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Title:
MOTIVACIJA ZAPOSLENIH V PODJETJU X
Authors:
ID
Roudi, Manuela
(Author)
ID
Uršič, Duško
(Mentor)
More about this mentor...
Files:
VS_Roudi_Manuela_2010.pdf
(788,36 KB)
MD5: D03928A21A1B1FD8FB37146113BD4FDF
PID:
20.500.12556/dkum/ca73d8de-d483-402c-ab1d-716d260ce432
Language:
Slovenian
Work type:
Undergraduate thesis
Organization:
EPF - Faculty of Business and Economics
Abstract:
Diplomskega dela smo se lotili, ker nas je zanimalo stanje zadovoljstva in motivacije v podjetju X. Ugotovili smo, kateri so najpomembnejši motivacijski dejavniki, ki vplivajo na motiviranost zaposlenih v podjetju X. Na podlagi rezultatov raziskave smo ugotovili, da je večina anketiranih z delom v podjetju zadovoljnih, kar je izjemno pomembno, kajti z delom zadovoljni posameznik predstavlja ključ do uspeha podjetja. Za podjetje je pomembno, da zadrži svoje zaposlene. To mu bo uspelo le, če se bodo posamezniki v njem dobro počutili. Za uspešno motiviranje je potrebno poznati potrebe zaposlenih, jim ponuditi privlačne nagrade in natančno zastaviti cilje njihovega dela, zagotoviti povezavo njihove ne/uspešnosti z nagradami, ustrezne povratne informacije o njihovem delu ter pravičnost in poznavanje sistema nagrajevanja. Ugotovili smo, da motivirati pomeni spodbujati ljudi k določenemu načinu dela z določenimi motivacijskimi dejavniki, da bodo opravili dane naloge dosledno, učinkovito in hkrati na podlagi lastnega interesa. Pogosto slišimo, da so ljudje največje bogastvo podjetja. Ljudje so tisti, po katerih se v konkurenčnem poslovnem okolju podjetja medsebojno najbolj razlikujejo. Ker je njihova učinkovitost precej odvisna od njihovega zadovoljstva, lahko rečemo, da zadovoljni zaposleni v današnjem času predstavljajo ključ do uspeha podjetja.
Keywords:
Motivacija
,
motivi
,
motivacijski dejavnik
,
motivacijska teorija
,
vodenje in motivacija
,
zaposleni
,
zadovoljstvo pri delu
,
podjetje X.
Place of publishing:
Maribor
Publisher:
[M. Roudi]
Year of publishing:
2009
PID:
20.500.12556/DKUM-12810
UDC:
005.3
COBISS.SI-ID:
10233372
NUK URN:
URN:SI:UM:DK:G0U9QMRO
Publication date in DKUM:
25.05.2010
Views:
7094
Downloads:
1184
Metadata:
Categories:
EPF
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Vancouver
:
ROUDI, Manuela, 2009,
MOTIVACIJA ZAPOSLENIH V PODJETJU X
[online]. Bachelor’s thesis. Maribor : M. Roudi. [Accessed 7 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=12810
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Secondary language
Language:
English
Title:
MOTIVATION OF EMPLOYEES IN COMPANY X.
Abstract:
We started this diploma thesis as we were interested in the levels of satisfaction and motivation in the company X. We have determined the foremost motivating factors which affect employees' satisfaction in this company. On the basis of the research results, we have found that most people we interviewed were satisfied with their jobs, which is highly important, as a satisfied worker represents the key to the company’s success. Therefore it is important for the company to retain its employees. This is only possible when individuals feel good when at work. Motivating employees successfully means the company has to be aware of the needs of its workers. It should offer the employees attractive incentives and set precise goals for their work. It should ensure that there is a connection between their performance and the rewards, an appropriate feed-back about their work, fairness and a transparent system of rewards. We have established that to motivate means to encourage people to work in a specific way with specific motivating factors in order for the employees to perform consistently, efficiently and at the same time be personally invested in their work. It can often be heard said that people are a company’s greatest asset. It is the employees who make the biggest difference in the competitive business environment. As a company’s efficiency very much depends on employee satisfaction we can say that nowadays a satisfied worker is the key to a company’s success.
Keywords:
Motivation
,
Motive
,
Motivation factors
,
Theories of motivation
,
Managament and motivation
,
Employees
,
Satisfaction at work
,
Company X.
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