Motiviranje in nagrajevanje zaposlenih na bencinskih servisih Omv

delo diplomskega seminarja

Adis Šišić (Author), Sonja Treven (Mentor)

Abstract

Motiviranje je pojem, s katerim se srečuje vsa populacija po vsem svetu, le da se ta od posameznika do posameznika razlikuje. Človeške potrebe, ki jih potrebujemo za obstoj, so pravzaprav glavna motivacija, ki nam je dana in je ne moremo točno določiti ali pojasniti. Začetki spremljanja in obravnavanja motivacije izhajajo iz obdobja, ko so ljudje spoznali, da je delo dejavnik, ki jim omogoči boljše življenje in osebno zadovoljstvo. Vzroki finančne in gospodarske krize so v zadnjih nekaj letih na domačih in tujih tleh povzročili težave, kot so velika stopnja brezposelnosti, propad velikih podjetij, zmanjšanje gospodarske rasti, splošno nezadovoljstvo med ljudmi in nenehen boj za obstoj podjetij na trgu. Visoka stopnja brezposelnosti je povzročila, da se na delovnih mestih čutita pritisk in strah pred izgubo zaposlitve. Zato prihaja do izkoriščanja in nezadovoljstva med zaposlenimi in s tem upad motiviranja na delovnih mestih. Nezadovoljstvo in nizka stopnja motiviranja povzročata tudi slabšo delovno okolje, ki negativno vpliva bodisi na kakovost proizvodov ali storitev bodisi na ime podjetja. Pogosto so sestavine za uspešnost podjetja odvisne od zastavljenih ciljev in zaposlenih, ki s svojim znanjem in ustvarjalnostjo pripomorejo k dosegu le-teh. Zato je pomembno, da je pri zaposlenih prisotna motiviranost za delo, s katero lažje dosegajo in uresničujejo svoje cilje, cilje skupine ali cilje organizacije, v kateri delujejo. Glavna naloga managerjev in vodij je, da poznajo znanja svojih zaposlenih, njihove sposobnosti in želje, saj jih le tako lažje motivirajo in usmerijo v delo. Samo poznavanje potreb za uspešnost podjetja ni dovolj, saj se te potrebe zaposlenih lahko spreminjajo in se razlikujejo tudi v načinu motiviranja glede na učinek pri vsakem posamezniku posebej. Velik vpliv na zaposlene oblikujejo nagrade, ki še dodatno krepijo motiviranost in pripadnost nekemu podjetju ali organizaciji. Seveda je za uspeh pomembna uporaba zmerne stopnje motiviranja in nagrajevanja, ki pa lahko v nasprotnem primeru povzroči tudi negativen učinek na zaposlene. Kakšne metode motiviranja in nagrajevanja uporabljajo podjetja za svoj uspeh in zadovoljstvo zaposlenih, bomo podrobneje skušali pojasniti v diplomskem delu, v katerem se bomo osredotočili tudi na mišljenje in zahteve zaposlenih v opazovanem podjetju OMV, d. o. o.

Keywords

motiviranje;nagrajevanje;ocenjevanje;cilji;zaposleni;bencinski servisi;

Data

Language:	Slovenian
Year of publishing:	2015
Typology:	2.11 - Undergraduate Thesis
Organization:	UM EPF - Faculty of Economics and Business
Publisher:	[A. Šišić]
UDC:	331.101.3
COBISS:	12057372
Views:	895
Downloads:	196
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Motivation and rewarding of employees at Omv petrol stations
Secondary abstract:	All of the global population knows motivation as a concept but its meaning differs from one individual to another. Fundamental human needs on which our existence depends on are the main motivation given to us that cannot be accurately determined or clarified. Research and development on motivation began right after people acknowledgedwork as a concept, which provides them a higher quality of life and personal contentment. The effect of the worldwide financial and economic crisis in the last few years caused problems such as high unemployment rate, collapse of large companies, reduction of economic growth, general dissatisfaction among people and constant struggle of firms for their existence in the market. High unemployment rate has caused work related stress and fear of losing a job that lead to exploitation and dissatisfaction of employees and createdlow motivational work environment. Dissatisfaction and low level of motivation producebad work environment, which negatively affects the quality of products, services or damages the name of the company. Business successes usually depends on the ambitious aims. Knowledge and the creativity of employees play a major role in achieving desirable goals. Therefore motivation of the employees plays a huge role in achieving desirable personal, group or business goals in their work place. The main task of managers and supervisors, that makes the motivational process of employees easier, is being familiar with the staff’s skills, abilities and preferences. Knowing the needs of employees is by far not enough for company’s successes. Needs can change and differ according to the way of motivation and its impact on the individual. Rewards have a major positive impact on employees, their work motivation and commitment to an enterprise or organization. Moderate usage of motivation and reward system is essential for business success. Both of them can cause negative effect on staff when used too often and in excessive amounts. In thesis I will try to explain which of the motivation strategies and rewarding system in companies bring successes and satisfaction of the employees based on the thinking and requirements of employees in the observed company OMV, ltd.
Secondary keywords:	motivation;rewarding;evaluation;goals;employees;
URN:	URN:SI:UM:
Type (COBISS):	Final seminar paper
Thesis comment:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages:	37 str.
ID:	8752957