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Title:Vpliv vodenja na zavzetost in zadovoljstvo zaposlenih pri delu v podjetju x
Authors:Podvornik, Lea (Author)
Šarotar Žižek, Simona (Mentor) More about this mentor... New window
Čančer, Vesna (Co-mentor)
Files:.pdf MAG_Podvornik_Lea_2018.pdf (2,83 MB)
MD5: A949D05BEB862558B42F78448DCF873E
 
Language:Slovenian
Work type:Master's thesis/paper (mb22)
Typology:2.09 - Master's Thesis
Organization:EPF - Faculty of Business and Economics
Abstract:Z vodenjem se srečujemo na vsakem koraku. Vodenje zaposlenih v posameznih podjetjih pa je za sleherno podjetje rdeča nit do uspešnega poslovanja. Uspešen vodja je tisti vodja, ki razume, da so njegovi zaposleni tudi njegovi sodelavci ter z njimi dnevno komunicira. Zares uspešni so tisti vodje, ki pozitivno razmišljajo, so iskreni, se znajdejo v delikatnih situacijah, spodbujajo komunikacijo med sodelavci, so navdih in vzor vsem zaposlenim, svoje zaposlene nikoli ne pustijo na cedilu in jim ne dajejo lažnih obljub, so pravični, znajo pohvaliti in zaposlenim ne ukazujejo, temveč jih učijo in vodijo do skupnega cilja – uspeha. Zakaj bi podjetja morala investirati v zaposlene in zakaj morajo dajati velik pomen zavzetosti pri delu? Odgovor na ti dve vprašanji je dokaj preprost, saj je zavzetost zaposlenih ključnega pomena za rezultate uspešnosti poslovanja podjetja. Če si bo podjetje skupaj s svojimi vodji prizadevalo imeti zavzete zaposlene na delovnih mestih, bo na dobri poti k večji produktivnosti, dobičkonosnosti, varnosti zaposlitve, lojalnosti strank in uspešni rasti podjetja kot celote. Z zavzetimi zaposlenimi bo podjetje lahko konkuriralo na trgu in nenehno raslo, se razvijalo. Potrebno je nenehno vlaganje v zaposlene in pozorno spremljanje, saj tako ne bi prišlo do nezavzetosti zaposlenih pri delu. Le-ta namreč lahko prinese negativne posledice za celotno podjetje. Zaposleni so lahko zavzeti, vendar ni nujno, da so hkrati tudi zadovoljni ali obratno. Zadovoljstvo zaposlenih je prav tako pomemben dejavnik uspešnosti poslovanja podjetij. Zadovoljni zaposleni so na delovnih mestih bolj produktivni in bolj učinkoviti kot tisti zaposleni, ki pri delu niso zadovoljni. Zadovoljstvo zaposlenih se, prav tako kot zavzetost pri delu, kaže v uspešnosti in rasti podjetja. Vse več uspešnih podjetij se zaveda pomembnosti vloge zadovoljstva pri delu in zadovoljstvo svojih zaposlenih postavlja v ospredje oziroma na prvo mesto. Takšna podjetja imajo dobro razvito kulturo poslovanja, ki nudi zaposlenim maksimalno podporo in je pravična. Seveda pa imajo tudi tukaj pomembno vlogo vodje, ki se morajo zavedati, da je le zadovoljen zaposleni ključ do zadovoljnih strank in uspeha. V teoretičnem delu magistrskega dela s pomočjo spoznanj različnih avtorjev predstavimo področje vodenja v podjetjih, posamezne stile vodenja in predstavimo področje zavzetosti ter zadovoljstva zaposlenih pri delu. V uvodnem delu naloge si zastavimo pet hipotez, ki jih bomo preverili v empiričnem delu magistrskega dela. S pomočjo teh petih hipotez smo preverjali vpliv stila vodenja na zavzetost in zadovoljstvo zaposlenih pri delu v podjetju X. V empiričnem delu najprej predstavimo podjetje X, sledijo rezultati izvedene anketne raziskave v podjetju X ter ugotovitve in predlogi. Ugotovili smo, da je več kot polovica zaposlenih v podjetju X na svojem delovnem mestu zadovoljna. Zaposleni so delno zavzeti za delo, ki ga opravljajo. Z obstoječim stilom vodenja je zadovoljna več kot polovica zaposlenih. Prevladuje demokratični stil vodenja, ki je sicer, tudi po teoretičnih izhodiščih, prijazen do zaposlenih. Ugotovili smo tudi, da stil vodenja statistično značilno samo delno vpliva na zavzetost zaposlenih, ne vpliva pa na zadovoljstvo zaposlenih.
Keywords:Vodenje, stili vodenja, vloga vodij, zavzetost zaposlenih, zadovoljstvo zaposlenih.
Year of publishing:2018
Publisher:[L. Podvornik]
Source:Maribor
UDC:331.1
COBISS_ID:13042460 New window
NUK URN:URN:SI:UM:DK:MJPFMY8F
Views:758
Downloads:281
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:EPF
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:27.02.2018

Secondary language

Language:English
Title:The impact of leadership on employees' commitment and satisfaction at work in the company x
Abstract:We face management in every step. Management of employees in individual companies is a silver thread of successful operation of each and every company. A successful manager is a person understanding that their employees are also their colleagues, and communicates with them on a daily basis. Truly successful managers are the ones who think positively, are honest, resourceful in delicate situations, encourage communication among colleagues, are inspiration and role model for all employees, they never let their employees down and do not make false promises, are fair, they commend, they do not command, but teach them and guide them to the common objective – success. Why should companies invest in employees and why should they attach a great importance to the commitment to work? Answer to these two questions is rather simple, since employees’ commitment is of key importance for the results of the successful company’s performance. If the company along with its managers strive for committed employees in the workplaces, it will be well on its way to a higher productivity, profitability, job security, customers’ loyalty, and successful growth of the company as a whole. With the committed employees, the company can be competitive in the market, and it will continuously grow and develop. Therefore, continuous investment in employees is necessary, as well as close monitoring for potential lack of commitment by the employees, since this can bring negative consequences for the entire company. Employees can be committed, but they are not necessarily also satisfied and vice versa. Employees’ satisfaction is also an important factor of the company’s successful operation. Satisfied employees are more productive and more effective in the workplace compared to the employees who are not satisfied at work. Employees’ satisfactions and their commitment at work are reflected in company’s successfulness and growth. More and more successful companies are aware of the role of satisfaction at work, and put satisfaction of their employees in the forefront or in the first place. These kind of companies have a well-developed culture of operation that offers maximum support to the employees and is fair. Naturally, managers play an important role here. They have to be aware that only satisfied employee is a key to the satisfied customers and success. In the theoretical part of the master’s thesis, based on findings of several authors, we present the field of management in companies, individual management styles, and present the field of commitment and satisfaction of employees at work. In the introductory part of the thesis, we set five hypotheses, which are further examined in the empirical part of the master’s thesis. Using these five hypotheses, we examined influence of the management style on commitment and satisfaction of the employees at work in the company X. In the empirical part, we first present the company X, which is followed by the results of the survey in the company X, as well as findings and suggestions. We established that the employees of the company X are mostly satisfied in their workplace. They are also partly commited to the work they perform. Most of the employees are satisfied with the prevailing management style, since the democratic management style prevails, which is also, according to theoretical starting points, employee-friendly management style. We also established that management style only partially statistically significantly influences the employees engagement, and it doesn't influence the employees satisfaction.
Keywords:Management, management styles, role of managers, employees’ commitment, employees’ satisfaction.


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