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Title:ORGANIZACIJSKO VZDUŠJE PRED REORGANIZACIJO V ZAVODU ZA ZDRAVSTVENO VARSTVO X
Authors:ID Jordan, Gašper (Author)
ID Miglič, Gozdana (Mentor) More about this mentor... New window
Files:.pdf UNI_Jordan_Gasper_2014.pdf (1,36 MB)
MD5: AF86D973B787603C9D2447158B23080B
 
Language:Slovenian
Work type:Undergraduate thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:POVZETEK Organizacijsko vzdušje in kultura sta elementa v organizaciji, ki sta tesno povezana z vsemi ostalimi procesi in delujočimi v organizaciji. Vsaka nova aktivnost ali dogajanje vpliva na njiju, kar se odraža na vseh ostalih področjih organizacije ter močno vpliva na zaposlene. Vzdušje v organizaciji vpliva na zaposlene, in če je vzdušje dobro, imamo zadovoljnega in motiviranega delavca, ki je motiviran in učinkovit na svojem delovnem mestu. Zelo je pomembno, da zaposleni čutijo pripadnost organizaciji in se poistovetijo z njenimi cilji. Vodilni morajo stremeti po čim večji motiviranosti zaposlenih, saj bodo delavci bolj dovzetni za uvajanje novosti, dodatnega dela in večje kakovosti dela. Temelji za dobro organizacijsko vzdušje pa so v enakopravnem in pravičnem vodenju, ki se odraža na vseh ravneh organizacije, notranje komuniciranje in informiranje med vsemi zaposlenimi ter dobri delovni odnosi v organizaciji. Ko vse to združimo v zaokroženo celoto, je organizacija sposobna sama reševati konflikte znotraj nje na pravičen način. Predmet preučevanja v diplomskem delu je bilo organizacijsko vzdušje v Zavodu za zdravstveno varstvo x. Ker je organizacija ravno pred postopkom reorganizacije, nas je zanimalo, kakšno je stanje organizacijskega vzdušja. Ugotovljeno je bilo, da je organizacijsko vzdušje na povprečnem nivoju, vendar sta dve dimenziji organizacijskega vzdušja na precej nizkem nivoju. Najbolje sta bili ocenjeni dimenziji organizacijskega vzdušja Odnos do kakovosti ter Inovativnost in iniciativnost, najslabše pa dimenziji Nagrajevanje in Razvoj kariere. Potrjene so bile tudi vse tri postavljene hipoteze, in sicer zaposleni v organizaciji x, ki so zadovoljni s svojim dosedanjim razvojem pred reorganizacijo, menijo, da imajo vsi enake možnosti za napredovanje, da so zaposleni v organizaciji x, ki so zavzeti za svoje delo, v večji meri pripravljeni na dodaten napor, kadar se to pri delu zahteva in da zaposleni, ki menijo, da ima organizacija x velik ugled v okolju, pogosteje govorijo pozitivno o njej.
Keywords:KLJUČNE BESEDE: • organizacijsko vzdušje • organizacijska kultura • zadovoljstvo z delom
Place of publishing:Maribor
Year of publishing:2014
PID:20.500.12556/DKUM-45068 New window
COBISS.SI-ID:7327251 New window
NUK URN:URN:SI:UM:DK:4JHAEXLV
Publication date in DKUM:03.09.2014
Views:1731
Downloads:153
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:ORGANIZATIONAL CLIMATE BEFORE REORGANIZATION IN THE INSTITUTE OF PUBLIC HEALTH X
Abstract:ABSTRACT Organizational atmosphere and culture are elements within the organization that are closely linked to all other processes and actors in the organization. Any new activity or development affect on them, which is reflected in all other areas of the organization with a strong impact on employees. The atmosphere in the organization affects employees, and if it is good, we have a satisfied and motivated worker who is motivated and effective in the workplace. It is very important that employees feel loyal to the organization and identify with its objectives. Leaders must strive to maximize employee motivation, because this way employees will be more receptive to the introduction of innovations, additional work and the quality of the work. The foundation for a good organizational atmosphere in an equal and fair management, which is reflected at all levels of the organization, internal communication and information among all employees and good working relationships within the organization. When you combine all this in a coherent set, the organization is capable of solving conflicts within itself in a fair way. The object of study in diploma thesis was the organizational atmosphere in the Institute of Public Health x. Since the organization is just before the procedure of reorganization, we wanted to know what is the situation of the organizational atmosphere. It has been found that the organizational atmosphere is at the average level, but there are two dimensions of the organizational atmosphere at a rather low level. The best assessed were the dimensions Attitudes towards quality and Innovation and initiative, and the worst assessed dimensions were the Remuneration and Career development. All three hypotheses were confirmed; firstly, the employees of the organization x, who are satisfied with their existing development before the reorganization, believe that all have equal opportunities for promotion, secondly, the employees of the organization x, who are dedicated to their work, are more willing to exert additional effort where the work requires it, and finally, the employees, who believe that the organization x has a high reputation in the environment, more often speak positively about it.
Keywords:KEYWORDS: • organizational climate • organizational culture • work satisfaction


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