Upravljanje raznolikosti zaposlenih v organizaciji X

delo diplomskega seminarja

Teja Povhe (Author), Simona Šarotar Žižek (Mentor)

Abstract

Raznolikost je pojem, ki skuša zajeti vse načine, po katerih se ljudje medsebojno razlikujemo. Pomembno je, da vsakega posameznika obravnavamo posebej, spoštujemo in sprejmemo njegove individualne razlike takšne, kot so. S tem, ko organizacija poskrbi za uspešno upravljanje raznolikosti zaposlenih, poskrbi, da bodo zaposleni lahko v popolnosti izkoristili ves svoj potencial in jih pri tem ne bodo ovirali razni predsodki in dejavniki povezani z raznolikostjo. Tako bi se organizacija bolje razvijala, postajala drugačna, inovativnejša in konkurenčnejša. Organizacija in njeni zaposleni se morajo zavedati, da imajo vsi skupni cilj in da je za njegovo uresničitev potrebno izkoristiti vse razpoložljivo znanje in sposobnosti zaposlenih. V diplomskem seminarju smo na začetku najprej preučili management človeških virov, katerega spoznavanje je ključno za naše razumevanje upravljanja raznolikosti. Nato smo se pobližje seznanili s pojmom raznolikost, kjer smo skozi več definicij različnih avtorjev dobili boljše razlage o tem pojmu. Spoznali smo štiri ključne dejavnike raznolikosti. Ti so organizacijski, zunanji in notranji dejavniki ter osebnost, le ta predstavlja edinstven stil posameznika. Vse dejavnike in njihove lastnosti smo tudi podrobneje opisali. Več pozornosti smo namenili opredelitvi upravljanja raznolikosti, kjer smo predstavili pomen upravljanja, ugotovili smo tudi kakšen vpliv ima raznolikost na organizacijsko kulturo, da lahko raznolikost vodi do boljše predanosti, boljšega zadovoljstva in konec koncev tudi do boljše finančne zmogljivosti organizacije. Opisali smo tudi dva načina upravljanja raznolikosti, to sta individualni in organizacijski pristop. Prav tako smo predstavili nekatere prednosti in koristi, ki jih prinaša upravljanje raznolikosti zaposlenih za organizacijo. Zakaj je dobro, da so v organizaciji zaposleni ljudje, ki se med seboj razlikujejo po spolu, rasi, etničnosti, fizičnih sposobnosti itd. In predvsem to, da si organizacija lahko obeta številne pozitivne učinke raznolikosti zaposlenih. To pa se lahko zgodi le, če izpolnjuje določene pogoje kot je na primer usklajenost strategije upravljanja raznolikosti z vizijo organizacije, s poslovnimi cilji in poslovno strategijo organizacije itd. V drugem delu diplomskega seminarja je sledil empirični del, kjer smo s pomočjo anketnega vprašalnika izvedli anketo in na podlagi odgovorov naredili analizo rezultatov, ki smo jih tudi grafično prikazali. Raziskavo smo izvedli v treh delih. V prvem delu smo ugotovili kakšno je poznavanje raznolikosti anketirancev, v drugem delu smo pridobili osebnostne lastnosti anketirancev in v tretjem delu demografske podatke s pomočjo katerih smo si lažje predstavljali iz kakšne vrste zaposlenih je sestavljena organizacija.

Keywords

zaposleni;človeški viri;management človeških virov;raznolikost;upravljanje;

Data

Language:	Slovenian
Year of publishing:	2013
Typology:	2.11 - Undergraduate Thesis
Organization:	UM EPF - Faculty of Economics and Business
Publisher:	[T. Povhe]
UDC:	005.96
COBISS:	11559196
Views:	1877
Downloads:	323
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Management diversity of employee in an organisation X
Secondary abstract:	Diversity is something that tries to include all ways which differ people from each other. It is important that each person is treated individually and his individual differences are respected and accepted. If the organization does all that is necessary concerning diversity, employees will take full advantage of their potential and they will not be hindered by various prejudice and factors connected with diversity. The organization will be more successful in its development, it will become different, innovative and more competitive. The organization as well as its employees must be aware of the fact that all available knowledge and skills have to be exploited in order to reach common goals. The first part of the diploma seminar presents human resources management which is a key element in understanding diversity issues. With the help of various authors we have come to a defition of diversity and its four key factors: organization, internal and external factors and personality. The last one illustrates a unique style of each individual. All the four factors and their characteristics are presented in details. More attention is given to diversity management, the purpose of management and the impact diversity has on organizational culture. Diversity can lead to better commitment, satisfaction and to better financial situation as well. Two ways of diversity management – individual and organizational approach – are described. The seminar also presents advantages and disadvantages diversity management has for the organization. Why is it good if the organization has employees who differ in sex, race, ethic, physical abilities etc.? Because it can expect positive effects. All this can be achieved if certain conditions are fulfilled – adjustment of a strategy with the company's vision, business goals and bussiness strategy. The second part of the seminar is the empirical one. By the questionnaire we have provided a survey and prepared an analysis based on answers given. The results are presented in graphs as well. The research was performed in three parts. In the first part we find what is the understanding of the diversity of the respondents, in the second part, we acquired personal characteristics of the respondents and the third part of demographic information, with which we could have better visualize of what type of employees is consisted our organization.
Secondary keywords:	human resources management;diversity;diversity of employees;diversity management;ways of diversity management;diversity management in business world ;
URN:	URN:SI:UM:
Type (COBISS):	Final seminar paper
Thesis comment:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages:	68 str.
ID:	8726657