20.500.12556/DKUM-86230 Vpliv zavzetosti zaposlenih na individualno delovno uspešnost v organizaciji x The impact of employee engagement on individual work performance in the organization x Zaposleni igrajo ključno vlogo v organizaciji, saj predstavljajo enega izmed najpomembnejših virov, so nosilci znanja, izkušenj in veščin znotraj organizacije ter igrajo pomembno vlogo pri doseganju njenih ciljev. Seveda se na tej točki velikokrat pojavi vprašanje, kakšne naj bi bile lastnosti zavzetega zaposlenega oziroma kakšen je njegov doprinos za organizacijo. Lahko ga opredelimo kot osebo, ki je globoko čustveno in intelektualno vpletena v svoje delo ter izkazuje visoko raven motivacije in predanosti svojim nalogam ter matični organizaciji. To vodi k povečani produktivnosti, saj zaposleni za doseganje svojih delovnih ciljev vložijo v svoje delo več truda. Poleg tega zavzeti zaposleni pogosto iščejo načine za izboljšanje svojega dela, kar prispeva k nenehnemu dvigovanju kakovosti in učinkovitosti ter k pozitivni organizacijski kulturi. Zavzetost zaposlenih je ključnega pomena za uspešno delovanje organizacije, saj običajno takšni zaposleni dosegajo boljše delovne rezultate in prispevajo k pozitivni organizacijski kulturi. Danes vedno več organizacij stremi k višji motivaciji svojih zaposlenih, kajti s tem lahko posledično tudi organizacija sama dosega zastavljene cilje oz. jih tudi preseže. Pomembno dejstvo pa je tudi to, da je zavzetost zaposlenih prepletena s pojmom individualne delovne uspešnosti, ki se osredotoča na vsakega posameznika v organizaciji. Tukaj je treba poudariti, da niso vsi zaposleni v organizaciji zavzeti in individualno delovno uspešni. Zato so strokovnjaki razvili različne pristope in tehnike, kako krepiti tako zavzetost zaposlenih kot individualno delovno uspešnost. Individualna delovna uspešnost meri, koliko zaposleni dosežejo ter kako učinkovito in produktivno opravljajo svoje naloge. Organizacije uporabljajo različne metode in orodja za merjenje in ocenjevanje individualne delovne uspešnosti, vključno s sistemi ocenjevanja uspešnosti, povratno informacijo nadrejenih, samoocenjevanjem, kvantitativnimi kazalniki in drugimi metodami. Merjenje in upravljanje individualne delovne uspešnosti sta ključna za zagotavljanje, da organizacija dosega svoje cilje in ohranja konkurenčnost na trgu. Rezultati empiričnega dela osvetljujejo, kako zavzetost zaposlenih vpliva na individualno delovno uspešnost v organizaciji X. Ugotovili smo, da so zaposleni v organizaciji X v povprečju zavzeti in da so zaposleni v organizaciji X v povprečju individualno delovno uspešni. Ugotovili smo tudi, da zavzetost zaposlenih pozitivno vpliva na individualno delovno uspešnost pri osebni rasti in razvoju ter osebnostni rasti na delovne zadolžitve in učinkovitost. Po analizi smo videli tudi, da se individualna delovna uspešnost ne razlikuje glede na izobrazbo zaposlenih v organizaciji in da se individualna delovna uspešnost razlikuje glede na delovno dobo zaposlenega v organizaciji X pri osebnem vplivu na delovnem mestu. Na koncu magistrskega dela smo podali še predloge in priporočila, kako izboljšati zavzetost zaposlenih v organizaciji in s tem spodbuditi individualno delovno uspešnost vsakega posameznika. Employees play a key role in the organization as they represent one of its most important resources. They are the bearers of knowledge, experience, and skills within the organization, and they play a crucial role in achieving its goals. At this point, the question often arises about the qualities of an engaged employee and their contribution to the organization. An engaged employee can be defined as someone who is deeply emotionally and intellectually involved in their work, demonstrating a high level of motivation and dedication to their tasks and the organization. This leads to increased productivity as they put in extra effort to achieve their work goals. In addition, engaged employees often seek ways to improve their work, contributing to continuous enhancements in quality and efficiency, as well as fostering a positive organizational culture. Employee engagement is essential for the successful operation of an organization because such employees tend to achieve better work results and contribute to a positive organizational culture. Today, more and more organizations are striving to motivate their employees, as a motivated workforce enables the organization to not only meet its goals but also surpass them. It's important to note that employee commitment is closely intertwined with the concept of individual work performance, which, however, focuses on each individual within the organization. It should be emphasized that not all employees in the organization are equally committed or individually successful. Therefore, experts have developed various approaches and techniques to strengthen both employee commitment and individual work performance. Individual work performance measures how much employees achieve and how efficiently and productively they perform their tasks. Organizations employ a variety of methods and tools to measure and evaluate individual job performance, including performance appraisal systems, supervisor feedback, self-assessment, quantitative indicators, and other methods. Measuring and managing individual work performance is key to ensuring that an organization achieves its goals and remains competitive in the marketplace. With the results of the empirical work, we received a clearer picture of how employee commitment affects individual work performance in organization X. We found that employees in organization X are engaged on average, and that employees in organization X are, on average, individually successful. We also found that employee engagement has a positive effect on individual work performance in terms of personal growth and development and personal growth on the work duties and efficiency. After the analysis, we also saw that individual job performance does not differ depending on the education of the employees in the organization, and that individual job performance differs depending on the length of service of the employee in organization X in terms of personal influence in workplace. Suggestions and recommendations were given on how to improve the commitment of employees in organization and thereby encourage the individual work performance of each individual at the end of the thesis. Management človeških virov zavzetost zaposlenih individualna delovna uspešnost razvoj zaposlenih. Human resource management employee engagement individual work performance employee development. true true false Z. Janič Slovenski jezik Angleški jezik Magistrsko delo/naloga 2023-10-26 09:19:28 2024-01-15 11:03:12 2024-01-16 03:15:05 0000-00-00 00:00:00 2023 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.6 180941315 MAG_Janic_Zala_2023.pdf MAG_Janic_Zala_2023.pdf 1 CF02C2CFC9B9378CA6C4FF35FCD851D2 4b0620e01c87f556fa4f63e0a969a378b47d8238597f8afb0cf71e003a328a1a e425ebcf-a012-11ee-87c2-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=174985 Ekonomsko-poslovna fakulteta 0 0 0