Analiza razlik pri razumevanju upravljanja nagrajevalnih sistemov med generacijo y in z

Habjanič, Ajda

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Title:	Analiza razlik pri razumevanju upravljanja nagrajevalnih sistemov med generacijo y in z
Authors:	ID Habjanič, Ajda (Author) ID Treven, Sonja (Mentor) More about this mentor...
Files:	MAG_Habjanic_Ajda_2025.pdf (2,07 MB) MD5: 61EEA6E2FE89A3BFE86C11F98B739F25
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Magistrska naloga analizira, kako so različni sistemi nagrajevanja v podjetjih vplivali na posameznike, ki so bili v njih zaposleni, in kako so jih lahko podjetja upravljala ter si na tak način z njimi pomagala pri doseganju svojih strateških ciljev. Analiza je bila izvedena med dvema različnima generacijama, generacijo Y in generacijo Z. Bistvo te analize je bilo raziskati, ali obstaja razlika med upravljanjem nagrad na delovnem mestu glede na to, iz katere generacije prihaja posameznik. Generacija Y, ki je sedaj v večini prisotna na trgu dela, ima svoje kvalitete, pa vendar za njo na trg dela prodira generacija Z, ki ima popolnoma nove delovne veščine in predstave o tem, kako bi naj delovno okolje izgledalo. Zato je analiza vključevala tudi predstavitev motivacije, ki je po svoji razvejanosti eden izmed najpomembnejših dejavnikov zadovoljstva pri delu. Iz motivacije na delovnem mestu izhaja več teorij, kako nagrajevati zaposlene za čim boljši izkoristek delovne sile. V magistrskem delu so bile zajete teorije, ki so pomembne za obravnavo te teme. Poleg preučevane teorije iz literature je analiza temeljila tudi na empirični raziskavi. Analiza podatkov, zbranih pri opravljeni anketi med dvema zgoraj omenjenima generacijama, je omogočila nekoliko jasnejšo sliko o pričakovanjih pri nagrajevanju na delovnem mestu. Podatki te empirične raziskave so koristni za podjetja, saj nudijo realno sliko pričakovanj in tudi njihova pričakovanja, kar se tiče nagrad na delovnem mestu. Podali so boljše razumevanje, kateri sistemi nagrajevanja so za določeno generacijo primernejši. S tem bodo podjetja, ki zaposlujejo ti dve generaciji, lahko imela jasnejše razumevanje, kako motivirati, spodbujati in zadržati svoj človeški kader.
Keywords:	nagrajevalni sistemi, motivacija, generacija Y, generacija Z, management človeških virov
Place of publishing:	Maribor
Publisher:	A. Habjanič
Year of publishing:	2025
PID:	20.500.12556/DKUM-93653
UDC:	005.66
COBISS.SI-ID:	247555843
Publication date in DKUM:	03.09.2025
Views:	201
Downloads:	33
Metadata:
Categories:	EPF
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Licences

License:	CC BY-ND 4.0, Creative Commons Attribution-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nd/4.0/
Description:	Under the NoDerivatives Creative Commons license one can take a work released under this license and re-distribute it, but it cannot be shared with others in adapted form, and credit must be provided to the author.
Licensing start date:	10.07.2025

Secondary language

Language:	English
Title:	Analysis of differences in the understanding of reward systems management between generation y and z
Abstract:	This master thesis analyses how different reward systems in companies affect the individuals who work for them and how companies can manage them to help them achieve their strategic goals. The analysis is carried out between two different generations, Generation Y and Generation Z. The essence of this analysis is to investigate whether there is a difference between the management of rewards in the workplace depending on which generation an individual comes from. Generation Y, which is now the majority of those present in the labour market, has its own qualities, but behind it, Generation Z is entering the labour market with completely new work skills and ideas about what a workplace should look like. This is why the analysis also includes a presentation of motivation, which is one of the most important factors in job satisfaction. Motivation in the workplace is the basis for several theories on how to reward employees for getting the most out of their workforce. This master thesis covers the theories that are relevant to the topic at hand. In addition to the theories studied in the literature, the analysis will also be based on empirical research. The analysis of the data collected from the survey conducted among the two generations mentioned above provides a somewhat clearer picture of expectations in terms of rewards at work. The data from this empirical survey will be useful for companies as it provides a realistic picture of expectations and also their expectations of rewards in the workplace. They will provide a better understanding of which reward systems are more appropriate for a given generation. This will give companies employing these two generations a clearer understanding of how to motivate, incentivise and retain their human resources.
Keywords:	reward system, motivation, generation Y, generation Z, human resource management

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