magistrsko delo
Vika Breznik (Author), Andrej Kohont (Mentor)

Abstract

To magistrsko delo se ukvarja s pomenom organizacijskega uglaševanja za mlade zaposlene v novi organizaciji. Cilj raziskave je ugotoviti katere značilnosti organizacijske kulture in organizacijskega uglaševanja so za mlade zaposlene pomembne, ko se odločajo za svojega prvega delodajalca ali za njegovo menjavo in, ko v novo organizacijo že vstopijo. Metodologijo raziskave smo razdelili v dva dela: prvi, teoretičen, kjer smo izvajali analizo sekundarnih virov in drugi, empiričen, kjer smo izvajali intervjuje z intervjuvanci, ki so ustrezali našim kriterijem(zaposleni največ tri leta, univerzitetna izobrazba) ter na podlagi tega primerjalno analizirali njihove odgovore. V magistrski nalogi smo ugotovili, da mladi zaposleni organizacijskemu uglaševanju dajejo velik pomen pri vstopu v novo organizacijo, saj jim le-ta pomaga pri organizacijski socializaciji, pridobivanju pomembnih informacij, definiranju delovnih nalog in grajenju odnosov s sodelavci. Univerzalen proces organizacijskega uglaševanja ne obstaja, saj sta učinkovitost in uspešnost procesa odvisna od več dejavnikov (velikost podjetja, organizacijska kultura, odnosi med sodelavci, pomembnost organizacijskega uglaševanja med vodilnimi kadri), zato organizacije svoje procese organizacijskega uglaševanja prilagajajo svoji organizacijski kulturi in potrebam v organizaciji.

Keywords

organizacijsko uglaševanje;organizacijska kultura;mladi zaposleni;Magistrska dela;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UL FDV - Faculty of Social Sciences
Publisher: [V. Breznik]
UDC: 005.7-053.81(043.2)
COBISS: 82677251 Link will open in a new window
Views: 232
Downloads: 54
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Other data

Secondary language: English
Secondary title: Onboarding of young employees
Secondary abstract: This master's thesis deals with the importance of onboarding for young employees in a new organization. The aim of the research is to determine which characteristics of organizational culture and onboarding are important for young employees when they decide on their first employer or in the process of changing it and when they enter a new organization. The research methodology was divided into two parts: the first, theoretical, where we performed the analysis of secondary sources and the second, empirical, where we conducted interviews with interviewees who met our criteria (employed maximum three years, university education) and based on this, we made a comparative analysis of their answers. In the master's thesis, we found that young employees attach great importance to onboarding when entering a new organization, as it helps them in organizational socialization, obtaining important information, defining work tasks, and building relationships with colleagues. There is no universal process of onboarding, as the efficiency and effectiveness of the process depend on several factors (company size, organizational culture, relationships between employees, the importance of onboarding among executives), therefore organizations adapt their onboarding processes to their organizational culture and needs.
Secondary keywords: onboarding;organizational culture;young employees;Zaposleni;Employees;Mladi odrasli;Young adults;Organizacijska kultura;Organizational culture;Master's theses;
Type (COBISS): Master's thesis/paper
Study programme: 0
Embargo end date (OpenAIRE): 1970-01-01
Thesis comment: Univ. v Ljubljani, Fak. za družbene vede
Pages: 57 str.
ID: 13439783