MOTIVACIJA ČLOVEŠKIH VIROV

Todorić, Danijela

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Title:	MOTIVACIJA ČLOVEŠKIH VIROV
Authors:	ID Todorić, Danijela (Author) ID Miglič, Gozdana (Mentor) More about this mentor...
Files:	VS_Todoric_Danijela_2012.pdf (3,63 MB) MD5: A1F51B42F6B9D56412A86AD6E5F634BF PID: 20.500.12556/dkum/495b1d67-b85e-4af5-a8fa-44e1c0a0d769
Language:	Slovenian
Work type:	Undergraduate thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Motivacija je področje, ki je na področju upravljanja s človeškimi viri vselej zanimivo in aktualno, še posebej v trenutni gospodarski krizi. Podjetja iščejo vse razpoložljive možnosti, kako biti konkurenčna na trgu. Okolje, v katerem poslujejo, jim je vedno manj naklonjeno. V nalogi smo prikazali pomembnost motivacije, njene učinke in možnosti njene uporabe, saj smo mnenja, da so prav zaposleni tisti dejavnik v podjetju, kjer so podjetja lahko še uspešnejša. Predstavili smo nekaj najpogostejših motivacijskih teorij in pokazali, kako lahko z različnimi načini vodenja vplivamo na motivacijo in zadovoljstvo zaposlenih, ter navedli tudi nekaj teoretičnih spoznanj o nagrajevanju in uspešnosti. Z anketnim vprašalnikom smo prišli do konkretnih podatkov, kaj je zaposlenim pri delu najbolj (najmanj) pomembno in s čim so najbolj (najmanj) zadovoljni. Rezultate raziskave smo analizirali in primerjali z rezultati raziskave Society for human resource management (SHRM) Employee job satisfaction iz leta 2009. Potrdilo se je, da je plača univerzalen motivacijski dejavnik, le da so v naši raziskavi zaposleni veliko manj zadovoljni z njo kot v raziskavi Society for human resource management (SHRM). Najbolj zaskrbljujoče je dejstvo, da so zaposleni od vseh dejavnikov najmanj zadovoljni s plačo, ki so jo po pomembnosti uvrstili med najpomembnejše dejavnike. Sklepamo, da so zaposlenim v naši raziskavi pomembnejši dejavniki, povezani z zadovoljevanjem nižjih, osnovnejših potreb, in da dejavnikom, povezanim z višjimi potrebami, ne pripisujejo velike pomembnosti, zato jih bo s temi tudi veliko težje motivirati.
Keywords:	motivacija, vodenje, čustva, nagrajevanje, učinkovitost, zadovoljstvo
Place of publishing:	Maribor
Year of publishing:	2012
PID:	20.500.12556/DKUM-23057
COBISS.SI-ID:	7038739
NUK URN:	URN:SI:UM:DK:WSUJ3K7J
Publication date in DKUM:	07.08.2012
Views:	1810
Downloads:	197
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	HUMAN RESOURCES MOTIVATION
Abstract:	Motivation is an area in human resources management, that is always interesting to observe, especially in the current global economic crisis. Companies worldwide are trying to find ways how to be competitive in the market, though business environment is not in their favor. In our work, we have shown the importance of motivation, its effects and possibilities of its use. In our opinion the employees are the business factor where companies can be more effective. We have listed some of the most common motivation theories and also how we can affect motivation and employee satisfaction with different ways of leading. We have presented some theoretic discoveries about rewarding and efficiency. We have conducted a survey about importance and satisfaction of particular working factors and stressed the most (least) important ones and the ones that employees were most (least) satisfied with. We have compared the results with those from 2009 Society for human resource management (SHRM) survey, where possible. The results have confirmed the fact, that compensation is an universal motivator and showed that in our survey, employees were far less satisfied with this factor than employees in the SHRM survey. The fact, that of all working factors, employees in our survey were least satisfied with compensation, is particularly concerning. Especially if we know, they have ranked this same factor very high on second place, by importance. We can conclude that employees in our survey are more concerned with satisfying lower, basic needs, we can see that from the high importance of some working factors (compensation, security) and that they don't care much about the working factors connected with satisfying higher needs, therefore it will be much more difficult to motivate them with these factors.
Keywords:	motivation, leadership, emotions, rewarding, efficiency, job satisfaction

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