20.500.12556/DKUM-46945 VPLIV PLAČE IN DODATNIH IZOBRAŽEVANJ NA MOTIVIRANJE MEDICINSKIH SESTER ZAPOSLENIH NA PRIMARNI IN SEKUNDARNI RAVNI ZDRAVSTVENE DEJAVNOSTI THE INFLUENCE OF PAY AND IN-SERVICE EDUCATION ON THE MOTIVATION OF NURSES EMPLOYED AT THE PRIMARY AND SECONDARY LEVEL OF HEALTH CARE Izhodišča: Za uspešno motiviranje morajo vodje poznati potrebe zaposlenih v zdravstveni negi. Ugotoviti morajo, kateri dejavniki jih (ne)motivirajo. Vodje morajo zaposlene spodbujati, jih pohvaliti in se z njimi pogovarjati ter jim razložiti, kaj bi bilo mogoče narediti drugače, da bi delo bilo opravljeno boljše in kakovostnejše. Da bo delo opravljeno kakovostnejše, pa se morajo zaposleni dodatno izobraževati, saj bodo le tako sledili novim smernicam v zdravstveni negi. Namen magistrskega dela je ugotoviti, v kolikšni meri vplivajo plača in dodatna izobraževanja na motivacijo zaposlenih v zdravstveni negi. Metodologija: V teoretičnem delu magistrskega dela smo uporabili deskriptivno metodo. V empiričnem delu pa smo uporabili kvantitativni pristop raziskovanja. Za metodo zbiranja podatkov smo uporabili anketni vprašalnik, ki je bil sestavljen iz štirih sklopov (demografske značilnosti, motivacija, plača in izobraževanje). Anketirani so bili naključno izbrani zaposleni v zdravstveni negi. Anketni vprašalnik je bil razdeljen v štirih ustanovah v Sloveniji, in sicer v Zdravstvenem domu Ptuj, Splošni bolnišnici dr. Jožeta Potrča Ptuj, Splošni bolnišnici Slovenj Gradec in Zdravstvenem domu dr. Adolfa Drolca Maribor. Skupaj je bilo razdeljenih 300 anketnih vprašalnikov, od tega je bilo vrnjenih 215. Pridobljene podatke smo računalniško obdelali s pomočjo SPSS programa in jih grafično prikazali pomočjo programa Windows Excel. Rezultati: Analiza podatkov je pokazala, da plača in možnost strokovnega izobraževanja nista glavna motivacijska dejavnika zaposlenih v zdravstveni negi. Sklep: Kot je pokazala analiza podatkov, plača ni največji motivator za delo, čeprav ima visoko oceno. Ta podatek nas lahko razveseli, saj to pomeni, da zaposleni v zdravstveni negi ne hodijo v službo samo zaradi denarja, ampak tudi zato, ker jih to delo veseli, ker so osebno zadovoljni. Posledično je delo bolje opravljeno, če ga delajo z veseljem in zadovoljstvom. Prav tako se bodo zaposleni v zdravstveni negi raje udeleževali dodatnih izobraževanj, če bodo izobraževanja sprejemali kot neki novi izziv in željo po novem znanju. Background: In order to motivate properly, managers must know the needs of employees in health care. They must determine which factors are demotivational. Managers should encourage employees, praise them, talk to them and explain what could be done differently in order for the work to improve and the quality level be raised. In order to get the job done on a superior level of quality, the staff needs additional training, because this is the only way to follow new trends in health care. The purpose of the master thesis is to determine the extent of which does the salary and additional training have on employee motivation in nursing and to pinpoint which are the other most common factors that affect motivation. Methodology: In the theoretical part of the master thesis, the descriptive method was used. In the empirical part the quantitative research approach was used. A Questionnaire was used for the data collection method, which was composed of four parts (demographic characteristics, motivation, salary and education). Respondents were randomly selected employees in health care. The questionnaire was divided into four institutions in Slovenia: Health Centre Ptuj, General Hospital dr. Jože Potrč Ptuj, Slovenj Gradec General Hospital and Health Centre Dr. Adolf Drolc. A total of 300 questionnaires were distributed, of which 215 were returned. Acquired data was analyzed using the computer and the SPSS application and visualized through Windows Excel. Results: Data analysis showed that pay and the possibility of technical education is not the main motivating factor employed in nursing. Conclusion: As demonstrated by the data analysis, the salary is not the greatest motivator to work even though it has a high rating. This information can cheer us, because it means that employees in health care do not go to work just for the money but also because they are looking forward to this work, because they are personally satisfied and, consequently, the work is better done if you work with pleasure and satisfaction. There will also be employed in nursing preferred attend additional training if they are to receive training as a new challenge and a desire for new knowledge. motivacija motivacijski dejavniki plača izobraževanje zdravstvena nega motivation motivational factors salary training health care true false false [V. Podgorelec] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2014-11-28 11:34:07 2015-04-20 13:05:17 2022-05-19 03:06:50 2021-05-04 03:14:52 2015 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.3:616-083(043.2) 2080932 URN:SI:UM:DK:DD7QG4EC MAG_Podgorelec_Vesna_2015.pdf MAG_Podgorelec_Vesna_2015.pdf 1 6EE9B85DBEED07544BEE9E7CD565A8CE 82f5a17dc8ea64668b649186bfe6dbf39f41edecb7ef71de0270618be8290fd1 97e13032-7c0b-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=70890 Fakulteta za zdravstvene vede 0 0 0