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Title:Zadovoljstvo pri delu v javnem in zasebnem sektorju in njegovi vzroki : diplomska naloga
Authors:ID Sladoje, Manca (Author)
ID Krivec, Jana (Mentor) More about this mentor... New window
Files:.docx UNI_Sladoje_Manca_i2017.docx (1,53 MB)
MD5: BC4E6D7595E17F2E60963BC6B137E321
 
Language:Slovenian
Work type:Undergraduate thesis
Typology:2.11 - Undergraduate Thesis
Organization:FUDS - School of advanced social studies
Abstract:V diplomskem delu smo se osredotočili na pomen in spodbujanje samostojnosti 1 – 3 letnih otrok. Veliko staršev je namreč prepričanih, da je njihov otrok še premajhen, da bi opravljal določene aktivnosti, ki so primerne za njegovo starost. V teoretičnem pregledu smo opredelili pojem samostojnost, razvojne mejnike v starosti 1 – 3 let na področju govora, telesnega razvoja, intelektualnega, socialnega in čustvenega razvoja. Predstavili smo načine kako otroke spodbujamo k samostojnosti, kaj pomeni, če so starši prezahtevni oziroma popustljivi ter kakšne vzgojne metode za spodbujanje samostojnosti uporabljajo vzgojitelji v vrtcu. Nadalje je predstavljena raziskava, ki smo jo izvedli med starši 1-3 letnih otrok, ter vzgojiteljicami v vrtcu. Preverjali smo, kako starši razumejo in spodbujajo samostojnost otrok, ter ali so njihova pričakovanja do svojih otrok v tej starosti realna, prezahtevna ali popustljiva. Preverjali smo tudi kakšna je stopnja samostojnosti 1 – 3 letnih otrok, ki obiskujejo vrtec, in tistih, ki vrtca ne obiskujejo in kako vzgojiteljice spodbujajo samostojnost otrok v vrtcu. Ugotovili smo, da starši spodbujajo samostojnost svojega otroka tako, da mu večkrat pokažejo in razložijo neko aktivnost, ter mu pri tem pomagajo. Rezultati kažejo, da so starši otrok v starosti 1 – 3 let preveč popustljivi, saj menijo, da je njihov otrok še premajhen za določeno opravilo oziroma aktivnost. Tako starši, kot tudi vzgojitelji v vrtcu se bojijo za varnost otrok, vendar jim kljub temu omogočijo samostojno gibanje. Starši otrok, ki ne obiskujejo vrtca pogosto preveč posegajo v otroško igro in s tem zavirajo otroka, da bi sam prišel do rešitve. Ugotovili smo tudi, da so otroci, ki obiskujejo vrtec bolj samostojni pri vsakodnevnih opravilih in da se vzgojiteljice v vrtcu poslužujejo dobrih metod, za spodbujanje otroke k samostojnosti. Rezultati so lahko uporabni za izobraževanje staršev o zmožnostih otrok in primernem spodbujanju njihove samostojnosti.
Keywords:zadovoljstvo, dejavniki, motivatorji, javni sektor, zasebni sektor, plače, diplomske naloge
Place of publishing:Ljubljana
Place of performance:Ljubljana
Publisher:[M. Sladoje]
Year of publishing:2017
Year of performance:2017
Number of pages:68 str.
PID:20.500.12556/ReVIS-8002 New window
COBISS.SI-ID:4850939 New window
UDC:331.1
Publication date in ReVIS:28.07.2021
Views:1111
Downloads:17
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Secondary language

Language:English
Abstract:Employee workplace satisfaction is not only important for his/her personal and career development, but also for the organization as a whole, and consequently for its business success. We studied the employee workplace satisfaction, determined which factors and motivators lead to employee workplace satisfaction, and analyzed the differences in the level and contributing factors of employee workplace satisfaction in the public and private sector. The level of satisfaction was analyzed according to gender, age, seniority, and type of employment. The results displayed that the level of satisfaction is higher in the private sector as opposed to the public sector for all stated factors. The greatest difference was displayed in relation to the clarity of the promotion criteria. Depending on the length of employment, the level of satisfaction rises in the period of the first ten years of employment and then drops in the period between ten and twenty years of employment and again rises after the thirtieth year of employment. We found that men are generally more satisfied in their workplace than women. The results displayed that the salary is the greatest satisfaction motivator both in public and private sectors. In addition to salary, positive workplace environment is a substantial motivator. The results display current level of satisfaction and the motivating factors, and can be a good starting point for both employer leadership guidelines in individual sectors as well as relevant decision makers of national politics in the field of business and public administration.


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