Vpliv socialnih omrežij na individualno delovno uspešnost

Durović, Merisa

| | SLO | ENG | Cookies and privacy

Bigger font | Smaller font

First page > Show document

Show document

Title:	Vpliv socialnih omrežij na individualno delovno uspešnost
Authors:	ID Durović, Merisa (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor...
Files:	UN_Durovic_Merisa_2024.pdf (1,55 MB) MD5: B55390922051A26FB319401F74C16AB1
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Socialna omrežja so internetne aplikacije interaktivnega značaja, ki služijo ustvarjanju in deljenju vsebin na individualni in skupinski ravni. Platforme, kot so Facebook, Instagram, Twitter in druge omogočajo hitro izmenjavo informacij v realnem času ter so ključna za trženje izdelkov in storitev. Podjetja izkoriščajo ta orodja za promocijo izdelkov in storitev, ustvarjanje odnosov z uporabniki in krepitev zavesti o blagovni znamki. Socialna omrežja danes pripomorejo k večji poslovni uspešnosti podjetja. Prav tako pa je poslovna uspešnost podjetja povezana z delovno uspešnostjo zaposlenih, ki izhaja iz njihovih sposobnosti, izkušenj ter znanja. Zaposleni in delovno okolje igrajo ključno vlogo. Delovna uspešnost se nanaša na dejanja posameznikov, ki prispevajo k ciljem organizacije. Vpliv socialnih omrežij na delovno uspešnost posameznika je pomemben, saj te omogočajo izboljšano komunikacijo med zaposlenimi ne glede na lokacijo, spodbujajo sodelovanje in timsko delo ter omogočajo hiter dostop do informacij. Kljub koristim pa prekomerna uporaba socialnih omrežij med delovnim časom lahko zmanjša produktivnost, saj odvrača od opravljanja nalog in posledično doseganja ciljev. Neprekinjeno preverjanje omrežij lahko vodi do zamujenih rokov in slabše uspešnosti pri delu. Izvedli smo raziskavo med zaposlenimi v podjetju X. Skozi proces raziskave sta nas vodili dve hipotezi. Prva je bila: Socialna omrežja negativno vplivajo na individualno delovno uspešnost, medtem ko se je druga glasila: Zaposleni preveč časa (5 ur ali več) preživljajo na socialnih omrežjih. Na osnovi izvedene empirične raziskave smo prvo hipotezo potrdilli in drugo ovrgli. V teoretičnem delu smo proučevali delovno uspešnost zaposlenega, socialna omrežja, njihove prednosti in slabosti ter kakšen vpliv imajo na zaposlene in podjetje. Sledil je empirični del diplomske naloge, kjer so rezultati pokazali, da se zaposleni zavedajo vseh negativnih posledic, ki jih lahko prinese prekomerna uporaba socialnih omrežij, zato jih premišljeno uporabljajo ter hkrati omejijo njihov čas uporabe.
Keywords:	Socialna omrežja, individualna delovna uspešnost, zaposleni, delodajalec, motivacija.
Place of publishing:	Maribor
Publisher:	M. Durović
Year of publishing:	2024
PID:	20.500.12556/DKUM-88474-03e900aa-cceb-b39d-d975-83b25772dead
UDC:	331.101.6
COBISS.SI-ID:	206784259
Publication date in DKUM:	09.09.2024
Views:	167
Downloads:	106
Metadata:
Categories:	EPF
:	Copy citation

Average score:	(0 votes)
Your score:	Voting is allowed only for logged in users.
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-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:	03.05.2024

Secondary language

Language:	English
Title:	The impact of social networks on individual work performance
Abstract:	Social networks are Internet applications of an interactive nature that serve to create and share content on an individual and group level. Platforms such as Facebook, Instagram, Twitter and others enable the rapid exchange of information in real time and are crucial for the marketing of products and services. Companies use these tools to promote products and services, build relationships with users, and build brand awareness. Today, social networks are contributing to the business success of the company. Also, the business performance of a company is related to the performance of employees, which results from their skills, experience and knowledge. Employees and the working environment play a key role. Performance refers to the actions of individuals that contribute to the goals of the organization. The impact of social networks on an individual’s work performance is important, as they enable improved communication between employees regardless of location, encourage collaboration and teamwork, and enable quick access to information. Despite the benefits, excessive use of social media during working hours can reduce productivity by discouraging people from doing their tasks and, consequently, achieving their goals. Continuous network checks can lead to missed deadlines and poor performance at work. We conducted a survey among employees of company X. Through the research process we were guided by two hypotheses: H1: Social networks negatively affect individual work performance and H2: Employees spend too much time (5 hours or more) on social networks. In the theoretical part, we studied the work performance of the employee, social networks, their advantages and disadvantages and what impact they have on the employees and the company. Based on empirical research, the first hypothesis was confirmed and the second hypothesis was refuted. In the theoretical part, we studied the work performance of the employee, social networks, their advantages and disadvantages and what impact they have on the employees and the company. This was followed by the empirical part of the thesis, where the results showed that employees are aware of all the negative consequences that excessive use of social networks can bring, so they use them wisely and at the same time limit their use.
Keywords:	Social media, indiviudal work performance, employee, employer, motivation.

Comments

Leave comment

You must log in to leave a comment.

Comments (0)

0 - 0 / 0

There are no comments!

Back