Vpliv absentizma na uspešnost poslovanja organizacije

Burger, Jan

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Title:	Vpliv absentizma na uspešnost poslovanja organizacije
Authors:	ID Burger, Jan (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor... ID Taškar Beloglavec, Sabina (Comentor)
Files:	VS_Burger_Jan_2017.pdf (1,50 MB) MD5: A5AC5CEAF4F5F74F5DEAC8F056A2B8E3 PID: 20.500.12556/dkum/9e4767ee-01ca-444b-9463-437bab49266f
Language:	Slovenian
Work type:	Diploma project paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Naloga se dotika managementa človeških virov skozi ključne dejavnike kulture, dela in odnosov, ki se odražajo skozi absentizem in tihi absentizem na delovnem mestu. Poudarja, da je management človeških virov tisti, ki skrbi za organizacijo, vsebino dela in se ukvarja z ljudmi, njihovimi potenciali in rezervami kot dodanimi vrednostmi. Tisti management, ki ceni individualnost, navdušenje, sodelovanje in skupen razvoj skozi kulturo, delo in medsebojne odnose, tako vzpostavlja pripadnost organizaciji in participacijo delavcev pri rezultatih dela. Absentizem je ključni problem delodajalcev, saj neposredno vpliva na vodenje in upravljanje organizacije in s tem na uresničevanje zastavljenih programov in ciljev. V empiričnem delu raziskave preverjamo z anketnima vprašalnikoma in postavljenimi trditvami stopnjo strinjanja ali nestrinjanja z zadovoljstvom s kulturo, delom in odnosi v organizaciji in prisotnost tihega absentizma na delovnem mestu. Raziskava je pokazala, da je v raziskani organizaciji absentizem prisoten podpovprečno vendar pa bistveno ne vpliva na uspešnost poslovanja organizacije. Zaposleni so povprečno zadovoljni v organizaciji. Opozorila pa je organizacijo, da mora več pozornosti namenjati ob organizacijskih potrebah tudi individualnim potrebam zaposlenih skozi načrtovanje programov, razporejanje dela in zaupanja pri izvajanju nalog vsem delavcem ter dovoliti večjo stopnjo samoodgovornosti za izkoristek delovnega časa in izvajanja nalog.
Keywords:	Človeški viri, absentizem, poslovanje, strošek, kultura, delo, odnos
Place of publishing:	Maribor
Publisher:	[J. Burger]
Year of publishing:	2017
PID:	20.500.12556/DKUM-67456
UDC:	005.9
COBISS.SI-ID:	12865052
NUK URN:	URN:SI:UM:DK:PTPGC4MM
Publication date in DKUM:	08.11.2017
Views:	1178
Downloads:	138
Metadata:
Categories:	EPF
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Licences

License:	CC BY 4.0, Creative Commons Attribution 4.0 International

Link:	http://creativecommons.org/licenses/by/4.0/
Description:	This is the standard Creative Commons license that gives others maximum freedom to do what they want with the work as long as they credit the author.
Licensing start date:	18.08.2017

Secondary language

Language:	English
Title:	Effect of absenteeisem on performance of an organisation
Abstract:	This work relates to the management of human resources through key factors of culture, work and relationships that are reflected through absenteeism and silent absenteeism at the workplace. It emphasizes that human resource management is the one that takes care of the organization, the work content and it deals with people, their potentials and reserves as added values. This is the management, that appreciates individuality, enthusiasm, cooperation and common development through culture, work and mutual relations, as it establishes loyalty to the organization and makes workers participants of the work results. Absenteeism is a key problem for employers, as it directly affects the leading of organization and its management, which also affects the realization of set programs and goals. In the empirical part of the research, I used questionnaires to check workers’ satisfaction with culture, work and relations in the organization and the presence of silent absentzies in the workplace. The research showed that absenteeism in the investigated organization is present below the average, but does not significantly affect the performance of the organization's operations. Employees are on average satisfied with the organization. It reminded the organization that besides organizational needs it should also pay attention to undivdual worker’s needs which can be achieved through program planning, job scheduling and trust into the performance of managing tasks of all workers. They should also allow greater degree of self-responsibility in time management and task performance.
Keywords:	human resources, absenteeism, business, cost, culture, work, relationship

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