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Workplace diversity in the company CSOB
Hekšová, Tereza ; Palíšková, Marcela (advisor) ; Němec, Otakar (referee)
This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and focuses on definitions and theoretical bases. The practical part contains an introduction of CSOB and evaluation of the state support effectiveness. Next part is focused on description of current activities in the company that support diversity and analysis of its current level. The final part contains recommendations for the company and government that should lead to an improvement of the current situation.
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Attitudes of university students towards diversity management
Sakalová, Silvia ; Dvořáková, Zuzana (advisor) ; Vávra, Radovan (referee)
This thesis deals with diversity and diversity management. The aim of this work is to analyze how are young people affected by supporting diversity and implementation of diversity management by the company and see what awareness students have of diversity and diversity management, what attitude have young people towards diversity in the workplace and opinions of young people on discrimination in the workplace. Quantitative research was chosen as analysis method. The students of economics were selected as target group. Research has shown that students have a very good knowledge of diversity. Awareness of diversity management among students and graduates is relatively high but only few of them have met with this concept in practice. Most of students think that diversity management has a positive effect on the performance of the company and they consider increasing creativity and innovation of employees as the biggest advantage of this concept. When choosing a job offer companies which promote diversity of employees are considered more attractive.
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Analysis of the conditions of use of programs for disadvantaged workers at Česká spořitelna, a.s.
Štěrbová, Daniela ; Pauknerová, Daniela (advisor) ; Homulková, Hana (referee)
The Master's Thesis on "Analysis of the conditions of use of programs for disadvantaged workers at Česká spořitelna, a.s." deals with harmonizing personal and professional life and support of disadvantaged groups of workers in Česká spořitelna (Czech Savings Bank). The aim is to analyze the level of Česká spořitelna staff's awareness of programs aimed at supporting disadvantaged groups of workers. To find out how they are informed of such programs existence, how they perceive the programs, what their opinions are on the programs and how they use the wide variety of activities and support in their daily lives. The theoretical part defines basic terms and characterizes selected programs. The empirical part takes up resolving the actual research, which is carried via questionnaires and individual interviews. A subsequent analysis of the research outcomes is essential in order to draw conclusions and propose appropriate recommendations in the field of diversity management and work-life balance in Česká spořitelna.
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Diversity management: Managing people with different personality characteristics
Fučíková, Jana ; Dvořáková, Zuzana (advisor) ; Kleibl, Jiří (referee) ; Zíková, Šárka (referee)
The dissertation thesis aims at exploring the possibilities of diversity management in relation to managing people with diverse personality characteristics, at suggesting principles of such managing and at creating corresponding model so that employers could use the available human capital more efficiently and improved quality of working life of their employees as well. Based on number of primary sources, the thesis presents a detailed view of the topic, justifies its purpose and use in practice and brings the topic into broad context of human resource management. The principles of managing personality diversity are suggested, subsequently confronted with the practice in the Czech Republic and transformed into a model: Using an extensive questionnaire survey and both quantitative and qualitative analysis of gathered data, the conclusions confirm importance of the topic for human resource management in the Czech Republic, and point out the current unsatisfactory state that organizations themselves are often trying to improve. Thus, this thesis contributes significantly to better understanding of principles and established practice of managing people with different personality characteristics and offers possibilities how to introduce the topic into practice successfully.
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Age discrimination on Czech labor market
Machová, Monika ; Miskolczi, Martina (advisor) ; Cséfalvaiová, Kornélia (referee)
The aim of this thesis, which describes age discrimination on the labor market in the Czech Republic, is to connect theoretical knowledge of Czech labor market with practice. The first chapter is focused on the discrimination generally. The second chapter describes the current situation in the Czech Republic in relation with the age discrimination. Moreover, there are examples of the discrimination in each age category specified in detail. Further along the thesis gives recommendations how to prevent discrimination from limiting equal job opportunities. The work is processed by the methodology of comparative analysis.
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Employment of people with disabilities as part of Diversity management in IBM
Kociánová, Andrea ; Pauknerová, Daniela (advisor) ; Koubková, Martina (referee)
The thesis is focused on employment of people with special needs as part of Diversity management. The thesis includes the analysis of current situation in IBM focused on Diversity management using special Checklist for diversity. Objective of the thesis is then to identify opportunities for optimization of the processes with focus on employment of people with disabilities. For more effective recruitment process, thesis includes also analysis of agencies of supported employment and the services provided. The practical part is supplemented by mapping of possibilities for getting financial support for employment of people with disabilities. For both analyses, semi structured interviews were used. Together with the basic principles for communication with people with special needs described in theoretical part, the thesis may serve as a manual for employment of those people not only for IBM.
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Mnaging international team
Neupauerová, Silvia ; Nový, Ivan (advisor) ; Jarošová, Eva (referee)
This thesis describes cooperation of one specific international team, with emphasis on different cultural backgrounds of individual members. The aim of this work is to analyze mutual communication, conflict resolutions and cooperation of a particular team composed of members of the Slovak, Czech and South African nationality. Then suggest improvements in their cooperation. The aim of the work is also to compare personal cultural preferences of individual members with Hofstede's dimensions characterizing national culture of countries they represent. The practical part consists of questionning specific team of international IT Company, operating in Slovakia, Košice. Used research method was questionnare consisting of closed as well as opened questions. The results of the research are specific recommendations for improving the cooperation of the team.
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The best practices of diversity management
Wolters, Janneke Marjolein ; Dvořáková, Zuzana (advisor) ; Quigley, Martin John David (referee)
This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
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Quality of working life in an international company.
Beranová, Hana ; Němec, Otakar (advisor) ; Dvořáček, Jiří (referee) ; Bucman, Petr (referee)
The dissertation thesis is focused on the quality of working life, its detection, measurement and mainly improvement. The topic of the thesis is solved in international companies. There are two points of view to the problem. The first one is the side of employee, because from all the sources available are employees the most important one. The second point of view is the side of employer. In the theoretical part there are mentioned factors influencing the quality of working life: work life balance, diversity management, gender stereotypes, religiosity, discrimination etc. The environment of international companies was narrowed to the Czech - Italian companies. For a better understanding the environment there are described labour markets of both countries as well as there is a comparison of both countries in the context of international indicators. The pilot and main research as well were realized in the Czech - Italian companies. The aim of the research was to fulfil the objectives of the thesis as well as to answer to the research questions and hypotheses.
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