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Title:Vrednote in inovativnost zaposlenih
Authors:ID Drofenik, Nuša (Author)
ID Potočan, Vojko (Mentor) More about this mentor... New window
Files:.pdf MAG_Drofenik_Nusa_2020.pdf (2,52 MB)
MD5: CBD5C2749EE1C6D13E778BC6FA764564
PID: 20.500.12556/dkum/3ebb82c0-ddf2-4d38-a2f8-280b2404fcf7
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Organizacija lahko pomembno izboljša svojo inovativnost s skrbjo in razvojem vrednot svojih zaposlenih, ki so ključnega pomena za uspešno delovanje organizacije. Skozi teoretično obravnavo inovativnosti, inovacijske kulture in vrednot smo oblikovali izhodišča za razumevanje vpliva vrednot zaposlenih na njihovo inovativnost. V empiričnem delu magistrskega dela smo preučili sedem dejavnikov inovacijske kulture: inovativnost in prevzemanje tveganja, perfekcionizem, usmerjenost k rezultatom, usmerjenost k ljudem, timska usmerjenost, agresivnost in stabilnost, ki so obravnavani kot vrednote zaposlenih v odnosu vpliva na inovativnost. Inovativnost organizacije je del organizacijske kulture, na katero pa vplivajo tudi zaposleni s svojimi vrednotami. Cilj magistrskega dela je spoznanje pomena in vpliva posameznih vrednot zaposlenih na inovativnost v izbrani organizaciji. S podrobno analizo literature in izvedbo nestrukturiranega poglobljenega intervjuja zaposlenih s področja razvoja izbrane organizacije smo ugotovili, da izmed sedmih obravnavanih osebnih vrednot na inovativnost zaposlenih najbolj vplivajo inovativnost in prevzemanje tveganja, usmerjenost v ljudi, timska usmerjenost in agresivnost. Za vrednoti, ki poudarjata perfekcionizem in stabilnost smo z našo raziskavo ugotovili, da sta zaviralca inovativnosti.
Keywords:organizacija, inovacijska kultura, vrednote, inovativnost, vrednote zaposlenih
Place of publishing:Maribor
Publisher:[N. Drofenik]
Year of publishing:2019
PID:20.500.12556/DKUM-75481 New window
UDC:001.895(043.2)
COBISS.SI-ID:13625116 New window
NUK URN:URN:SI:UM:DK:WOXDHKPO
Publication date in DKUM:07.04.2020
Views:1480
Downloads:268
Metadata:XML DC-XML DC-RDF
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:24.11.2019

Secondary language

Language:English
Title:Employees' values and innovativeness
Abstract:An organization can significantly improve its innovation by caring for and developing the values of its employees that are crucial for the successful functioning of the organization. Through the theoretical consideration of innovation, innovation culture and values, the starting points for understanding the influences we wanted to study are presented, namely how employees' values affect their innovativeness. The empirical part of the master's thesis explores seven factors of innovation culture: innovation and risk-taking, perfectionism, results-orientation, people-orientation, team-orientation, aggressiveness and stability, which are considered as employee values in relation to the impact on innovation. The innovativeness of the organization is part of the organizational culture, which is also influenced by employees with their values. The aim of the master's thesis is to determine the impact of individual employee values on innovation in the organization. Through a detailed analysis of the literature and the conduct of an unstructured in-depth interview of five employees from the development area of the selected organization, we found that out of the seven personal values discussed, employees' innovation and risk-taking, people-orientation, team-orientation and aggressiveness are the most influential. Results-orientation is a value which impact we could not determine, since the authors and discussed employees have different opinions. Values, which emphasize perfectionism and stability, were identified as inhibitors of innovation by our research.
Keywords:organization, innovative culture, values, innovativeness, employee values


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