Management in organizacijska klima v socialnih organizacijah

Kirevnina, Nataliya

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Title:	Management in organizacijska klima v socialnih organizacijah
Authors:	ID Kirevnina, Nataliya (Author) ID Vukovič, Goran (Mentor) More about this mentor...
Files:	MAG_Kirevnina_Nataliya_2013.pdf (1,71 MB) MD5: 2D532337CE29076DC7FDD7138DD0087A PID: 20.500.12556/dkum/749462be-3a25-47f2-9c24-238da8b67224
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	FZV - Faculty of Health Sciences
Abstract:	Uvod: Organizacijska klima je upravičeno predmet številnih raziskav, pa tudi eden teţko razumljivih pojmov v managementu. Ne moremo je ustvariti, lahko le spremenimo tiste dejavnike, ki vplivajo na to, kako organizacijsko klimo doţivljajo posamezniki v določeni organizaciji. Z raziskavo smo ţeleli ugotoviti, ali organizacijska klima vpliva na zadovoljstvo zaposlenih in kakšna je njihova vloga pri definiranju razpoloţenja v obravnavani organizaciji. Med cilji raziskave v magistrski nalogi je bila ugotovitev morebitne povezave med zaupanjem in odnosi v organizaciji X ter v tem kontekstu med vodenjem in zadovoljstvom zaposlenih. Prav tako smo ţeleli ugotoviti morebitno povezavo med učinkovitostjo organizacije X in zavzetostjo njenih zaposlenih pri delu ter katere dimenzije organizacijske klime slabo vplivajo na celotno klimo organizacije X. Metode: V prvem delu naloge smo podali teoretične osnove, prišli do spoznanj, potrebnih za oblikovanje predlogov rešitev ob hkratnem upoštevanju rezultatov empiričnega dela magistrske naloge, kjer je bila z ustreznimi statističnimi metodami raziskana organizacijska klima v organizaciji X. Uporabljena sta bila programa EXCEL in SPSS, v okviru katerega smo uporabili: Pearsonov koeficient korelacije, faktorsko analizo in analizo variance. Uporabljen je bil standarden vprašalnik, ki se uporablja pri raziskavi SiOK, s pomočjo katerega smo v raziskavo zajeli 130 posameznikov organizacije X. Rezultati: Rezultati raziskave so pokazali, da organizacijska klima vpliva na zadovoljstvo zaposlenih, ki lahko s svojo zavzetostjo pri delu prispevajo k iii učinkovitosti obravnavane organizacije. Prav tako je bilo ugotovljeno, da večje kot bo zaupanje med zaposlenimi, boljši bodo medsebojni odnosi. V nalogi smo opredelili tudi štiri najslabše ocenjene dimenzije organizacijske klime in dokazali, da je zadovoljstvo zaposlenih z delom povezano z ravnanjem neposredno nadrejenih. Sklep: V sedanjem kriznem času postaja organizacijska klima pomemben dejavnik uspeha organizacije, kajti pomembna ugotovitev je, da sta organizacijska klima in zadovoljstvo zaposlenih tesno prepletena. Velik del odgovornosti za dobro razpoloţenje v organizaciji nosijo vodje, vendar se je potrebno zavedati, da organizacijsko klimo oblikujejo vsi zaposleni.
Keywords:	management, nepridobitna organizacija, organizacijska klima, organizacijska kultura
Place of publishing:	Maribor
Publisher:	[N. Kirevnina]
Year of publishing:	2013
PID:	20.500.12556/DKUM-40285
UDC:	658(043.2)
COBISS.SI-ID:	1906596
NUK URN:	URN:SI:UM:DK:Y9JJRKHC
Publication date in DKUM:	06.08.2013
Views:	1946
Downloads:	409
Metadata:
Categories:	FZV
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Secondary language

Language:	English
Title:	Management and organizational climate in social organizations
Abstract:	Introduction: The organizational climate is, justifiably, a subject of numerous researches, but it is also one of the most difficult subjects in management to understand. It can not be created, we can only change those factors that have an effect on the experiences of individual in a certain organization. The purpose of the research was to establish if there is a connection between organizational climate and employee's satisfaction and what is their role when defining temper in the organization defined. The goals of the research were, among others, to establish eventual connections between trust and relations in the X organization and, in this context, between management and employee satisfaction. We also wanted to establish if there is a connection between effectiveness of the organization X and employee's working occupation and which are the dimensions of the organizational climate that have a negative impact on the whole climate in the organization X. Methods: In the first part the thesis we set the theoretical basis and came to cognition of proposals of solutions while, at the same time, considering the results of the empirical part of the Master's thesis. The empirical part of the thesis presents organizational climate, statistically proven, in the organization X. Programs EXCEL and SPSS were used, and Pearson's correlation coefficient, factor analysis and variance analysis were performed. A standardised SiOK questionnaire was used in the sample of 130 employees. Results: The results of the research have shown that organizational climate has an impact on employee's satisfaction. Effectiveness of the organization is enlarged with v employee's working occupation. We have also proved that there is an interrelation between employee's relations and trust. We also determined four of the worst valued dimensions of the organizational climate and have proven that the employee's satisfaction is interrelated with direct management. Conclusion: In the crisis nowadays organizational climate is an important factor of success of the organization as the fact that organizational climate and employee's satisfaction are being strongly connected is very important. A huge part of the responsibility fot the good temper is on managers, but we have to be aware of the fact that all of the employee's are the creators of the organizational climate.
Keywords:	management, unprofitable organizations, organizational cilmate, organizational kulture

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