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Title:ANALIZA MOTIVIRANOSTI ZAPOSLENIH V PODJETJU "X"
Authors:ID Zamuda, Aleš (Author)
ID Uršič, Duško (Mentor) More about this mentor... New window
Files:.pdf VS_Zamuda_Ales_2012.pdf (997,22 KB)
MD5: 3859C80D81CF0B856CC79845BF83CB27
PID: 20.500.12556/dkum/3f71da02-9502-4570-bd3c-80c4c729791b
 
Language:Slovenian
Work type:Final seminar paper
Typology:2.11 - Undergraduate Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:V času krize najpogosteje omenjajo krizo v gradbeništvu in avtomobilski industriji. Opazovano podjetje spada v avtomobilsko dejavnost, zato je motiviranost zaposlenih velikega pomena. V diplomskem seminarju smo analizirali motiviranost zaposlenih v podjetju »x«. Cilji v teoretičnem delu so bili spoznati pomen motivacije in motiviranosti, predstaviti vlogo menedžerja pri motiviranju zaposlenih, spoznati motiviranje zaposlenih v času krize ter predstaviti motivacijske dejavnike. V praktičnem delu smo se osredotočili na naslednje cilje: spoznati in analizirati motiviranost zaposlenih v podjetju »x«, spoznati vlogo menedžerjev pri motiviranju zaposlenih v obravnavanem podjetju in podjetju »x« oziroma njegovim menedžerjem predlagati izboljšave na področju motiviranosti zaposlenih. Tako teoretiki kot praktiki poudarjajo, da so motivirani in zadovoljni delavci eden od ključnih dejavnikov, ki pripomorejo k temu, da podjetje uspe v tem konkurenčnem in kriznem času. Menimo, da je pri motivaciji zelo pomembno razmišljanje in sama motiviranost vodje. Dovolj motiviran vodja, ki je sam motiviran za delo in doseganje ciljev, bo sposoben najti tiste motivacijske dejavnike, ki bodo pozitivno vplivali na njegove zaposlene. Pomembno je, da vodja oziroma tisti, ki želi motivirati, pozna tri področja, in sicer potrebe oziroma pričakovanja ljudi, temperament ljudi in psihologijo vsakega posameznika. Šele ko veš, kakšni so zaposleni, lahko začneš razmišljati o tem, kateri motivacijski dejavniki so za katerega oziroma katero skupino ljudi potrebni. Z enakim pristopom bomo pri dveh različnih ljudeh lahko naleteli na povsem drugačen, včasih celo popolnoma nasproten odziv. Pomembno je, da vodje poznajo tehnike motiviranja. Motivirani zaposleni delajo z veseljem, imajo občutek, da so pomembni za podjetje, in se pri delu maksimalno potrudijo. Različne raziskave so pokazale, da naj bi bila najpomembnejša motivacijska dejavnika osebni dohodek in zanimivo delo. V času krize moramo biti še posebej pozorni na vodenje z zgledom in dvosmerno komunikacijo. Zakaj ljudje oziroma zaposleni s približno enakimi sposobnostmi ne dosegajo vsaj približno enakih ciljev? Po mnenju teoretikov in praktikov je eden od pomembnejših dejavnikov prav v motivaciji. Motivacijske teorije nam pomagajo razumeti določene elemente, nobena od predstavljenih teorij pa nam ne more pojasniti, zakaj se ljudje oziroma zaposleni odzovejo na toliko različnih načinov. V praktičnem delu smo se omejili na analizo motiviranosti v podjetju »x« Raziskava je pokazala, da so zaposleni v podjetju »x« v povprečju motivirani za delo. Podrobna analiza pa je odkrila področja, kjer so še rezerve. Zaposleni v opazovanem podjetju največji pomen med motivacijskimi dejavniki pripisujejo plači, nato pa delovnim razmeram. Pri zaposlenih je najbolj izražen motiv po delu v skupini, nato mu z enako povprečno oceno sledita motiv po medsebojnem razumevanju in vpliv po moči, na tretjem mestu je motiv po osebnem razvoju, na zadnjem mestu pa motiv po dosežkih.
Keywords:motivacija, motiviranje zaposlenih, motivacijski dejavniki, demotivacija zaposlenih, motivacijske teorije, raziskava, kriza, avtomobilska industrija, menedžerji, zaposleni, Maslowa teorija, Herzbergova motivacijska teorija, ekonomska teorija motivacije
Place of publishing:Žihlava
Publisher:[A. Zamuda]
Year of publishing:2012
PID:20.500.12556/DKUM-38374 New window
UDC:331.1
COBISS.SI-ID:11372060 New window
NUK URN:URN:SI:UM:DK:V3DJLMY0
Publication date in DKUM:27.03.2013
Views:3839
Downloads:468
Metadata:XML DC-XML DC-RDF
Categories:EPF
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Secondary language

Language:English
Title:ANALYSIS OF THE MOTIVATION OF EMPLOYEES IN THE COMPANY »X«
Abstract:In times of crisis, most commonly referred to is the crisis in the construction industry and the car industry. The observed enterprise belongs in the automotive industry; therefore the motivation of the employees is of great importance. In this diploma paper we analyzed the motivation of employees in the company "x". Objectives in the theoretical part were to know the importance of motivation, to present the role of the manager in the process of motivating employees, learn about motivation of employees in times of crisis and introduce motivational factors. In the practical part we focused on the following objectives: to know and analyze the motivation of employees in the company "x", to recognize the role of managers in motivating the employees in the company being analyzed as well as motivating employees in the company "x" and nevertheless to propose improvements in the field of motivation of employees to their managers. Defenders of the theory as well as practitioners emphasize that motivated and satisfied employees are one of the key factors that contribute to the success of a company in this competitive times and times of crisis. We believe that in motivation thinking is very important as well as the motivation of the leader. Sufficiently motivated leader, who is motivated to work and achieve the objectives, will be able to find those motivational factors that will consequently have a positive impact on the employees. It is important that the leader or those who want to motivate are familiar with three areas, namely the needs or expectations of the people, the temperament of the people and the psychology of each individual. Only when you know what the employees are like, you can start to think about what motivational factors are needed for an individual or a group of workers. With the same approach at two different individuals we may encounter a completely different, sometimes even completely opposite response. It is important that managers know the techniques of motivation. Motivated employees work with joy, have the feeling that they are important to the company, and do their best at work. Various studies have shown that the most important motivational factor should be the personal income and interesting work. In a time of crisis, we need to be especially vigilant in leadership by showing a good example and two-way communication. Why do people or employees with about the same skill level not achieve at least approximately the same goals? According to theoreticians and practitioners one of the major factors is motivation. Motivational theories help us understand certain elements; none of the presented theories however can explain why people or employees respond in so many different ways. In the practical part we were limited to an analysis of the motivation in the company "x". The survey showed that employees in the company "x" are averagely motivated to work. A detailed analysis showed the areas where there are still reserves. Employees in the same company put the greatest emphasis among all the motivational factors on salary, and then work situations. In the case of employees the mostly expressed is the motif of the team work, followed by the design of the mutual understanding and the impact of power with the same average assessment on the third place is the motif of the personal development, however, the motif of the achievements coming in last.
Keywords:motivation, motivating employees, motivating factors, de-motivating employees, motivational theories, research, crisis, the automotive industry, managers, employees, Maslow theory, Herzberg motivational theory, economic theory of motivation.


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