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Title:ORGANIZACIJSKO VZDUŠJE NA AGENCIJI ZA POŠTO IN ELEKTRONSKE KOMUNIKACIJE REPUBLIKE SLOVENIJE
Authors:ID Prešern, Petra (Author)
ID Mayer, Janez (Mentor) More about this mentor... New window
Files:.pdf UNI_Presern_Petra_2009.pdf (1,08 MB)
MD5: 2CF0BD57DE740F906A13A506758C79FB
PID: 20.500.12556/dkum/0c3af783-cd77-437c-bbee-4bf57d167695
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Korporativna kultura in vzdušje predstavljata organizacijska dejavnika, ki sta povezana z vsemi ostalimi elementi organizacije, njenim okoljem, delovnimi procesi in vsemi posamezniki ter skupinami v sistemu. Vsaka nova aktivnost (sprememba ali vedenje) vpliva tudi na kulturo in vzdušje, vsaka sprememba kulture in vzdušja pa povzroči spremembe na vseh ostalih področjih v organizaciji. Od vzdušja je odvisno naše počutje, od našega počutja pa je odvisno, kako učinkoviti smo v organizaciji. Zelo pomembno je, da bi vsak posameznik čutil pripadnost organizaciji in si s tem želel kar najbolje vplivati na izboljšanje delovnih procesov, hkrati pa bi lahko vplival na izboljšanje storitev ali produktov. Vodja in sodelavec bi si morala prizadevati za takšno vzdušje, ki bi zagotavljalo motivacijsko spodbudo drugim zaposlenim. S tem bi zaposleni bolje izkoristili svoje potenciale ter bili bolj uspešni in učinkoviti pri svojem delu. Temelj za vzpostavitev ugodnega organizacijskega vzdušja v podjetju je korektnost med sodelavci na vseh organizacijskih ravneh ter v vzpostavljanju enakovrednega ali partnerskega odnosa posameznika z okoljem. Ko osvojimo ta način komunikacije, smo sposobni konflikte reševati na konstruktiven način. Predmet preučevanja v diplomskem delu je organizacijsko vzdušje na Agenciji za pošto in elektronske komunikacije Republike Slovenije. Predvsem nas zanima, ali se je organizacijsko vzdušje od leta 2006, ko je bilo prvič izmerjeno, kaj spremenilo, v kakšni smeri in v čem. V primerjavi rezultatov merjenja organizacijskega vzdušja leta 2006 in 2008 je bilo ugotovljeno, da se organizacijsko vzdušje v tem obdobju ni pomembno spremenilo, kar pomeni, da se po prvem merjenju niso izvedli konkretni ukrepi, s katerimi bi lahko vzdušje izboljšali. Pri merjenju organizacijskega vzdušja v letu 2008 pa smo pri ugotavljanju povezanosti organizacijskega vzdušja in zadovoljstva zaposlenih potrdili pozitivno povezanost oziroma soodvisnost.
Keywords:organizacijsko vzdušje, organizacijska kultura, uspeh/uspešnost, zadovoljstvo, motivacija
Place of publishing:Maribor
Year of publishing:2009
PID:20.500.12556/DKUM-11486 New window
COBISS.SI-ID:6513683 New window
NUK URN:URN:SI:UM:DK:WHV62SGY
Publication date in DKUM:29.09.2009
Views:2245
Downloads:215
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:ORGANIZATIONAL CLIMATE IN POST AND ELECTRONIC COMMUNICATIONS AGENCY OF THE REPUBLIC OF SLOVENIA
Abstract:Corporate culture and atmosphere are organizational factors that are connected with all other elements of an organization, its environment, operation processes and all of the individuals and groups incorporated in its system. Each new activity (change or behavior) also influence the culture and atmosphere, while every change in culture and atmosphere causes change in all other areas of the organization. Atmosphere influences our wellbeing, and it is our wellbeing that influences how effective we are in an organization. It is very important that every individual should feel a sense of belonging to an organization and would therefore wish to influence as best he can the improvement of working processes, at the same time influencing the improvement of services or products. Leader and employee should strive to create an environment that would ensure motivational enticement for other employees. In this way employees would take better advantage of their potential and would be more successful and effective in their work. The foundation for establishing a positive organizational atmosphere in a company is propriety among coworkers at all organizational levels and the establishing of an equal or partner relationship between an individual and their environment. When this form of communication is established, conflicts can be resolved in a constructive manner. The topic of the thesis is the organizational atmosphere at the Post and Electronic Communications Agency of the Republic of Slovenia. The aim of the thesis is to establish if the organizational atmosphere has changed since 2006 when it was first measured, what has changed, in what direction and how. When comparing the results of the measurements of the organizational climate from 2006 and 2008, it was found that in this period the organizational climate not significantly change, implying that after the first measurement concrete measures that could have improved the atmosphere were not carried out. In measuring the organizational climate in the year 2008, we have, in determining the interaction of the organizational climate and employee satisfaction, confirmed positive relationships and interdependence.
Keywords:organizational atmosphere, organizational culture, success/effectiveness, satisfaction, motivation


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