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Title:MOTIVACIJA ZAPOSLENIH V PODJETJU DAVIDOV HRAM D.O.O.
Authors:ID Skopec, Dejan (Author)
ID Mayer, Janez (Mentor) More about this mentor... New window
Files:.pdf VS_Skopec_Dejan_2010.pdf (830,18 KB)
MD5: CB73732AC1216A8779D5992A901405D0
PID: 20.500.12556/dkum/b7f5c970-265b-40a9-b56c-8b1ccf993a71
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:POVZETEK V diplomski nalogi želimo ugotoviti stopnjo motiviranosti zaposlenih s posameznimi motivacijskimi dejavniki v podjetju Davidov hram, d. o. o., in predstaviti njihova stališča v zvezi s tem. Motivacija pomembno vpliva na dejanja posameznika ali skupine. Brez motiva, ki žene posameznika ali podjetje k dosegu zastavljenega cilja, slednjega ne bi dosegli. Samoumevno se nam zdi, da opravljamo določena dela oziroma naloge. Zavedati se moramo, da smo ljudje različni in da nas ženejo različni motivi, potrebe in želje. V delovnem okolju zaposleni zadovoljujejo cilje podjetja, za katere pa ni mogoče reči, da so vedno tudi cilji posameznika. Pomembno je znati te cilje približati zaposlenim in jih motivirati, da jim sledijo. Vodje morajo zaposlene informirati, jim znati prisluhniti, jih uspešno voditi ter pravočasno podkrepiti z ustrezno motivacijo, da jih zaposleni ne bodo razočarali. Podjetja žal posvečajo premalo pozornosti motivaciji, usposabljanju in načinu komuniciranja z zaposlenimi. Diplomsko delo je vsebinsko razdeljeno na dva dela. V prvem, teoretičnem, smo predstavili nekaj osnovnih pojmov, povezanih z motivacijo, vpliv dejavnikov na vrsto motivacije in nekaj motivacijskih teorij, s katerimi lažje razumemo motivacijske dejavnike, ki vplivajo na samo motivacijo. V drugem, raziskovalnem, delu diplomske naloge smo z rezultati anketnega vprašalnika, opravljenega v Davidovem hramu, d. o. o., želeli raziskati, na kako visoki ravni sta motivacija zaposlenih in njihovo zadovoljstvo ter katerim motivacijskim dejavnikom podjetje posveča premalo pozornosti. Raven motiviranosti in zadovoljstva zaposlenih nam je pokazala podobo organizacijske klime celotnega podjetja. V diplomski nalogi smo ugotovili, da je stopnja motivacije in zadovoljstva zaposlenih v podjetju Davidov hram, d. o. o., nizka, kar je posledica neugodne organizacijske klime, na katero vplivajo dejavniki, kot so: način komuniciranja in stil vodenja vodstva podjetja in vodij poslovnih enot, sistem razvoja kadrov, pričakovanja v podjetju, delovni postopki, uporaba vzpodbud, organizacija dela ter cilji in vrednote v podjetju. Tem dejavnikom je treba posvetiti več pozornosti, jih preučiti in izboljšati, kar se kaže v anketnih rezultatih in preverjanju postavljenih hipotez. Iz anketnih podatkov smo izračunali srednje vrednosti mnenj zaposlenih za posamezne motivacijske dejavnike. Srednje vrednosti so bile pri 12 motivacijskih dejavnikih nižje od naše ocenjene srednje vrednosti (µ=3). Na osnovi teh rezultatov smo morali zavrniti 12 hipotez od 13. Potrjena je bila le hipoteza: »Zaposleni se zavedajo pomena kakovosti svojega dela.« Na podlagi ugotovitev, ki smo jih pridobili v raziskovalnem delu, smo predlagali rešitve in izboljšave, ki so lahko ključ do boljših rezultatov dela in povečanja zadovoljstva vseh zaposlenih.
Keywords:Motivacija, motivacijski dejavnik, motiv, motivacijska teorija
Place of publishing:Kranj
Year of publishing:2010
PID:20.500.12556/DKUM-16156 New window
COBISS.SI-ID:6797843 New window
NUK URN:URN:SI:UM:DK:LIEYVHZQ
Publication date in DKUM:17.01.2011
Views:3464
Downloads:351
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:MOTIVATION OF EMPLOYEES IN COMPANY DAVIDOV HRAM
Abstract:ABSTRACT The thesis determines the motivation of employees with individual motivational factors in the Davidov Hram d.o.o. company and presents their views in this regard. Motivation has a significant impact on the actions of individuals or groups. Without a motive, an individual or a company wouldn't reach its objectives or targets. We must be aware that different people are driven by different motives, needs and desires. The targets of employees in the work environment don't always meet company`s objectives. It is important to be able to bring these goals to employees and motivate them to pursue them. Superiors must inform employees, must know how to listen, and run a successful and timely business underpinned by appropriate motivation to their employees. Quite often companies pay too little attention to motivation, training and how to communicate with employees. The thesis is divided into two parts. The first part is theoretical work, where we present some basic concepts related to motivation, types of impact factors of motivation and present some motivational theories, enabling them to understand the motivational factors that affect only motivation. In the second part, covering part of the thesis research, we used a questionnaire carried out in David Hram d.o.o., to explore the level of employees` motivation and satisfaction and the motivational factors to which the company pays too little attention. The level of employee satisfaction and motivation showed us the image of the organizational climate of the entire company. In this thesis, we have come to the conclusion that the level of motivation and satisfaction of employees in the Davidov Hram d.o.o. company is low as a result of the unfavorable organizational climate which is influenced by factors such as the mode of communication and leadership style of management and heads of business units, the human resource development system, expectations of the company, working procedures, the use of incentives, work organization and the objectives and values to be used in the company. These factors need more attention, they examine and improve, as reflected in the survey results and check the set of hypotheses. From the survey data, we calculated the mean value the options of individual employees to motivational factors. Mean values were at twelve motivational factors set lower than our estimated mean value (µ=3). Based on these results, we have rejected 12 out of 13 hypotheses. The only hypothesis that was confirmed was: »The employees are aware of the importance of the quality of their work.« Based on the findings that we have gained in the research work, we suggest solutions and improvements that may be the key to improving the results of the work, as well as increasing the satisfaction of all employees.
Keywords:Motivation, motivational factors, motive, motivational theory


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