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Title:VREDNOTE ZAPOSLENIH KOT KLJUČNI ELEMENT ORGANIZACIJSKE KULTURE KAKOVOSTI V ZAVODU DORNAVA
Authors:ID Brenčič, Jožica (Author)
ID Habjanič, Ana (Mentor) More about this mentor... New window
ID Borstner, Bojan (Co-mentor)
Files:.pdf MAG_Brencic_Jozica_2014.pdf (1,17 MB)
MD5: 86990C92FE6B04EB9AE7A23FA6453BEA
 
Language:Slovenian
Work type:Master's thesis/paper (mb22)
Typology:2.09 - Master's Thesis
Organization:FZV - Faculty of Health Sciences
Abstract:Delo z osebami s posebnimi potrebami se zaradi napredka in razvoja družbe zelo spreminja. Vsi, ki delamo s tako občutljivo populacijo, potrebujemo poleg strokovnega znanja, veščin in izkušenj tudi obilo osebne predanosti delu, ki je v veliki meri pogojena z nivojem osebnih humanističnih vrednot. Vrednote določajo, kaj je pomembno, vredno truda in zaželeno. Sistem vrednot pomembno vpliva na oblikovanje organizacijske kulture, ki je osnova poslanstva in vizije delovne organizacije. Namen: je prikazati najpomembnejše vrednote, katere zaposlenim omogočajo delo z osebami s posebnimi potrebami, kar jim istočasno predstavlja zadovoljstvo z delom. Pojasniti pomen ujemanja osebnih vrednot z vrednotami delovne organizacije, prikazati vrednote, ki v največji meri oblikujejo organizacijsko kulturo in predstaviti zavod Dornava. Metodologija: z analizo strokovne ter znanstvene domače in tuje literature in virov ter pregledom obstoječih raziskav smo pripravili teoretični del naloge. V empiričnem delu smo uporabili kvantitativno raziskovalno metodo, ki zajema zanesljive številčne in statistične meritve na vzorcu, ki ga predstavljajo zaposleni iz vseh delovnih področij zavoda Dornava (n = 217). Kot merski instrument smo uporabili anonimni anketni vprašalnik. Vprašalnik je delno vsebinsko povzet po klasifikaciji vrednot (Musek, 2000) in internem kodeksu zaposlenih zavoda (2001) ter sestavljen iz petih sklopov: demografskih vprašanj, ugotavljanja prioritetnih vrednot zaposlenih v zavodu, odnosa zaposlenih do uporabnikov storitev zavoda, zadovoljstva zaposlenih, strpnosti v odnosu do uporabnikov in stanj strpnosti med zaposlenimi. Rezultati: ugotavljamo, da je hierarhija vrednot zaposlenih načeloma skladna s hierarhijo vrednot organizacije, kar ugodno vpliva na uresničevanje poslanstva zavoda Dornava kot celote. Raziskava je pokazala, da so zaposleni »s službo na splošno« zadovoljni, najvišje zadovoljstvo jim prinaša sodelovanje med zaposlenimi v celotnem kolektivu. Ocenjujemo, da v zavodu Dornava z vidika vrednot obstaja sorazmerno zdrava organizacijska kultura in klima.
Keywords:Ključne besede: vrednote, organizacijska kultura, kakovost, oseba s posebnimi potrebami, ZUDV Dornava.
Year of publishing:2014
Publisher:[J. Brenčič]
Source:Maribor
PID:20.500.12556/DKUM-44438 New window
UDC:005.73:614.2(043.2)
COBISS.SI-ID:2057124 New window
NUK URN:URN:SI:UM:DK:FNXQFSDK
Publication date in DKUM:02.12.2014
Views:2463
Downloads:389
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:FZV
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Secondary language

Language:English
Title:VALUES OF EMPLOYEES AS A KEY ELEMENT OF ORGANIZATIONAL CULTURE OF QUALITY IN THE INSTITUTION »ZAVOD DORNAVA«
Abstract:The work with people with special needs is altering widely due to the progress and development of society. All, who work with such a sensitive population, need besides expert knowledge, skills and experiences, plenty of personal dedication to work, which is largely conditioned by the level of personal humanistic values. Values determine what is important, worthwhile and desirable. The system of values has a significant impact on the development of the organizational culture that underlies the mission and vision of the work organization. Purpose: to show the most important values which allow employees to work with people with special needs, which at the same time portrays them satisfaction with work. To explain the importance of matching personal values with the values of the work organization, display values that largely shape the organizational culture and present the Dornava institution. Methodology: with analysis of scientific and professional domestic and foreign literature and sources, as well as with the review of existing researches, our theoretical part was prepared. In the empirical part, we used the quantitative research method which includes reliable numerical and statistical measurements on a sample that is represented by employees from all areas of work of the Dornava institution (n = 217). As measuring instrument we used an anonymous questionnaire. The questionnaire is partly and substantively summarised after classification of values (Musek, 2000) and iternal codex of institute employees (2001); it also consists of five sets: demographic questions, identifying priority values of employees of the institution, employees' attitude to service users of the institution, employee satisfaction, tolerance in relation to the users and the state of tolerance among employees. Results: we find that the hierarchy of values of the employees is fundamentally consistent with the hierarchy of values of the organization, which has a satisfactory impact on the realization of the mission of the Dornava institution as a whole. The survey showed that the employees are "generally satisfied with the job"; the highest satisfaction brings collaboration among employees of the whole team. We estimate that in the Dornava institution is, in terms of values, present a proportionally healthy organizational culture and climate.
Keywords:Keywords: values, organizational culture, quality person with special needs, Dornava institution.


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