Vpliv dela na daljavo na produktivnost zaposlenih The impact of remote work on employee productivity Delo na daljavo se je v zadnjih letih iz obrobne ugodnosti spremenilo v eno najpogostejših oblik organizacije dela. Pandemija covida-19 je ta prehod močno pospešila, podjetja pa se danes ukvarjajo z vprašanjem, kako tovrstno delo dejansko vpliva na produktivnost zaposlenih. V diplomski nalogi smo to vprašanje obravnavali s pregledom in primerjavo znanstvenih raziskav in strokovne literature. Ugotovili smo, da vpliv dela na daljavo na produktivnost ni enoznačen, ampak je odvisen od vrste dela, posameznika in predvsem od načina vodenja. Nekatere raziskave kažejo izrazito povečanje učinkovitosti, druge pa njen upad, kar pripisujemo razlikam v naravi delovnih nalog in v podpori, ki jo zaposleni prejmejo. Na podlagi teh ugotovitev smo oblikovali predloge in smernice, ki bodo podjetjem pomagale ohranjati in izboljšati produktivnost pri delu na daljavo. Predlogi se nanašajo na prehod od nadzora prisotnosti k vodenju po rezultatih, na uvedbo hibridnega modela z dvema do tremi dnevi dela na daljavo ter na vlaganje v sodelovanje, povezanost in dobro počutje zaposlenih. Z upoštevanjem podanih predlogov je mogoče pričakovati izboljšanje produktivnosti zaposlenih na področjih samostojnega in strokovnega dela, kar bo podjetjem pomagalo, da bolje izkoristijo delovno silo in ostanejo konkurenčna na trgu. In recent years, remote work has shifted from a marginal benefit into one of the most common forms of work organization. The COVID-19 pandemic strongly accelerated this transition, and companies today face the question of how such work actually affects employee productivity. In this thesis, we addressed this question through a review and comparison of scientific research and professional literature. We found that the effect of remote work on productivity is not uniform, but depends on the type of work, the individual, and above all the style of management. Some studies show a marked increase in efficiency, while others show a decline, which we attribute to differences in the nature of work tasks and in the support that employees receive. Based on these findings, we developed proposals and guidelines that will help companies maintain and improve productivity in remote work. The proposals concern the shift from monitoring presence to results-based management, the introduction of a hybrid model with two to three days of remote work, and investment in collaboration, connectedness, and employee well-being. By following these proposals, an improvement in employee productivity can be expected in independent and knowledge-based work, which will help companies make better use of their workforce and remain competitive in the market. delo na daljavo produktivnost zaposlenih hibridno delo vodenje na daljavo organizacija dela management človeških virov remote work employee productivity hybrid work remote leadership work organization human resource management true true false J. Močnik] Slovenski jezik Angleški jezik Diplomsko delo/naloga 2026-08-12 17:47:56 2026-09-10 14:34:34 2026-09-24 09:12:24 0000-00-00 00:00:00 2026 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.103 290697731 VS_Lesjak_Niko_2026.pdf VS_Lesjak_Niko_2026.pdf 1 74C5521F239BCA2B0A769B585BC0AA9D c7f2dec136451112e07b24d85ae991a9335880310745adc412c55d6d4637250b 4a651f85-aa92-11f1-ba3a-00155d0001be https://dk.um.si/Dokument.php?lang=slv&id=211724 Ekonomsko-poslovna fakulteta 0 0 0