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The behavior of coach in match and training process
Ostaš, Radek ; Buzek, Mario (advisor) ; Frýbort, Pavel (referee)
Title: coach's behavior during match and training Objective: The aim of my work is observation of chosen tree choaches and their influence on players during training and match. Hypothesis: I suppose that during crucial moments behaviour of coaches will be escalated and as a consequence of it will be degradation of player's sport performance. Methods: In my work I used direct, unstructured, open observation and method of questionnaire collection used for coaches and their children players. Results: The aim of work was reached, hypothesis confirmed. During matches and its crucial moments emotional behaviour of coaches escalated, consequently player's self-confidence was affected and as a final result of it was degradation of their sport performance. Keywords: coach, player, praise, criticism, reaction Powered by TCPDF (www.tcpdf.org)
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The Risks of Rewards and Punishments in School Age Children
Králová, Anežka ; Krykorková, Hana (advisor) ; Tvrzová, Ivana (referee)
This thesis deals with risks of rewards and punishments in school age children. The theme has been analysed from a few points of view. At first, I show the differences between punishments and rewards in the past and nowadays, secondly I look into the theme with three psychological theories, Behaviorism, Humanistic psychology and Cognitive psychology. In the main part of the thesis, there are defined the main risks by the synthesis of Czech and foreign sources. I mention also reasons why is the thesis focused on school age children. My thesis brings some evidence that the use of rewards and punishments could be a significant problem for development of child personality. However this problem is still rarely discussed. This thesis is focused on parents, educators and tutors who could be helped to think about negative consequences of rewarding and punishing. Key Words rewards, punishments, risks, evaluation, education, children, school age children, praise, means of education
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Motivation and Stimulation in Chosen Organisation
HOLINKA, Michal
The main aim of this bachelor thesis is to analyze human factor of the chosen organisation, sum up the results, evaluate results and at the end suggest possible improvements to increase output of employees and their satisfaction within organisation. When the personnel is satisfied, the organization prospers. The research was conducted by spreading questionnaires, interviewing the manager and observating the workplace. Theoretical part summarizes the most important knowledge connected with motivation and stimulation. Practical part contains basic information about chosen organisation, steps I have used to experience local motivation system, analysis of present motivation system such as workplace quality, human relationships or recieved benefits. The last part includes recommended improvements and conclusion.
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The system of motivation and stimulation of labor negotiations
KASPEROVÁ, Michaela
The system of motivation and stimulation of labor negotiations The objective of the bachelor thesis is to analyze the system of motivation and stimulation of labor negotiations in the company Velká pojišťovací společnost, a. s. I selected this company for my questionnaire research because I am very interested in their personal activities. The first part of this work is theoretical. I created from the literature a comprehensive review of literature, in which I summarized the theoretical information. The second part of this study focuses on the company description and a questionnaire research which was conducted in this company. The questionnaire contained 27 questions which were designed to determine employee satisfaction with the system of motivation and stimulation in this particular company. The questionnaire research was conducted in the company in February 2010. Based on the results of the research, possible changes, which could be applied in this company to achieve a better functioning, were then proposed. The final recommendations: 1.improve the feedback of the employees The questionnaire research shows that the evaluation of employees twice a year is inadequate. I would recommend assessment with a frequency of three or four times a year. In the case of assessment four times a year I would adjust the evaluation to the two smaller and two larger outputs due to the complexity of the process. 2.increase the occurrence of moral incentives: praise and recognition Besides the increase in quantity of overall assessment, another issue is a very low occurrence of praise and recognition. As they say, everyone should praise themselves at least three times a day. Of course I know that such a thing is impossible during the working time, but everybody should find some reason to compliment themselves at least once in a while.
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