Vpliv izobraževanja in usposabljanja na ustvarjalnost zaposlenih

Zorko, Tadej

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Title:	Vpliv izobraževanja in usposabljanja na ustvarjalnost zaposlenih
Authors:	ID Zorko, Tadej (Author) ID Treven, Sonja (Mentor) More about this mentor... ID Mulej, Matjaž (Comentor)
Files:	MAG_Zorko_Tadej_2016.pdf (2,54 MB) MD5: 5001D07947E7061FBC0676BA2FF2547A
Language:	Slovenian
Work type:	Master's thesis
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Uspešnost organizacij je dandanes odvisna predvsem od prilagoditve različnim spremembam v okolju. Te pa določajo nove zahteve, pred katere so poleg zaposlenih postavljene tudi organizacije, ki morajo zato postati bolj prožne, dinamične in hitro odzivne na potrebe in spremembe v okolju. Vodstva organizacij morajo tako v času globalne konkurence iskati nenehno možnosti za razvoj, s katerimi bi lahko hitreje dosegli konkurenčne prednosti. Okolja, v katerih bodo delovala, bodo morala spodbujati učenje, odgovornost in dajati priložnost za ustvarjalno delo ter uporabo potencialov zaposlenih. Tako bodo, eden izmed temeljev poslovnega delovanja, poleg vrednot in odgovornosti, tudi ljudje, ki so največkrat tudi vir vseh razvojnih sprememb. Da bi dosegli konkurenčno prednost, se morajo organizacije med drugim izogibati klasičnega izobraževanja in usposabljanja, namesto tega pa uporabljati vedno bolj sodobne oblike pridobivanja znanj. Tovrstno pridobivanje znanj je tudi bolj načrtno, sistematično in praktično usmerjeno. Bistvo razvoja zaposlenih bo zato morala biti povezava dela, izobraževanja, usposabljanja, ustvarjalnosti in samorazvoja zaposlenih. V organizacijah bo tako pomembno koliko ustvarjalne moči bodo dali zaposleni vanjo, in to, ali bodo k temu spodbujeni ter na tak način izražali in posredovali svoja mnenja glede svojega razvoja. Če zaposleni nimajo možnosti posredovati svoje mnenje, postanejo tako le izvajalci vodstvenih odločitev, njihovi morebitni ustvarjalni viri pa ostajajo slabše izkoriščeni. Ustvarjalno moč je pri nekaterih zaposlenih velikokrat potrebno tudi vzpodbuditi, kar pa lahko najlažje dosežemo z metodami in tehnikami ustvarjalnega razmišljanja. Zaposlene tako spodbudimo k dovzetnejšim idejam ter produktivnejši ustvarjalnosti, ki je temelj za inovativnost. Namesto togih tradicionalnih shem, ki utesnjujejo razvojno dejavnost zaposlenih, se morajo v organizacijah uveljaviti oblike in načini, ki temeljijo na lastni aktivnosti udeležencev. Tudi vodstvo organizacij mora biti ob tem ustvarjalno in dovzetno za spremembe. Zaposlene mora načrtno vzpodbujati k ustvarjalnosti, saj je možna posledica inovativnost, edini način za pospešitev rasti človeškega kapitala. Metode in tehnike ustvarjalnega razmišljanja so nam lahko tu v pomoč, saj nam omogočajo, da lažje in bolj spontano proizvajamo ideje. Tako nas silijo, da se oddaljimo od togosti in gotovosti logičnih rešitev. Za podrobnejšo analizo o uporabi metod in tehnik ustvarjalnega razmišljanja za razvoj zaposlenih v organizacijah, smo opravili tudi empirično raziskavo in sicer v javnem zavodu Pomurske lekarne ter podjetju Saubermacher-Komunala d.o.o. Ugotovili smo, da v organizacijah namenjajo pri razvoju zaposlenih premalo ali skoraj nič pomena ustvarjalnemu delovanju zaposlenih, pri katerih pa se kaže tudi preslabo poznavanje omenjenih metod in tehnik. Zaposleni tako nimajo ali pa imajo malo možnosti, da bi aktivno sodelovali pri procesu izobraževanja in usposabljanja, zato smo predlagali in oblikovali nov model izobraževanja in usposabljanja, ki bi povečal ustvarjalnost zaposlenih.
Keywords:	Izobraževanje, usposabljanje, ustvarjalnost, ustvarjalno razmišljanje, inovativnost, metode in tehnike ustvarjalnega razmišljanja.
Place of publishing:	Maribor
Publisher:	[T. Zorko]
Year of publishing:	2016
PID:	20.500.12556/DKUM-58976
UDC:	331.1
COBISS.SI-ID:	12481052
NUK URN:	URN:SI:UM:DK:NQOQ6GAZ
Publication date in DKUM:	12.09.2016
Views:	2104
Downloads:	246
Metadata:
Categories:	EPF
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Secondary language

Language:	English
Title:	Impact of Education and Training on the Creativity of Employees
Abstract:	The success of organizations nowadays depends largely on the adjustment to the various changes in their environment. These are setting new demands, which the staff as well as organizations are confronted with. They have to become more flexible, dynamic and rapidly responsive to the needs and changes in the environment. Leadership of organizations need to constantly search for particular development potential to enable them to quickly achieve a competitive advantage in the time of global competition. The environment in which they operate, will therefore have to promote learning, accountability/responsibility and give opportunities for creative work and the use of employees' potential. Hence, even the people who are often the source of all developmental changes, will become one of the cornerstones of business activities, in addition to values and responsibility. In order to achieve a competitive advantage, organizations must avoid the traditional education and training and instead, use modern forms of acquiring knowledge. Such acquisition of knowledge is more planned, systematic and practically oriented. The essence of the staff progress will therefore be networking, education, training, creativity and self-development of employees. It will become important how much creative power will be given to organization’s employees and whether they will be encouraged to be creative to express and communicate their opinions with regard to its development. If employees do not get the opportunities to share their opinion, they become executors of management decisions and their potential creative resources remain less utilized. It is often necessary to encourage the creative power of the employees, which can best be achieved by the methods and techniques of creative thinking. With it we encourage employees to become more susceptible to ideas and productive creativity, which is the foundation for innovation. Instead of the traditional rigid scheme, which tightens accommodations and developments of employees, organizations need to establish forms and methods, based on their participants’ activity. Likewise, the lead organizations must be creative and receptive to changes. Employees must be encouraged to creativeness, since the innovation is the only way to accelerate the growth of human capital. Methods and techniques of creative thinking can be of help, as it allows humans to easily and spontaneously produce ideas. Thus they are forcing coworkers to move away from the rigidity and certainty of logical solution. For a more detailed analysis of the usage of methods and techniques of creative thinking for the employee’s development in organizations, we also carried out empirical research in the public institution Pomurske lekarne and in the company Saubermacher-Komunala d. o. o. We found that organizations do not devote significant attention to creative employee’s activity, they also reflect insufficient knowledge about the methods and techniques. Furthermore, they do not have or have few opportunities to participate actively in the process of education and training; as a result we proposed and developed a new model of education and training, which would increase the creativity of our employees.
Keywords:	Education, training, creativity, creative thinking, innovation, methods and techniques of creative thinking.

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