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The intention of the diploma thesis was the identification of the influence of organizational culture on the willingness and readiness of workers to learn, create and communicate knowledge in the organization.

Characterization of the relationship between knowledge and innovation processes.

As sub-objective of the thesis, we determined the identification of the factors that affect trust between employees and to quantify the impact of these factors on trust.

For this objective we assume that trust is an essential element for the effective conduct of knowledge processes.

By identifying factors affecting trust and subsequent increasing of their quality in the workplace can organization increase confidence and thus the quality of knowledge processes.

As another sub-objective of the thesis we identify barriers of the implementation of the knowledge culture.

By identification of these barriers can organizational culture quickly become knowledge culture.

Appropriate organizational culture is also essential for the efficient operation of knowledge processes.

Another sub-objectives of the thesis was to identify factors influencing knowledge processes and propose measures to improve their quality Organizational culture has a powerful effect on the willingness and readiness of workers to learn, create and communicate knowledge.

From the field of organizational culture have the biggest impact on the knowledge processes trust, communication, cooperation among employees, willingness and ability to learn, willingness to transfer knowledge and experience.

Mentioned factors have a positive impact on knowledge processes.

Negative impact on the knowledge processes have performance standards that have negative effect by creating fear of loss of employment and distortions of the collective.

Suggestions for improving the quality of knowledge processes were divided into four parts through which an organization can achieve an increase in the quality of knowledge processes in the organization.

To increase the quality and efficiency of knowledge processes, we have proposed measures to increase trust and cooperation in the workplace.

Furthermore, measures to improve learning in the organization and measures of eliminating the biggest barriers of the introduction of the knowledge culture Relationship between knowledge and innovation processes is at a very good level.

Knowledge processes positively contribute to the spread of innovation in the organization.

Every employee informs his colleagues and superiors about his new ideas.

All contribute to the fact that the organization is adaptable to external conditions.

Employees are not restricted to generate innovations.

Knowledge processes with innovations contribute to the organization's external adaptability.

Adaptability to external conditions is extremely important for the organization.

As the contribution of the diploma thesis we emphasise accentuation of the impact of the organizational culture on the knowledge processes.

Identification of the elements of organizational culture that have the greatest impact on knowledge processes.

As the contribution we also consider identification of the factors that influence knowledge processes and design to enhance their quality.

In the thesis, we also propose measures to increase the amount of innovation in an organization, that together with knowledge processes facilitate adaptability of the organization to external conditions.

Through the application of proposed measures by us can organization gain a competitive advantage over its competition.