20.500.12556/DKUM-13844 STILI VODENJA LEADERSHIP STYLES Opravljena raziskava temelji na vprašalniku W. J. Reddina, ki loči štiri temeljne stile vodenja: zadržani stil, socialno usmerjeni stil, k delovnim ciljem usmerjeni stil ter k sodelovanju usmerjeni stil. Ker je dandanes za uspešno vodenje pomembno, da vodja pozna svoj stil vodenja, da ga prilagodi glede na situacijo, v kateri se znajde, na ljudi, ki jih vodi ter na okolje v katerem dela, želimo z raziskavo, ki smo jo opravili, proučiti ali so vodje v podjetju Lentherm-Invest d.o.o. in podjetju Kmetijska zadruga Ptuj z.o.o. usmerjeni k delovnim ciljem ali odnosom z ljudmi. Namen naše naloge je na podlagi ocen zaposlenih, ki smo jih dobili v obeh omenjenih podjetjih, ugotoviti prevladujoči stil vodenja ter na podlagi Reddinove teorije 3-D prikazati najustreznejši stil, glede na specifično naravo dela. Anketni vprašalnik smo razdelili med zaposlene ter na podlagi njihove ocene, kako so ocenjevali svojega neposredno nadrejenega vodjo ugotovili, da je v proizvodnem podjetju Lentherm-Invest d.o.o. največ zaposlenih ocenilo svojega vodjo kot vodja, ki uporablja k delovnim ciljem usmerjeni stil, prav tega pa Reddin označuje kot najprimernejšega za njihovo naravo dela. Naj omenimo, da so rezultati pokazali, da ni močno izstopajočega stila, kar pripisujemo raznoliki naravi dela vodij, saj so bili ocenjeni vodje tako v proizvodnji kot vodje, ki se ukvarjajo z razvojno raziskovalnim delom, vodje v računovodstvu itd. Podoben rezultat, kar se tiče prevladujočega stila vodenja, smo dobili tudi na podlagi raziskave v podjetju Kmetijska zadruga Ptuj z.o.o.. zaradi raznolike narave dela uprave in poslovalnic, ki smo jih anketirali, vodje delajo na različnih področjih; od računovodskih, prodajnih, raziskovalnih pa vse do storitvenih. Še najpogosteje ocenjeni stil vodenja je socialno usmerjeni stil, ki ga Reddin označuje kot najprimernejšega za področje, kjer je potrebno nenehno povezovati naloge in ljudi, ki sodelujejo v procesu. Posebno pozornost smo namenili socialno in delovno usmerjenemu stilu vodenja. Rezultati so pokazali, da pri izbiri socialno usmerjenega stila vodenja ni posebnih razlik med moškimi in ženskami, med vodji z višjo ali nižjo izobrazbo ter mlajšimi ali starejšimi vodji. Pri delovno usmerjenem stilu vodenja pa smo prišli do ugotovitev, da so moški bolj delovno usmerjeni kot ženske, da so vodje, ki so starejši od 40 let, bolj delovno usmerjeni kot mlajši od 40 let ter, da so vodje z višjo izobrazbo bolj delovno usmerjeni kot vodje z nižjo izobrazbo. In today’s society, methods of successful management have become a frequently discussed topic. Being a manager doesn’t only mean being a leader. A good manager should be able to listen to his employees; he should be open for their suggestions and ideas, and in the end, make independent decisions. Some managers act only upon their own beliefs and are strictly authoritative towards their employees. On the contrary, others pay too much attention to the opinions of their employees and can thereby loose authority. The management style is a means by which a manager influences his employees in order to accomplish desired goals within the expected time and with a given quality. The management style itself depends on many factors such as the manager’s personality, the characteristics of the work organisation, the nature of work, working environment, the co-workers he is in charge of etc. The research is based on a questionnaire by W. J. Reddin, who identified four major management styles: the separated, the relationship-oriented, the task-oriented and the integrated. For a successful management, it is of utmost importance that the manager is aware of his management style, in order to be able to adjust it to given situations, the people involved or to specific working environments. Our research is aimed at determining whether the management styles in the companies Lentherm-Invest and Kmetijska zadruga Ptuj are task or relationship-oriented. Based on assessments of the employees, the goal was to identify the prevalent management styles, and moreover based on the specific nature of work suggest the most appropriate management style according to Reddin’s 3D model. Employees were given questionnaires and asked to assess their direct superior. Most employees of the company Lentherm-Invest ranked their direct superiors as managers with a task-oriented management style, which is according to Reddin’s 3D model also the most appropriate style for the nature of work in this specific organisation. It should however be noted here that, according to the results, none of the management styles actually prevailed, which can be seen as a result of the diversity of work of managers in this company. In this case, managers from different departments, such as the production, research and development, accounting etc., were assessed. As regards the prevalence of a specific management style, similar results were gained for the company Kmetijska zadruga Ptuj. Here, the management board and leading personnel from several branches involved in the research are managing various fields of work, such as accounting, retail, research and services. Most employees assessed the management styles of their superiors as relation-oriented, which is according to Reddin also the most appropriate style for an organisation where employees have to be constantly in touch with their tasks. Special attention was paid to the relation-oriented and task-oriented management styles. In respect of the relation-oriented management style, the results have shown no significant difference neither between male and female managers or managers with a higher or lower education level, nor between younger and older managers. The taskoriented style however, seems to be prevalently a domain of men, similarly managers over 40 or those with a higher education are more task-oriented than managers under 40 or those with a lower education. teorije vodenja stili vodenja vodenje vodja dejavniki organizacija Management theories Management styles Management Manager Factors true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-05-04 09:23:33 2010-06-01 09:17:09 2022-04-12 11:31:57 2023-12-16 03:33:16 2010 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6661907 URN:SI:UM:DK:DYIZUEGH VS_Magusa_Tatjana_2010.pdf VS_Magusa_Tatjana_2010.pdf 1 1F8194AE02C9C21BF956653D441F984F 8ddf09e184ea79c6a69d521c4d25c8e91cc5838bfd7283d2b5c3ed177a0e9b28 01aae972-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/513851f3-4fbd-44f6-b530-08bb2ca67aec https://dk.um.si/Dokument.php?lang=slv&id=14314 Fakulteta za organizacijske vede 0 0 0