Organizacijska klima, zadovoljstvo in spremljanje zaposlenih v organizaciji

Hirci Zadel, Urška

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Title:	Organizacijska klima, zadovoljstvo in spremljanje zaposlenih v organizaciji
Authors:	ID Hirci Zadel, Urška (Author) ID Florjančič, Jože (Mentor) More about this mentor...
Files:	MAG_Hirci_Zadel_Urska_2011.pdf (1,46 MB) MD5: ED717F1649905FE15D970FE492CF87B6 PID: 20.500.12556/dkum/cc5b87a9-835a-4343-a3a6-06a5e2ebb201
Language:	Slovenian
Work type:	Master's thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Delovno okolje se nenehno spreminja, zato je nujno prilagajanje organizacije tem razmeram. Od organizacijske klime je odvisno, kako hitro se bo organizacija uspela prilagoditi novostim. Za uspešno poslovanje organizacije je bistveno spremljanje, poznavanje in razumevanje klime. Z organizacijsko klimo ugotavljamo, kako posameznik zaznava svojo organizacijo in kako dojema možnosti in razmere za delo v njej. Pri tem je pomembno vodenje zaposlenih, saj vodje lahko z usmerjanjem v želeno smer in dobrim odnosom do sodelavcev ustvarijo pozitivno klimo. Zadovoljni in visoko motivirani zaposleni delajo bolj kakovostno, so produktivnejši in pripomorejo k večji uspešnosti organizacije, pri tem se posamezniki dobro počutijo, so spoštovani in cenjeni. Kadri so tisti, ki ustvarjajo in določajo klimo in kulturo organizacije. Za ugotavljanje zadovoljstva, učinkovitosti in uspešnosti zaposlenih ter doseganja strateških ciljev v organizacijah uporabljajo metode merjenja organizacijske klime. Empirični del naloge zajema raziskavo znotraj kadrovskega oddelka v organizaciji. V raziskavo sta bila vključena 102 anketiranca. Rezultati analize so pokazali, da zaposleni svoje delo opravljajo vestno in odgovorno. Najslabše strinjanje so izrazili v zvezi z delovnimi procesi in pravili poslovanja. S spremembo in izboljšanjem delovnih procesov, s popravljenimi in dopolnjenimi pravili bi bilo delo še kvalitetnejše. Pomembno je, da pri rednih oblikah komuniciranja z zaposlenimi vodje namenjajo več pozornosti poslanstvu, viziji, namenu in pomenu ter identiteti organizacije, v kateri skupaj z zaposlenimi povečujejo občutek zavezanosti in pripadnosti. Vsi zaposleni bi radi naredili več za organizacijo, vsi bi se radi izpopolnjevali in izobraževali, napredovali in si gradili kariero. Pri tem pa bi morali biti bolje informirani, da bi dosegali svoje cilje in cilje organizacije. Pozitiven odnos zaposlenih do organizacije se pokaže v občutku pripadnosti, jasno predstavljenih ciljih, spodbujanju samoiniciativnosti ter inovativnosti in izpostavljanju dosežkov pri delu. Zadovoljni zaposleni bodo delali bolje in učinkoviteje.
Keywords:	organizacijska klima, zadovoljstvo in pripadnost zaposlenih, izobraževanje in usposabljanje, redni letni razgovor, ključni kader
Place of publishing:	Maribor
Year of publishing:	2011
PID:	20.500.12556/DKUM-21226
COBISS.SI-ID:	6974739
NUK URN:	URN:SI:UM:DK:MW4LBKF2
Publication date in DKUM:	10.02.2012
Views:	3096
Downloads:	486
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	Organizational climate, satisfaction and monitoring employees in the organization
Abstract:	The work environment is constantly changing, so it is a necessary for the organization to adapt to this situation. How quickly the organization is able to adapt to changes depends on the organizational climate. Monitoring the organizational climate, knowledge and understanding of the climate is essential for the successful business operation of the organization. By organizational climate we research how individuals perceive their organization and how they perceive opportunities and working conditions. It is important that managers lead employees in the desired direction and good relationship to their colleagues in order to create a positive climate. Satisfied and motivated employees work better, are more productive and help enhance the performance of the organization. In such a climate individuals feel well, they are respected and valued. Human resources are the ones that create and provide climate and culture of the organization. To determine satisfaction, efficiency and effectiveness of employees and achievement of strategic objectives, organizations use methods of measuring organizational climate. The empirical part of the work includes research within a personnel department of the organization. In the research we included 102 respondents. We came to the conclusion that the employees perform their work conscientiously and responsibly. The worst agreement was expressed in respect of work process and business rules. By changing and improving work procedures and by amending and completing rules work would be performed even better. As regards regular communication with the employees it is important that the managers devote more attention to the mission, vision, purpose, meaning and identity of the organization in order to increase a sense of commitment and belonging. All employees would like to contribute more to the organization, to educate themselves and improve their knowledge, to develop and build a career. To achieve their personal goals and objectives of the organization the employees should be more informed. A positive relationship of the employees to the organization is demonstrated in the sense of belonging and loyalty, clearly communicated goals and objectives, in encouraging self- initiative and innovation and highlighting the achievements at work. Satisfied employees will work better and will be more efficient.
Keywords:	organizational climate, job satisfaction and employee loyalty, education and training, regular annual interview, the key personnel

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