magistrsko delo
Marko Veselinović (Author), Polona Šprajc (Mentor)

Abstract

Magistrsko delo obravnava vpliv organizacijske kulture na delovanje in učinkovitost zaposlenih na Kliničnem oddelku za kardiologijo v Univerzitetnem kliničnem centru Ljubljana. Organizacijsko kulturo opredeljujejo vrednote, norme, prepričanja in običaji, ki pomembno vplivajo na ključne procese v organizaciji, vključno s timskim delom, vodenjem, odzivom na probleme ter uvajanjem novosti in sprememb. Zaposlene v organizaciji tako povezuje, jih motivira in spodbuja h kvalitetnemu opravljanju nalog, kar se odraža v uspešnosti organizacije ali podjetja. V zdravstvenih organizacijah je obvladovanje organizacijske kulture ključno za doseganje visoke kakovosti zdravstvenih storitev, večje varnosti pacientov in boljših delovnih rezultatov zaposlenih. Poleg ustreznega strokovnega znanja zaposlenih je izrednega pomena tudi njihovo počutje. Le zadovoljni zaposleni lahko delajo kakovostno in učinkovito. Teoretični del naloge zajema in preučuje pojem organizacije, organizacijske kulture, različne ravni in tipologije s katerimi se najpogosteje srečujemo, njen pomen v zdravstvenem sistemu ter namen, uporabljene metode, hipoteze in cilje naloge. V empiričnem delu naloge smo z raziskavo, ki je bila izvedena na Kliničnem oddelku za kardiologijo, želeli ugotoviti, kakšen pomen ima organizacijska kultura za zaposlene, ali vpliva na njihovo zadovoljstvo in učinkovitost ter ali je obstoječa organizacijska kultura na izbranem oddelku primerna? V raziskavi smo uporabili vprašalnik, ki sta ga razvila Cameron in Quinn. Temu vprašalniku smo dodali nekaj lasnih vprašanj, ki se nanašajo na področje zadovoljstva in učinkovitosti zaposlenih. Podrobneje smo opisali izbran oddelek in uporabljeno raziskovalno metodo ter na podlagi analize podatkov, ki smo jih pridobili z našo raziskavo predstavili naše ugotovitve in podali predloge za izboljšave. Raziskava je pokazala, da organizacijska kultura pomembno vpliva na zadovoljstvo zaposlenih, njihovo učinkovitost, kakovost medsebojnih odnosov ter krepi sodelovanje med zaposlenimi. Ugotovljeno je bilo, da zaposleni najbolj cenijo klansko kulturo, ki temelji na sodelovanju, povezanosti in podpori, medtem ko zaznavajo trenutno okolje kot izrazito hierarhično, kar povzroča neskladje med pričakovanji in realnostjo. Prav tako je bilo ugotovljeno, da so zaposleni nezadovoljni z delovnimi pogoji, še posebej z vidika plačila, stanja organizacijske kulture in možnosti napredovanja, vendar kljub temu izkazujejo visoko stopnjo strokovne motivacije, predanosti in učinkovitosti. Vodstvu kliničnega oddelka za kardiologijo predlagamo, da sistematično pristopi k postopni preobrazbi organizacijske kulture, in sicer v smeri večje fleksibilnosti, odprte komunikacije in vključujočega vodenja. Ključno je spodbujati razvoj klanske kulture, izboljšati osnovne delovne pogoje ter vzpostaviti mehanizme, ki bodo omogočali aktivno vlogo zaposlenih pri oblikovanju delovnega okolja. S tem se lahko dolgoročno izboljša ne le zadovoljstvo zaposlenih, temveč tudi kakovost obravnave pacientov.

Keywords

Organizacija;kultura;organizacijska kultura;zadovoljstvo zaposlenih;učinkovitost zaposlenih.;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM FOV - Faculty of Organizational Sciences
Publisher: [M. Veselinović]
UDC: 005.7
COBISS: 250807555 Link will open in a new window
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Other data

Secondary language: English
Secondary title: The importance of organizational culture for employees in the cardiology department at the University medical centre Ljubljana
Secondary abstract: The master's thesis explores the impact of organisational culture on the performance and effectiveness of employees at the Clinical Department of Cardiology at the University Medical Centre Ljubljana. Organisational culture is defined by values, norms, beliefs, and practices that significantly influence key processes within an organisation, including teamwork, leadership, problem-solving, and the implementation of innovations and changes. It unites employees, motivates them, and encourages high-quality task execution, which is reflected in the success of the organisation or enterprise. In healthcare institutions, managing organisational culture is crucial for achieving high-quality healthcare services, increased patient safety, and improved employee performance. In addition to professional competence, the well-being of employees is of utmost importance. Only satisfied employees can work efficiently and deliver quality outcomes. The theoretical part of the thesis examines the concept of organisation and organisational culture, its various levels and typologies, its significance in the healthcare system, as well as the purpose, methodology, hypotheses, and objectives of the thesis. The empirical part presents a study conducted at the Clinical Department of Cardiology, aiming to determine the importance of organisational culture for employees, whether it affects their job satisfaction and effectiveness, and whether the prevailing organisational culture at the selected department is appropriate. The study employed the Organisational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn, supplemented with additional questions focusing on employee satisfaction and effectiveness. A detailed description of the selected department and research methodology is provided, followed by an analysis of the collected data, presentation of findings, and suggestions for improvement. The research findings indicate that organisational culture has a significant impact on employee satisfaction, effectiveness, interpersonal relations, and teamwork. The results reveal that employees most value a clan culture, characterised by collaboration, cohesion, and support, whereas they currently perceive their environment as predominantly hierarchical. This discrepancy between expectations and actual experience leads to dissatisfaction. Furthermore, employees expressed discontent with their working conditions, particularly in relation to remuneration, the current state of organizational culture and opportunities for professional advancement. Nevertheless, they demonstrate a high level of professional motivation, commitment, and effectiveness. It is recommended that the department’s management systematically initiates a gradual transformation of the organisational culture towards greater flexibility, open communication, and inclusive leadership. Emphasis should be placed on fostering a clan culture, improving basic working conditions, and establishing mechanisms that enable employees to actively participate in shaping their work environment. In the long term, such measures are expected not only to enhance employee satisfaction but also to improve the quality of patient care.
Secondary keywords: Organizacijska kultura;Univerzitetna in visokošolska dela;
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Fak. za organizacijske vede
Pages: VIII, 94 f., [12] f. pril.
ID: 26823758