20.500.12556/DKUM-74536 Zavzetost in individualna uspešnost v organizaciji x Commitment and individual performance in organization x V diplomskem projektu smo obravnavali pojmove individualne delovne uspešnosti in zavzetosti. Najprej smo pojasnili delovno uspešnost na splošno, po tem povezavo z individualno uspešnostjo. Predstavili smo koristi merjenja in ukvarjanja z njo. Na koncu drugega poglavlja smo opisali načine na katere vodja lahko meri uspešnost organizacije in zaposlenih. V tretjem poglavlju smo predstavili pojam in vrste zavzetosti. Povezali smo zavzetost z zadovoljstvom delavca in komunikacijo katera poteka med sodelovci. Opisali smo načine merjenja zadovoljstva ter koristi katere izhajajo iz pojma. Da bi zaposleni bil zadovoljen mora biti ustrezno nagrajen kaj smo predstavili. Pred nego smo anketirali zaposleni smo si postavili dva modela ocenjevanja katere smo obravnavali v poglavlju 4. Modeli so se razlikovali glede na delovna mesta v podjetju. Ko smo z pomočjo ankete dobili rezultate, smo ih interpretirali. Ugotovitve z ankete smo bile da zaposleni niso preveč motivirani za nagrajevanje svoje individualne delovne uspešnosti. Tudi anketa je pokazala da so zaposleni zavzeti za svoje delo in imajo raje nematerijalne nagrade. In the Diploma project we discussed the concept of individual work performance and commitment. First, we explained the work performance in general, after this connection with individual performance. We presented the benefits of measuring and dealing with it. At the end of the second chapter we describe the ways in which the leader can measure the performance of the organization and employees. In the third chapter, we presented the concepts and types of commitment. We have connected the commitment with the employee's satisfaction and communication which takes place among the participants. We have described ways of measuring satisfaction and the benefits arising from the concept. To be satisfied the employee should be duly rewarded what we presented. Before some we interviewed employees we set up 2 models of evaluation of which we discussed in Chapter 4. The models varied according to the jobs in the company. When we received results through the survey, we interpreted them. The findings from the survey were that employees are not too motivated to reward their individual performance. Even the poll has shown that employees are taken for their work and prefer non-mother's prizes. individualna delovna uspešnost zavzetost zadovoljstvo motivacija uspešnost Individual working performance commitment satisfaction motivation performance true true false [K. Prašnički] Slovenski jezik Angleški jezik Delo diplomskega projekta/projektno delo 2019-08-29 23:51:13 2019-12-17 12:45:23 2022-08-09 09:12:53 2019-12-18 03:15:25 2019 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.1 13514268 URN:SI:UM:DK:F6UXEKHI UN_Prasnicki_Kristina_2019.pdf UN_Prasnicki_Kristina_2019.pdf 1 B990452A21E2CF77121DF8AC706883D3 5a5635e788104a38976084f04e38d79f3fb140edbcb062697e63c31bf541f21f 070b794b-7c11-11eb-bb7a-00155d0001ca 20.500.12556/dkum/c7a04761-f268-4a8f-8470-7e75610c6d95 https://dk.um.si/Dokument.php?lang=slv&id=138484 Ekonomsko-poslovna fakulteta 0 0 0