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Naslov:PROUČEVANJE VPLIVA ČASOVNIH NORMATIVOV NA MOTIVACIJO IN KAKOVOST
Avtorji:ID Jakša, Ferdinand (Avtor)
ID Ferjan, Marko (Mentor) Več o mentorju... Novo okno
Datoteke:.pdf MAG_Jaksa_Ferdinand_2009.pdf (731,07 KB)
MD5: CA4E71074F72DEABEEA4F13607AC460A
PID: 20.500.12556/dkum/0a63131f-1e5b-4c89-b857-ab1e2a4a2eb9
 
Jezik:Slovenski jezik
Vrsta gradiva:Magistrsko delo
Organizacija:FOV - Fakulteta za organizacijske vede
Opis:Osnovni cilj raziskave je bil ugotoviti, kateri dejavniki stimulirajo zaposlene in vplivajo na dvig produktivnosti in kakovosti, kateri pa negativno delujejo na kakovost. V teoretičnem delu so predstavljeni sistemi za merjenje časovnih normativov in njihova uporaba. Opisana sta dva sistema, ki sta se razvila in sta v uporabi v delovnih organizacijah po Evropi in Ameriki. V nadaljevanju je predstavljena raziskava o stimuliranju zaposlenih in dejavnikih, ki vplivajo na njihovo uspešnost. Podrobno sta predstavljena materialna in nematerialna stimulacija zaposlenih, pa trdi ekologija, urejenost in ergonomija delovnega mesta, ki vplivajo na počutje in motivacijo zaposlenih. Nanjo močno vpliva tudi možnost konstantnega izobraževanja. V empiričnem delu smo raziskovali, kateri motivacijski dejavniki se zdijo zaposlenim najbolj pomembni. Istočasno pa nas je še zanimalo, ali časovno normiranje kot stimulativni dodatek k plači vpliva na kvaliteto in učinkovitost izdelkov ali storitev. V ta namen smo pripravili anketni vprašalnik, v katerem smo ugotavljali velikost delovnih organizacij, iz katerih prihajajo anketirani delavci, in njihovo poznavanje časovnih normativov ter stimuliranje zaposlenih in njihovo mnenje o materialni in nematerialni motivaciji. V končnem delu pa nas je zanimal vpliv motivacije na kvaliteto izdelkov in stališče podjetja do raziskovanih dejavnikov. Raziskava je pokazala, da zaposleni na področju Slovenije menijo, da motiviranje vpliva na produktivnost in kakovost proizvodov ali storitev, bolj kot sredstva za izvajanje dela in tehnologija. Motivacijo zaposlenih moramo neprestano preučevati in dograjevati ter slediti raziskavam in spremembam v okolju in temu primerno prilagajati organizacijo. Sistem plačevanja po časovnih normativih ni najbolj moteč dejavnik, je pa poleg finančne ravno tako pomembna nefinančna motivacija. Iz anket vidimo, da če organizacije z menedžmentomna čelu ne zanima kakovost in motivacija zaposlenih, ne dosega visoke kakovosti in produktivnosti. Veliko organizacij se še ne zaveda, da zaposleni potrebujejo mehke dejavnike vodenja in menedžment, ki bo znal delati z ljudmi. V Sloveniji je treba povečati možnosti za izobraževanje vodilnih na področju motiviranja zaposlenih. Delovne organizacije, ki preučujejo potrebe svojih zaposlenih, jih dodatno usposabljajo in s tem prilagajajo stimulativne dejavnike, so uspešne.
Ključne besede:motivacija, normativi, stimulacija, izobraževanje
Kraj izida:Maribor
Leto izida:2009
PID:20.500.12556/DKUM-12187 Novo okno
COBISS.SI-ID:6566931 Novo okno
NUK URN:URN:SI:UM:DK:37YW2CLX
Datum objave v DKUM:15.12.2009
Število ogledov:3466
Število prenosov:319
Metapodatki:XML DC-XML DC-RDF
Področja:FOV
:
JAKŠA, Ferdinand, 2009, PROUČEVANJE VPLIVA ČASOVNIH NORMATIVOV NA MOTIVACIJO IN KAKOVOST [na spletu]. Magistrsko delo. Maribor. [Dostopano 3 april 2025]. Pridobljeno s: https://dk.um.si/IzpisGradiva.php?lang=slv&id=12187
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Sekundarni jezik

Jezik:Angleški jezik
Naslov:THE RESEARCH OF THE INFLUENCE OF THE TIME NORMATIVES ON THE MOTIVATION AND QUALITY
Opis:The main purpose of this research was to find out the elements that motivate the employees and have a favourable influence on productivity and quality and the ones that have a negative impact on quality. The theoretical part presents measuring systems of time standards as well as their application. Two systems developed and used in the working organisations throughout Europe and the United States are described. Further, employee incentives and the factors that encourage employee efficiency are described. Financial and non-financial employee incentives are described in detail as well as ecology, well-organised and ergonomic working stations as elements that also affect employee well-being and motivation. The lather is positively influenced also by the possibility of constant training. The empiric part contains a research on incentive factors that the employees find most important. At the same time, the purpose of the research was to find out if time standards as incentive bonus to the salary affect quality and efficiency of the products and services. An opinion survey was carried out in order to find out the size of the working organisation the interviewed employees come from and their knowledge of the time standards as well as their opinion on financial and non-financial incentives. At the end, the research deals with the influence of motivation on the quality of products and with the company’s point of view concerning the factors comprised in the present research. The research points out that the employees in Slovenia think that various incentives influence the productivity as well as the quality of products more than means of production and technology themselves. The employee motivation needs to be studied and developed constantly, the researches and the changes in the working environment have to be followed up and the organisation of work has to be adapted accordingly. The payment system by time standard is not the most disturbing element, however, it should be pointed out that non-financial incentives are as important as financial ones. The opinion survey shows that a working organisation where managers are not interested in both quality and employee motivation neither gains in productivity nor has good quality results. There are still many working organisations that are not aware of the fact that the employees need “soft” management approaches as well as the managing team that knows how to work with people. In Slovenia, possibilities of the of the management training in the field of employee incentives need to be built up. The working organisations that study the needs of their employees and offer them additional training thus adjusting incentive elements are more successful.
Ključne besede:Motivation, standards, incentive, train


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