20.500.12556/DKUM-20638 VPLIV VODENJA NA ORGANIZACIJSKO VZDUŠJE IMPACT OF LEADERSHIP ON ORGANIZATIONAL CLIMATE Dobro vodenje je bistveno za uspeh vsakega podjetja. Prav tako je za uspeh bistvenega pomena tudi organizacijsko vzdušje, saj le zadovoljni zaposleni, med katerimi vladajo tudi dobri odnosi, lahko delujejo dobro in v prid podjetju. Vodja s svojimi vodstvenimi kompetencami, torej z zgledom, znanjem in védenjem v veliki meri vpliva na organizacijsko vzdušje, na način, kako zaposleni občutijo, doživljajo in vrednotijo organizacijo. V teoretičnem delu diplomskega dela definiramo ključne pojme, kot so organizacijsko vzdušje, zadovoljstvo zaposlenih, vodenje, kompetence vodij, ter dimenzije organizacijskega vzdušja. Nato definiramo še ključne vodstvene kompetence ter pokažemo, kako kompetentno vodenje vpliva na organizacijsko vzdušje. Namen diplomskega dela je dokazati, da se vpliv vodenja na vzdušje od organizacije do organizacije razlikuje. V empiričnem delu to tudi dokažemo, in sicer v primerjavi dveh podjetij. Osnovna hipoteza, ki jo preverjamo s statističnimi domnevami, se glasi 'Vpliv kompetentnosti za vodenje na organizacijsko vzdušje med zaposlenimi se v podjetjih Merkur in Mercator razlikuje'. Za analizo si izberemo določene kompetence, ki jih vključimo v statistične domneve in v anketni vprašalnik, ki ga izpolnijo zaposleni v obeh podjetjih. Statistična analiza anketnih vprašalnikov pokaže, da zaposleni v podjetju Merkur pripisujejo kompetencam vodilnega večji vpliv na organizacijsko vzdušje, kot ga kompetencam svojega vodilnega pripisujejo v podjetju Mercator. Glede na statistično analizo podatkov pa hipoteze v celoti vendarle ne moremo potrditi, saj pri vseh statističnih domnevah ne obstajajo statistično značilne razlike med podjetjema. Statistično pomembne razlike med podjetjema se pokažejo pri kompetencah inovativnost in iniciativnost, motivacija in zavzetost ter medosebni odnosi, zato lahko postavljeno hipotezo pri teh kompetencah potrdimo, zavrnemo pa jo pri kompetencah organiziranost, neposredno vodenje ter komuniciranje in informiranje. Good and quality leading is essential for the success of every company. Very important for its success is also the climate in the organization, as only satisfied employees with good interpersonal relationships can do their job well and on behalf of the company. Leader has, with his leading competences, his example, knowledge and behavior, great influence on organizational climate, on the way employees perceive, experience and valuate the organization. In the theoretical part, we define key concepts, which are organizational climate, employee satisfaction, leading, leading competences, organizational climate dimensions. We also define key leading competences and describe how competent leading affects organizational climate. The purpose of this thesis is to prove that the influence of leading on organizational climate is different in various organizations. We prove that in the empirical part with the comparison of companies Merkur and Mercator. Basic hypothesis that we are testing with statistical presumptions is following: The influence of leader’s competences on organizational climate in Merkur and Mercator is dissimilar’. For the analysis we select few specific competences and include them in statistical presumptions and in the questionnaire which is completed by employees of both mentioned companies. Statistical analysis of the questionnaires shows, that in Mercur the influence of leader’s competences on their organizational climate is a bit stronger that in Mercator. But according to the statistical data analysis the basic hypothesis cannot be confirmed in total. Namely statistically significant differences between the companies are not confirmed in all statistical presumptions. Statistically significant differences between the companies are confirmed with the following competences: innovation and initiative, motivation and conquest, as well as with competence interpersonal relationships. Therefore we can confirm our basic hypothesis whit those competences, and reject it with the competences organization, leadership and information. organizacijsko vzdušje dimenzije organizacijskega vzdušja vodenje kompetence vodij zadovoljstvo zaposlenih. organizational climate organizational climate dimensions leading leading competences employee satisfaction. true true false Slovenski jezik Angleški jezik Diplomsko delo 2011-09-26 15:52:37 2011-12-21 14:39:30 2022-04-14 08:07:01 2023-12-26 03:26:51 2011 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 6954515 URN:SI:UM:DK:GXGN53UX UNI_Hocevar_Ziga_2011.pdf UNI_Hocevar_Ziga_2011.pdf 1 C627E3CF9DA365EA50836665EEFC1BB2 2f5b05b8d055ba9711a66c86a016c3f477b8fbd132d9d51f0bba5c5d5585895a aa913e3a-7c05-11eb-bb7a-00155d0001ca 20.500.12556/dkum/5d8e3300-dccb-49c5-9718-eadde47c85e5 https://dk.um.si/Dokument.php?lang=slv&id=25682 Fakulteta za organizacijske vede 0 0 0