Sistem  uvajanja sprememb v izbranem podjetju

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Title:	Sistem uvajanja sprememb v izbranem podjetju
Authors:	ID Čahuk, Nisa (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor...
Files:	UN_Cahuk_Nisa_2024.pdf (1,60 MB) MD5: A611CE6D73C9E4BF1B017C9DE3BD8B11
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Spremembe so neizogibni del tako osebnega kot poslovnega življenja. Brez sprememb ni napredka je pa le-ta nujno potreben za podjetja, ki delujejo na konkurenčnih trgih. Spremljanje zunanjih in notranjih dejavnikov, ki vplivajo na poslovanje podjetja predstavlja pomembno kategorijo, ki je podjetja dandanes ne smejo zanemarjati. Odločanje o uvedbi sprememb v poslovanju podjetja pa zahteva odločevalce, ki znajo sprejemati dobre odločitve pravočasno. Takšne odločitve pa zahtevajo ustrezno pripravljene informacije in izkušnje iz preteklosti. Zelena luč vodstva do uvedbe spremembe lahko pri zaposlenih vzbudi različne občutke in reakcije s katerimi se odzovejo na predlagane spremembe. Nagnjenost k spremembam je velikokrat negativna, kar vodstvu predstavlja izziv. V empiričnem delu smo v izbranem podjetju raziskovali, kako so se zaposleni soočili z uvajanjem sprememb, na katerem področju je bila uvedena zadnja sprememba, kako je bilo z uvajanjem sprememb v času epidemije COVID-19, zanimalo nas je na kakšen način in na kateri točki so zaposleni obveščeni in kako so se počutili ob informaciji, da bo uvedena sprememba, ki se nanaša na njihovo delo. Ker je potrebno po uvedbi spremembe tudi spremljati in jih meriti, nas je zanimalo ali podjetje glede potrebnih sprememb izvaja ankete med zaposlenimi in kako uvedbo zadnje spremembe ocenjujejo zaposleni. Pregledali smo tudi odnose z dobavitelji pri uvajanju sprememb, saj so le-ti eden izmed pomembnejših spremenljivk v enačbi, ki zagotavlja uspešno poslovanje. Posledica uvedbe sprememb sta ne malo kdaj tudi organizacijska kultura in klima, zato nas je zanimalo kakšna je konkretna situacija v izbranem podjetju. Rezultati empiričnega dela kažejo, da je v izbranem podjetju bila zadnja sprememba uvedena na področju informatike in se je nanašala tudi na organizacijo dela. Več kot polovica zaposlenih na katere je vplivala uvedena sprememba je bila obveščena že v fazi načrtovanja uvedene spremembe. Rezultati raziskave kažejo, da je bilo v času epidemije COVID-19 več uvedenih sprememb kot pred ali po epidemiji. Ob uvedbi zadnje spremembe so se udeleženci počutili prijetno ali navdušeno, iz tega lahko sklepamo, da je uvedena sprememba bila dobro načrtovana. Dobro sodelovanje z dobavitelji je ključno za doseganje ciljev, zato izbrano podjetje v uvajanje sprememb vključuje tudi njih. Izbrano podjetje preverja uspešnost uvedenih sprememb z anketnimi vprašalniki in jih uporablja tudi pri načrtovanju novih sprememb.
Keywords:	načrtovanje, komunikacija, motiviranje, spremembe, uvajanje sprememb
Place of publishing:	Maribor
Publisher:	N. Čahuk
Year of publishing:	2024
PID:	20.500.12556/DKUM-89826
UDC:	005.3
COBISS.SI-ID:	208905475
Publication date in DKUM:	25.09.2024
Views:	84
Downloads:	70
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:	13.08.2024

Secondary language

Language:	English
Title:	Implementing changes in selected company
Abstract:	Change is an inevitable part of both personal and business life. Without change, there is no progress, but it is essential for companies operating in competitive markets. Monitoring the external and internal factors that affect a company's performance is an important category that companies today must not neglect. Deciding whether to introduce changes in a company's operations requires decision-makers who know how to make good decisions in good time. Such decisions require properly prepared information and past experience. A management green light to change can evoke different feelings and reactions in employees in response to proposed changes. The propensity to change is often negative, which is a challenge for management. In the empirical part of the study, we investigated how employees in the selected company coped with the introduction of change, in which area the last change was introduced, how the introduction of change was during the COVID-19 epidemic, how and at what point employees were informed and how they felt when they were informed that a change would be introduced that would affect their work. As changes also need to be monitored and measured once they have been introduced, we were interested to know whether the company surveys employees about the changes needed and how employees feel about the latest change. We also looked at the relationship with suppliers when introducing change, as this is one of the most important variables in the equation to ensure a successful business. The organisational culture and climate are also a consequence of the introduction of change, so we were interested in the specific situation in the selected company. The results of the empirical work show that the most recent change introduced in the selected company was in the IT area and also related to the organisation of work. More than half of the employees affected by the change were informed at the planning stage of the change. The survey results show that more changes were introduced during the COVID-19 epidemic than before or after the epidemic. When the last change was introduced, participants felt comfortable or enthusiastic, suggesting that the change introduced was well planned. Good collaboration with suppliers is key to achieving the objectives, so the selected company involves them in the implementation of the changes. The selected company checks the success of the changes made by means of questionnaires and also uses them in the planning of new changes.
Keywords:	planning, communication, motivating, change, implementing change

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