Stili vodenja mlajših generacij

diplomsko delo

Eva Tihole (Avtor), Zlatko Nedelko (Mentor)

Povzetek

Diplomsko delo zajema tako teoretični kakor tudi praktični del. Teoretičen del diplomskega dela obsega teorijo na temo vodenja in generacij. Vodenje je sposobnost spodbujanja, vplivanja in usmerjanja ljudi k doseganju želenih ciljev. Uspešnost vodenja je odvisna od osebnostnih značilnosti vodij, zato smo le-te opisali in s tem opredelili značilnosti, ki bi jih moral imeti dober vodja za uspešno vodenje organizacije. K večji uspešnosti in razumevanju zaposlenih pripomore tudi izbrani stil vodenja. Stile vodenja smo opredelili skozi prizmo vedenjskih in situacijskih teorij vodenja ter spoznali temeljne vodstvene sposobnosti. Vodenje ima v današnjem času velik pomen, saj je zaščita in ustrezno vodenje zaposlenih pomemben dejavnik k uspešnosti podjetja. Kako bo vodja ravnal s svojimi zaposlenimi, veliko pove o njegovi osebnosti in ugledu podjetja. Raziskovalci so preučevali veliko stilov vodenja, ki so lahko specifični tudi za vsakega posameznika. S pomočjo teorij vodenja smo poudarili tiste, kjer so vodje usmerjene k nalogam/delu ali k zaposlenim. Vse skupaj smo povezali z opredelitvijo generacij, ki nam veliko povedo o načinu življenjskega sloga in pogledu na življenjske in sprejete odločitve. Vsaka generacija ima svoje pozitivne in negativne vrline in tako bomo spoznali, kako bodo mogoče oni nekoč vodili zaposlene. Od vseh generacij, ki so se razvile do danes in smo jih v nadaljevanju tudi spoznali – veterani, »baby boom«, generacija X, Y in Z , smo se v nalogi osredotočili na generaciji Y/milenijci in Z. V praktičnem delu smo s pomočjo izvedenega anketnega vprašalnika, raziskali kakšen stil vodenja bo značilen za mlajše generacije oz. ali bo njihov stil vodenja usmerjen na zaposlene ali naloge. S pomočjo raziskave smo ugotovili, da se v določenih trditvah pojavljajo generacijske razlike, največja se je pojavila pri trditvi ali bi pokvaril/a prijetno in udobno razpoloženje skupine, na drugem mestu največjih razlik je trditev, kjer bi sodelavcem podelil/a nagrado za uspešnost in na tretjem mestu trditev, kjer bi bile moje ideje vedno v korist sodelavcem. Trditve, ki so si bile med seboj najbolj podobne so, da se o spremembah v podjetju obvešča vnaprej, da bi naredil/a urnik dela, da bi bilo sodelavcem lažje in tako delo pravočasno opravljeno ter da bi sodelavcem obrazložil/a, kakšen položaj in vlogo imajo v podjetju. Na koncu se je izkazalo, da bodo bodoče generacije v večji meri usmerjene na zaposlene.

Ključne besede

management;vodenje;vodja;stili vodenja;teorije vodenja;generacije;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2021
Tipologija:	2.11 - Diplomsko delo
Organizacija:	UM EPF - Ekonomsko-poslovna fakulteta
Založnik:	E. Tihole
UDK:	005
COBISS:	80964099
Št. ogledov:	470
Št. prenosov:	151
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Leadership styles of the younger generations
Sekundarni povzetek:	This diploma thesis comprises both a theoretical and an empirical part. The theoretical part of the diploma thesis includes a theory about leadership and generations. Leadership is the ability to encourage, influence, and direct people toward achieving their goals. Leadership success depends on personal characteristics of leaders; we described them and defined the characteristics that a good leader should have for successful leadership of an organization. The selected leadership style also contributes to greater success and understanding of employees. We defined leadership styles according to behavioural and situational theories and learned about basic leadership skills. Leadership is of great importance nowadays, as employee protection is an important factor for the success of companies. How a leader will treat their employees speaks greatly about their personality and their company’s reputation. Researchers have studied many leadership styles, which are specific to each individual. With the help of leadership theories, we stressed those according to which a leader can focus on tasks/work or employees. Together with the definition of generations, this tells us a lot about one’s lifestyle, life choices, and decisions made. Each generation has its positive and negative virtues, and we will learn how these generations will one day be able to lead employees. Among all generations that have developed to date and are presented in the paper – veterans, baby-boomers, generations X, Y, and Z – we studied generations Y/millennials and Z. In the empirical part, we conducted a questionnaire to study what leadership style will be characteristic of younger generations and whether their leadership style will be employee-oriented or task-oriented. With the help of this research, we determined that certain statements show generational differences; the biggest one was characteristic of the statement Would you spoil the happy and comfortable mood in a group, followed by a statement considering giving a performance-related award to co-workers, and the third place is occupied by the statement related to situations where one’s ideas would always benefit their colleagues. The statements that were most similar to each other are the following: to notify employees about changes in the company in advance, to make a work schedule, to make work easier for employees and to make sure that work is done on time, and to explain to employees what position and role they have in the company. In the end, it turned out that future generations will mostly be employee-oriented.
Sekundarne ključne besede:	leadership;leader;organization;company;leadership styles;generations;behavioral leadership theories;
Vrsta dela (COBISS):	Diplomsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Strani:	52 str., 5 str. pril.
ID:	13229311