| | SLO | ENG | Cookies and privacy

Bigger font | Smaller font

Show document Help

Title:Nagrajevanje zaposlenih v finančnem podjetju
Authors:ID Zadnikar, Tina (Author)
ID Šprajc, Polona (Mentor) More about this mentor... New window
Files:.pdf UN_Zadnikar_Tina_2017.pdf (1,61 MB)
MD5: 3DDFA6A7493C75EB34E9E1D0F3D60070
 
Language:Slovenian
Work type:Bachelor thesis/paper
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Nagrajevanje zaposlenih je v sodobnem svetu in današnjem času velik izziv za vsako organizacijo. Kako naj uspešen vodja oziroma menedžer pravično nagradi in s tem posledično motivira svoje zaposlene? To vprašanje tare vse številnejše organizacije, v obdobju recesije pa je ta izziv še toliko večji. Pomanjkanje sredstev je nagrajevanje zelo otežilo. Delodajalci iščejo rešitve, kolikor jih lahko, kljub temu pa podjetja propadajo, veliko se jih znajde v stečaju. Podjetja brez težav so redka, večina se jih srečuje s težavami, kako vsak mesec zagotoviti sredstva za plače zaposlenih, kako preživeti na trgu, kako najti izhod iz krize. Bojevanje z osnovnim preživetjem zmanjšuje možnosti za nagrajevanje zaposlenih. Vendar kljub temu nagrajevanja ne bi smeli zanemariti, saj je to eden od dejavnikov, ki v kolektiv prinaša zadovoljstvo in motiviranost, posledično pa povečuje uspešnost podjetja. Številne analize so pokazale, da zaposlenih ne motivira samo denarna nagrada, temveč obstaja še mnogo drugih dejavnikov, s katerimi lahko nagradimo posameznike in z njimi dvignemo motiviranost ter zadovoljstvo. Anketa je pokazala, da so nagrado pomenili in bili visoki motivacijski dejavniki tudi uporaba službenega vozila, službenega telefona, počitniških nastanitev podjetja, napredovanje na višji položaj, dobri medsebojni odnosi, priznanje ali samo pohvala od nadrejenega. Nekaj od teh motivacijskih dejavnikov imajo podjetja še vedno na voljo, in teh nagrad, ki nimajo velikih finančnih posledic, bi morala podjetja pogosteje izkoriščati. Pohvala ali priznanje delavcu za podjetje ne pomeni porabe finančnih sredstev, pri zaposlenem pa lahko sproži zadovoljstvo, občutek pripadnosti in predanosti, še večjo motiviranost za delo, posledično pa tudi boljšo delovno učinkovitost.
Keywords:Nagrajevanje, nagrade, zadovoljstvo zaposlenih, motivacija zaposlenih
Place of publishing:Kranj
Year of publishing:2017
PID:20.500.12556/DKUM-66055 New window
COBISS.SI-ID:7939347 New window
NUK URN:URN:SI:UM:DK:SSIUUASR
Publication date in DKUM:23.06.2017
Views:1295
Downloads:119
Metadata:XML DC-XML DC-RDF
Categories:FOV
:
ZADNIKAR, Tina, 2017, Nagrajevanje zaposlenih v finančnem podjetju [online]. Bachelor’s thesis. Kranj. [Accessed 21 January 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=66055
Copy citation
  
Average score:
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
(0 votes)
Your score:Voting is allowed only for logged in users.
Share:Bookmark and Share


Searching for similar works...Please wait....
Hover the mouse pointer over a document title to show the abstract or click on the title to get all document metadata.

Secondary language

Language:English
Title:Rewarding employees in financial company
Abstract:Today, in modern world rewarding employees is a major challenge for any organization. How should a successful leader or manager reward and consequently motivate their employees? This is an issue with which one deals more and more organizations. This challenge is at a time of recession even more difficult. Lack of finances made rewarding even harder. Employers are looking for solutions, however, companies are going bust and many of them find themselves in bankruptcy. Companies without problems are very rare, most of them facing difficulties how to provide salaries every month, how to survive in the market, how to find a way out of crisis. Struggling with basic survival reduces the potential for rewarding employees. Nevertheless, the rewarding should not be ignored, because it brings satisfaction and motivation in the team and consequently rises the performance of the company. Many analyzes have shown that beside the prize in cash there are many other rewards which motivate people. Survey has shown that employees also considered the use of a company car or phone, paid holidays, promotion, good interpersonal relations, recognition or just praise from a supervisor as a reward. This are motivational factors that organizations can afford and are still available, because they have no large financial consequences. Companies should more often use non-financial rewards, because they can initiate satisfaction and sense of belonging and dedication, even greater motivation to work and better work performance.
Keywords:Rewarding, rewards, employee satisfaction, employee motivation


Comments

Leave comment

You must log in to leave a comment.

Comments (0)
0 - 0 / 0
 
There are no comments!

Back
Logos of partners University of Maribor University of Ljubljana University of Primorska University of Nova Gorica