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Title:MOTIVACIJA ZA USTVARJALNO DELO V KOVINSKO PREDELOVALNI INDUSTRIJI NA PODROČJU PODRAVJA
Authors:ID Filipović, Mario (Author)
ID Miglič, Gozdana (Mentor) More about this mentor... New window
Files:.pdf UNI_Filipovic_Mario_2013.pdf (1,39 MB)
MD5: 0528DBD6945B7253A6517DED23CA2C12
PID: 20.500.12556/dkum/6c9f7bb3-647c-4bee-a646-d73550e56ce6
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:V teoretičnem delu diplomske naloge smo se najprej dotaknili preučevanja pojmov motivacija in motiviranje. Nato je sledilo poglavje, namenjeno spoznavanju motivacijskih teorij in ustvarjalnega dela. Tako smo opredelili Maslowo teorijo potreb, Herzbergovo dvofaktorsko motivacijsko teorijo, ter bistvene razlike in podobnosti med njima. Nato smo preučili še Hackman-Oldhamov model obogatitve dela, Leavittovo in Likertovo motivacijsko teorijo, ter Douglas McGregorjevo teorijo X in Y. Sledilo je četrto poglavje namenjeno preučevanju metod, namenjenih spodbujanju ustvarjalnosti pri delu. Tako smo spoznali naslednje metode: iskrenje misli – brainstorming, zapisovanje idej – brainwriting pool, metoda 6-3-5, delfi metoda, sinektika ter tehniki »med dvema ognjema« in »tehniko bisociranja«. V empiričnem delu naloge je osrednji del je predstavljala kvantitativna raziskava, katere osrednji problem je bila raziskava soočanja zaposlenih v kovinsko predelovalni industriji podravske regije z motivacijo za ustvarjalno delo. V raziskavi je sodelovalo 102 anketiranih, ki so zaposleni v prav tolikšnem številu različnih podjetjih kovinsko predelovalne industrije na področju Podravja. Izvedena raziskava je nudila osnovo za preverjanje hipotez in podajanje sklepnih ugotovitev. Podjetja v kovinsko predelovalni industriji Podravja uporabljajo podporne aktivnosti in sredstva, namenjena spodbujanju ustvarjalnosti, in sicer z izvajanjem sestankov, namenjenih spoznavanju problemov in iskanju morebitnih rešitev. Za spodbujanje timskega dela pa se uporablja timsko ustvarjalno delo ter zapisovanje idej. Po ocenah anketiranih je ustvarjalnost na srednjem nivoju. Pri načinu vodenja se vodje v podjetjih v največji meri poslužujejo združevalnega stila vodenja. Anketiranci so srednje ustvarjalni, največjo spodbudo za ustvarjalnost jim predstavljajo materialne in nematerialne nagrade. Raziskava opozarja na to, da preučevana podjetja ne izrabijo v največji meri njihovega ustvarjalnega potenciala. Ključne ugotovitve, ki izhajajo iz preverjenih hipotez, so, da prejemanje visokega osebnega dohodka ne predstavlja zaposlenim v kovinsko predelovalni industriji najpomembnejšega motivacijskega dejavnika, ampak jih najbolj motivira zadovoljstvo s samim delom. Ob tem smo ugotovili, da obstaja pozitivna povezanost med motivacijo zaposlenih ter njihovo ustvarjalnostjo. Zanimiva je tudi ugotovitev, da se dejavniki, ki spodbudno vplivajo na ustvarjalnost, razlikujejo glede na delovno mesto zaposlenih, ter da se dejavniki, ki ovirajoče vplivajo na ustvarjalnost, ne razlikujejo glede na delovno mesto zaposlenih. Na podlagi hipotez smo potrdili tudi to, da je združevalni stil vodenja pozitivno povezan z ustvarjalnostjo.
Keywords:Motivacija, motiviranje, motivacijska teorija, ustvarjalnost pri delu, spodbujanje ustvarjalnosti pri delu.
Place of publishing:Maribor
Year of publishing:2013
PID:20.500.12556/DKUM-40273 New window
COBISS.SI-ID:7185939 New window
NUK URN:URN:SI:UM:DK:K9IVSJXA
Publication date in DKUM:15.07.2013
Views:2204
Downloads:155
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:MOTIVATION FOR CREATIVE WORK IN METAL PROCESSING INDUSTRY IN PODRAVJE REGION
Abstract:In the theoretical part of the diploma paper, the concepts of motivation and motivating were first addressed. The following chapter was intended for learning about motivational theories and creative work. Therefore Maslow’s Hierarchy of Needs and Herzberg’s Two Factor Theory were defined and the significant differences and similarities between them were studied. Further Hackman & Oldham’s Job Characteristics Model, Leavitt’s and Likert’s motivational theory and Douglas McGregor’s theory X and theory Y were also analyzed. The fourth chapter was intended for analyzing the methods designed to encourage creativity at work. Thus, the following methods were examined: brainstorming, brainwriting pool method 6-3-5, Delphi method, synectix and the technique of “contrary opinion” and technique of »bisociation«. The focus of the empirical part of diploma paper was given on the quantitative survey, whose main problem was based on employees in the metal processing industry in Podravje region and their motivation for creative work. The survey involved 102 respondents who are employed in the same number of different companies dealing with metal processing industry in Podravje region. The implemented survey provided a basis for the verification of hypotheses and conclusions. Support actions and resources are used in companies in the metal processing industry in Podravje region and are designed to encourage creativity through the implementation of meetings aimed at learning about the problems and finding possible solutions. Team creative work and ideas are used for promoting teamwork. According to the estimates given by the respondents the creativity level is medium. The manner in which leaders conduct their business is considered to be of joint leadership style. Respondents' creativity level is medium, the biggest motivation for creativeness are tangible and intangible rewards. The survey points out that analyzed companies do not exploit their creative potential to the maximum extent. The key findings arising from the verified hypotheses are that receiving a high personal income is not the most important motivational factor for employees in the metal processing industry; the most important factor for them is the satisfaction with the work itself. Furthermore, the survey shows a positive relationship between the employees’ motivation and their creativity. It is also interesting to note that the factors that encourage creativity vary depending on the position of employees, and that the factors that hinder creativity do not vary depending on the position of employees. On the basis of hypotheses it has successfully been confirmed that joint leadership style is positively associated with creativity.
Keywords:Motivation, motivating, motivational theory, creativity at work, encouragement of creativity at work.


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