Motivacija na delovnem mestu pri mladih osebah od 15 do 30 let starosti

Diminić, Lara

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Title:	Motivacija na delovnem mestu pri mladih osebah od 15 do 30 let starosti
Authors:	ID Diminić, Lara (Author) ID Marič, Miha (Mentor) More about this mentor...
Files:	VS_Diminic_Lara_2019.pdf (640,62 KB) MD5: D65F20DE3687205DCB56F92A09F36F43 PID: 20.500.12556/dkum/b17fe103-40f3-4e36-8884-dbed641cfa26
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	Obravnavamo motivacijo na delovnem mestu pri mladih osebah, starih od 15 do 30 let. Motivacija je pojem, s katerim smo vsi seznanjeni in ga tudi veliko uporabljamo v vsakdanjem življenju. Ima velik pomen na delovnem mestu in je eden od glavnih dejavnikov, pomembnih za uspešno delovanje v organizaciji. V teoretičnem delu smo opredelili motivacijo in motivacijske teorije. Seznanili smo se s tem, kateri motivacijski dejavniki obstajajo na delovnem mestu in kateri motivacijski dejavniki so pomembni mladim delavcem. V empiričnem delu smo s pomočjo anketnega vprašalnika ugotavljali, kateri motivacijski dejavnik najbolj vpliva na motivacijo na delovnem mestu pri mladih osebah, ali nedenarne nagrade pozitivno vplivajo na motivacijo in kako bi fleksibilen delovnik vplival na motivacijo na delovnem mestu. Raziskovali smo, ali so mladi delavci lojalni organizaciji, v kateri so zaposleni, in kako povratna informacija nadrejenega vpliva na njihovo motivacijo. V diskusiji smo na podlagi empiričnega dela odgovorili na raziskovalna vprašanja ter oblikovali primerna priporočila, kako spodbujati motivacijo na delovnem mestu in kako ukrepati, da ostanejo mladi delavci motivirani in srečni v organizaciji, v kateri delajo. Z raziskavo smo ugotovili, da denar kot motivacijski dejavnik mladim delavcem ni preveč pomemben. Na njihovo motivacijo bolj vplivajo dejavniki, kot so dobri odnosi s sodelavci, fleksibilen delovnik, možnost napredovanja, nedenarne nagrade in podobno. Poleg tega smo ugotovili, da jim je pomembna povratna informacija od nadrejenega. Ne nazadnje še spoznanje, da mladi delavci niso najbolj lojalni svojim organizacijam. Menimo, da bi podjetja lahko pogosteje organizirala team buildinge in različne delavnice za svoje delavce, tako bi izboljšali komunikacijo med zaposlenimi, delavci pa bi imeli večji občutek pripadnosti podjetju. Poleg tega bi bilo dobro, da podjetja svoje delavce motivirajo z nedenarnimi nagradami, kot so pohvale in priznanja, lahko bi tudi poskusili uvesti fleksibilen delovnik in delo od doma. Organizacije morajo svojim delavcem pogosteje podajati povratne informacije za delo, ki ga opravljajo. Poleg tega morajo tudi izboljšati komunikacijo s svojimi delavci, ker bi na ta način najlažje ugotovili, kako posameznika motivirati in zadržati v svojem podjetju.
Keywords:	motivacija, motivacija na delovnem mestu, mladi delavci od 15 do 30 let starosti, motivacijski dejavniki
Place of publishing:	Maribor
Year of publishing:	2019
PID:	20.500.12556/DKUM-73883
COBISS.SI-ID:	8133139
NUK URN:	URN:SI:UM:DK:BHP9F22W
Publication date in DKUM:	15.10.2019
Views:	1373
Downloads:	344
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:	26.06.2019

Secondary language

Language:	English
Title:	Motivation in the workplace among young adults between the ages of 15 and 30
Abstract:	This thesis regards motivation in the workplace among young adults between the ages of 15 and 30. Motivation is a concept with whom we are all familiar and we also use it a lot in our everyday life. Motivation is of great importance in the workplace and is one of the main aspects that are important for the successful performance of organizations. In the theoretical section we defined motivation and motivational theories, we learned about the motivational factors that exist in the workplace and which motivational factors are important for young workers. In the empirical section we used a questionnaire to find out which motivational factor has the most effect on motivation in the workplace among young adults, do the non-material rewards increase motivation, how would flexible working hours affect motivation in the workplace. We explored whether young adults are loyal to the organization in which they work and how would the feedback from their superior affect their motivation. In the discussion based on our empirical work, we responded to research questions and we formed appropriate recommendations on how to encourage motivation in the workplace and how to keep young workers motivated and happy in the organization in which they work. With the research, we discovered that money isn't the most important motivational factor for young adults. On their motivation in the workplace, the most effective motivational factors are good relationships with colleagues, flexible working hours, promotion opportunities and non-material rewards. In addition, we found out that young adults really value feedback from their superior and they are not loyal to the organization in which they work. We believe that companies should organize team buildings and various workshops for their employees more often, with that they could improve communication between employees and workers would have a greater sense of belonging to the company. Furthermore, it would be a good idea for companies to motivate their employees with non-material rewards, such as praise and recognition. They could also try to introduce flexible working hours and work from home. Organizations need to give feedback to their employees more often about their work. They also need to improve communication with their employees, because that would make it easier to find out how to motivate and retain an individual in their company.
Keywords:	motivation, motivation in the workplace, young adults between the ages of 15 and 30, motivational factors

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