Zavzetost zaposlenih v turistični agenciji x

Kraner, Tjaša

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Title:	Zavzetost zaposlenih v turistični agenciji x
Authors:	ID Kraner, Tjaša (Author) ID Treven, Sonja (Mentor) More about this mentor... ID Čančer, Vesna (Comentor)
Files:	MAG_Kraner_Tjasa_2019.pdf (1,99 MB) MD5: 6E0A6DB1A7383ACDB923D4E64A06C609 PID: 20.500.12556/dkum/fb880665-a579-4206-916f-6153fb413710
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	V današnjem času si vsaka organizacija želi takšne zaposlene, ki delajo z nasmeškom na obrazu, imajo radi svoje delo in ga opravljajo z navdušenjem, s strastjo in z vnemo ter tako naredijo nekaj več; torej zavzete zaposlene. Takšni sodelavci razmišljajo, čutijo in delujejo usklajeno s cilji organizacije, a ne pod prisilo, saj v resnici zaupajo organizaciji. Zavzetost zaposlenih je odločilen dejavnik in konkurenčna prednost za uspešnost organizacije in izboljšanje poslovnih rezultatov. Lahko bi rekli, da zavzetost zaposlenih ni več le modna muha, temveč je postala organizacijska nujnost. Tudi v času ekonomske krize je smiselno vlagati v zavzetost zaposlenih, z ustreznimi ukrepi lahko tudi v tem obdobju vplivamo na dober odnos zaposlenih do dela. Predvsem v sedanjih časih, ko poslovna rast ni sama po sebi umevna, je izkoriščanje človeških virov za krepitev tržnega položaja organizacij vse bolj pomembno. Managerji se morajo zavedati, da se zavzetost in poslovna uspešnost medsebojno dopolnjujeta. Zvestobe oziroma zavzetosti zaposlenih ni možno zahtevati ali ukazati, zato organizacije sprejemajo različne strategije zadrževanja svojih zaposlenih. Zaposlenim je potrebno pokazati in dokazati, da organizacija brez njih ne more obstajati in da so za delovanje organizacije nujno potrebni. Zavzetost zaposlenih se lahko izraža kot sodelovanje oddelkov v organizacijah. Pojavlja se na ravneh posameznika, organizacije in organizacijske enote. Na zavzetost zaposlenih vplivajo: motivacija, vključenost zaposlenih, zadovoljstvo pri delu, organizacijska klima, pripadnost in dobro državljansko vedenje. Med drugim pa na zavzetost močno vpliva tudi samostojnost zaposlenih na delovnem mestu. V teoretičnem delu smo predstavili pojem zavzetosti zaposlenih ter sorodne pojme. Našteli smo tudi pristope merjenja zavzetosti zaposlenih. Prav tako smo opredelili pojem turistične agencije, njen razvoj, dejavnost, delitev, razvojne težnje in poslovanje. V empiričnem delu smo opravili raziskavo v večji slovenski turistični agenciji. Preverili smo zastavljene hipoteze. Na koncu je sledila še predstavitev dobljenih rezultatov. V sklepu smo zapisali spoznanja iz teoretičnega in empiričnega dela naloge.
Keywords:	zavzetost zaposlenih, nivoji zavzetosti zaposlenih, zadovoljstvo pri delu, merjenje zavzetosti, turistična agencija.
Place of publishing:	Maribor
Publisher:	[T. Kraner]
Year of publishing:	2019
PID:	20.500.12556/DKUM-72943
UDC:	331.1
COBISS.SI-ID:	13331484
NUK URN:	URN:SI:UM:DK:ZBL1DAXV
Publication date in DKUM:	22.05.2019
Views:	1704
Downloads:	390
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	20.12.2018

Secondary language

Language:	English
Title:	Engagement of employees in travel agency x
Abstract:	Nowadays each organization wishes such employees, that work with a smile on their faces, like their work and do it with enthusiasm, passion and eagerness. So they do something more; that means engaged employees. Such collegues think, feel and are active with the goals of organization, but not under the constraint because they really trust in the organization. The employee engagement is a decisive factor and the competition advantage for a successfulness and to improve business results. We can say that an employee engagement is not a fashion fly anymore but it has become the organizational necessity. Even in the time of the economic crisis it is reasonably to insert in the employee engagement; with suitable measures we can have the impact on good relationship of the employees to work also in this era. Especially nowadays, when the business growth is not for oneself understandable. The exploitation of human resources for strenghening of market situation is more and more important. Managers have to realize, that the engagement and the business successfulness mutually supply. It is no possible to demand or to order the loyality or the employee engagement. So organizations accept different strategies to delay its employees. It is neccesary to show and prove employees that organization without them can not exist and that employees are neccesary for full activity of organization. The employee engagement can be expressed on the levels of the individual, organization and organizational unit. On the employee engagement impacts: the motivation, the participation of the employees, their work satisfaction, organizational climate, the belonging and a good citizenship behaviour. The autonomy of employees in the workplace has a strong effect on their engagement. In the theoretical part we presented the definition of the employee engagement and similar definitions. We also put down approaches for measuring the emloyee engagement. We defined the definition of the travel agency, its development, activity, division, trends and business as well. In the empirical part we did the research in the bigger Slovene travel agency. We verified the hypotheses and presented the obtained results. In the conclusion the findings from the theoretical and empirical part were given.
Keywords:	employee engagement, levels of employee engagement, work satisfaction, measuring of engagement, travel agency.

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