magistrsko delo
Povzetek
V vsakdanjem življenju, tako zasebnem kakor tudi poslovnem, tvorimo medosebne odnose z različnimi ljudmi na različnih ravneh. Uspešni odnosi med dvema ali več posamezniki so pogojeni s komunikacijo, sodelovanjem, z zaupanjem in predvsem s spoštljivim odnosom do vseh udeležencev v organizaciji. Zaposleni tako gojijo večjo pripadnost in zaupanje do organizacije, kar pomeni, da se na tak način ustvarja pozitivna organizacijska klima. Čim prijetnejša je ta, tem zadovoljnejši in motivirani so zaposleni, kar posledično vpliva na večjo produktivnost. V nasprotnem primeru pa je slaba organizacijska klima odraz slabih medosebnih odnosov in pomanjkljivega komuniciranja, ki je posledica konfliktov in drugih oblik izražanja nezadovoljstva. Konflikt najpogosteje razumemo kot nasprotovanje, neskladje, prepir ali nesporazum, ki ga povzročajo različne situacije. Vsak konflikt, ki nastane v organizaciji, vpliva na zaposlene, kakor tudi na celotno organizacijo. Vplivi konfliktov na organizacijo niso le negativni, ampak prinašajo tudi številne pozitivne učinke, vendar le, če smo jih sposobni prepoznati.
Magistrsko delo je sestavljeno iz dveh delov, teoretičnega in empiričnega. V teoretičnem so podrobneje predstavljeni medosebni odnosi in njihove temeljne značilnosti. Pojasnjeno je tudi, kako nastajajo in kateri dejavniki vplivajo nanje. V tretjem poglavju je predstavitev organizacijske klime in njenih vrst. Razloženo je, kako ta vpliva na vedenje ljudi, opredeljene pa so tudi razlike med organizacijsko klimo in kulturo. Na koncu poglavja je predstavitev merjenja in spreminjanja organizacijske klime. V nadaljevanju teoretičnega dela so podrobneje opisane tudi vrste konfliktov in navedeni razlogi, ki privedejo do njih. Pojasnjene so tako pozitivne kot tudi negativne posledice konfliktov. Teoretični del zaključuje predstavitev načinov in metod za reševanje konfliktov ter načel za preprečevanje konfliktov.
V empiričnem delu so najprej predstavljena izhodišča za raziskavo, ki vključuje opredelitev raziskovalnega problema z navedbo hipotez in s predstavitvijo poteka raziskave. V nadaljevanju so predstavljeni rezultati. Med raziskavo je bilo ugotovljeno, da je temeljni vzrok za nastanek konfliktov v obravnavani organizaciji nezadostna komunikacija, ki je posledica predvsem pomanjkljivih in nerazumljivih informacij, povezanih z delom in nalogami. Zaposleni v obravnavani organizaciji se na konflikte najpogosteje odzivajo z reševanjem, ki temelji na pogovoru. Ugotovljeno je bilo tudi, da konflikti po mnenju zaposlenih negativno učinkujejo na organizacijo, saj zmanjšujejo delovno uspešnost in rušijo komunikacijske kanale med zaposlenimi. K uspešnemu reševanju konfliktov pa najpogosteje prispeva spoštljiv odnos med vsemi udeleženci konflikta.
Ključne besede
organizacijska klima;organizacijska kultura;medosebni odnosi;konflikti;reševanje;vzroki;
Podatki
Jezik: |
Slovenski jezik |
Leto izida: |
2018 |
Tipologija: |
2.09 - Magistrsko delo |
Organizacija: |
UM EPF - Ekonomsko-poslovna fakulteta |
Založnik: |
[S. Škrilec] |
UDK: |
005.73(043.2) |
COBISS: |
13006876
|
Št. ogledov: |
1261 |
Št. prenosov: |
226 |
Ocena: |
0 (0 glasov) |
Metapodatki: |
|
Ostali podatki
Sekundarni jezik: |
Angleški jezik |
Sekundarni naslov: |
ǂThe ǂinfluence of conflicts on organizational climate |
Sekundarni povzetek: |
In everyday life, both private and business, we create interpersonal relationships with different people at different levels. Successful relationships between two or more individuals are conditioned by communication, cooperation, trust and, above all, respectful attitude towards all participants in the organisation. Employees thus have greater affection and trust in the organisation, which leads to a positive organisational climate. The more pleasant the atmosphere, the more satisfied and motivated the employees are, which consequently contributes to greater productivity. On the other hand, poor organisational climate is a reflection of unsatisfactory interpersonal relationships and lack of communication, which is a result of conflicts and other forms of expressing dissatisfaction. Conflict is most often understood as opposition, disagreement, conflict or misunderstanding caused by different situations. Any conflict that arises in an organisation affects the employees, as well as the entire organisation. The effects of conflicts on the organisation are not exclusively negative; they also bring many positive effects, but only if we are able to recognise them.
The master's thesis consists of two parts, theoretical and empirical. In the theoretical part, we present in detail interpersonal relations and their basic characteristics. We also explain how they are created and which factors affect them. The third chapter focuses on the presentation of the organisational climate and its types. We describe how it affects the behaviour of people and illustrate the differences between organisational climate and culture. At the end of the chapter we present the measurements and changing of the organisational climate. In the continuation of the theoretical part, we describe types of conflicts and the reasons for their occurrence. We also explain positive and negative consequences of conflicts. The theoretical part is concluded by the presentation of ways and methods for conflict resolution, as well as principles for conflict prevention.
The empirical part begins with an outline of starting points for the research, which include the definition of the research problem, the hypotheses and the description of the course of the research. This if followed by the presentation of results. During the research, we discovered that the underlying cause for conflicts in the organisation in question was inadequate communication, which was due mainly to inadequate and incomprehensible information related to work and tasks. The employees in said organisation usually solve conflicts through conversation. We also found out that, according to the employees, conflicts have a negative effect on the organisation as they reduce work performance and destroy communication channels among employees. Successful conflict resolution is mostly possible because of the respectful behaviour among all the participants in the conflict. |
Sekundarne ključne besede: |
interpersonal relationships;communication;organisational climate;conflicts;causes of conflicts;response to conflicts;conflict resolution; |
URN: |
URN:SI:UM: |
Vrsta dela (COBISS): |
Magistrsko delo/naloga |
Komentar na gradivo: |
Univ. v Mariboru, Ekonomsko-poslovna fak. |
Strani: |
IV, 72 str., 4 str. pril. |
ID: |
10902677 |