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Title:ORGANIZACIJSKO VZDUŠJE V PODJETJU PRED IN MED KRIZO
Authors:Muhič, Luka (Author)
Mayer, Janez (Mentor) More about this mentor... New window
Files:.pdf UNI_Muhic_Luka_2012.pdf (1,15 MB)
 
Language:Slovenian
Work type:Undergraduate thesis (m5)
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:V sodobnem svetu se vse več organizacij zaveda pomena človeških virov. Ljudje so najmočnejše orožje v boju s konkurenco, zato potrebujejo ustrezno ravnanje in okolje, v katerem razvijajo svoje potenciale in sposobnosti. Zadovoljni zaposleni usodno vplivajo na rast in razvoj organizacije in na njen ugled na trgu. Vendar je za dobro delovno vzdušje potrebno poznavanje posameznika, njegove vizije in ciljev, ki morajo postati usklajeni s cilji vseh zaposlenih in celotne organizacije. Občutek, da je posamezniku omogočen razvoj, osebnostna rast, da je njegovo delo cenjeno in da je zaželen, daje zavedanje pripadnosti. To vodi v pozitivne odnose, ki ustvarjajo ustrezno vzdušje. Namen diplomskega dela je predstaviti pojem organizacijskega vzdušja in organizacijske kulture, njunih dimenzij in vpliva na zadovoljstvo zaposlenih in uspešnost organizacije. V okviru raziskave podjetja Tovarna vozil Maribor pa želimo pridobiti ustrezne rezultate, ki bodo pokazali možnosti in potrebe po spremembah v podjetju. Diplomsko delo je sestavljeno iz teoretičnega dela, kjer smo predstavili več vidikov organizacijskega vzdušja in organizacijske kulture ter povezave med njima, in empiričnega dela, kjer so predstavljene in opisane ankete v obliki vprašalnika. Ta kaže merjenje organizacijskega vzdušja. Rezultati so pokazali, da je stanje organizacijskega vzdušja v podjetju Tovarna vozil Maribor v času krize slabše kot v času pred nastopom globalne krize. Pri vseh dimenzijah smo prikazali precejšen padec strinjanja anketiranih zaposlenih s trditvami, ki opredeljujejo organizacijsko vzdušje. V času krize je najvišje ocenjena dimenzija, ki ocenjuje pripadnost podjetju, najnižje pa so zaposleni ocenili dimenzijo nagrajevanja. S podatki, pridobljenimi z anketnim vprašalnikom smo potrdili oziroma zavrgli zastavljene hipoteze. Potrdili smo drugo (Med krizo je napredovanj in nagrad za dobro opravljeno delo manj kot pred krizo.) in tretjo hipotezo (Osebno zadovoljstvo pri delu je bilo boljše pred krizo.), zavrgli pa prvo (Mlajši zaposleni so bolj iniciativni kot starejši.), četrto (Mnenje o organiziranosti podjetja v času krize je boljše pri zaposlenih z višjo stopnjo izobrazbe kot pri zaposlenih z nižjo stopnjo izobrazbe.) in peto hipotezo (Pred krizo je bila stopnja inovativnosti višja kot med krizo.).
Keywords:- organizacijsko vzdušje - organizacijska kultura - osebnost - organizacija - zadovoljstvo
Year of publishing:2012
Source:Maribor
COBISS_ID:7025427 Link is opened in a new window
NUK URN:URN:SI:UM:DK:QFT9QZ81
Views:772
Downloads:61
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Secondary language

Language:English
Title:ORGANIZATIONAL ATMOSPHERE BEFORE AND DURING THE CRISIS
Abstract:In modern world, more and more organizations are aware of the importance of human resources. People represent the most powerful weapon when fighting off the competition, so they need proper management and environment in which they can develop their potentials and abilities. Satisfied employees fatally affect the growth and development of the organization and its reputation on the market. However, in order to establish a good working atmosphere, the employer needs to be familiar with the individual employee, his or her vision and objectives, which should be consistent with the objectives of all employees and the entire organization. The feeling that an individual has a chance for the development and personal growth, that his or her work is appreciated and that he or she is wanted, creates a sense of belonging. This leads to positive relationships that create the appropriate atmosphere. The purpose of the present thesis is the concept of organizational atmosphere and organizational culture dimensions and their impact on employee satisfaction and performance of the organization. The research of Tovarna vozil Maribor company, a Slovene car manufacturer, aims to obtain the type of results which will show the possibility and need for changes in the company. The thesis consists of theoretical part where several aspects of organizational climate and organizational culture as well as the links between them are presented, and empirical part which presents and describes surveys in the form of a questionnaire which shows the measurement of organizational atmosphere. The results show that the state of organizational climate in a vehicle factory in Maribor during the crisis is worse than before the onset of the global crisis. In every aspect, the thesis proved a significant drop in employee respondents agreeing with claims defining the organizational atmosphere. In all dimensions, we show a significant drop in employee respondents agreeing with claims defining the organizational atmosphere. In times of crisis, an estimated maximum dimension which considers loyalty to the company, and the lowest dimension the employees evaluated reward The data, obtained by a questionnaire, we confirmedor rejected the hypothesis pursued. We have confirmed the second (During the crisis, promotions and rewards for good work are fewer than before the crisis.) and the third hypothesis (Personal satisfaction at work was better before the crisis.). Rejected the first (Younger employees are more initiatory than older people.) fourth (Opinion on the organization of the firm in times of crisis it is better for employees with higher levels of education than for workers with lower levels of education.) and the fifth hypothesis (Before the crisis, the rate of innovation is higher than during the crisis.).
Keywords:- Organizational atmosphere - Organisational culture - Personality - Organization - Satisfaction


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