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Moral Factors And Their Influence Upon Career Choices of High School Students
Lukášová, Hana ; Klusák, Miroslav (advisor) ; Vacek, Pavel (referee) ; Kirovová, Iva (referee)
The subject of this research, namely career choice of high school graduates, has been considered from the position of moral reasoning. Qualitative analysis of data collected from interviews carried out with 32 graduates identifies career choice to be a significant factor determining the identity of each graduate. The research is based on assumption that moral reasoning is nourished by each one's identity and loyality to oneself, respectively. The basis of this career identity is formed by so called "inveteracy", reflected by various ways in individual's attempt to make a choice that is authentic. Categorically speaking, there exist "plots", that make career selection process complicated, as well as "problematizations", that make any authentic choice virtually impossible. Career choice is interpreted by means of three domains throughout which it becomes apparent both how this process fosters the individual's relationship with the outside world, with those closest to him/her and with himself/herself and what kind of affect this relationship has on his/her very identity. During the research, career choice turns out to be a continual and complex process that far surpasses the actual period of submitting a college application.
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Psychological aspects of employment mediation process and employee selection
Chaloupka, Otakar ; Rymeš, Milan (advisor) ; Kirovová, Iva (referee)
Theoretical part of this thesis establishes a working definition of the term Personnel psychology, since the goal of this thesis is to identify the application of personnel psychology in the fields of employee selection and employment agency. It defines employee selection as a complex process and differentiates its various kinds, to examine the potential role of personnel psychology in it. At the same ti me, it defines the term employment agency, determines function, possibilities and limitation s of Labour Office of the Czech Republic and defines "Bilanční diagnostika" (comprehensive career guidance and counselling method ) as a complex advisory system used in th e Labour Office. It shares these findings to examine the potential role of personnel psychology in the process of an employment agency. Empirical part maintains the character of a descriptive research. Its goal is to describe the involvement of personnel psychology in current practices of personnel agencies and HR segments of companies. It also examines the operations of employment agents from the Labout Office and involvement of personnel psychology in these activities. Finally, it relates to the expectations and the performance of "Bilanční diagnostika" of the participant. The final part assimilates an overall comparison of the process...
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Employee loyalty as a manifestation of work satisfaction - psychological aspects of employee loyalty
Drnková, Veronika ; Rymeš, Milan (advisor) ; Kirovová, Iva (referee)
The main aim of this thesis is defining employee loyalty in its entirety and describing the concept of employee loyalty based on a qualitative research. The concept has been proposed by using theoretical knowledge, semi-structured interviews and qualitative method of thematic analysis with a partial process of grounded theory. The concept corresponds to the main research questions, and therefore formulates a theoretical definition of employee loyalty, loyalty aspects, and implications and possibilities of influencing loyalty within organizational processes. The results obtained illustrate the relationship between the job satisfaction and employee loyalty. The job satisfaction affects building and maintenance of a loyal employee relationship with the organization, but it could be also the consequence of such loyal relationship. The aspects of employee loyalty can include: personal skills, satisfaction, reciprocity of investments in the relationship, interpersonal trust, sharing of similar values and beliefs, experience, positive attitudes and desires, moral background, clear expectations and mapping of potential changes on both sides, knowledge of mutual goals, willingness to put common goals above individual ones, own responsibility towards common goals, mutual faith in the relationship, form of...
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Performance system of employees in a financial institution
Houserová, Jana ; Kirovová, Iva (advisor) ; Uhlář, Pavel (referee)
This master thesis discusses employees appraisal in a selected organization. The theoretical part is devoted to expressions from the area of staff appraisal. Topics such as performance management, performance appraisal and work performance are clarified. Further the common process of employees appraisal is described, including its meaning and functionality. appraisal criteria are specified and selected appraisal metods are described. A specific chapter is devoted to forced distribution method. In the end of this part characteristics of high quality and effective employees appraisal are listed. In the empirical part a specific organization is presented, including description and analysis of used employees appraisal system. The goal of the research is through the analysis of the employees appraisal system and with the help of interviews with its employees determine the characteristics of a quality employees appraisal system. Based on the results of the conducted research recommendations leading to higher efectivity of employees appraisal are formed. Keywords: performance appraisal, performance management, appraisal metods, forced ranking
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Assessment centre - validity, possibility and risks in the usage the company's procedure method
Doubková, Dagmar ; Bahbouh, Radvan (referee) ; Kirovová, Iva (referee)
My rigorous thesis is focused on the issue of Assessment Centre method (AC), its validity, contribution and objectivity, ethical rules and difficulties. The selection of competences studied by this method is discussed here as well. Strong and weak sides of the method are described by the SWOT analysis and possible opportunities and threats are pointed out in the work. The structure and the implementation of the AC method as well as its opportunities and real use in practice are described in the theoretical part of the work. This part of the work is also focused on the particular methods used within the AC methods. The differences between the Assessment Centres and Development Centres are brought up here. The AC method is compared with the other procedures which are used for the selection and development of employees. Opportunities and limitations of the validity of the measurement are discussed in this part of the work. The practical part of the work is devoted to the comparison of the AC method with other methods of selection and evaluation concerning the contribution and objectivity. The data analyzed in this comparison have been collected from the interviews with 27 HR managers and specialists. Four files describing the AC method from the point of view of the weak and strong sides are based on...
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Assessment for selection and development of employees: Competency model for entry-level salespeople in services
Šafr, Martin ; Kirovová, Iva (referee) ; Höschlová, Eva (referee)
This thesis focuses on the proper use of various assessment methods for selection and development of employees in various positions within an organization. The selection and use of assessment methods have been tailored to practical requirements for each position in the organization with regard to their specificities. This current thesis elaborates on the assessment for technical, administrative, managerial jobs with special emphasis being put on the assessment for sales positions. Within the strategic assessment programmes the thesis deals with assessing the potential of individuals and the prediction of future behavior which is of great importance for the organization's future success. An Integrated Model of Potencial is specifically mentioned in this chapter and its practical use is suggested. In the second, empirical part of the thesis an attempt has been made to create a specific competency model for entry-level services salespeople and proposals for its practical use have been outlined. Key words: personnel psychology, psychological assessment, assessment methods and techniques, selection and development of employees, assessing the potential of individuals, competencies, competency modelling.
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New employee adaptation in a banking institution
Linhartová, Kateřina ; Rymeš, Milan (advisor) ; Kirovová, Iva (referee)
(in English): The topic of the thesis is submitted, as an adaptation of a new employee in the organization. Introducing the topic within its complexity, showing his particular aspects of psychophysiology, mainly psychological resilience, and the influence to stress. Works on maps of the current possibilities and knowledge relating to the adaptation of the work. Specific attention is applied to the adaptation of the organizational culture. Aim of the empirical part of the thesis is to analyze employee orientation program of the specific banking company, its organizational culture and the specific position to organize the adjusting options, further improvements to the existing program. To this end, we have used variety of wide methods, mainly the qualitative nature of its character.
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Engagement in organizational context
Sedloň, Tomáš ; Kirovová, Iva (advisor) ; Uhlář, Pavel (referee)
This thesis focuses on identification of predictors and conditions of employee engagement in organizational context. The theoretical part of this work is aimed on various approaches to identifying and measuring employee engagement, including modern approaches and methods. Theoretical concepts concerning gender and workplace diversity are also viewed, in order to identify engagement predictors. The empirical part consists of a research that identifies predictors and conditions of engagement in a specific organization. Statistical analyses and interpretations are made, based on the collected data. This thesis primarily aims to enrich Czech scientific literature concerning this topic by providing practical information and data from a manufacturing company. 2
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Quality of work life from the employees'perspective
Štěpánková, Petra ; Kirovová, Iva (advisor) ; Svianteková, Gabriela (referee)
This bachelor thesis deals with the issue of quality of work life, specifically from the employees' point of view; that is from the subjective perspective. The theoretical part of the thesis covers the historical development of quality of work life and puts it into the context of organizational management. Furthermore, it demarcates a set of different definitions, conceptions and currently used methods of measurement of the construct. By analysing the conceptions, it closely introduces ten chosen factors of quality of work life which represent the theoretical basis for the practical part of the thesis. The practical part consists of a layout of a research project which focuses on the development of a standardized survey for measuring quality of work life in Czech setting. Keywords: quality of work life, subjective quality of work life, work-life balance, job satisfaction, productivity
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Work-related satisfaction - causes and manifestation
Konečná, Hana ; Rymeš, Milan (advisor) ; Kirovová, Iva (referee)
Bachelor thesis summarizes knowledge from the psychology of work and organization field, in particular from the field of job satisfaction. The theoretical part covers different approaches to job satisfaction and its characteristics. In introduction apart from basic terminology important theoretical approaches to work satisfaction (e.g. single-factor and double-factor theories) are presented. Further the main focus is on factors related to job satisfaction such as age, seniority, gender, education and salary. Also the effect of job satisfaction on phenomena such as work motivation, work performance, fluctuation and absenteeism is mentioned. The final chapter of theoretical part of the work is focused on the methods of job satisfaction evaluation in the Czech Republic as well as in the world. The theoretical part of the work is followed by empirical part which designs a research project of job satisfaction in actual organization. Research project is divided into two parts. The chosen job satisfaction evaluation methods contains qualitative and quantitative approaches, namely questionnaire Employees job satisfaction evaluation developed by Research institute of labor ad social affairs in Prague, further analysis of mainly human resources documents of the company and semi-structured interviews, which...
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