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Title:Upravljanje sprememb na državnem tožilstvu Republike Slovenije skozi vidik različnih starostnih kultur
Authors:ID Juvančič, Aleš (Author)
ID Raspor, Andrej (Mentor) More about this mentor... New window
Files:.pdf 2888$$zakljucno_delo.pdf (2,29 MB)
MD5: 1EDCCC885AE8DF436BA8F9606ADC6F86
 
Language:Slovenian
Work type:Master's thesis/paper
Organization:FUDS - School of advanced social studies
Abstract:V magistrski nalogi smo v raziskovalnem vprašanju iskali odgovor ali je proces uveljavljanja sprememb na Državnem tožilstvu Republike Slovenije možno izboljšati. V prvem delu smo na podlagi deskriptivne analize virov razložili postopek uveljavljanja sprememb v organizaciji. Hkrati nas je zanimalo, ali starost zaposlenih vpliva na uveljavljanje sprememb v organizaciji, zato smo vprašanje poglobili in prikazali različne modele upravljanja sprememb v organizaciji ter v raziskavo vključili komponento aktualnih starostnih skupin v organizaciji. Grob vpogled v uveljavljanje sprememb v organizacijah smo dobili z analizo dobrih primerov iz prakse doma in v tujini. V drugem delu smo v raziskavi uporabili dva pristopa. Z anketnim vprašalnikom z 18 vprašanji smo dobili mnenje zaposlenih o strinjanju s posameznimi koraki uvajanja sprememb na Državnem tožilstvu Republike Slovenije in v nadaljevanju s 13 intervjuji preverili, kako se zaposleni počutijo ob uveljavljanju sprememb, kje vidijo prednosti in slabosti ter kje in na kakšen način vidijo možnosti za izboljšavo procesa uvajanja sprememb v organizaciji. Glavne ugotovitve raziskave so, da se zaposleni zavedajo sprememb ter imajo dovolj znanja in sposobnosti, vendar ne čutijo, da jih organizacija dovolj vključuje v proces upravljanja sprememb oziroma ne zagotavlja dovolj podpore, ko so spremembe vpeljane. Naloga predlaga dve možnosti za izboljšanje: vpeljava ambasadorjev, ki bi pomagali zaposlenim v procesu uveljavljanja sprememb, in vpeljava sistema za anonimno podajanje povratnih informacij in predlogov.
Keywords:spremembe, upravljanje sprememb, organizacija, starostne razlike, organizacijske kulture, modeli upravljanja sprememb, ADKAR
Year of publishing:2023
PID:20.500.12556/ReVIS-9734 New window
Publication date in ReVIS:10.06.2023
Views:713
Downloads:45
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Secondary language

Language:English
Title:Change management in State Prosecutor's Office of the republic of Slovenia according to different age cultures
Abstract:In the thesis we tried to explain whether it is possible to improve the process of implementing changes at the state prosecution offices. In the first part, we explained the change management process in the organization, based on a descriptive analysis of sources. At the same time, we were interested in whether the age of employees affects the implementation of changes in the organization, so we widened the research question and explained different models of change management in the organization, including organizational age groups in our research. We got insight into implementing changes in organizations by analyzing best practices and good examples from practice in Slovenia and around the world. In the second part, we used two approaches to our research. With a questionnaire with 18 questions, we obtained employees' opinions on agreeing with individual steps of change management at state prosecution and then checked, with 13 interviews, how employees feel about implementing changes, where they see advantages and disadvantages and where and how they see possibilities for improving the change management process in the organization. The main findings of our research were, that employees are aware of changes in the organization and have enough knowledge and skills to help the change management process, but do not feel that organization involves them enough in change management process or provides enough support once changes are implemented. The paper proposes two possibilities for improvement: introduction of ambassadors who would help employees through changes in change management process, and introduction of framework for anonymous feedback and suggestions.
Keywords:changes, change management, organization, age gap, age differences, organizational culture, change management models, ADKAR


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