20.500.12556/DKUM-16366 POMEN MOTIVIRANJA ZA USPEŠNOST ZAPOSLENIH V BANČNIŠTVU THE MEANING OF MOTIVATION FOR EMPLOYEES SUCCESS IN BANKING Namen diplomskega dela je predstaviti pomen pojma motivacije za delo pri zaposlenih in ugotoviti, kako lahko motivacija vpliva na poslovno uspešnost posameznika, tima in organizacije, v kateri je zaposlen. Teoretični del zajema definicije, razlage in delitev motivacije. Obrazloži temeljne pojme, povezane z motivacijo, in razčleni motivacijske dejavnike, ki vplivajo na motivacijo za delo. Poglobi se v cilje motiviranja, pomembnost motivacije v vsakdanjem življenju in v motivacijske teorije različnih avtorjev. Dotakne se tudi motivacijskih modelov, po katerih se je priporočljivo ravnati v vsakem podjetju, opozori pa nas tudi na težave, ki so povezane z vzpostavitvijo in vzdrževanjem motivacije pri zaposlenih na daljši rok. V raziskavi smo se osredotočili na vpliv in medsebojno povezovanje motivacijskih dejavnikov, ki ga imajo na zaposlene in njihovo uspešnost v Gorenjski banki, d. d. Od petih nastavljenih hipotez je bila samo prva tudi statistično potrjena, ostale pa so bile zavrnjene. Kot je bilo ugotovljeno, je denar močan motivacijski dejavnik. Ugotovili smo, da podjetje Gorenjska banka, d. d. omogoča napredovanje in karierni razvoj zaposlenih in motivira vse starostne skupine ne glede na spol. Tudi ambicije za prevzemanje dodatnih pooblastil in odgovornosti na delovnem mestu ne glede na delovno dobo posameznika so med zaposlenimi v ravnovesju. Dejavniki zanimivo delo, varna zaposlitev in ugodni delovni čas kotirajo zelo visoko, vendar pa je jasno, da zaposlenim največ pomenijo dobri medosebni odnosi in pogoji dela ter možnost napredovanja. S statističnimi izračuni smo ugotovili, da kakovost zasebnega življenja, odnosov s sodelavci in neposrednim vodjo niso dejavniki, ki bi kazali premo sorazmernost z ambicijami za doseganje visoke kakovosti svojega dela in razvojem v vrhunskega strokovnjaka, prav tako statistično ni dokazano, da zaposlenim, katerih ambicije in zastavljeni cilji močno vplivajo na njihovo delovno uspešnost in učinkovitost, največ pomenijo sprotno reševanje konfliktov in sodelovanje ter cenjenje dobrega dela sodelavcev. Ugotovili smo, da bi se dalo na področju motiviranja še veliko storiti, in sicer v smislu izboljšanja kadrovskega sistema, ki bi zaposlenim omogočal soustvarjati kulturo in klimo podjetja. Podjetje bi moralo imeti kvalitetne kadrovike, ki bi s svojim znanjem, veščinami in veseljem do dela z ljudmi oblikovali ustrezne pogoje dela za zaposlene in jih usmerjali v skupno dobro poslanstva organizacije. The main purpose of this thesis was to present the meaning of working motivation and how the motivation affects the business performance of an individual, team and organization in which he/she is employed. The theoretical part covers definitions, explanations and classification of motivation. It explains basic concepts related to motivation and analyses motivational factors, which are influencing the working motivation. It deepens the objectives connected with motivation, the importance of motivation in everyday life and motivational theories of different authors. It also refers to some very useful models of motivation, which are recommended to be used in every company. The theoretical part further draws attention to the problems associated with establishing and maintaining employee motivation on a longer term. In the research work we focused on the impact and interaction among motivational factors, which have influence on employees and their success in Gorenjska banka, d. d., Kranj. Out of the five set hypothesis, only the first one has been statistically validated. Others have been rejected. As we discovered, money is very powerful motivating factor. We have found that the company Gorenjska banka, d. d., Kranj, allows promotion and career development of its employees, and motivates all age groups irrespective of gender. Even the ambition to take over additional powers and responsibilities in the workplace regardless of the seniority of individuals, is in equilibrium among employees. The factors: interesting work, secure permanent employment and favorable working hours are quoted very high, but it is clear that for employees the most important are: good personal relations, working conditions and the possibility for promotion. With statistical calculations we discovered, that the factors quality of life, relations with colleagues and with the head manager, are not in direct proportion with the ambitions to achieve a high quality of work and the desire to become a top-level expert. It is also not statistically proven that the employees, whose ambitions and objectives strongly influence their performance and effectiveness, would most prefer resolution of conflicts, cooperation and would appreciate the good work of their colleagues. We found that on the field of motivating employees, there are still numerous possibilities to improve the human resource management. The good human resource management could enable each employee to participate in co-creating the culture and climate of the company. Companies should have high quality human resources managers and use their knowledge, skills and joy to work with people, in order to establish appropriate working conditions for employees and direct them to common good and benefit of the company. motivacija motivacijski dejavniki motivacijski modeli medosebni odnosi učinkovitost in uspešnost pri delu motivation motivational factors motivational models interpersonal relations working efficiency and working performance true true false Slovenski jezik Angleški jezik Diplomsko delo 2010-10-13 10:12:46 2011-01-17 14:42:40 2022-04-13 08:06:19 2023-12-20 03:30:19 2010 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6797587 URN:SI:UM:DK:F9KXD1KU VS_Srpcic_Demian_2010.pdf VS_Srpcic_Demian_2010.pdf 1 B2A0BC0762F64FCE72A62D0B671045B8 ebd630e485837bed985acea8f3310d86ae1476c79498ba360d2b978b79ed1e3d a1bca935-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/bdc9cd31-d181-46f6-949d-c82426e62b09 https://dk.um.si/Dokument.php?lang=slv&id=18550 Fakulteta za organizacijske vede 0 0 0