20.500.12556/DKUM-22471 MOTIVACIJA ZA IZOBRAŽEVANJE V LOGISTIČNEM PODJETJU MOTIVATION FOR CONTINOUS PERSONAL DEVELOPMENT IN LOGISTIC COMPANY V diplomski nalogi sem raziskovala motivacijo za izobraževanje zaposlenih v logističnem podjetju. Naloga je sestavljena iz dveh delov. V prvem, teoretičnem delu so obravnavane pomembne motivacijske teorije, izobraževanje odraslih in motiviranje odraslih za izobraževanje. V drugem, raziskovalnem delu diplomske naloge pa sem s pomočjo anketnega vprašalnika zbrala podatke, na podlagi katerih sem želela dobiti vpogled v dejansko stanje motiviranosti zaposlenih v logističnem podjetju za izobraževanje. Zanimalo me je ali so zaposleni zadovoljni s svojim socialnoekonomskim položajem, ali so vključeni v kakršnokoli izobraževanje, predvsem pa ali so se pripravljeni dodatno izobraževati. Torej kaj jih motivira in kaj ovira na poti k novim znanjem in spretnostim. Prav tako me je zanimalo ali jim podjetje, v katerem so zaposleni, nudi dovolj možnosti in spodbude za dodatno izobraževanje. Ugotovila sem, da stanje na tem področju, v podjetju ni preveč dobro. Zaposleni so se pripravljeni izobraževati, vendar se jih dejansko izobražuje malo, saj jih ovirajo predvsem visoki stroški izobraževanja. Boljši zaslužek, možnost napredovanja in večja možnost zaposlitve, so dejavniki, ki zaposlene najbolj motivirajo za dodatno izobraževanje. Zaposleni menijo, da jih podjetje ne spodbuja k izobraževanju, prav tako jim ne nudi dovolj možnosti za dodatno izobraževanje, oziroma z možnostmi niso seznanjeni. Največjo spodbudo za izobraževanje zaposleni pripisujejo lastni motivaciji in pa svoji družini. Na podlagi precej negativnih odgovorov, se je pojavil pomislek, da morda anketiranci nekatere stvari ocenjujejo bolj s splošnega vidika in ne toliko v kontekstu konkretnega vprašanja. To bi bila lahko posledica nezadovoljstva zaposlenih s socialnoekonomskim položajem in pa splošne ekonomske krize. Kljub morebitnim pomislekom, izsledki raziskave kažejo, da bi moralo podjetje temeljito razmisliti kako motivirati svoje zaposlene in čim prej vpeljati nove prijeme, če želi ostati konkurenčno in napredno podjetje z zadovoljnimi zaposlenimi. Splošna kriza za podjetje, ki želi uspeti, ne sme in ne more biti izgovor. Vlaganje v svoje zaposlene ter prepoznavanje njihovih potreb in potreb trga, predvsem pa pravočasno prepoznavanje, katera izobraževanja so potrebna ter motiviranje zanje, so prava pot za uspeh podjetja. In my dissertation I have researched the motivation for lifelong learning of employees in a logistics company. The dissertation consists of two parts. The first, theoretical, part presents important motivational theories, employees training options and their motivation for it. The second, practical, part consists of a questionnaire which helped me collect information about the actual situation in the company. I aimed to find out if the employees are happy with their socio-economic situation, if they are taking part in any continuous education and especially if they are motivated to take part in additional training. I was also interested in what motivates them and what barriers they meet on the path of training. I also wanted to find out what if the Company offers them enough opportunities and support to take part. The results I have found were not very encouraging for the Company. Employees are eager to take part in training but do not often get the opportunity because of the high costs. Most common incentives for employees to take part in training are better pay, promotions and better competitivness on the labour market. Employees believe that the Company does not encourage them effectively or provide enough opportunities to take part in training. Employees own motivation and their family encourage them mostly to take part in trainings. Based on mostly negative answers I wonder whether the employees perhaps did not answer strictly in the context of the individual question. I also suspect the negative answers might be result of employees disatisfaction with their socio-economic position and the current morale in the country. Despite my concerns I conclude that the company should recognise the importance of continous training, and follow this up by implementing appropriate approaches to motivate their employees for further training if they wish to remain a competitive and advanced company. The current economic crisis should not and can not prevent a successful company from doing so. Investing in employees skills and knowledge, appreciating their needs and the needs of the market and most importantly recognising the importance of motivation for continous training are the path a successful company should follow. izobraževanje motivacija zaposleni education training motivation employees true true false Slovenski jezik Angleški jezik Diplomsko delo 2012-03-26 22:19:50 2012-10-26 13:08:06 2022-04-14 11:50:04 2023-12-30 03:20:11 2012 0 Kranj 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 7075091 URN:SI:UM:DK:Q6YD3AJM VS_Kavcic_Nives_2012.pdf VS_Kavcic_Nives_2012.pdf 1 F72A29C07FEDAF733A5614E7FC63450C b109b47187e4223d30a4adac148d14e9ad6f59dcc12ea875dca9b1e8f7d60fb4 7eab3ec6-7c06-11eb-bb7a-00155d0001ca 20.500.12556/dkum/3c9665f7-a3c7-44f8-b8ff-8a7456d54c47 https://dk.um.si/Dokument.php?lang=slv&id=29006 Fakulteta za organizacijske vede 0 0 0