20.500.12556/DKUM-19822 MOTIVACIJA IN ZADOVOLJSTVO ZAPOSLENIH V PODJETJU ELEKTROINŠTALACIJE ZABRET, D.O.O MOTIVATION AND SATISFACTION OF EMPLOYEESE IN COMPANY ELEKTROINŠTALACIJE ZABRET, LTD Motivacija je zelo pomembno človekovo gibalo. Kako motivirati ljudi, kdaj so zaposleni zadovoljni? Jim je bolj pomembna plača ali pohvale? Silnice, ki posameznika motivirajo, da dela, so različne in številne, predvsem pa se razlikujejo od posameznika do posameznika. Vsak posameznik je drugačen, zato ni samo enega načina, s katerim bi lahko vse zaposlene kar najbolje motivirali. Obstajajo številne motivacijske teorije, ki razlagajo motivacijske procese, a vselej se pojavljajo tudi vprašanja glede njihove uporabne vrednosti. Motiviranje mora biti kontinuiran proces, saj lahko v nasprotnem primeru hitro pride do nezadovoljstva med zaposlenimi. Spoznanja s področja motivacije posameznika postajajo vedno bolj pomembna tudi za delovna okolja z namenom doseganja organizacijske uspešnosti ter učinkovitosti, prav tako pa tudi zadovoljstva z delom zaposlenih v posameznem podjetju. Iz raziskave smo ugotovili, da zaposleni v največji meri niso zadovoljni z višino osebnega dohodka. Prav tako niso zadovoljni z odnosi z vodjo ter z delovnim časom. Razvidno je, da so zaposleni zelo zadovoljni z medsebojnimi odnosi, opažajo pa tudi, da jim vodja z veseljem svetuje in pomaga. V največji meri zaposlene motivira plača. Presenetljivo je, da večina zaposlenih razmišlja o spremembi zaposlitve, kar je posledica že omenjenega dohodka, odnosov z vodjo in delovnim časom. Organizacija ne uživa velikega ugleda v okolju. Glede na rezultate raziskave bi predlagala, da podjetje delavcem uvede 40-urni delovnik na teden oziroma delavcem poda višjo osebno oceno, ki bi vplivala na plačo. Delavcem se lahko dodelijo nagrade, kot so recimo več dni dopusta ali celo nagrade v obliki bonov za različne aktivnosti. Vodja bi moral biti enako pravičen do vseh zaposlenih, imeti bi moral enake kriterije glede plač, odnosov, koriščenja dopustov… Podjetje bi za svoj ugled moralo bolje poskrbeti, in sicer v največji meri z rednim plačevanjem upnikom. Motivation is an important power for every man. Kow to motivate people, when are employees satisfied? Is it more important to have better salary or to be praised? Lines of force, which motivate every individual to work are various, numerous and above all different with each individual. Every individual is different, therefor is no way to motivate all employees using the same method. What does exist, are merely numerous motivation theories, which explain and interpret motivational processes. Those theories always raise questions about their applicable value. Motivation has to be a continuous process, or else dissatisfaction among employees can quickly occur. Cognitions dealing whith the area of individual`s motivation are becoming more and more important for working environments, whith the intention of achieving organisational efficiency and effectiveness, as well as satisfaction whith work of people employed in an individual organisation. From the survey, it has been determined that the employed persons are mostly not satisfied with their personal income. They are also not satisfied with the relations with the leader or with working hours. It is evident that the employed persons are very satisfied with interpersonal relations, and they also notice that the leader is prepared to advise and help them. The employees are mostly motivated by the salary. It is surprising that most of the employees think of changing jobs which is a consequence of the aforementioned income, relations with the leader and working hours. The organization does not have a good reputation in the surroundings. According to the results, I would suggest that company introduces employees with the 40hour work plan per week. That would provide with higher personal assessment of the workers. The assessment would reflect in their salaries and other rewards for example more days off, or vouchers for different activities. Leader should be fair and award all the workers by the same standards; regarding payment, relationship and leave benefits...The company should take a better care for their reputation primarily with paying off their creditors regularly. motivacija motivacijske teorije zadovoljstvo zaposleni motivation motivation theories satisfaction employees true true false Slovenski jezik Angleški jezik Diplomsko delo 2011-08-30 13:27:15 2011-11-29 13:37:53 2022-04-13 15:41:14 2023-12-26 03:17:00 2011 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6943507 URN:SI:UM:DK:2UUWCLBG VS_Erjavec_Vesna_2011.pdf VS_Erjavec_Vesna_2011.pdf 1 15213BAC04537E9606FC74094AD71463 c21465c99c74bc9a4c8ba8adae02c59357ae247db1f8e6ff859a50d8768a9722 7893b106-7c05-11eb-bb7a-00155d0001ca 20.500.12556/dkum/05e7bcfd-0f83-43c6-a32b-e9bef1bd2961 https://dk.um.si/Dokument.php?lang=slv&id=24205 Fakulteta za organizacijske vede 0 0 0