MOTIVACIJA ZA USTVARJALNO DELO V PODJETJU VOC CELJE D.D.

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Title:	MOTIVACIJA ZA USTVARJALNO DELO V PODJETJU VOC CELJE D.D.
Authors:	ID Dolšina, Saša (Author) ID Mayer, Janez (Mentor) More about this mentor...
Files:	VS_Dolsina_Sasa_2012.pdf (2,32 MB) MD5: 00B94E45A176C0DEE3B812F5CFB7D871 PID: 20.500.12556/dkum/0dce14de-8a40-44cb-b454-4f1df2dc6597
Language:	Slovenian
Work type:	Undergraduate thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V diplomskem delu sem predstavila motivacijske dejavnike, ki vplivajo na ustvarjalnost posameznika ali skupin. Spoznala sem, da se ustvarjalnost v spodbudnem okolju lahko razvija, spodbuja ali zavira. Pri tem imajo bistveno vlogo vodje, ki zelo vplivajo na samomotivacijo posameznika ali skupin. Motivacijo, ki deluje v človeku kot notranji spodbujevalec, lahko spodbudimo s pravilnim pristopom in nagrajevanjem. V praktičnem delu diplome, sem proučevala motivacijske dejavnike za ustvarjalnost v gradbenem podjetju Voc Celje d.d. Na podlagi podeljenega anketnega lista sem vprašanja najprej analizirala s statističnim programom SPSS ter na podlagi hipotez oblikovala predloge za spremembe v omenjenem podjetju. Rezultati so pokazali, da v podjetju Voc Celje d.d. prevladujejo relativno dobri pogoji za ustvarjanje in pozitivno vzdušje, ne glede na gospodarsko krizo, ki očitno ni imela večjega vpliva na ustvarjalnost zaposlenih. Večja populacija zaposlenih se je izkazala za ustvarjalne posameznike ali predlagatelje koristnih idej. Nagrajevanje v podjetju je še kar zadovoljivo. Zaposleni so za svoj prispevek nagrajeni, vendar je nagrada včasih premajhna ali napačna. Največja blokada pri ustvarjalnosti v podjetju je stres na delovnemu mestu, najmanjša pa strah pred napako. Pri razmerah za ustvarjalnost se je pokazalo, da je zaposlenim najbolj pomemben lasten interes, najmanj pa proces izboljšav. Z vodstvom so zaposleni zadovoljni, saj so dovolj odprti za predlagane ideje, vendar pogrešajo več aktivnega sodelovanja pri nadaljnjem razvoju predlaganih idej. Prav tako so zaposleni mnenja, da je pretok informacij med njimi in vodstvom preslab.
Keywords:	motiviranje, ustvarjalni proces, človeški viri, inovativnost, nagrajevanje zaposlenih
Place of publishing:	Maribor
Year of publishing:	2012
PID:	20.500.12556/DKUM-22303
COBISS.SI-ID:	7052819
NUK URN:	URN:SI:UM:DK:ZDNYZZLH
Publication date in DKUM:	20.08.2012
Views:	2805
Downloads:	174
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	MOTIVATION FOR CREATIVE WORK IN VOC CELJE D.D. COMPANY
Abstract:	In my final thesis I presented the motivation factors which affect creativity of an individual or a group. I have come to a conclusion that in a creative environment creativity can be developed, encouraged or hold back. In this process, the leaders have a very important role as well as a great affect on an individual or a group. I have discovered that motivation, as a person’s inner trigger, can be encouraged by the right approach and rewarding. In the empirical part of my thesis I did an empirical study of motivation factors which encourage creativity, in the Voc Celje d.d. construction company. Based on the survey which I carried out in the company I analyzed the answers to the questions with the help of the SPSS statistics program. Due to the results, I have also made a list of possible innovating changes for the company. The results have shown that the conditions which encourage creativity in the Voc Celje d.d. company are relatively good, as well as the atmosphere in general. The economy crisis hasn’t had a bigger influence on the company and its employees. A lot of employees have proven to be very creative and have suggested a list of practical ideas. The rewarding in the company is fairly satisfying. The employees are rewarded for their contributions, although the reward is sometimes too small or wrong. The biggest obstacle in creativity of the employees is stress at work and the smallest is fear from making mistakes. The results have also shown that the employees value their own interest the most and the process of improvement the least. The employees, however, are satisfied with the leadership of the company as they are open enough for new suggestions and ideas. They do, nevertheless, miss more active cooperation with the further development of the suggested ideas and a better flow of information between them and the leadership.
Keywords:	motivation, creativity processes, human resources, innovation, employees rewarding

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