20.500.12556/DKUM-92859 Vloga vodje pri ohranjanju motivacije zaposlenih v času hibridnega dela The role of the manager in maintaining employee motivation during hybrid work Diplomsko delo obravnava vlogo vodje pri ohranjanju motivacije zaposlenih v času hibridnega dela, ki združuje delo na daljavo in v fizični pisarni. Po pandemiji covida-19 je postal prevladujoč model v številnih organizacijah. Hibridno delo prinaša številne prednosti, kot so večja fleksibilnost, zmanjševanje stroškov, boljše ravnovesje med poklicnim in zasebnim življenjem ter širši nabor kadrov, hkrati pa odpira številne izzive na področju vodenja, timske povezanosti, komunikacije in ohranjanje motivacije zaposlenih. V teoretičnem delu so predstavljeni temeljni koncepti vodenja, stili vodenja, motivacija in značilnostmi hibridnega dela ter njegove prednosti in slabosti. Izpostavljena je vloga vodje, ki mora v hibridnem okolju poskrbeti za zagotavljanje jasne komunikacije in ciljne usmerjenosti do ustvarjanja vključujoče organizacijske kulture in podpore zaposlenim pri ohranjanju dobrega počutja. Empirični del temelji na raziskavi, opravljeni med zaposlenimi v slovenskih podjetjih, ki omogočajo hibridno delo. Ugotovitve kažejo, da so demokratični stil vodenja, jasna komunikacija, psihološka podpora, vključenost v odločanje in prizadevanja za ohranjanje timske povezanosti ključni dejavniki uspešnega vodenja v hibridnem okolju. Med poglavitnimi izzivi, s katerimi se vodje soočajo, so zmanjšana osebna interakcija, večja možnost za občutke izoliranosti ter težje ohranjanje meje med delom in prostim časom. Raziskava razkriva tudi, da lahko ustrezno vodenje pomembno prispeva k izboljšanju timske dinamike, preprečevanju izolacije zaposlenih ter krepitvi občutka pripadnosti. Delo zaključujejo sklepi in predlogi, ki so lahko v pomoč vodjem in organizacijam pri uspešnem upravljanju hibridnih ekip. Kot ključne predloge za uspešno vodenje v hibridnem okolju bi izpostavili pomen redne in učinkovite komunikacije, vključevanje zaposlenih v proces odločanja ter zagotavljanje fleksibilnosti pri delu. Vodje morajo hkrati skrbeti za jasno določene meje med delom in prostim časom, aktivno podpirati dobro počutje zaposlenih ter krepiti timsko povezanost. Za dolgoročno učinkovitost pa je pomembno tudi vlaganje v razvoj vodstvenih kompetenc vodij. The thesis explores the role of leadership in maintaining employee motivation in the context of hybrid work, which combines remote work with in-office presence. Following the COVID-19 pandemic, hybrid work has become the dominant model in many organizations. It brings numerous advantages, such as increased flexibility, cost reduction, improved work-life balance, and access to a broader talent pool. However, it also introduces various challenges related to leadership, team cohesion, communication, and sustaining employee motivation. The theoretical part presents the fundamental concepts of leadership, leadership styles, motivation, and the characteristics of hybrid work, including its advantages and disadvantages. Special attention is given to the role of the leader, who must ensure clear communication and goal orientation, foster an inclusive culture, and support employees in maintaining well-being within a hybrid environment. The empirical part is based on research conducted among employees in Slovenian companies that offer hybrid work arrangements. The findings indicate that a democratic leadership style, clear communication, psychological support, involvement in decision-making, and efforts to maintain team cohesion are key factors for successful leadership in a hybrid setting. The main challenges leaders face include reduced personal interaction, increased risk of employee isolation, difficulties in maintaining boundaries between work and personal life. The research further reveals that appropriate leadership can significantly enhance team dynamics, prevent employee isolation, and strengthen the sense of belonging. The thesis concludes with findings and recommendations that may serve as guidance for leaders and organizations in effectively managing hybrid teams. Key suggestions for successful leadership in a hybrid environment include maintaining regular and effective communication, involving employees in decision making processes, and providing flexibility in work arrangements. Leaders must also ensure clearly defined boundaries between work and personal time, actively support employee well being, and foster team cohesion. For long term effectiveness, investing in the development of leader’ managerial competencies is also crucial. hibridno delo motivacija stili vodenja vodenje delo na daljavo hybrid work motivation leaderships styles leadership remote work true true false K. Alter] Slovenski jezik Angleški jezik Diplomsko delo/naloga 2025-05-19 17:59:05 2025-09-12 11:42:34 2025-09-13 03:27:51 0000-00-00 00:00:00 2025 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005:331 248759043 VS_Alter_Kaja_2025.pdf VS_Alter_Kaja_2025.pdf 1 076479823E6973B3CCB5E25DF92E2D84 ea4db967eb6e603bed1f736fbce9c68e8a0905aece5b41dc508d0280237e6bf2 77cee6c3-8740-11f0-a65a-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=197235 Ekonomsko-poslovna fakulteta 0 0 0