|Opis:||We discussed the impact of team-building on employee satisfaction at Janus Trade, d.o.o. Attending team-building programs has proven to be an important factor in ensuring employee satisfaction. In the theoretical part, we first defined the concept of job satisfaction, what it means and when an individual is actually satisfied at work. Then we defined team and teamwork. We showed how a team is developed and formed, and defined team roles. Finally, we defined team-building. We presented the types of team-buildings, advantages and disadvantages, we also touched on today's reality and determined whether virtual team-buildings are a new reality, and at the end we also presented the course of team-building programs.
In the empirical part, we used a questionnaire to find out how often the company we choose organizes team-building programs, what forms they choose, how these programs affect employee relationships and team development, and what the overall satisfaction of employees in the company is. At the end, on the basis of empirical work, we answered the research questions and confirmed or rejected the hypotheses we posed. We also listed some recommendations that would further help the company in improving employee satisfaction and in choosing the right forms of team-building programs.
We found that the employees of the company are more motivated to work after the implementation of team-building programs, their productivity increases, they understand each other better and are more connected. The implementation of a team-building program, in this case fun team-building, affects the overall satisfaction in the company, and employees have a very positive attitude towards the implementation of these programs. We also expected most of these responses.
We hypothesized that team-building affects employee satisfaction, that there is a relationship between team-building participation and workplace satisfaction, that team-building has a positive effect on employee relationships, and that there are significant differences between directing and operational employees. Regarding the opinion of whether team-building enables them personal and professional development. We confirmed the first hypothesis that team-building affects employee satisfaction and the third that team-building has a positive effect on employee relationships. We could not confirm the other two hypotheses. However, the results would probably be different if the company had more employees, which means a larger sample of respondents.
We believe that the company is choosing the right form of team-building, which in this case is fun team-building, as we see from the results that it has a positive effect on employees and has a real effect on satisfaction and relationships. Overall, the company’s employees are satisfied, which is encouraging. In addition to the fun form of the workshops, the company could add an educational program that would influence the personal and professional development of the employees, but they must monitor if there will still be the same effect on the employees. Of course, we do not want the company to change the type of team-building program selection and thus cause employees to be dissatisfied or not to accept education well.|