20.500.12556/DKUM-10786 VPLIV MOTIVACIJE NA ZAPOSLENE IN DOLOČANJE PLAČ DELAVCU THE INFLUENCE OF THE MOTIVATION ON EMPLOYEES AND DETERNINATION OF THE WORKER SALARY Motiviranje in zadovoljstvo sta glavna dejavnika uspeha in osrednja skrb ter področji delovanja vodstva organizacij. Motivirani zaposleni so pripravljeni veliko prispevati v organizaciji, ker to želijo, ne zato, ker so v to prisiljeni. Vodje lahko uporabljajo motiviranost zaposlenih za usmerjanje aktivnosti v želeno smer; tako dosežejo ekonomske cilje organizacije. Samo vodja, ki se zaveda resnične vrednosti svojih zaposlenih lahko ustvari takšno klimo v organizaciji, ki omogoča izjemno delovno uspešnost. Raziskovanje motivacije je bilo že v preteklosti znanstveno aktualno, dandanes je še posebej pomembno, kajti motiviranost zaposlenih vpliva na zadovoljstvo posameznikov v organizaciji. Motiviranost zaposlenih je pogoj za dobre medsebojne odnose v organizaciji, kar zopet pripomore k boljšim rezultatom poslovanja. Vodje morajo uporabljati motivacijske dejavnike, ki zaposlene spodbujajo za doseganje ciljev organizacije, hkrati pa bodo to tudi njihovi lastni cilji. Eden od osnovnih motivacijskih dejavnikov je plača, ki ji različne skupine zaposlenih pripisujejo različen pomen. Vedno več organizacij vpeljuje sistem nagrajevanja, poleg fiksnih plač tudi gibljivi del plač, nekatere ugodnosti, nagrade za uspešnost, zvestobo, požrtvovalnost. Poleg teh materialnih motivacijskih dejavnikov uvajajo tudi nematerialne dejavnike, kot so: napredovanje, priznanja, pohvale, samostojnost pri delu, možnost izobraževanja, dodatni prosti dnevi, potovanja. V teoretičnem delu sem predstavil motivacijske teorije, njihov vpliv na uspešnost zaposlenih, motivacijske dejavnike in nagrajevanje zaposlenih na podlagi zakonske ureditve delovnih razmerij. Drugi del naloge je namenjen analitičnemu predstavljanju in preverjanju nekaterih spoznanj, do katerih sem prišel z anketo. Z rezultati ankete sem prišel do sklepa, da je plača pomemben motivacijski dejavnik, vendar je pomembnejši osebno zadovoljstvo. Pri menjavi službe ni najpomembnejša plača, ampak varnost na delovnem mestu in boljši delovni pogoji. Skoraj vsem anketiranim pomeni delo priložnost za učenje in razvoj. Ravno tako so se skoraj vsi pripravljeni še dodatno izobraževati. Svoje znanje dopolnjujejo s prebiranjem strokovne literature in uporabo interneta. Večina anketiranih oddajničarjev ne namerava v bližnji prihodnosti menjati službo, medtem ko bi se četrtina za to odločila. Glavni motiv za menjavo službe so pričakovani boljši pogoji dela in varnost na delovnem mestu. Oddajničarji se zavedajo, da se bo zmanjšalo število delovnih mest na oddajnih centrih zaradi digitalne televizije. Velika večina anketiranih oddajničarjev je zadovoljna z delom, ki ga opravlja. Motivation and contentment at work are the two main factors of the success and the main concern as well as the main domain of the management's running of the company. Motivated employees are willing to contribute a lot to the success of the company not because they are forced to do so but because they want to work in a well organised company. The employers can direct the motivation of the employees and their activities in the direction to improve the economic results of the company. Only the manager who is aware of the real values of his employees can create such a good working atmosphere which leads the company to an extreme economic success. The scientific research of the motivation has always been present, but today it is still more important because the motivation of the employees affects on the contentment of the individuals in the company. The motivation of the employees is a condition for good relationships in the company which leads to better results of the management. The managers should use such motivation skills to motivate their employees to work in the direction of reaching the goals of the company as well as their own. One of the main motivators is a salary which can have different meaning to different groups of employees. Today more and more companies introduce two - part system of rewarding people – besides fixed part of salaries also flexible part and other employee benefits like success rewards, ancillary benefits, bonus for constancy or unselfishness. Besides these material motivation factors other immaterial motivation factors, such as promotion, rewards, praise, independency at work, the possibility of additional professional training, more days offs or voyages etc. have been introduced. In the theoretical part I presented the theories of motivation, their influence on the successfulness of the employees, motivation factors and rewarding employees according to the labour legislation. The second part of my work is dedicated to the analytical presentation and evaluation of some recognition that have been revealed from the questionnaire. The results of the questionnaire show that the salary is an important motivating factor but personal satisfaction is even more important. But the most important reason for changing the employment is not the salary but safety at work place and better working conditions. For the most of questionnaires the work means the opportunity for learning and self development. Most of them are willing to do additional training as well. They improve their knowledge by studying professional literature and by using internet. Most of the questioned employees at the TV transmitting stations have no intention to change their jobs in the near future but a quarter of them would do so. The most important motivators for changing their jobs are: better working conditions and the safety at work place. The employees at the transmitting stations are aware that the number of employees at these stations will be reduced in the near future because of the spreading of digital television. But most of the employees working at the transmitting stations are satisfied with their work - motivacija - delovna uspešnost - zaposleni - plača - nagrajevanje - Motivation - Success at work - Employees - Salary - Rewarding true true false Slovenski jezik Angleški jezik Diplomsko delo 2009-06-04 16:28:28 2009-07-17 11:46:06 2022-04-11 16:34:04 2022-04-17 03:13:09 2009 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6477075 URN:SI:UM:DK:6YYMDD5R VS_Viteznik_Stojan_2009.pdf VS_Viteznik_Stojan_2009.pdf 1 F1FDAE274EC6E5B1A20C0ACF3DB50518 17f14cd7ef64b3ae24dba7fc55b00aed9061ac3f4b4252649ce8d1f2928368dc edac6798-7c02-11eb-bb7a-00155d0001ca 20.500.12556/dkum/f72217ae-c9b1-427d-8d62-5f425b885cea https://dk.um.si/Dokument.php?lang=slv&id=9079 Fakulteta za organizacijske vede 0 0 0