Philosophiae Doctor - PhD / In order to manage public dental services, information is required about what work is being performed by the staff at the various clinics. Tally sheets have been used in the past to record treatment procedures but this is not an effective method of recording the amount of work done by staff at public dental clinics. But tally sheets are inaccurate, open to abuse, and fail to provide the necessary information for managers. Nor is it of any real value for providing feedback to staff on their performance. This inhibits a core aspect of job satisfaction for the staff, which is feedback. The staff just persevere, continue doing the same thing and feel frustrated. This contributes to poor work performance. Instead of using a tally sheet, 4 digit treatment codes are used for all treatment procedures (as used in the private sector for billing purposes) and additional codes were developed for services such as brushing programmes for which billing codes do not exist. These are recorded for each patient, together with a code for the patient category. A relative value unit (RVU) has been developed for each treatment code that has been weighted according to policy guidelines and the amount of time and effort required to provide the service. This was done for clinical treatment procedures as well as for community-based preventive activities. A computer program has been developed that captures the treatment codes which are saved in a number of databases that are linked to Excel pivot tables. The data can therefore be easily manipulated by the user to obtain the required information in the form of counts of procedures, monetary cost of the same clinical services in the private sector (useful with the proposed advent of National Health Insurance) and also in the form of relative value units. iii This is available for the current reporting period as well as for previous periods, allowing a detailed analysis of services rendered and staff performance over a period of time to show trends. Use is also made of an Objectives Matrix where the performance of each staff member can be measured according to seven objectives (Key Performance Areas) (five in the case of oral hygienists) to produce an overall Performance Index – which is a score out of ten. This enables performance appraisal to be carried out much easier than by comparing performance based on a number of diverse treatments provided. The data for all the public dental clinics in the Western Cape Province has been analysed for the period 1994 to 2012 using this system, and it has been shown that the system is sensitive enough to highlight problem areas as well as provide a balanced overall view of the service, as measured by a number of variables. The system is “low tech” in that it runs on a “stand alone” personal computer, but it could easily be applied to an integrated, networked information system provided the latter contained the treatment codes, and certain other patient, staff and clinic identifiers. It is therefore suitable for developing countries, such as South Africa, that may later develop a comprehensive Health Information System based on an electronic medical record. The emphasis is not on the information technology, it is focussed on the concepts behind the processing of the data into meaningful information for managing public dental services.

The goal of the diploma thesis was an analysis of an influence of team-building activities on motivation, performance and loyalty of employees in the Národní Pokladnice s.r.o.. The answers on the previous questions was found out by questionnaires among the employees of the company. The answers on the previous questions were found out via questionnaires among the employees of Národní Pokladnice s.r.o. company. The fact that the employees are more loyal due to team-building activities I can confirm on the grounds of the questionnaires as well as the team-building can have an impact on work performance derivatively thanks to pleasant working conditions, nice group of people and good relationships. The work relationships and motivation are topics full of contradictions in theory as well as in practise. In spite of that, the respondents tend to an opinion that the relationships are motives for them. A partial goal was to suggest a better way of organization of the event in the future or to decide whether to hold the event at all. The employees evaluate last events very positively and they are looking forward to the next one. I recommend to keep the general thought of the event but to diversify particular activities more in accordance with a difficulty.

The master thesis theme is motivation and satisfaction of employees in organization. Theoretical part focuses especially on motivation in relation to work motivation and performance. Its task is to define the theories and tools of motivation and factors that influence it. In the practical part there is summary and analysis of survey that has been done on the premises of specific company in Prague. This parts task is to find out whether employees are satisfied with the selected motivational factors and how are these factors important to them.

Psychological stress is currently a very topical and discussed matter which is mainly caused by the increasing life expectancy, more hectic time period and the accelerating pace of life that increase the pressure on the individuals. The diploma thesis deals with the issue of psychological stress in general but also focuses on the effect of psychological stress in the work environment and whether the work psychological stress affects work performance, work satisfaction and quality of work of employees. The theoretical part deals with the causes of psychological stress, its sources, effects and coping with it. The empirical part focuses on the custom made inquiry, evaluates and interprets the results and gives possible suggestions and recommendations for an improvement of outcome. The diploma thesis aims to analyze the issue of psychological stress, appreciate its importance in the work environment and verify this fact on those respondents who participated in the research.

This thesis analyses the satisfaction of employees of the Prague branch of company XY. The work is divided into two parts, theoretical and practical. Job satisfaction is defined in the theoretical part. There are individual definitions of job satisfaction and selected theories dealing with this issue. The practical part is devoted to the presentation of XY, methodological apparatus and the characteristics of the sample of respondents who participated in the research. The processing and interpretation of the empirical data then follows. The work has two parallel goals. The first objective is to analyze the job satisfaction of employees of the Prague branch of XY. Their satisfaction is determined using a questionnaire and on the basis of a proposal of improvement. The second objective is to evaluate measures introduced through interviews with management and employees themselves XY year after the execution of the research. This allows an objective determination of the impact of the research and furthermore how each of the implemented changes contributed to employee job satisfaction.

Employees' appraisal belongs to the active instruments of human resource management and performance. Its importance in the management of today's companies grows constantly with the increasing role of human capital in the intellectualization process. Appraisal is becoming an important way of achieving and maintaining the policy of high performance, productivity and competitiveness. The object of this thesis is a renowned Czech insurance company, which in the context of streamlining its processes and systems decided to change the employees' appraisal system. The aim of this thesis is to map out the implementation process of this new form of the appraisal system. The company will gain feedback on the overall course of the implementation and will be able to avoid some deficiencies defined during the process in future. At the same time this thesis can provide the company with some optimizing recommendations, which the company can use in the future revision of its appraisal system.

Main focus of this thesis is offering suggestions for improving actual motivation system of the selected company. The suggestions were based on analysis of the current state and the main focus was on correting flaws, which are present in the current system.

The subject of the submitted thesis is an influence of motivation and stimulation in a company on the labour performance of its employees. The thesis specifies a definition of terms such as motivation and stimulation, determinates motivational sources and stimulants in a company. It analyses the situation of the Backer Elektro CZ Comp.. The aim is to evaluate used motivational resources and to find out how the employees are satisfied with basic motivational factors. In the conclusion of this thesis the changes which should contribute to a higher motivation of the company employees are suggested.

Bakgrund: IT-branschen växer ständigt, vilket kräver att företag inom branschen är konkurrenskraftiga och lockar nya medarbetare. Trots denna framväxt föreligger det en kompetensbrist inom branschen. Denna kompetensbrist leder till en ökad svårighet för IT-rekryterare, som ständigt behöver hitta nya kreativa strategier för att lyckas rekrytera kompetens inom branschen. För att säkerställa att rekryterare presterar kan monetära belöningar användas. Sammankoppling av rekrytering och monetära belöningar för prestation inom specifikt IT-branschen är ett outforskat område där det identifierades ett kunskapsgap gällande IT-rekryterares upplevelser, vilket ledde oss fram till syftet. Syfte: Syftet är att utifrån IT-rekryterares upplevelser beskriva påverkan av monetära belöningar på IT-rekryterares prestation. Metod: I studien används en deduktiv ansats med induktiva inslag där en teoretisk referensram präglar studien.Därtill, utgår studien från forskarnas tolkande förhållningssätt. I genomförandet utfördes kvalitativa semistrukturerade intervjuer inom fallet, rekryterare inom IT-branschen, där nio informanter som får/fick monetära belöningar deltog. En tematisk analys genomfördes och resulterade i att monetära belöningar och monetära belöningars påverkan på prestation blev två huvudteman. Slutsats: Den empiriska och teoretiska analysen utmynnade i en avslutande diskussion för att besvara syftet.Studiens resultat visar att IT-rekryterare på olika sätt blir påverkade av belöningarnas utformning, storlek och om de är grupp-eller individbaserade. Dessa aspekter påverkar en IT-rekryterares gruppdynamik, negativ stress, positiv stress, kvalitet i arbetet och kvantitet i arbetet. Detta påverkar en IT-rekryterares prestation i antingen en positiv eller negativ riktning. Slutligen visar resultatet att IT-rekryterares prestation till största del blir positivt påverkad av monetära belöningar. / Background: The IT-industry is constantly growing, which requires companies in the industry to becompetitive and attract new employees. Despite this growth there is a lack of competence in the industry. This lack of competence leads to an increased difficulty for IT-recruiters, who constantly need to find new creative strategies to succeed in recruiting competence in the industry. To ensure that recruiters perform, monetary rewards can be used. Linking recruitment and monetary rewards for job performance in the specific IT-industry,is an unexplored area where a knowledge gap was identified regarding the experiences of IT-recruiters, whichled us to the purpose. Purpose: The purpose is to, based on IT recruiters 'experiences, describe the impact of monetary rewards onIT recruiters' performance. Method: The study uses a deductive approach with inductive elements where a theoretical frame of reference characterizes the study. In addition, the study is based on the researchers’ interpretive approach. In the implementation, qualitative semi-structured interviews were conducted in the case, recruiters in the IT-industry, in which nine informants who receive / received monetary rewards participated. A thematic analysis was carried out and landed in that monetary rewards and the impact of monetary rewards became two main themes. Conclusion: The empirical and theoretical analysis resulted in a concluding discussion to answer the purpose.The results of the study show that IT-recruiters are affected in different ways by the design of the rewards, their size and whether they are group- or individual-based. These aspects affect an IT-recruiter's group dynamics, negative stress, positive stress, quality of work and quantity of work. This affects an IT-recruiter's performance in either a positive or negative direction. Finally, the results show that the performance of IT-recruiters is mainlypositively affected by monetary rewards.

The Diploma thesis "Survey of the Validity of the Methods of Employee Selection" deals with analysis of methods validity that is used for the company employees'selection. On the basis of literature studied, author identifies following keywords related to the subject of the diploma thesis: Human Resources Management, Vision, Business strategy, HR strategy, Human Resources planning, Employees' selection and recruitment, Fluctuation and Evaluation of Work performance. Author further focuses on the research of validity of personal selection methods that have already been published earlier. Author performed particular research solution that took place in three phases. The first stage explored an optimal mix of selection methods for recruitment according to particular positions. Respondents were experts specializing on issues of Human Resources issues. The second phase focused on research of validity of personal selection methods. Validity of selection methods was examined by correlation coefficient between predicted work performance estimated by the given method, and the measured real work performance of the recruited employee in the evaluation system of the work performance. HR staff was questioned. The third phase examined the appropriateness of using selection methods, which were determined by...