, the second part focuses on the economic analysis, and the last part contains suggestions and recommendations to improve the economy of the organization.

Quantification of the influence of type construction is realized for the purpose of determining the market price of flats by using comparative method of valuation. Comparative method is based on the market principle. Comparative method is based directly on a comparison of sales similar properties in similar conditions. Comparing price of comparative properties and appraised property is performed by using a number of criteria of significant differences, the evaluation of these criteria are quantified by using the coefficients of differences. In practice is usual to provide the range and number of coefficients based on professional judgment. The most important coefficients in comparative method of valuation are location, technical characteristics, equipment, accessories, property rights, other relevant factors and mainly the coefficient of influence of type construction is one of the most important factors of pricing. Due to this fact based on the analysis of public available sources (mostly from real estate server www.sreality.cz) is set, how the price is affected by the type of flat construction. During the creation database and it´s layout was found, that one of the pricing factor for the type of structure is insulation, therefore is this factor also considered.

本研究以策略管理理論「策略形態分析」法與「策略矩陣分析」法為基礎，發展出新的分析架構–「價值單元展開分析」法，並與策略矩陣整合成為策略系統模型。藉由個案研究，驗證此策略系統模型如何使管理者能更精確地衡量未來策略規劃之選擇，最佳化公司未來競爭策略方向。 筆者以個案探討新創科技公司在持續變動與競爭之產業中，競爭策略分析與規劃之方法。以3D感測產業作為分析與研究之個案產業，並以其中一新創科技公司–L科技公司作為個案探討之對象，提出一以新創科技公司為出發點，在衡量現有與發展未來競爭策略時，可供利用與權衡的分析方法。 「價值單元展開分析」法追尋理性與系統化思考，為公司導入嚴謹明確、量化、及標準化的度量衡工具，使公司得以更加周詳完備與深入地分析其條件前提，將策略最佳化。且此架構具高度延展性，得充分配合公司進行各種思考面向之分析。此外，「價值單元展開分析」法亦可完全結合與相容於「策略矩陣分析」法之中，形成易於溝通與同步的策略系統模型，利用此特點解決公司在策略規劃時可能遭遇之混沌與困難，將效率、效益、及效能用在得當之處，使公司未來發展更符合目標。 / This study investigates the methods of analyzing and planning competitive strategies, with a case study of a technology startup company – “L Company” in the 3D sensor industry. Based on strategy analysis and Strategic Matrix Analysis, this study developed a new analytic framework – “Value Unit Expansion Analysis” which is a systematic model integrated into Strategic Matrix Analysis. By verifying the systematic model through the case, this study proposed a more precise and optimization–capable method to form a company’s future competitive strategies. Value Unit Expansion Analysis is a clarifying, quantifying, and standardizing method for the company to pave the path for factor condition analysis and strategic optimization. The structure was designed with a high flexibility in correspondence to different considerations and changing aspects; it is compatible and can be built within Strategic Matrix Analysis. The systematic model is liable for communication and synchronization during the process of strategy planning and, therefore, setting higher efficiency, benefit, and utility for pertinent strategies that fit into companies’ goals.

The purpose of this study was to evaluate a programme aimed at equipping adult mine workers in the North-West Province in computer-based skills. The study describes how the use of computers for learning has transformed some of the mine workers in an Own-Time learning environment, where computers were integrated in their learning activities, compared to the Full-Time adult learning environment, which did not present a similar opportunity. The perspective of using a combination of two teaching methodologies in the Adult Education and Training (AET) curriculum provided at this mine sought to minimise the conventional didactic instructional approaches, whereby the facilitator does most of the talking while learners become passive listeners. Activity theory (AT), in tandem with the reviewed literature, was well suited as a theoretical framework for this study, since it takes a developmental view of minds and technological interaction in context. The activity system was used to map how existing work-related practices fitted into each component, which includes the subject, object, rule, community and division of labour. A case study was applied as a guiding design in the study in which seventeen mine workers participated. The computer activity was illustrated from multiple perspectives, using a qualitative approach and associated epistemologies and beliefs regarding the engagement with mediational tools. Boundary crossings, the zone of proximal development, and the eight-step-model from activity theory were used to scrutinise the learners’ beliefs, attitudes, knowledge, practices and contradictions. These important aspects assisted in obtaining data through participant observation, interviews and field notes. To discover patterns, concepts, themes and meanings from the notes and transcripts, data analysis was blended with these aspects. This study demonstrated the use of the above-mentioned methods at appropriate times. Without ideal and effective research methods, the quality of evidence of this study would have suffered and elucidations of connections would have been inadequate. The findings revealed that the AET programme made an impact on the company and on the individual participants, in their homes, their place of work, and their communities. Change in the workers’ performance after attending AET computer-based programmes was noticeable especially regarding their literate and numerate knowledge and skills. Contradictions and disturbances in the AET programme were also identified, and an intervention was proposed to facilitate a computer programme that includes the curriculum components such as mouse skills, keyboarding, data manipulation and desktop publishing. The study proposes that the AET policy needs to cover Own-Time learners, even though their learning is not obligatory, in the same way as it covers the Full-Time learners. A modified activity theory, contextualised for a situation such as that in the mine in question, was contributed in the study. Furthermore, some limitations and recommendations for future research were identified from the findings. The proposed AT for adult learners suggests a new way of exploring the practices of mind and technology interaction for adult learners, incorporating cultural backgrounds, age, language, values and beliefs as well as reflective decision making. / Science and Technology Education / D. Ed. (Comparative Education)