National Repository of Grey Literature 2 records found  Search took 0.00 seconds. 
Analysis of problems of South wing countries of EMU and Ireland from the optimum currency area point of view and application on Czech Republic
Michailidis, Dimitrios ; Hurník, Jaromír (advisor) ; Dudáková, Tereza (referee)
This thesis focuses on analysis of current problems of so called "South wing countries" of EMU and Ireland (countries which are being called "PIIGS") from the theory of optimum currency area point of view. It uses the static and dynamic version of the theory as a framework for analyzing the problems of internal and external imbalance within those countries and mainly the connection between current accounts deficits, high level of private and public debts, loss of competitiveness in international trade and high percent of unemployment. The thesis comes with a conclusion that the main factors behind the crisis were inflation and inflation expectations which then through different inflation differentials created asymmetric shocks in monetary policy. This inflation differential phenomenon is described in Walters critique and with other theories creates the basis of analytical part. In the appendix it assesses the readiness of Czech Republic for accepting the euro, based on the analysis made in this thesis.
Analysis of influence of emploeyees on compensation system. Why is reality different from conclusions of neoclassical economy of labour market?
Michailidis, Dimitrios ; Brožová, Dagmar (advisor) ; Mikuláštík, Robert (referee)
In my thesis, I analyze the influence of employees on the compensation system. I investigate, why this system is in reality different from neoclassical theory of compensation. In the first part of my thesis I take a little journey into history and I show the most important principles in compensating workers. In the second part I am discovering the differences between theory and real life. I based my arguments on assumption, that every employee, every person is unique, has its own goals and preferences. The compensation system is trying to react to them in both ways, in the positive way, that the employees want specific thing or in the negative way that it needs to make them do, what they hired to do. That means to motivate them properly. On the bases of the second part I analyzed the system of compensation in real company, in Philips CZ Ltd. This I divided into two parts: the actual analysis of the system and the questionnaire, in which I asked the employees twelve questions about their job terms and preferences. The goal of this part is to validate individual assertions from the second part of the thesis.

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