Nematerialno nagrajevanje in zadovoljstvo z delom

Senčur, Jona

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Title:	Nematerialno nagrajevanje in zadovoljstvo z delom
Authors:	ID Senčur, Jona (Author) ID Marič, Miha (Mentor) More about this mentor... ID Miglič, Gozdana (Comentor)
Files:	UN_Sencur_Jona_2019.pdf (886,12 KB) MD5: 7B01034A174BCE5C3B0D6530A4693275 PID: 20.500.12556/dkum/70216a13-7f9b-4b46-b0ea-ee18c88bbea9
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Nagrada za dobro opravljeno večina ljudi dojema kot materialno. Predvsem pri zaposlitvi pomislimo na neko denarno nagrado, ki jo prejmemo ob fiksni plači. Čeprav je denar še vedno velik motivator za delo, pa v ospredje prihajajo tudi nematerialne nagrade. Ljudje danes dajejo velik pomen medosebnim odnosom, kolektivu, okolju v katerem delajo ipd. Velikokrat dajo pri iskanju zaposlitve tem dejavnikom prednost pred plačilom. Seveda ljudje potrebujejo denar, da si lahko zagotovijo osnovna sredstva za preživetje, pa vendar jim na delovnem mestu veliko vlogo igrajo tudi drugi dejavniki. Z lastno raziskavo smo na podlagi vzorca zaposlenih v kadrovskem podjetju preverjali tri hipoteze in iskali odgovore na tri raziskovalna vprašanja, ki so se nanašala na dojemanje tudi materialnih, vendar predvsem nematerialnih nagrad in posledičen vpliv le-teh na zadovoljstvo pri delu. Zanimalo nas je ali so jim omenjene nagrade sploh pomembne. Ugotovili smo, da nematerialnim nagradam pripisujejo pomemben pomen. Največ jim pomenita pohvala in možnost izobraževanja. Pomembni so tudi odnosi z nadrejenimi, s katerimi se dobro razumejo in z njihove strani redno prejemajo pohvale in druge oblike nematerialnih nagrad. Ker je prisoten uspešen sistem nagrajevanja in zaposleni te nagrade dobivajo v zadostni meri, je tudi njihovo zadovoljstvo z delom večje. Podjetje deluje uspešno in ima urejen sistem nagrajevanja, zato menimo, da morajo s takim delom nadaljevati tudi v prihodnje. Dokler bodo njihovi zaposleni uspešni, bo tudi podjetje konkurenčno na trgu. Če bodo zaposleni zadovoljni, bodo vztrajali pri zaposlitvi in s tem v podjetju ne bo fluktuacije, ta podjetjem predstavlja dodatne stroške, predvsem pa tudi porabo časa.
Keywords:	- nematerialne nagrade - zadovoljstvo z delom - zaposleni
Place of publishing:	Maribor
Year of publishing:	2019
PID:	20.500.12556/DKUM-73689
COBISS.SI-ID:	8110099
NUK URN:	URN:SI:UM:DK:8E5NVASX
Publication date in DKUM:	13.06.2019
Views:	1704
Downloads:	261
Metadata:
Categories:	FOV
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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:	03.06.2019

Secondary language

Language:	English
Title:	Non-Material rewards and job satisfaction
Abstract:	People always think of something material when they think of an award for the work they have done. Besides the fixed salary, prize money is what they mainly think of when they are employed. Even though money is still a big motivator when it comes to work, non-material rewards are also becoming very important. People today place great importance on interpersonal relations, their collective, their working environment etc. Often, they give priority to these factors rather than to the payment they receive. Of course, people need money for the provision of the basic means for survival, yet some other factors play an important role in their working environment as well. Using our own research in human resource agency we tested three hypotheses and answered three research questions regarding to perception of material and in particular to non-material rewards and their impact on job satisfaction. In our research we were interested in whether non-material rewards are even important to the people employed in the firm where we carried out our questionnaire. We found out that the employees place a great importance on the non-material rewards. Praise and a chance for education mean the most to them. Relationships with the superiors with whom they get along well and from whom they regularly receive praise and other forms of immaterial prizes are also important. The employees’ satisfaction with their own work is also bigger because of the presence of a successful system of rewarding and also because they receive their rewards in sufficient quantities. The company operates successfully and has good system of rewarding, so we believe that they must continue with such work in the future. As long as their employees are successful, the company will be competitive on the market. If the employees are satisfied, they will persist in their job and the company will not face fluctuation, which presents additional costs and, above all, additional use of time.
Keywords:	- non-material rewards - satisfaction with job - employees

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