Organizacijska kultura - potrebe organizacij in pričakovanja mladih odraslih

Kos, Tina

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Title:	Organizacijska kultura - potrebe organizacij in pričakovanja mladih odraslih
Authors:	ID Kos, Tina (Author) ID Potočan, Vojko (Mentor) More about this mentor...
Files:	MAG_Kos_Tina_2025.pdf (3,05 MB) MD5: BDA47DCD224B2355C920FC87C3BDC761
Language:	Slovenian
Work type:	Master's thesis/paper
Typology:	2.09 - Master's Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Organizacijska kultura igra ključno vlogo pri oblikovanju delovne dinamike, zadovoljstva zaposlenih in dolgoročne uspešnosti podjetij. S prihodom generacij Y in Z se pojavljajo nova pričakovanja glede fleksibilnosti dela, vodenja, vrednot podjetja ter osebnega in kariernega razvoja. Mladi odrasli cenijo socialno pravičnost, vključenost, raznolikost, individualnost in samoizražanje, pri čemer manj sledijo tradicionalnim konvencijam. Razumevanje teh pričakovanj je ključno za privabljanje in zadrževanje talentov. Raziskava je preučevala dojemanje organizacijske kulture s strani mladih zaposlenih, njihove prioritete ter razkorak med pričakovanji in realnostjo. Uporabljene so bile kvantitativne in kvalitativne metode, vključno z anketami in poglobljenimi intervjuji. Analiza je pokazala, da mladi delovno kulturo pogosto dojemajo kot uravnoteženo, z elementi hibridnih organizacij, ki združujejo hierarhične strukture in fleksibilne prakse. Najbolj cenijo fleksibilnost dela, delo na daljavo, transparentno komunikacijo, inovativnost, vključevanje in enakopravnost, medtem ko vrednote podjetja igrajo manjšo vlogo pri praktičnih odločitvah o zaposlitvi. Pomembni dejavniki zadovoljstva in motivacije so ravnovesje med poklicnim in zasebnim življenjem, duševno zdravje, karierni razvoj, stalno učenje ter kakovostni medosebni odnosi. Rezultati kažejo, da organizacijska kultura pomembno vpliva na pripadnost, smiselnost dela in zavzetost zaposlenih. Priporočila za podjetja vključujejo spodbujanje fleksibilnih oblik dela, empatičnega vodenja, transparentne komunikacije in vključujočega ter inovativnega okolja. Sodobna kultura mora biti dinamična, prilagojena tehnološkim spremembam, globalizaciji in raznolikosti delovne sile, kar povečuje angažiranost, produktivnost in dolgoročno zvestobo zaposlenih.
Keywords:	Organizacijska kultura, mladi odrasli, generacija Y in Z, zadovoljstvo zaposlenih, zavzetost zaposlenih, karierni razvoj, delovno okolje, vrednote podjetja
Place of publishing:	Maribor
Publisher:	T. Kos]
Year of publishing:	2025
PID:	20.500.12556/DKUM-95377
UDC:	005.73
COBISS.SI-ID:	256210179
Publication date in DKUM:	06.11.2025
Views:	179
Downloads:	77
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-SA 4.0, Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-sa/4.0/
Description:	A Creative Commons license that bans commercial use and requires the user to release any modified works under this license.
Licensing start date:	16.09.2025

Secondary language

Language:	English
Title:	Organizational culture - organizatonal needs and expectations of young adults
Abstract:	Organizational culture plays a crucial role in shaping work dynamics, employee satisfaction, and the long-term success of companies. With the arrival of Generations Y and Z, new expectations have emerged regarding work flexibility, leadership, corporate values, and personal and career development. Young adults value social justice, inclusion, diversity, individuality, and self-expression, while placing less emphasis on traditional conventions. Understanding these expectations is essential for attracting and retaining talent. The study examined young employees’ perceptions of organizational culture, their priorities, and the gap between expectations and reality. Both quantitative and qualitative methods were used, including surveys and in-depth interviews. The analysis revealed that young adults often perceive workplace culture as balanced, with elements of hybrid organizations that combine hierarchical structures and flexible practices. They highly value work flexibility, remote work, transparent communication, innovation, inclusion, and equality, whereas corporate values play a smaller role in practical employment decisions. Key factors for satisfaction and motivation include work-life balance, mental health, career development, continuous learning, and quality interpersonal relationships. The results indicate that organizational culture significantly influences employees’ sense of belonging, purpose at work, and engagement. Recommendations for companies include promoting flexible work arrangements, empathetic leadership, transparent communication, and inclusive, innovative environments. Modern organizational culture should be dynamic, adapting to technological changes, globalization, and workforce diversity, thereby enhancing engagement, productivity, and long-term employee loyalty.
Keywords:	Organizational culture, Young adults, Generation Y and Z, Employee satisfaction, Employee engagement, Career development, Work environment, Corporate values

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