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Naslov: ORGANIZACIJSKI UKREPI IN STRATEGIJE ZA USKLAJEVANJE DELOVNIH IN ZASEBNIH OBVEZNOSTI Avtorji: ID Hutevec, Maja (Avtor) ID Blažič, Mojca (Mentor) Več o mentorju... Datoteke: 1331$$dip_hutevec_maja_2025.pdf (1,76 MB) MD5: 1B3992ECCD233B8C8B71F0164CCA9F8D   Jezik: Slovenski jezik Vrsta gradiva: Diplomsko delo/naloga Organizacija: UNM FEI - Univerza v Novem mestu - Fakulteta za ekonomijo in informatiko Opis: V diplomski nalogi preučujemo, kako organizacije z uvedbo ustreznih ukrepov in strategij prispevajo k učinkovitejšemu usklajevanju delovnih in zasebnih obveznosti zaposlenih, s posebnih poudarkom na potrebah mladih staršev. Najprej osvetljujemo proces ravnanja z ljudmi v organizaciji, nato pa opredeljujemo pojem usklajevanja delovnih in zasebnih obveznosti ter njegov pomen. Predstavljamo usklajevanje na ravni posameznika, organizacije in države, težave ter posledice (ne) usklajenih delovnih in zasebnih obveznosti. Osredotočimo se na organizacijske ukrepe in strategije, v okviru katerih predstavimo certifikat Družini prijazno podjetje in njegov katalog. V empiričnem delu raziskujemo, kako k omenjenem problemu pristopajo organizacije s posebnim poudarkom na potrebah mladih staršev. Ugotavljamo, katere ukrepe organizacije dejansko ponujajo, kako pogosto in v kakšni meri se uporabljajo ter kakšen vpliv imajo na mlade starše. S pomočjo spletne ankete ugotavljamo, da je tema za mlade starše privlačna in želijo prispevati k boljšemu razumevanju ustvarjanja podpornega delovnega okolja. V diplomski nalogi smo postavili pet hipotez, na osnovi katerih smo ugotovili, da večina mladih staršev meni, da ukrepi niso dovolj jasno predstavljeni in dostopni. Največkrat koristijo ukrepe, ki pripomorejo k fleksibilnosti delovnega časa in delavnik prilagajajo zasebnim obveznostim. Pogostejšo rabo ukrepov pa jim preprečuje predvsem delovna kultura. Možnost koriščenja ukrepov in strategij najbolj prispeva k njihovemu zadovoljstvu doma in pri delu. Želijo si več časa z družino, več prostih dni ter več podpore s strani nadrejenih. Ugotovili smo tudi, da se pojavljajo primeri, ko ukrepi v podjetjih sploh niso dostopni, ter da imajo mladi starši kar nekaj zamisli za ukrepe, ki bi si jih želeli realizirane. Ključne besede: usklajevanje, delovne obveznosti, zasebne obveznosti, mladi starši, certifikat Družini prijazno podjetje Leto izida: 2026 PID: 20.500.12556/ReVIS-13274  Datum objave v ReVIS: 08.03.2026 Število ogledov: 10 Število prenosov: 0 Metapodatki:    Citiraj gradivo Navadno besedilo BibTeX EndNote XML EndNote/Refer RIS ABNT ACM Ref AMA APA Chicago 17th Author-Date Harvard IEEE ISO 690 MLA Vancouver : Kopiraj citat

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Sekundarni jezik

Jezik:	Angleški jezik
Naslov:	ORGANIZATIONAL MEASURES AND STRATEGIES FOR BALANCING WORK AND PRIVATE LIFE RESPONSIBILITIES
Opis:	This thesis explores how organizations, through the implementation of appropriate measures and strategies, contribute to more effective reconciliation of employees’ work and private life obligations, with a particular focus on the needs of young parents. It begins by shedding light on human resource management processes within organizations, followed by a definition of work-life reconciliation and its significance. The concept is examined at the individual, organizational, and national levels, along with the challenges and consequences of (un)balanced work and private life obligations. The focus is placed on organizational measures and strategies, including a presentation of the Family-Friendly Company Certificate and its associated catalogue of measures. The empirical part of the thesis investigates how organizations address this issue, emphasising the specific needs of young parents. It examines which measures are actually offered by organizations, how often and to what extent they are used, and what impact they have on young parents. An online survey shows that the topic is highly relevant to young parents, who are eager to contribute to a better understanding of supportive work environments. The thesis sets out five hypotheses, based on which we found that most young parents believe the measures are not clearly communicated or easily accessible. The most frequently used measures are those that contribute to flexible working hours, allowing employees to adjust their schedules to meet personal obligations. However, workplace culture remains a major barrier to more frequent use of such measures. The possibility of using family-friendly measures and strategies significantly contributes to young parents’ satisfaction both at home and at work. They express a desire for more family time, additional days off, and greater support from their supervisors. The study also revealed that, in some cases, such measures are entirely unavailable, and that young parents have several ideas for new measures they would like to see implemented.
Ključne besede:	balancing, work responsibilities, personal responsibilities, young parents, Certificate of a Family‑Friendly Company

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