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Title:ORGANIZACIJSKA KLIMA V VRTCU VELENJE - ENOTA VRTILJAK
Authors:ID Pungartnik, Darja (Author)
ID Miglič, Gozdana (Mentor) More about this mentor... New window
Files:.pdf VS_Pungartnik_Darja_2011.pdf (3,39 MB)
MD5: BE74CA7A64B48105FD0B2C0B2CDAD3AE
PID: 20.500.12556/dkum/d4c8a4c9-c0ae-4f87-95a8-6e5eb2a2e7ec
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Organizacijska klima predstavlja način, kako zaposleni razumejo sistem v organizaciji. Motivirani in zadovoljni zaposleni so danes tisti dejavnik, ki uspešne organizacije loči od manj uspešnih. Za vsako podjetje je zelo pomembna dobra organizacijska klima in zadovoljstvo zaposlenih. Ljudje, ki se med seboj razumejo, verjamejo v podjetje, so mu zvesti in imajo zato željo biti uspešnejši. Tisti zaposleni, ki so zadovoljni in motivirani, prinašajo pozitivno poslovanje in z opravljanjem nalog uresničujejo cilje organizacije in vplivajo na učinkovitost. V teoretičnem delu diplomske naloge smo predstavili pojem organizacijske klime ter njene apriorne dimenzije. Cilj diplomskega dela je bil opredeliti organizacijsko klimo, njene dimenzije ter klimo v konkretni organizaciji. Posluževali smo se različnih metod in tehnik raziskovanja. V prvem teoretičnem delu naloge smo se naslonili na zbiranje in študije relativnih virov ter literature s področja organizacijske klime, ravnanja z ljudmi itd. Pri raziskavi oziroma preučevanju organizacijske klime smo uporabili anonimni vprašalnik. Skozi anketiranje smo odgovorili predvsem na raziskovalna vprašanja, ki so se dotikala motiviranosti in zavzetosti zaposlenih, možnosti za napredovanje, notranjih odnosov v organizaciji in možnosti za nadaljnje izobraževanje in usposabljanje, ter zadovoljstva z vodenjem in nagrajevanjem. Anketna raziskava nam je pokazala rešitev v obliki priznavanja neizčrpnih rezerv zaposlenih in poudarjanje njihove koristnosti. Prav tako se velik pomen pokaže v postavitvi sistema napredovanja – glede na delovno uspešnost in njegovega doslednega izvajanja. Odprava negativne hierarhije prinaša izgradnjo prave komunikacije z vodji. S spodbujanjem sodelovanja in ohranjanjem enakosti med zaposlenimi lahko izboljšamo notranje odnose. Področje strokovne usposobljenosti in učenja sledi možnostim izobraževanja in usposabljanja v okviru delovnega časa in odkrivanju tihih znanj. Vodenje je naravnano predvsem k zaščiti, podpori in pomoči zaposlenim, kar postavlja v ospredje demokratično vodenje in odpravlja avtoritativno. Nagrajevanje dodatno vzpodbuja odličnost zaposlenih na delovnem mestu, zato je smiselna dodelitev plač glede na prispevek posameznika. Z analizo rezultatov raziskave smo ugotovili, kako zaposlenim omogočiti uresničiti pomembne osebne potrebe, ki bodo dejansko »osmišljevale« delo posameznika in bodo v skladu z organizacijskimi potrebami.
Keywords:organizacijska klima merjenje klime motivacija poistovetenje z organizacijo
Place of publishing:Maribor
Year of publishing:2011
PID:20.500.12556/DKUM-20651 New window
COBISS.SI-ID:6956307  New window
NUK URN:URN:SI:UM:DK:EMVQSKJX
Publication date in DKUM:21.12.2011
Views:3027
Downloads:240
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:ORGANIZATIONAL CLIMATE IN KINDERGARTEN VELENJE - ORGANIZATIONAL UNIT VRTILJAK
Abstract:Organizational climate presents the way, how the employees understand the system in the organisation. Motivated and satisfied employees are the key factor today that separates successful organizations from the less successful one. It is very important for every company to have a great organizational climate and satisfied employees. People that have good working relationships, believe in the company, are loyal and therefore wish to be successful. The employees that are satisfied and motivated deliver positive results and with good performance of the tasks realise the objectives of the organization and affects the efficiency of the organization. In the theoretical part of the thesis, we presented the concept of organizational climate and its a priori dimensions. The aim of thesis was to identify organizational climate, its dimensions and climate in a particular organization. We resorted to various methods and techniques of research. In the first, theoretical part, of the thesis we have relied on the collection and studies of the relative sources and literature from the field of the organisational climate, treatment of the employees, etc. During the research, or should we say during the study of the organisational climate, we restored to anonymous questionnaire. Through the interviews we responded primarily to the research questions that were including motivation and the commitment of the employees, career opportunities, internal relations inside of the organisation, possibility for further education and training and also satisfaction with management and rewarding of the employees. Survey research has shown us the solution in the form of recognition of exhaustive reserves of the employees and enhancing their usefulness. It also shows the importance in setting up the system of promotion – regardless to the job performance and its consistent implementation. Elimination of the negative hierarchy delivers the construction of true communication with leaders. By encouraging and maintaining equality among the employees, we can improve internal relations. Area of expertise and learning is following possibilities of education and training in terms of working hours and discovering the silent knowledge. Leadership is primary oriented towards protection, support and helping the employees. All that brings upfront democratic leadership and eliminates the authoritative one. Rewarding the employees encourages their excellence at workplace; therefore it makes sense to increase the salary doe to the contribution of the individual. By analysing the survey results, we established how to enable important personal needs for the employees that will “make sense” for the work that is done by individual and they will be in line with organisational needs.
Keywords:organizational climate measuring of the climate motivation identification with the organization


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