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This work focuses on the issue of animation program in outdoor schools, its advantages and disadvantages for teachers. The theoretical part is devoted to defining the concept of school stay in nature and related experiential pedagogy and nature education. It also deals with legislation associated with the responsibility of school and teachers when students stay in nature. The work deals with the animation program, its organization, directions and importance. It analyzes the pedagogical psychological aspects of the animation program. It briefly describes the child in a foreign environment, his motivation and personal development in a foreign environment. The empirical part monitors the advantages and disadvantages of the animation program, expectations and benefits for teachers, students and their team. The interview also discusses the climate in the classroom and raises the issue of early interventions in the field of bullying. The main goal of my diploma thesis is to find out what advantages and disadvantages the animation program at the school in nature represents. Whether teachers see a benefit in the animator's work with children or include more interesting program themselves. My goal is to look at outdoor school from all point of views and find the right way of a quality animation program that...

Main target of the diploma thesis is to provide proposals how to improve the current system of the development of employees in the chosen organization. For this purpose, the unnamed organization based in South Bohemian region has been chosen. The diploma thesis consists of two parts - theoretical part includes information dedicated to the topic of the system of the development of human resources which were found both in Czech and international sources. Practical part includes the analysis of the system of the development of operators in the chosen organization - necessary data were provided by the employees of the human resources and production departments. Another data has been collected from the survey that was focused on operators. Analysis has provided the base for proposals for improvements of the current system of the development of operators.

The aim of the thesis was to analyze the motivation and stimulation of the employees and to create suggestions for elimination of possible shortcomings. The theoretical part explains the basic concepts of motivation and stimulation, such as motivation, stimulus, existing motivation theory etc. It also describes human resources management, evaluation and remuneration of employees, issues of small and medium enterprises and tourism. A travel Agency called Janeta, s.r.o. has been chosen for the purposes of the thesis. Basic information about Janeta s.r.o. is provided at the beginning of the practical part. In addition, the organization's current state of motivation and stimulation was assessed first from the point of view of management, with the help of an interview with the company's executive and further with the help of a questionnaire survey, which was attended by all employees of the company. Based on the results, appropriate proposals have been proposed to improve the state of motivation and stimulation in the company.

The aim of my thesis was evaluating the motivation of workers in a selected organisation and proposing changes leading to improving the management of this area. For being able to analyse these issues, I chose the organisation Hervis Sports and Fashions, Ltd. In the theoretical part information on the chosen topic is gained. In the practical part I have first specialised in the organisation itself, its profile followed by the evaluation of the present state of the organisation Hervis. Furthermore, I analysed in detail all benefits offered by the organisation. In order to gain information I chose an interview with a manager and a questionnaire enquiry. The main aim of this enquiry was to gain information on employees. I focused on the contentment of employees in terms of stimulation and motivation. Subsequently on searching for causes of dissatisfaction, on the perception of the motivation programme of the organisation or the general personal policy of the organisation. In the conclusion of the practical part there is the summary of the gained information and possible measures ( proposals), which could contribute to making the processes of motivation and stimulation within the organisation more effective.

Title: The motivational aspects of sport volunteerism. Objectives: The main aim of this bachelor work is to find out motivational aspects of sport volunteers, who have taken part in sport event. Methods: In this thesis was used quality method to get informations - specifically it was a structure interview with associated questions. Results: It was find out that it is appropriate to get those volunteers with inner motivation. These volunteers do not need to be so much motivated by external motivation. We can find them very likely in some sport clubs, which are connected with the same sport as organized sport event. We must not underestimate promotional campaign. The loyality and will to cooperate on next sport event as a volunteer is result of how the organizators behave to sport volunteers and how they show gratitude to them. Keywords: Sport volunteering, sport volunteer, motivation, sport event, organization.

This thesis aims to explore the degree of motivation and stimulation in the selected company. Through appropriate methodology analyzes whether the employee incentive program is perceived, how they operate and whether there are any gaps. For this is the conclusion of this work suggested several options for how the situation could be improved in the company.

The subject of this bachelor thesis is the human resources management in a chosen or-ganisation. This topic is currently very up-to-date and discussed since employees are the most important factor for the proper functioning of an organisation. Human resources include mainly experience, skills and knowledge that every employee brings to the organisation. Another important thing is the willingness of workers to share this knowledge and experience and to use them to benefit the organisation. As already mentioned, human resources are the most important capital of the organisation. That is why it is worth to invest in human resources and to motivate them. For the analysis of human resources, Československá obchodní banka has been chosen, which is a universal bank that provides its services to all groups of clients. i. e. individu-als as well as SME, corporate and institutional clients. This bank operates under several brand names ČSOB, Era, Poštovní spořitelna. The practical part of this thesis is based on a questionnaire that should give the true pic-ture of the current situation in the bank. Based on the obtained data a measure to im-prove the current situation in the organisation has been proposed. Part of the proposed measure is also a financial calculation from which we can read the specific amount that would have been paid in case of the inclusion of this measure into the organisa-tion´s system. The measure has been presented to the organisation´s management which thinks about it.

My bachelor thesis deals with the subject of motivation and stimulation of human resources in selected organization. This subject is more and more discussed nowadays but it is still not easy to keep employees motivated. It is important to know employees´ wishes and needs to try to make them satisfied and to create positive relationship with executed work. Company has to have well elaborated system of motivation to achieve that. Goal of my thesis was evaluate motivation and stimulation of human resources in chosen organization and to propose changes leading to improvement of present condition. I have chosen company ENERGOFOREST s. r. o. for this thesis. I have targeted all employees of this organization (technical-economic employees, laborers). The thesis is divided into two parts, practical and theoretical. I have assembled a literary outline in the theoretical part, which helps understanding these issues. I have explained basis terms of motivation and stimulation, such as motive, incentive etc. I have further dealt for example with the most famous motivation and stimulation theories, work motivation, other ways effecting motivation, means of stimulation etc. I have mentioned basis information about the company ENERGOFOREST at the begging of the practical part. I have further evaluated actual state of the organization regarding motivation and stimulation. I have gained information for this topic from interviewing the manager and from questionnaire for all employees of the business. The goal of the survey was to get basis information about employees, aspects of motivation and stimulation in their satisfaction and last, but not least respondents most effecting motivation factors. I have at the end of this part listed some proposals of changes of motivation system, which could lead to more satisfied employees and thus to make the company more effective. My bachelor thesis can be beneficial mostly for company ENERGOFOREST s. r. o. as it brings proposal of changes, which could contribute to higher satisfaction and prosperity of entire organization. Another benefit could be the questionnaire on topic: "Motivation and stimulation of human resources in selected organization", which could be used by other businesses for finding motivation and stimulation of their employees.

The aim of the thesis is to analyze the motivational tools, to assess their impact on employee satisfaction. The bachelor thesis is divided into two parts theoretical and practical part. The theoretical part focuses on knowledge of the professional literature about motivation of employees. This section deals with the issue of motivation, defines basic terms, selected motivation theories, sources of motivation, stimulation instruments and motivation programme of the enterprises. The practical part is devoted to the characteristics of organization from the history of the present, employees' politics and motivational tools, which are used in this organization. After that the practical part focuses on analysis of data gained by a questionnaire search. In the conclusion of the thesis there is an assessment of overall situation in the company regarding motivation and make up some effective suggestions.

The diploma thesis The comparison of kids athletics clubs in Neratovice, Stara Boleslav and Nymburk presents a comparison of three athletic clubs working with the youngest categories of athletes. The aim of this work is to find out the way of leadership, organisation, basic informations about coaches and sports equipment and facilities. The thesis is relevant to school year 2011/2012. Key words Children, athletics, movement, games, versatility, organisation, motivation, coach.

The main theme of my bachelor thesis was to focuse on team, teambuilding and its preparation and organisation. First of all I´ve created literary summary of the given topic, then I did questionnaire survey and structured interview. Aim of this bachelor thesis was mapping of public subconscious and employees subconscious of selected company about teambuilding theme, and detection, how should look teambuilding program and what does have to be its parts. But of course, main objective was to explain reasons for those types of events and teambuilding actions at human resources management in the selected company. Thanks to results of analysis to suggest evantualities how to implement this actions which means to create teambuilding program for selected company.

The bachelor thesis deals with the possibilities of using free software (and very closely related open source) in academic environment. At first, it explains the term itself and principles. It slightly affects the motivation factor, which goes along with this specific model of software development and also gives an overview of the subjects, which are involved in it. Then it focuses on key legal issues, including types of licenses. A summary of the pros and cons is included as well. The main part is the concrete offer and characteristics of programs divided into groups according to the focus. At the end the thesis introduces with the examples of use in practice.

This dissertation is thus aiming to create a (1) view on current and historical theoretical and practical approaches of organization economics, (2) to assess their assumptions and implications and explain their contradictions in relation to individual base of the knowledge and motivation. (4) It suggests a framework that might give an economic and theoretical rationale to various managerial measures related to the true ("effective") effort of an individual in a firm that is (5) finally tested in empirical research. For the reasons mentioned above, the overview of often divergent methodological approaches is of a key importance, therefore much attention is dedicated to their description and analysis in the first part of the thesis. It is followed by the introduction of a new framework used in the analysis of various managerial measures applied in the firm, and finally, the hypotheses which test certain assumptions of the framework on empirical data. The "effective effort, cooperation and rivalry framework" is the main output of this thesis, as it explains the roots and influence of direct and indirect managerial measures through the behavior of workers (rivalry, cooperation, rent-seeking) on company's performance. The framework combines three existing independent approaches analyzing the link between managerial measures and company's performance without denying any of the predecessors, and it also brings a new interpretation of the functions of managerial decisions in the firm and the link on material resources. The framework attempts to answer the following research question: Which factors and in a what way influence the effective effort of an individual in the firm? Can this approach be formalized and tested on empirical data? Answering this question would be beneficial for both managers and academia as it would facilitate them to undertake that managerial measures, that would lead to an improvement of firm's long term performance and avoid those actions, which would work contradictory. The empirical analysis focuses on efficiency of several types of incentives and trainings in the medium-sized company on the lowest level of hierarchy (furthermore there is the lack of similar analyses dedicated to an enterprise in Central and Eastern Europe or in such chronological extent in a single firm anywhere in Europe). The extensive data is provided by a leading Czech (mostly retail) betting company operating in a legislatively stable environment not exposed to the currency fluctuations and economic cycle with oligopolistic characteristics. Other industries (besides retail) would hardly provide such high quality data for such a long period suitable for the chosen analysis of the revenues' influence of various managerial measures (training of sale staff, introduction of an upside component of wage, nonmonetary rewards) applied to workers. The results of the empirical analysis show the possible positive effect of increased wage variability on the employee's performance, although the effect of training and nonmonetary rewards was proven as insignificant. These results (positive/negative effect or significance/insignificance) for a low skilled workforce being able to effectively affect the quality of the output (as is the Fortuna case) are in line with the Effective effort, cooperation and rivalry framework.

The paper deals with the quality from the point of view of motivation, and vice versa, it deals with the motivation from the point of view of the quality. It defines the basic correlations between the quality and the motivation in an organization. The quality is a system phenomenon which includes three subsystems: human personalities (human potential), appearances, and elements of material and nonmaterial environment, also. The most important of these three subsystems is human po- tential, because only human motivation, intellect, competence, skills, and experience can achieve the increase in quality of the appearances and the elements of organization. It is possible not only to increase quality in the organization by a higher quality of the motivation but also it is possible to increase the quality of motivation by increasing of the quality of the conditions, processes, and relations in the organization. The achievement of a raise of quantitative level of performance of individuals and groups should not be achieved by only the intention of effectual motivating at present hypercompetitive environ- ment. Probably, it is more important to achieve the total quality improving of motivational structu- res of individuals, a higher level of their identification to a vision and mission of the organization, higher loyalty, innovativeness, willingness to participate on realization of changes in the organiza- tion, and voluntary initiative of convenient changes. The interest of employees and managers in future of their organization, team work, perfectionism, mastering, and preceding of pathological conflicts, elimination of needless power rivalry should be supported in the organization. There are three groups of factors those are needed to respect in effort to improve the quality of organizati- onal phenomena by strengthening and increasing the motivation quality: elements which restrain improve the motivation, motivational structures, and processes, elements which decide about a dy- namical change of motivational preferences of the employees and managers, and elements which potentially improve the level of existing motivation. The applying of wide range of process, personality, symbol, intellect, communicative-social and cognitive-dynamical motivators can improve the quality of the work behavior and level of performan- ce of the employees and managers in the future.