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Title:MOTIVACIJA IN NAGRAJEVANJE V PODJETJU FOTO TABOR IN PRINT DIVISION
Authors:ID Žgur, Mateja (Author)
ID Šarotar Žižek, Simona (Mentor) More about this mentor... New window
Files:.pdf VS_Zgur_Mateja_2010.pdf (766,68 KB)
MD5: 369E99886C738308C8FB8EFC17D939D9
PID: 20.500.12556/dkum/5cd6b0a4-21eb-47c3-b862-f0519b221f24
 
Language:Slovenian
Work type:Final seminar paper
Organization:EPF - Faculty of Business and Economics
Abstract:Motivacija je gibalo človekove dejavnosti. Visoko motiviran zaposlen je zagnan, odgovoren in pripravljen na dodatne napore. K učinkoviti motivaciji in nagrajevanju v podjetju pripomore priprava in razvoj ustrezne motivacijske strukture, kot tudi ustrezen sistem nagrajevanja. Glavni problem podjetij je še zmeraj, da svojih zaposlenih ne motivirajo dovolj in posledično tudi ne nagrajujejo ustrezno. K uspešnosti in učinkovitosti organizacije še zmeraj veliko prispevata dobro opravljeno delo in zadovoljni zaposleni. Motivirati zaposlene pomeni uporabljati različne motivacijske dejavnike, ki dajejo zaposlenim vzpodbudo, da so pri svojem delu še bolj učinkoviti, kreativni in pa tudi inovativni. Pomembno pa je tudi, da posledično podjetje to učinkovitost, uspešnost in inovativnost ustrezno nagradi. Pa to ne pomeni, da je potrebno to nagraditi z denarjem. Nekateri zaposleni bolj cenijo nefinančne nagrade, ki so morda tudi bolj osebne, kajti če podarimo denar, je najenostavneje. Pri denarju ne rabimo razmišljati, kaj bi morda bilo posamezniku všeč, ali morda, kaj si želi. Ima pa denar tudi krajšo dobo zadovoljstva, kajti denar zaposleni porabi in nanj nekako pozabi. Ko pa zaposleni prejme nefinančno nagrado, pa se mu to nekako bolj vtisne v spomin. Pri motiviranju in nagrajevanju je pomembno, da vodje spoznajo, kaj si zaposleni želijo in morda, kaj pričakujejo. Tako bosta ta dva sistema v podjetjih tudi uspešna. V času velike konkurence je za podjetja pomembno, da se na trgu pojavljajo kot zanesljiva in dobra podjetja. To pa lahko dosežejo tudi s tem, da njihovi zaposleni delo opravljajo z veseljem in imajo dobre odnose tako s kupci kot tudi dobavitelji ter so podjetju lojalni. Zato je v podjetju pomembno, da managerji skrbijo za svoje zaposlene in tudi vlagajo v njih, jih motivirajo in nagrajujejo, vendar pa morajo biti pri tem tudi sposobni poiskati tiste dejavnike motivacije in nagrajevanja, ki zaposlene resnično motivirajo in nagrajujejo. Pomembno pa je tudi, da jih ne motivirajo in nagrajujejo zmeraj na enak način in tako ohranjajo vzdušje in zadovoljstvo v podjetju.
Keywords:motivacija, motivacijski dejavniki, motivacijske teorije, nagrajevanje, finančne nagrade, nefinančne nagrade, analiza motivacije in nagrajevanja v podjetjih Foto Tabor in Print Division
Place of publishing:Maribor
Publisher:[M. Žgur]
Year of publishing:2010
PID:20.500.12556/DKUM-14866 New window
UDC:331.2
COBISS.SI-ID:10422556 New window
NUK URN:URN:SI:UM:DK:K6V5Y3WV
Publication date in DKUM:18.11.2010
Views:3351
Downloads:480
Metadata:XML DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:English
Title:MOTIVATION AND REWARD IN THE COMPANY FOTO TABOR AND PRINT DIVISION
Abstract:Motivation is the driving force behind human activity. Highly motivated employees are determined, responsible and willing to make additional efforts. Preparation and development of appropriate incentive structures as well as an appropriate reward system help the company in effective motivation and reward. The main problem of the companies is that they still do not motivate their employees enough and therefore not reward them accordingly. A well done job and satisfied employees still contribute much to the success and effectiveness of the companies. To motivate the employees means to use different motivational factors that give employees an incentive to do their work even more effective, creative and innovative as well. It is also important that the companies consequently reward these efficiency, effectiveness and innovation. But that does not mean that the reward has to be money. Some employees are more appreciated by non-financial rewards, which are perhaps even more personal, because giving money is the easiest. By giving money one does not need to think what might every individual like or maybe what one wants. Money also has a shorter life satisfaction, because employees spend it and forget about it anyway. But when the employees receive a non-financial reward it is somehow the most impressionable. In motivating and rewarding it is important that leaders understand what the employees want and perhaps what they expect. That is how these two systems will be successful in the companies. At a time of strong competition it is important for companies to appear on the market as a reliable and good company. This can be achieved by the fact that their employees are happy to work and have good relations both with customers and suppliers, and are loyal to the company. It is important to the company that managers care for their employees and invest in them, to motivate and reward them, but they must also be able to find the factors of motivation and rewards, which really motivate and reward employees. It is also important not to motivate and reward them always in the same manner and that is how they can maintain the good atmosphere and satisfaction in the company.
Keywords:motivation, motivational factors, reward, financial rewards, non-financial rewards, motivation and reward analysis in business Foto Tabor in Print Division


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