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Title:Povezanost kompetentnosti managerjev z njihovo uspešnostjo v avtomobilski panogi
Authors:ID Strugar, Nina (Author)
ID Jereb, Eva (Mentor) More about this mentor... New window
Files:.pdf DR_Strugar_Nina_2010.pdf (1,66 MB)
MD5: 4F7F3AF0232734A9988835ED98801216
PID: 20.500.12556/dkum/6f8e85cf-1e72-4fb3-ae46-0b22e352da67
 
Language:Slovenian
Work type:Dissertation
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Doktorska disertacija obravnava povezanost kompetenc managerjev z njihovo uspešnostjo. Raziskava je bila opravljena v podjetjih avtomobilske panoge. Poleg kompetenc ter uspešnosti managerjev, smo se dotaknili tudi demografskih značilnosti le-teh in ugotovili, katere značilnosti opredeljujejo uspešnega managerja. V teoretičnem delu naloga obravnava teme, ki se dotikajo kompetenc (skupnih, managerskih), uspešnosti managerja. Dotakne se tudi uspešnosti podjetja, ki sovpada tako s kompetencami managerjev, kot njihovo uspešnotjo. Uspešnost podjetja je posledica kompetentnih in uspešnih managerjev, ki znajo pritegniti svoje podrejene — sodelavce k produktivnemu delu, inovativnosti, vestnosti na eni strani in na drugi ustvarjajo dobro organizacijsko klimo in kulturo, in sicer z malo odsotnosti z dela, še manjšo fluktuacijo in večjim zadovoljstvom svojih zaposlenih. Obravnavani so tudi dejavniki za vzpostavitev kompetenčnega modela, organizacijske posledice in organizacijske značilnosti. Med slednje sodijo osebni letni razgovori, vizija podjetja, poslanstvo in vrednote. Empirični del zajema raziskavo, ki je bila izvedena v avtomobilski panogi. Določili smo managerske kompetence, primerjali smo posedovanje kompetenc managerjev po posameznih podjetjih. Preverili smo povezanost managerskih komptenc z njihovo uspešnostjo, svojo oceno so podali tudi sodelavci oziroma zaposleni. Preverili smo ali obstaja povezanost med organizacijskimi posledicami ter uspešnostjo managerjev. S slednjo domnevo pa smo preverili povezanost med demografskimi zančilnostmi in uspešnostjo managerjev. V okviru doktorske disertacije smo izdelali kompetenčni model, ki bo pripomogel k večji uspešnosti managerjev in ostalih zaposlenih. Model služi za ocenitev zaposlenih ter njihov razvoj. Skozi oceno zaposlenega je moč ugotoviti na katerem področju njegovo znanje ni tako široko kot bi moralo biti, v pomoč pa nam je tudi pri naboru novih zaposlenih. Iz modela sledi načrtovanje kariere zaposlenega, dopolnitev plačnega sistema na osnovi posedovanja kompetenc ter s tem tudi večja uspešnost, tako zaposlenih kot podjetja. K uspešnosti tako managerjev kot posledično tudi podjetja, zagotovo veliko prispevajo zaposleni. Pomembno je, da ustvarimo okolje, s katerim se lahko tako eni kot drugi identificirajo, ki jim daje občutek varnosti, zaupanja, pravičnosti in poštenosti. Zaposlene je potrebno za dobro delo tudi nagraditi oziroma pohvaliti. Le tako se lahko identificirajo z okoljem in le tako bodo prispevali največ kar zmorejo, in sicer svoje znanje in veščine.
Keywords:manager, kompetence, uspešnost, avtomobilska panoga
Place of publishing:Kranj
Year of publishing:2010
PID:20.500.12556/DKUM-17008 New window
COBISS.SI-ID:254274304 New window
NUK URN:URN:SI:UM:DK:Z21XWIK2
Publication date in DKUM:24.01.2011
Views:3494
Downloads:484
Metadata:XML DC-XML DC-RDF
Categories:FOV
:
STRUGAR, Nina, 2010, Povezanost kompetentnosti managerjev z njihovo uspešnostjo v avtomobilski panogi [online]. Doctoral dissertation. Kranj. [Accessed 18 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=17008
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Secondary language

Language:English
Title:Relationship between competencies of managers and their performance in automobil industry
Abstract:The PhD thesis discusses the relationship between competencies of managers and their performance. The survey was performed in the automotive industry companies. Apart from competencies and performance of managers, the thesis also touches upon demographical factors of managers and establishes which characteristics make a successful manager. The theoretical part of the thesis discusses competencies (common, managerial) and the performance of managers. It also touches upon the performance of the company, which is connected with the competencies of managers as well as with their performance. Good performance of the company is the result of competent and successful managers, who on one side know how to get the employees – coworkers to work productively, innovatively and conscientiously and on the other side create good organizational climate and culture with low absenteeism, lower fluctuation and higher employee satisfaction. In this part also factors for setting up a competency model, organizational consequences and organizational characterizes are discussed. Among the later are personal annual interviews, company vision and values. The empirical part discusses a survey performed in the automotive industry companies. Managerial competencies were defined and managerial competencies of managers at individual companies compared. The relationship between managerial competencies and the performance of the managers was checked and coworkers or employees assessed the managers. We checked weather a correlation exists between organizational consequences and the performance of the managers. With the last hypothesis we checked the correlation between demographic factors and manager’s performance. As part of PhD thesis a competency model was produced, which will help managers and other employees achieve better performance. The model serves as assessment of employees and their development. With the help of an employee assessment, we can see in which areas employee knowledge is not as broad as it should be and in addition it also helps us in recruiting new employees. The model foresees employee career planning, wage system correction on the basis of competencies and in this way also a better performance of the employees and the company. Employees have a big impact on the performance of managers and consequently also on the performance of the company. It is important to create an environment that the employees and managers can identify with and that gives them a feeling of security, trust, fairness, honesty, etc. Good work of employees has to be awarded and praised. Only in this way, they will identify themselves with the working environment and contribute their best, i.e. their skills and knowledge.
Keywords:manager, competencies, performance, automotive industry


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