Nowadays the financial sector has become a major player in developing the world economy. As in other African countries, the Ghanaian government in the way to boost the entry of more domestic banks in the banking industry has undergone several strategic developments over the past four decades. Although the massive entry of domestic banks seems that much has not changed in the Ghanaian financial sector, foreign banks are still leading the financial sector within the country, since these banks are the main sources of finance for government in pursuing developmental goals especially in priority sectors of the agriculture and industry. Owing to the fact that Ghana is still a developing country with banking and financial sectors vulnerable to the global economic issues, this thesis aims to analyse strategic management practices based on analysis of external and internal environment in the Ghanaian banking industry, concretely Ecobank Ghana. Methodologically, this research used both quantitative and qualitative techniques, mainly questionnaire and interview based on case study. The sampling method applied was non- probability, thus the data collection techniques were applied to a small representative sample which was nested in depth. The findings suggest that Ecobank Ghana had adopted various strategic management practices in tackling with areas such as situational analysis, strategy formulation, implementation and evaluation, but overall the management strategies are pinned on Ecobank Ghana’s policies. Apart from that, there were identified the key internal and external environment factors identified within Ecobank Ghana include timely reporting of financial performance, timely evaluation of strategies, staff briefing of management strategies, compliance to the Central Bank (Bank of Ghana) regulation and the necessity of continuous updates of implemented strategies.

This master thesis deals with creating a concept of performance evaluation model in scope of Balanced Scorecard methodology for selected business unit. In theoretical part of this thesis are described basic principles of this method, including its perspectives and general rules of the implementation process. In practical part was performed a strategic analysis of business unit. On its basis is compiled business strategy for selected time period and also specific key performance indicators for evaluation of reaching strategic goals.

The aim of the thesis is to determine the relation between subjectively perceived and financially measured performance of a firm. The introduction of the thesis is focused on performance characteristics and measurement. Further, based on foreign and domestic researches, subjectively perceived performance is defined and comparison with objectively (financially) measured one is made. Results of the researches prove that between subjectively perceived and financially measured performance, there exists substantial to very strong statistical association. Following on an own research was carried out. As the tool for data collection serves a questionnaire sent to firms from the Czech and Slovak Republic. The data collected are compared with values of select financial measures: with ROA, ROE, ROS and Gross Sales. Said own research also confirmed a positive correlation between subjectively perceived and financially measured performance of the firm, albeit weaker than in foreign researches.

The aim of the thesis is to design way of implementation methods Balanced Scorecard into the strategic management of the company ABC. The introduction of the Balanced Scorecard method is an analysis of the company's activities using the EFQM Excellence model based on self-assessment process. The thesis is divided into theoretical and practical parts. The theoretical part defines financial analysis, EFQM Excellence Model and the Balanced Scorecard concept. The practi-cal part contains the characteristics of the company, analysis of financial health and current condition, evaluation of the self-assessment questionnaire, identifying strengths and weaknesses and design implementation the methods Balanced Scorecard.

The main goal of this thesis is to propose appropriate recommendations towards maintaining or improving financial performance of selected companies in the logistics industry. At the beginning of the practical part is characterized the transport industry and storage. Further presents three selected companies. For all from these companies is monitored 2009 - 2012. For complex view of the current state of performance of companies is worked out traditional financial analysis and calculated economic value added. Then is worked out analyse of sensitivity and factor analysis, which identifies the factors influencing the level of EVA. The thesis is finished by an evaluation of the results, comparing between companies and propose recommendations for maintaining or improving financial performance.

The diploma thesis focuses on the VoIP technology optimization and performance management. The diploma thesis presents the theoretical basis of IP telephony and measurement of its quality. The thesis primarily deals with practical measurements of VoIP calls quality. Asterisk softswitch, various types of IP phones and simulated degradation of signal using Linux software router are used for measurements. Procedural diagram of VoIP technology real deployment is designed based on these measurements.

The aim of this thesis is to propose method of implementing the basic framework of the model Balanced Scorecard as a management system in the strategic management of an engineering company. In the literature review are clarified terms strategic management and business performance measurement and is described the issues of Balanced Scorecard method. The practical part is focused on the design of BSC and its implementation into the management of the chosen company. Based on the results of the strategic and financial analysis are defined strategic objectives, which are connected by cause-effect relations to a strategic map. Measures, desired future values and specific strategic actions are assigned subsequently to their targets. In the end, there is a time and cost analysis of creation and implementation BSC model in company XY.

This work is based on knowledge of concept of clusters and of other cooperative organizations. The general objective of this work is to solve specific, narrowly defined problems of a particular cluster. The reason was to come up with a solution that will be applicable and useful in this particular cluster. And this solution may be useful also in other clusters, because clusters throughout Europe, have many common features. Problems were generated by the author, during talks with representatives of cluster Omnipack. So these problems are important and really relevant for this cluster. Next goal was to measure these issues in relation to basic criteria, like importance, and difficulty. This evaluation was the basis for selecting problems to solve. Other objective was to search for specific solutions using existing literature, examples from other clusters and output of own research of clusters. As main problem to solve was chosen problem called "performance measurement". Because no suitable solution was found in the literature or other resources, author had to create own solution. Problematic area of the problem "performance assessment" was described as follows: "Support from European Union subsidies is really crucial for many clusters in Czech Republic right now. But after the end of these subsidies, clusters will have to prove or demonstrate to its members that they are still useful. Then cluster members will be then willing to continue with financial supporting of their cluster." The problem was solved from the perspective of cluster members, and main areas of its concept are performance evaluation of cluster members from the perspective of a cluster member, benefits of the cluster as a whole for members of the cluster, the benefits of other members of the cluster for a particular member of the cluster and cluster management role for the use of these advantages from the perspective of cluster members. Solution of this problem is very detailed and extensive, and represents main author's scientific contribution. Important point of this approach is evaluating the performance of the cluster from the perspective of cluster members. This approach brings some new insights. Author proposed his own concept of looking at the actors and factors, influencing the performance of cluster members. Proposed concept of pairwise comparison of cluster members is also really innovative. It brings new opportunities in the detailed description and understanding the cluster by its members and management.

The thesis focuses on the analysis of various performance management approaches, generally from the private sector, and their applicability in the public sector. The applied part aims to evaluate the quality of current public sector performance management in Czech Republic, to identify the current challenges and cast some light on possible solutions.

The positive impact of performance measurement and management (in connection with rewards) on motivation of workforce have been questioned in recent years and decades. The conceptual part of the thesis strives to identify whether the above mentioned criticisms of discussed systems is based on their inherent properties (characteristics) or on properties (characteristics) of their specific implementations. Extensive multidisciplinary literature review (especially from the fields of accounting, performance measurement, financial management, microeconomics, labor economics, behavioral economics and psychology) showed that the performance measurement and management systems (including linkages to remuneration) have the potential to positively impact motivation, work effort and performance of workforce. Refusing this potential, which often occurs especially in relation to remuneration, is based on specific applications, and it must be dismissed as simplistic. The literature review also helped identify the factors and characteristics of the discussed systems, which are crucial for their positive motivational effect, as well as properties that are usually undesirable in terms of motivation. Another significant outcome of the conceptually oriented part of the thesis is a model framework enabling detailed analysis of rewarding for performance. The thesis also describes and discusses the results of two empirical surveys, the first of which was focused on the analysis of performance measurement and management system and remuneration system, and the second survey was primarily focused on detailed analysis of the system of remuneration and motivation of workforce. Regarding performance measurement, as positive can be perceived the fact that strategic performance measurement systems of the balanced scorecard type are intensively used, including the search for causal links between measures and efforts to link these systems to the remuneration of workforce. It should be noted however, that the issue of interconnection of balanced scorecard systems with remuneration of workforce is by respondents considered to be one of the biggest problems of balanced scorecard implementation. Therefore is identified an area where further research is needed, particularly in the form of case-study based research. All respondents indicated the use of budgets to fulfill many functions (e.g. tool for financial management in terms of coordination and verification of planned business objectives and early risk detection, tool for setting of targets of the business as a whole, and tool for internal motivation and management) and it is possible to conclude that there is no abandonment of budgets (as sometimes implied by "beyond budgeting"). A surprising finding was little use of new performance measures, especially economic value added (as top financial measures were usually referred EBITDA and EBIT). The results of both surveys showed that respondents seek to implement quality systems of remuneration, but revealed were also some problematic features of these systems. Particularly important is the fact that rewards for long-term performance are relatively little used, which can lead to short-term oriented decision making of managers. This problem is exacerbated by the fact that rewards are usually awarded in the form of money; the use of equity-based rewards (e.g. shares) is very low. Furthermore, insufficient is also utilization of rewards in the form of work-life balance programs and utilization of rewards in the form of appreciation.