| | SLO | ENG | Cookies and privacy

Bigger font | Smaller font
First page > Show document

Show document Help

Title:Vpliv sistema motivacije in nagrajevanja na delovno uspešnost v javnem zavodu Pomurske lekarne
Authors:ID Forjan, Ines (Author)
ID Šarotar Žižek, Simona (Mentor) More about this mentor... New window
Files:.pdf UN_Forjan_Ines_2018.pdf (1,46 MB)
MD5: 586C962C0C796369A47C8EE023E3E84D
PID: 20.500.12556/dkum/b4ba3e4d-0511-40ce-b711-ded3b1271a8a
 
Language:Slovenian
Work type:Diploma project paper
Typology:2.11 - Undergraduate Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Motivirani, zadovoljni ter nagrajeni zaposleni predstavljajo okvir uspešne organizacije, kjer radi opravljajo svoje delo in taki organizaciji tudi zaupajo. Zaposleni, ki je motiviran ter zadovoljen, organizaciji s svojimi delovnimi rezultati in svojim doprinosom prinaša marsikaj. Poleg motivacije je tudi nagrajevanje pomemben dejavnik menedžmenta človeških virov, kajti na podlagi nagrajevanja se gradi zaupanje in lojalnost sami organizaciji. Organizacija sama po sebi je unikum, zato je tudi nagrajevanje naravnano za vsako organizacijo posebej. V našem primeru smo glede finančnega nagrajevanja za javne zavode zakonsko omejeni. Pomembno je, da so v vse procese, ki jih ima organizacija, vključeni tudi zaposleni. Sistem nagrajevanja je povezan tudi z delovno uspešnostjo zaposlenih, ki je odvisna prav od nastavljenega sistema za posamezno organizacijo. Ločimo redno delovno uspešnost, delovno uspešnost iz naslova povečanega obsega dela in delovno uspešnost iz naslova prodaje blaga in storitev. Uspešnost na delu zaposlenih se ocenjuje v javnih zavodih enkrat letno in poteka na podlagi več metod ocenjevanja. Poglavitni namen ocen pri zaposlenih je napredovanje. Napredovanje vodi zaposlenega do povišanja njegove plače, prav tako se mu na podlagi dobrih ocen izkaže spoštovanje in hvaležnost za opravljeno dobro delo v organizaciji, kar spet vodi do osebne motiviranosti zaposlenega v prihodnosti. Lahko povemo, da se vedno vrtimo v začaranem krogu, da motivacija in nagrajevanje res vplivata na uspešnost zaposlenega, in da so vsi trije procesi med seboj odvisni. Kako motivacija in nagrajevanja vplivajo na delovno uspešnost v javnem zavodu Pomurske lekarne, smo ugotovili na podlagi teorije in vrnjenih anketnih vprašanj zaposlenih ter dobljene rezultate prikazali v opisni ter tabelarni obliki. Rezultati analize kažejo, da tako motivacija kot nagrajevanje vplivata na delovno uspešnost, zaposleni so primerno motivirani, pri njihovem delu pa jih najbolj spodbuja finančno nagrajevanje. Slednje v zavodu vodi do delovne uspešnosti.
Keywords:zaposleni, motivacija, nagrajevanje, plača, delovna uspešnost
Place of publishing:Maribor
Publisher:[I. Forjan]
Year of publishing:2018
PID:20.500.12556/DKUM-69978 New window
UDC:331.1
COBISS.SI-ID:13125404 New window
NUK URN:URN:SI:UM:DK:XPKYJI6S
Publication date in DKUM:23.10.2018
Views:1326
Downloads:222
Metadata:XML DC-XML DC-RDF
Categories:EPF
:
Copy citation
  
Average score:(0 votes)
Your score:Voting is allowed only for logged in users.
Share:Bookmark and Share



Hover the mouse pointer over a document title to show the abstract or click on the title to get all document metadata.

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:21.03.2018

Secondary language

Language:English
Title:The influence of the system of motivation and reward on the work performance in the public institution Pomurske lekarne
Abstract:Motivated, satisfied and rewarded employees are the basis of a successful organisation that they themselves trust and in which they enjoy working. Motivated and satisfied workers contribute to an organisation with their work results in various ways. In addition to motivation, rewarding employees is an important factor of human resource management because it represents the foundation on which the employees’ trust and loyalty to the organisation are built. Every organisation in itself is unique, which is why the rewarding system is designed for each of them individually. Financial rewarding in a public institution, which is relevant in our case, is limited by law. It is important that employees are included in all the organisation's processes. The rewarding system is directly associated with the job performance of the employees which depends on the system established in each organisation. There are three types of job performance: standard job performance; job performance resulting from increased workload; and job performance resulting from the sales of goods and services. In public institutions, job performance is evaluated once per year by various methods. The main purpose of employee evaluation is promotion, which then leads to salary increase; at the same time, the organisation, based on good evaluation, expresses respect and gratitude to the workers for their good job performance, which in turn leads to their personal motivation in the future. It can be said that we are always running in circles, that motivation as well as rewarding do in fact impact the job performance of employees, and that these three processes are co-dependant. Based on theory and a survey conducted among the employees, we tried to establish how motivation and rewarding impact job performance in Pomurske lekarne, a public institution, and show the results obtained in written and tabular form. The results of the analysis show that motivating and rewarding employees impact their job performance, that the employees are properly motivated and that financial rewarding is their greatest motivation. Financial rewarding in the institution therefore leads to good job performance.
Keywords:employees, motivation, rewarding, salary, job perfomance


Comments

Leave comment

You must log in to leave a comment.

Comments (0)
0 - 0 / 0
 
There are no comments!

Back
Logos of partners University of Maribor University of Ljubljana University of Primorska University of Nova Gorica