magistrsko delo
Karin Meglič (Author), Polona Šprajc (Mentor)

Abstract

V vsaki organizaciji si zaposleni želijo delo opravljati v pozitivno naravnanem okolju in delovati v organizaciji z ustrezno kulturo ter klimo. Z organizacijsko klimo je tesno povezano tudi zadovoljstvo zaposlenih na delovnem mestu, v primeru neustrezne klime pa nezadovoljstvo. Organizacije morajo z merjenjem ugotavljati stanje klime in zadovoljstva, da lahko ob neustreznih rezultatih ukrepajo in stanje izboljšajo, preden se ta negativno pokaže na ravni celotnega poslovanja organizacije. Namen magistrskega dela je bilo definirati pojme organizacijska kultura, organizacijska klima in zadovoljstvo med zaposlenimi ter opredeliti povezave in razlike med njimi. Na podlagi teoretičnega dela in predhodnih raziskav smo oblikovali anketni vprašalnik za merjenje organizacijske klime in zadovoljstva zaposlenih, nato pa izvedli našo raziskavo v podjetju Butan plin, d. d. Želeli smo ugotoviti, kakšno je trenutno stanje organizacijske klime v izbranem podjetju in v kolikšni meri so njihovi zaposleni zadovoljni. Rezultate smo analizirali z uporabo statističnega programa SPSS in ugotovili, da je trenutno stanje klime v podjetju večinoma ustrezno, prav tako so zaposleni v veliki meri zadovoljni z vsemi dejavniki zadovoljstva. Glede na odgovore anketirancev obstajajo možnosti za izboljšanje na področju nagrajevanja zaposlenih in razvoja njihove kariere. Pokazalo se je, da so najmanj zadovoljni z višino svoje plače. Predlagamo, da podjetje poskusi izboljšati stanje pri teh dejavnikih organizacijske klime in pri dejavnikih, s katerimi so zaposleni najmanj zadovoljni. Ugotovili smo tudi, da obstajajo pozitivne linearne povezave med dejavniki organizacijske klime in zadovoljstva ter da rezultati niso bili odvisni od demografskih podatkov zaposlenih. Stanje organizacijske klime in zadovoljstva med zaposlenimi se lahko hitro spremeni ob vsaki uvedeni spremembi, zato priporočamo merjenje enkrat na leto ali celo pogosteje, hkrati pa tudi po vsaki uvedeni spremembi. Našemu izbranemu podjetju priporočamo uvedbo sprememb pri dejavnikih, s katerimi zaposleni niso popolnoma zadovoljni, nato pa ponovno merjenje stanja klime in zadovoljstva. Le na tak način se bo izkazalo, ali so bile spremembe učinkovite ali ne. Ker so ravno zaposleni tisti, ki naredijo podjetje drugačno od ostalih podjetij, sta ustrezna organizacijska klima in zadovoljstvo zaposlenih nujna za uspešno poslovanje podjetja, če želi ta imeti produktivne, učinkovite in inovativne zaposlene, ki sledijo ciljem podjetja in ustvarjajo prednost pred konkurenčnimi podjetji.

Keywords

organizacijska klima;organizacijska kultura;diplomske naloge;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM FOV - Faculty of Organizational Sciences
Publisher: [K. Meglič]
UDC: 005.7
COBISS: 42602755 Link will open in a new window
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Other data

Secondary language: English
Secondary title: Organizational climate and job satisfaction in company Butan plin, d. d.
Secondary abstract: Employees in every organization want to do their work in a positive environment and want to work in an organization with a suitable culture and climate. The satisfaction of employees at their workplace is closely related to the organizational climate. There is dissatisfaction in the case of an unsuitable climate. Organizations need to measure the states of climate and job satisfaction so that they can take action and improve the situation before it harms the company’s business performance. The purpose of our thesis was to define the concepts of organizational culture, organizational climate, and job satisfaction and to define the connections and differences among them. We formed a questionnaire to measure organizational climate and job satisfaction based on the theoretical part of our thesis and previous researches. We conducted our research in the company Butan plin, d. d. because we wanted to find out what the current states of their organizational climate and job satisfaction are. We analyzed the results with the help of the statistical program SPSS and found out that the current state of the company’s climate is suitable mostly. The results show that employees are largely satisfied with all satisfaction factors. According to the answers of respondents, there is still some room for improvements in rewarding employees for their well-done tasks and in managing their careers. They turned out to be least satisfied with the amount of money they receive as their salaries. We suggest that the company tries to improve the situation with these factors. We also found out that there were positive linear correlations between the factors of organizational climate and job satisfaction factors. The results did not depend on employees’ gender, age, level of education, years of service, or workplace. The states of organizational climate and employee satisfaction can quickly change with each change introduced in the organization, so we recommend measuring at least once a year and after every introduced change. We recommend to Butan plin, d. d. to make some changes in factors with which employees are not completely satisfied and then re-measure the states of climate and satisfaction. Only this way, it will become clear whether the changes have been effective or not. Employees are the ones who make the company different from other companies. Suitable organizational climate and job satisfaction are essential for the successful operation of the company if it wants to employ productive, efficient, and innovative employees who follow the company's goals and create an advantage over competing companies.
Secondary keywords: Organizational climate;organizational culture;job satisfaction;motivation.;
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Fak. za organizacijske vede
Pages: VII, 94 f.
ID: 12128118