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Title:MOTIVIRANJE IN NAGRAJEVANJE ZAPOSLENIH V PODJETJU X
Authors:ID Barlič, Andrej (Author)
ID Miglič, Gozdana (Mentor) More about this mentor... New window
Files:.pdf VS_Barlic_Andrej_2015.pdf (809,61 KB)
MD5: 33CF35026576AC94A5CBBC78B7B32983
 
Language:Slovenian
Work type:Bachelor thesis/paper
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Imeti motivirane, zadovoljne in zavzete zaposlene ter hkrati uspešno dosegati cilje podjetja je želja tako zaposlenih kot vodstva podjetja. Zavzeti in motivirani zaposleni bodo polni energije, zagnanosti in predanosti podjetju, dosegali bodo le najboljše rezultate. Področje raziskave diplomskega dela je motiviranje in nagrajevanje zaposlenih v podjetju X, ki je stvarno podjetje. V teoretičnem delu smo opredelili motivacijo in motivacijske dejavnike. Izpostavili in podrobneje opredelili smo nagrajevanje zaposlenih. V empiričnem delu diplomskega dela smo izvedli raziskavo o motiviranju in nagrajevanju zaposlenih v podjetju X. Namen diplomskega dela je izpostaviti, kako pomembno je motiviranje in nagrajevanje zaposlenih v današnjem poslovnem svetu. Cilj diplomskega dela je bil analizirati, kako so zaposleni zadovoljni s trenutnim sistemom nagrajevanja in katerim dejavnikom pripisujejo prednost, ter podati predloge za izboljšave. Izsledki raziskave so pokazali, da so plača in ostale denarne nagrade najpomembnejši motivator. Zaposleni so nezadovoljni s sistemom nagrajevanja. Več pozornosti bo treba posvetiti variabilnemu delu plače, katerega višina naj bo sorazmerna z uspešnostjo pri delu. Medsebojni odnosi med zaposlenimi so dobri, medtem ko so z razvojem kariere in napredovanjem nezadovoljni. Prisotna je nizka stopnja pripadnosti in zavzetosti, ki je posledica nezadovoljstva z nagrajevanjem. Prvi korak k spremembam je v izobraževanju vodij, saj nimajo dovolj znanja in veščin za učinkovito motiviranje zaposlenih. Treba je uvesti redne letne razgovore, kjer bodo tako zaposleni kot vodje uskladili svoja pričakovanja in cilje. Zaposleni pogrešajo pohvale, s katerimi bi vodje prav tako dosegli odlične motivacijske učinke.
Keywords:motivacija, nagrajevanje, motivacijski dejavniki, zadovoljstvo, zavzetost, plača, vodenje
Place of publishing:Maribor
Year of publishing:2015
PID:20.500.12556/DKUM-55088 New window
COBISS.SI-ID:7502611 New window
NUK URN:URN:SI:UM:DK:TRZMVCMP
Publication date in DKUM:21.12.2015
Views:2894
Downloads:440
Metadata:XML DC-XML DC-RDF
Categories:FOV
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Secondary language

Language:English
Title:MOTIVATION AND REWARDING OF EMPLOYEES IN THE COMPANY X
Abstract:Having motivated, satisfied and engaged employees and at the same time successfully achieving corporate goals is the desire of both, employees and company management. Engaged and motivated employees will be full of energy, enthusiasm and dedication to the company, and they will achieve the best results. The research field of the thesis is motivation and rewarding the employees in company X, which is a real company. In the theoretical part we defined motivation and motivational factors. We highlighted and specified rewarding of the employees. In the empirical part of the thesis, we carried out a research on motivating and rewarding the employees in the company X. The purpose of the thesis is to stress the importance of motivating and rewarding employees in today's business world. The aim of the thesis is to analyze how satisfied are the employees with the current system of rewarding and which factors they attach priority, and give suggestions for improvement. The research results have shown that the salary and other financial rewards are the most important motivator. The employees are dissatisfied with the system of rewarding. More attention should be paid to the variable part of the salary, the amount of which should be proportionate to the performance of the work. Mutual relations among employees are good, but they are not satisfied with career development and promotion. Their level of loyalty and commitment is low as a result of dissatisfaction with rewarding. The first step towards changes is to educate the leaders, since they do not have enough knowledge and skills to effectively motivate the employees. They should introduce regular annual interviews, where the employees as well as the leader will align their expectations and goals. The employees feel the lack the praise that would also enable leaders to achieve excellent motivational effects.
Keywords:motivation, rewarding, motivational factors, satisfaction, engagement, salary, management


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