V době příprav nové legislativy upravující podmínky pro působení archeologie otevírají následující texty diskusi o provádění terénních výzkumů v České republice. Výchozí text kritizuje praxi, kdy si tzv. oprávněné organizace zaměstnávající profesionální archeology najímají na výkopové a dokumentační práce komerční organizace, tzv. servisní firmy, které vyplácejí z finančních prostředků poskytnutých zpravidla investorem na úhradu nákladů na výzkum. Pokud archeologie rezignuje na neustálé řízení postupu terénního výzkumu, přestává být poznávacím oborem, popsaná praxe navíc může být v rozporu s principem financování archeologických výzkumů vycházejícím z nonprofitního pojetí realizace odborné činnosti ve veřejném zájmu. Oponenti poukazují na to, že nejde o problém servisních organizací, ale o otázku jejich korektního či nekorektního využití. Nutnost jejich zapojení do terénního výzkumu zdůvodňují mj. omezenými kapacitami profesních archeologů a podmínkami rozsáhlých a striktně termínovaných záchranných prací; archeolog – vedoucí výzkumu je plně odpovědný za úroveň řešení odborných otázek i využití vynaložených prostředků. Nalézt průnik obou pohledů nebude snadné, avšak archeologie musí v každém případě eliminovat společenská rizika spojená s těmito problémy. and The conducting of terrain excavations in the Czech Republic is the topic of the ensuing discussion at a time when new legislation is being prepared on the conditions for archaeological operations. The starting text involves a critique on the practice of licensed organisations, which employ professional archaeologists, hiring commercial organisations, i.e. so-called “service companies”, to perform digging and recording work, and who pay these “service companies” from funds provided by investors to cover excavation costs. If archaeology resigns to the continuous management of terrain excavation procedures, it will stop being an epistemic field. The described practice can furthermore be in conflict with the principle of financing archaeological excavations stemming from the non-profit conception of the execution of professional activities in the interest of the public. Objectors see it as not being a problem of service companies, but a question of the correct or incorrect utilisation of these companies. These organisations state one of the reasons for using these service companies in terrain work as being the limited capacity of professional archaeologists and the conditions surrounding extensive rescue excavation work and its strict deadlines; the archaeologist – the head of the excavation is fully responsible for the standard of resolving specialised issues and the utilisation of expended resources. Finding a meeting point between these two views will not be easy, however archaeology must in all cases eliminate the social risks linked with these problems.
This article deals with intercultural contact in branches of multinational companies or corporations founded in the Czech Republic by German, Austrian or Swiss owners. Multinationalbusinesses (large ones in particular) are trying to regulate the communication within the company. This is achieved predominantly by introducing an official corporate language in the company, employing people fluent in the language, and promoting language courses. Our research, based on the analysis of questionnaires and semi-structured interview data, has shown that the foreign employees seldom adapt to the language of the local employees, while the adaptation of the local employees to the language of the foreign ones is not only usual but also expected. The regulation of the communication therefore results in the promotion of primarily asymmetrical language adaptation, which benefits the German, Austrian and Swiss owners and the German-speaking foreign employees delegated by them (the so-called expatriates). However, the companies examined also promote the use of English to a considerable extent, which provides a basis for symmetrical communication between local and expatriate employees. and Der Artikel handelt über den interkulturellen Kontakt in multinationalen Unternehmen, die nach 1989 in der Tschechischen Republik durch deutsche, österreichische und schweizerische Unternehmen gegründet wurden. Multinationale Unternehmen (insbesondere die großen) versuchen die Kommunikation innerhalb des Unternehmens zu regulieren. Dies geschieht vor allem durch Einführung einer Firmensprache im Unternehmen, Anstellung von Mitarbeitern, die der Sprache mächtig sind, und Förderung von Sprachkursen.
In 9 % der Unternehmen ist das Tschechische die einzige Firmensprache, in 55 % übernimmt diese Aufgabe das Deutsche, in 16 % das Englische, in 15 % Deutsch und Englisch, in 5 % Deutsch und Tschechisch. Was die Sprachkurse betrifft, werden in 64 % der Unternehmen Deutschkurse, in 19 % Tschechischkurse und in 48 % Englischkurse gefördert.
Unsere auf Fragebögen und teilstrukturierten Interviews basierende Untersuchung hat gezeigt, dass sich die ausländischen, nach Tschechien entsandten Mitarbeiter nur selten an die Sprache der lokalen Mitarbeiter adaptieren, während die Adaptation der in Tschechien einheimischen Mitarbeiter an die Sprache der ausländischen Mitarbeiter nicht nur üblich ist, sondern auch erwartet wird. Die Regulierung der Kommunikation mündet also primär in eine asymmetrische sprachliche Adaptation zum Vorteil deutscher, österreichischer und schweizerischer Besitzer und deutschsprachiger ausländischer Mitarbeiter (sog. Expatriates), die durch die Besitzer nach Tschechien delegiert werden. Die untersuchten Unternehmen unterstützen jedoch in beachtlichem Ausmaß auch die Verwendung des Englischen, das eine Basis für symmetrische Kommunikation zwischen den in Tschechien einheimischen und nach Tschechien entsandten Mitarbeitern bildet.
Diese Adaptation betrifft jedoch konkret vor allem die Managementebene, während die Produktion weitgehend tschechisch geprägt bleibt. Weit verbreitet ist auch die Nicht-Adaptation, die zum Einsatz von Dolmetschern und Übersetzern führt. Dies ist – neben der asymmetrischen Adaptation und dem Rückgriff auf das Englische – in 80 % der Unternehmen bzw. in 95 % der großen Unternehmen der Fall.
Eine Detailbeschreibung der Kommunikation in einem der auf dem Gebiet der Tschechischen Republik tätigen Unternehmen des Siemens-Konzerns macht deutlich, wie die Funktionsstellen in einem Produktionsunternehmen besetzt und mit welcher sprachlichen Qualifikation diese verbunden werden, sie zeigt aber auch, wie sich die Firmensprache ändert, wie die interkulturelle Kommunikation unter Einsatz von sprachlich qualifizierten Mitarbeitern konkret abläuft und wie diese – etwa in Sprachkursen – auf ihre Aufgaben vorbereitet werden.
Následující tři texty navazují na diskusi otevřenou v Archeologických rozhledech 62/2010 (712–719). Předmětem diskuse jsou úskalí aktuální praxe, kdy si profesionální archeologové, resp. instituce založené na principu neziskovosti, najímají na provedení terénních prací komerční organizace. Je zřejmé, že bez úpravy zákona týkajícího se archeologie je problém, vyplývající ze změny politicko-ekonomické situace České republiky, těžko řešitelný. Perspektivám připravovaných právních změn se věnuje třetí text, uzavírající diskusi. and The following three texts are a follow-up to the discussion opened up in Archeologické rozhledy 62/2010 (712–719). The subject matter of the discussion is the current practice when professional archaeologists or institutions established along the non-profit principle hire commercial organizations to carry out the fieldwork. It is evident that without modification of the law concerning archaeology, this problem – a consequence of the political and economic transition of the Czech Republic – is difficult to solve. The last, third text concluding the discussion is focused on the prepared legislative changes.
Previous research indicates that Czechs harbor considerable doubt about the honesty of their political and economic system. One response to this perceived dishonesty has been disengagement, to the extent possible, from their work and public life. Disengagement was, both before and after 1989, the potent weapon used by Czechs in their workplaces to covertly make their wishes known on the factory floor. This behavior has proven problematic for the managers of the „new" private enterprises in the country. The tension between management and workers has resulted in the creation of complex interactions which can begin to be understood through an analysis of transactions in social capital. To accomplish this, this paper will examine two relatively successful companies in the Southern Moravian city of Brno during the period preceding E.U. accession. Through field notes, interview and survey data gathered during more than a year of ethnographic fieldwork, this paper will accomplish three objectives. It will analyze the interplay in those companies of discourses of honesty with the twin goals of managerial legitimacy and worker engagement. It will document the process of negotiation which has resulted in the development of a new moral economy on the workfloor and the growth of powerful worker networks within the enterprise. Finally, it will present a theoretical framework to capture the process of social capital creation and expenditure which is the product of these processes.
The Czech spiritual market is today as developed as that of western European countries. De-traditionalised and individualised holistic milieu has created a demand for spiritual literature and magazines as well as other marketable goods (“magic” stones, amulets, horoscopes, natural drugs etc.). This paper attempts to analyse the character and sources of contemporary best selling spiritual literature and its readership in the Czech Republic. It also provides a case study of a Prague spiritual bookshop and its comparison with five other Czech spiritual outlets (including an Internet outlet). The results clearly show that marketing spirituality has become a mainstream phenomenon with regard to all gender, age and class categories, although there was found to be an over presence of older middle-aged women among the buyers. There is emphasized “churchless” and “nonreligious” character of the buyers and the best selling books, that include predominantly those referring to “modem” and “esoteric” western or “ethnic” spiritualities. The supply side comprises both special and general publishers, the former having been more successful in specialised bookshops and spirituál outlets and the latter in addressing the wider population (including via the Internet).
A new species of Mallomonas, M. kalinae, is described from a small peaty pool Ostrov in the Bohemian Switzerland National Park (northern Bohemia). The species is located in the section Papillosae and its morphological characteristics are closest to M. rasilis, M. calceolus, M. binocularis and M. paxillata. However, it can be distinguished from these species by differences in scale and bristle morphology. Itwas previously reported from different parts of theworld, but its taxonomic status remained unrecognized due to the lack of a detailed investigation of cultured material. The taxonomy and distribution of the species are discussed and compared with information in the literature.
The implementation of the Directive 2008/52/EC on certain aspects of mediation in civil and commercial matters has triggered interest in the concept of mediation in the Czech Republic that has no long tradition of mediation in civil and commercial disputes to build on. Since the adoption of Mediation Act in 2012, apart from arbitration, mediation is the only form of ADR that is regulated by special legislation; however the Mediation Act regulates exclusively mediation carried out by mediators that are registered with the Czech Ministry of Justice. Mediation is voluntary; if considered efficient and adequate, it is at the discretion of the court to order the parties to meet with a mediator for a three-hour informative session. Pursuant to the Mediation Act mediation commences upon the execution of Mediation Agreement and if successful, it results in the conclusion of Mediation Accord expressing the will of all the parties that are ready to voluntarily fulfil their obligations thereof. Under the Czech Mediation Act, Mediation Accords are not directly enforceable.
Two aeshnid dragonflies are described from the Lower Miocene deposits in the Bílina mine in the north of the Czech Republic, including a new genus and species of Anactini, Merlax bohemicus gen. n., sp. n., and a further specimen assigned to the genus Aeshna.
There is a sharp discrepancy between the emphasis being placed on active ageing and labour market participation in older age and the high unemployment rates observed among older workers. Cross-sectional data in the Czech Republic consistently present evidence of job insecurity and employment vulnerability in older age groups. Aggregated data and statistical indices do not, however, offer a sufficiently detailed picture of the social processes (e.g. exit from the labour market, duration of unemployment, and exit from unemployment) behind the numbers. This article takes a dynamic look at the position of older workers in the labour market by investigating transitions between employment and unemployment using a sub-sample of older workers (50 year and over) from the Czech EU-SILC, who were interviewed repeatedly in a panel survey between 2004 and 2009. The authors use survival analysis methods to study the time-dependence of transitions into and out of unemployment and both with and without covariates. The results suggest that older workers are not at a higher risk of exiting the labour market (compared to other age groups), but once they are unemployed, their odds of getting back into employment are significantly lower. Even when controls (such as education level) are included in the model this disadvantage persists. Interestingly, while education generally protects people from labour market exit, this protective effect is weaker among older workers.