20.500.12556/DKUM-63448 POVEZAVA MED ZADOVOLJSTVOM PRI DELU IN VODENJEM V UKC MARIBOR CONNECTION BETWEEN SATISFACTION AT WORK AND LEADERSHIP IN UKC MARIBOR Vse več organizacij se srečuje z nezadovoljstvom zaposlenih na delovnem mestu, kar v velikem obsegu izhaja iz neprimernega načina vodenja organizacije. S tem namenom smo v magistrskem delu raziskovali povezavo med vodenjem in zadovoljstvom pri delu z oblikovanjem ukrepov za zmanjšanje nezadovoljstva in vzpostavitvijo ustreznega vodenja v organizaciji. Magistrsko delo je razdeljeno na štiri poglavja. V uvodu predstavljamo, da lahko nastopijo težave, v kolikor vodja nima ustreznih kompetenc za upravljanje ljudi in spodbujanje zadovoljstva pri delu. Drugo poglavje je teoretično zasnovano in vključuje opredelitve vodenja, razlikovanje med vodjo in managerjem, naloge in vloge vodij, lastnosti in sposobnosti uspešnih vodij, oblike moči vodij ter različne stile vodenja. V tretjem poglavju se posebej osredotočamo na dejavnike in elemente, ki vplivajo na zadovoljstvo pri delu in povezanost zadovoljstva z uspešnostjo organizacije. Opisali smo posledice nezadovoljstva zaposlenih in predstavili ukrepe za povečanje zadovoljstva. V empiričnem delu smo predstavili proučevano organizacijo Univerzitetni klinični center Maribor in na podlagi zbranih podatkov, s statističnimi metodami preverili hipoteze ter oblikovali predloge izboljšav. Z ozirom na to, da je bil cilj magistrskega dela preveriti povezavo med zadovoljstvom pri delu in vodenjem v UKC Maribor, smo raziskovali tuja spoznanja, ki so nas pripeljala do zaključkov, da k zadovoljstvu pri delu pripomore ustvarjanje vzajemnega zaupanja med vodjo in zaposlenimi, upoštevanje potreb zaposlenih, navdihovanje, dobra komunikacija in ustrezno motiviranje. Vodja mora strmeti k zagotavljanju produktivnosti, razvoja in blaginje zaposlenih. Učinkovit vodja je fleksibilna oseba, ki daje zaposlenim smernice, hkrati jim pa dopusti dajanje pobud in ustvarjalnost. Za izboljšanje zadovoljstva pri delu se morajo vzpostaviti mehanizmi nagrajevanja, kjer se uporablja finančne in nefinančne spodbude. An increasing number of organizations are faced with employee dissatisfaction in the workplace, which is largely due to an inappropriate way of leading the organization. For this purpose we have explored the connection between leadership and job satisfaction with designing measures to reduce dissatisfaction and establish proper leadership in the organization. The master's thesis is divided into four chapters. In the introduction we present that problems may arise when a leader does not have adequate competences for proper employee management and in influencing job satisfaction. The second chapter is theoretically conceptualized and includes leadership definitions, a distinction between a leader and manager, the characteristics, abilities and role of successful leaders, the form of leader's power and several leadership styles. Chapter 3 focuses on the factors and elements that influence satisfaction at work and the connection between satisfaction and the organizational performance. We described the consequences of employee dissatisfaction and introduced measures to increase satisfaction. In the empirical part we presented the studied organization Univerzitetni klinični center Maribor, and on the basis of the collected data of our own research, tested our hypotheses with statistical methods and made suggestions for improvement. The goal of our master's thesis was to validate the connection between work satisfaction and leadership in UKC Maribor. We have examined results from others researches that led us to the conclusion that job satisfaction is based on mutual trust between a manager and employees, considering employee needs, good communication and appropriate motivation. A leader must strive to ensure productivity, development and employee well-being. An effective leader is a flexible person who gives employees guidelines while at the same time encourages creativity and allows them to take initiatives. In order to improve job satisfaction, remuneration mechanisms should be established where financial and non-financial incentives are used. Vodstvo stil vodenja kompetence zadovoljstvo pri delu ukrepi za povečanje zadovoljstva posledice nezadovoljstva. Leadership leadership style competencies job satisfaction measures to increase satisfaction consequences of dissatisfaction. true true false [V. Borko] Slovenski jezik Angleški jezik Magistrsko delo/naloga 2016-09-11 16:23:39 2021-03-18 14:27:30 2022-07-02 03:07:28 2019-07-11 13:28:18 2017 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.32:005(043.2) 12939292 URN:SI:UM:DK:LD4WAIJC Ekonomsko-poslovna fakulteta 0 0 0