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Title:Dejavniki zadovoljstva na delovnem mestu : magistrska naloga študijskega programa druge stopnje
Authors:ID Špelko, Brigita (Author)
ID Macur, Mirna (Mentor) More about this mentor... New window
Files:.pdf RAZ_Spelko_Brigita_i2011.pdf (1,35 MB)
MD5: 68DB4539D14359E52A144B0413A15B6F
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:FUDS - School of advanced social studies
Abstract:Med razlicnimi viri, iz katerih vsaka organizacija crpa svojo moc, imajo poseben pomen ljudje. Njihova specifika je v neomejenih potencialih, saj je optimalna izraba cloveških sposobnosti ob spodbujanju inovativnosti, ustvarjalnosti in samouresnicevanje skoraj brezmejna. Kadrovska funkcija tako postaja s potrebo po fleksibilnem in ažurnem odzivanju na dinamicne zahteve okolja pomembnejša celo od financne ali informacijske. V sodobnem gospodarstvu temelji uspešnost organizacije vse pogosteje na samostojnih, visoko usposobljenih in zadovoljnih zaposlenih, ki se med seboj dobro razumejo in sodelujejo, prav tako pa naj bi tudi med njimi in vodilnimi kadri v podjetju veljali dobri odnosi. Visoko motivirani in zadovoljni zaposleni so lahko vir konkurencne prednosti in kljucni element dolgorocne uspešnosti podjetja. Delavci so bolj motivirani za svoje delo, ce so pogoji dela v podjetju ugodni, hkrati pa je vecja tudi njihova produktivnost in zadovoljstvo pri delu. Placa in ostale materialne ugodnosti so sicer precejšnjega pomena za zadovoljstvo zaposlenih, vendar pa je domet zgolj ekonomskih oblik motiviranja zaposlenih zelo omejen. Na zadovoljstvo zaposlenih namrec vplivajo tudi številni nematerialni dejavniki. Splošno zadovoljstvo se izoblikuje kot skupek zadovoljstev s posameznimi dejavniki. Prvi del naloge prikazuje zgodovinski pregled vloge zaposlenih skozi cas s poudarkom na nekaterih teoretskih pristopih. V nadaljevanju predstavljamo teorijo zadovoljstva zaposlenih in kljucne dejavnike, ki vplivajo na zadovoljstvo. V empiricnem delu naloge smo na podlagi že izvedene raziskave ugotavljali celovito zadovoljstvo zaposlenih pri delu oziroma na delovnem mestu. Klasificirali smo tudi posamezne dejavnike zadovoljstva in jih analizirali glede na demografske podatke. Zadovoljstvo zaposlenih smo torej preucevali na dva nacina. S tem smo ugotovili, ali se stopnja zadovoljstva (zadovoljstvo z delom kot celoto) in zadovoljstvo z izbranimi dejavniki razlikujeta glede na demografske podatke.
Keywords:zadovoljstvo zaposlenih, dejavniki zadovoljstva, motivacija, kadrovska funkcija, menedžment človeških virov
Place of publishing:Novo mesto
Place of performance:Novo mesto
Publisher:[B. Špelko]
Year of publishing:2011
Year of performance:2011
Number of pages:115 str.
PID:20.500.12556/ReVIS-7740 New window
COBISS.SI-ID:1024377153 New window
ISBN:
UDC:005.32:331.101.32
Publication date in ReVIS:15.06.2021
Views:3084
Downloads:177
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Secondary language

Language:English
Abstract:Among various resources, from which the organization derives its power, the special importance is given to human resources. They are unique in their unlimited potentials since the optimum utilization of human capacities along with stimulation of innovativeness, creativity and self-realization is almost endless. With the need of flexible and up-to-date responding to dynamic demands of the environment the function of human resource management thus becomes even more important than the financial or information management. In modern economy the company’s efficiency is increasingly based on independent, highlyqualified and satisfied employees who have the ability to communicate well and cooperate with each other, as well as with leading people in the company. Highly motivated and satisfied employees can represent a source of competitive advantage and a key element of company’s long-term efficiency. Employees are more motivated for their work, if the working conditions in the company are appropriate, whereas at the same time their productivity and job satisfaction increases. Salary and other material benefits are still regarded as very important in terms of job satisfaction of employees, but still the range of purely economic forms of motivation remains fairly limited. It has to be pointed out that numerous non-material factors also influence on the job satisfaction of employees. The general satisfaction is formed as a mixture of satisfactions with individual factors. The first part of the thesis shows a history review of the role of employees with the focus on some theoretical approaches, followed by the presentation of the job satisfaction theory and key factors that influence the job satisfaction. In the empirical part of the thesis we tried to establish the overall job satisfaction of the employees on the basis of the already conducted research. Also individual satisfaction factors were classified and analysed according to the demographic data. The job satisfaction was thus studied in two ways. Thus we tried to establish whether the level of satisfaction (job satisfaction as a whole) and the satisfaction with the individual selected factors differ according to demographic data.
Keywords:job satisfaction, satisfaction factors, motivation, human resources function, human resources management, HRM


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