magistrsko delo
Janko Stupan (Author), Simona Šarotar Žižek (Mentor), Vesna Čančer (Co-mentor)

Abstract

Diskriminacijo opredelimo kot razlikovanje posameznikov na podlagi njihovih osebnih lastnosti. Pomeni postavljanje posameznika v neenak položaj v primerjavi z drugimi osebami ali skupinami oseb. Gre za kršenje pravic do enakega obravnavanja, kar pa ima lahko negativen vpliv na zaposlene ter posledično na delovno okolje, saj vpliva na počutje, zdravje, samozavest, samopodobo in psihični razvoj zaposlenih. Najpogosteje diskriminirane skupine zaposlenih so: istospolno usmerjeni, ženske, invalidi in etične skupine. Diskriminacija na trgu dela se lahko pojavi že v samem procesu zaposlovanja ter nadalje, ko je oseba že zaposlena. Na trgu dela se lahko diskriminacija pojavi kot čista diskriminacija, poklicna segregacija in kot statična diskriminacija. Na delovnem mestu pa se lahko pojavi v različnih oblikah, ki jih razvrstimo med prikrite in odkrite oblike diskriminacije. Prepoved kakršne koli oblike diskriminacije je zapisana že v Ustavi Republike Slovenije ter nadalje v različnih zakonih, s katerimi država ureja varstvo državljanov. Upoštevanje zakonodaje ima pomembno vlogo pri odpravi diskriminacije. V izrazito heteroseksualni družbi, prevzeti s heteronormativnimi predpostavkami, so lahko istospolno usmerjene osebe odrinjene na rob družbe. Osnovo za njihovo odrinjenost predstavljajo predsodki in stereotipi o istospolno usmerjenih osebah. Imajo lahko težave pri zaposlovanju, so izpostavljene šikaniranju na delovnem mestu ali nesramnemu in odklonilnemu odnosu sodelavcev. Posledica je nevidnost istospolno usmerjenih na delovnem mestu, ki je njihova lastna odločitev in temelji na »varnosti v delovnem okolju«. Dosedanje opravljene raziskave, ki so zajele izključno istospolno usmerjeno populacijo v Sloveniji, kažejo, da jih 42 % ni razkritih na svojem delovnem mestu. Sodobno podjetje sestavljajo zaposleni, ki so si med seboj različni. Osnova za raznolikost so različne osebne lastnosti posameznih zaposlenih. Sodobni management mora prepoznati pomembnosti in koristi raznolikosti. Sodobni managerji se zavedajo, da lahko učinkovito upravljanje raznolikosti zaposlenih poveča učinkovitost delovanja podjetja, pripomore k lažjemu doseganju zastavljenih ciljev, dviguje zadovoljstvo zaposlenih, daje zaposlenim občutek varnosti in pripadnosti podjetju. Prav tako pa zadovoljni zaposleni lažje sprejemajo »drugačnost« svojih sodelavcev in s tem pripomorejo k boljšim odnosom in višji učinkovitosti. V magistrski nalogi je bila opravljena raziskava, s katero smo ugotavljali, kakšen je odnos do homoseksualnosti glede na spol zaposlenih. Prav tako smo proučevali, ali obstaja povezava med stopnjo zadovoljstva z življenjem in odnosom do homoseksualnosti, ali je starost zaposlenih povezana z njihovim odnosom do homoseksualnosti, ali obstaja razlika v zadovoljstvu z življenjem in statusom zaposlitve.

Keywords

delovno okolje;istospolna usmerjenost;diskriminacija;homofobija;zakonodaja;zadovoljstvo zaposlenih;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: [J. Brdnik Stupan]
UDC: 331.1:316.647.82(043.2)
COBISS: 13232156 Link will open in a new window
Views: 912
Downloads: 206
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Other data

Secondary language: English
Secondary title: Attitude towards homosexuality on workplace, and employees' satisfaction with life
Secondary abstract: We can define discrimination as making a distinction between individuals, based on their personal characteristics by treating them differently and clearly favouring the dominant, mainstream or socially desired characteristics. This means putting an individual person in an unequal position compared to other person or group of people. Discrimination is a violation of the right to equal treatment, which can have a negative impact on employees and consequently on the working environment. It affects welfare, health, self-confidence, self-esteem and psychic development of employees. The groups of employees most often discriminated against are: homosexual people, women, the disabled and ethnic minorities. In the labor market, discrimination may occur already in the recruitment process and also further on, when a person is already employed. It can occur as pure discrimination, occupational segregation and static discrimination. Discrimination in the workplace can appear in different forms as direct or indirect discrimination. Prohibition of any kind of discrimination (direct or indirect) is written in the Constitution of the Republic of Slovenia and also in various laws with which the state regulates the protection of her citizens’ rights. In a predominantly heterosexual society, homosexual persons can be pushed to the edge of the society. Prejudices and stereotypes about homosexuality are the very basis for their marginalization. Homosexuals may have difficulties with finding employment. They can be exposed to workplace harassment, rude and offensive as well as defensive attitude of their coworkers. The consequence of this is the invisibility of homosexuals at the workplace. Invisibility can be a consequence of their own decision, which is based on their wish to remain »safe” in their working environment. Prevous studies (dealing exclusively with homosexual population in Slovenia) have shown that 42% of them are not disclosed in the workplace. A modern company consists of employees who are quite different from one another. The basis for diversity is the various personal characteristics of individual employees. Modern management needs to recognize the importance and benefits of diversity of their employees. It needs to be aware that effective management of employee diversity can increase the efficiency of the company, raise employee satisfaction; it gives employees a sense of security and belonging to the company. Satisfied employees accept the difference of their colleagues more easily and this can contribute to better relationships between employees and higher efficiency. In the master thesis, a study was carried out to determine the attitude towards homosexuality, according to the gender of employees. We have also studied the relationship between homosexuality and employee satisfaction with life and whether the age of employees is related to their attitude to homosexuality and whether there is a difference in satisfaction with life and status of employment.
Secondary keywords: discrimination;homosexuality;homophobia;working environment;diversity of employees;legislation.;
URN: URN:SI:UM:
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: IV, 87 str., 9 str. pril.
ID: 10976067