Razvijanje harmoničnih odnosov med sodelavci na delovnem mestu

magistrsko delo

Anja Štrafela (Avtor), Sonja Treven (Mentor)

Povzetek

V magistrski nalogi smo prikazali, kakšni so medosebni odnosi zaposlenih v enem izmed slovenskih podjetij. Spoznali smo, kako pomembni so dobri odnosi na delovnem mestu za zaposlene in za podjetje v katerem delujejo in opozorili na težave, ki se pojavljajo v podjetjih, kjer ni urejenih odnosov. Spoznali smo še, kako pomemben vpliv imajo posamezni slogi vodenja in sam vodja na odnose v delovni sredini. Prav tako smo ugotovili, kako bi se lahko slabi odnosi izboljšali in kaj bi lahko ljudje storili za boljše sodelovanje in sporazumevanje, saj so dobri medosebni odnosi prvi pogoj za osebno srečo in uspeh v podjetju Medosebni odnosi so, glede na pomembnost za zadovoljstvo zaposlenih v organizaciji, eni izmed najpomembnejših dejavnikov. Normalni medosebni odnosi so odvisni od stopnje razvitosti demokracije, od delovne in kulturne ravni in od osebnosti posameznikov oziroma članov organizacije. Zlasti pomembno je ustvarjati odnose sodelovanja v organizaciji. V medosebnih odnosih vsi zadovoljujejo svoje osnovne psihološke potrebe in šele zadovoljene potrebe delajo zadovoljne, mirne in konstruktivne zaposlene. Teorija izbire dr. Glasserja pravi, da so poleg potrebe po preživetju, ključne še potreba po sprejetju, moči, svobodi in učenju oziroma kreativnosti. S skrbjo za razvoj sodelavcev se torej zadovoljujejo njihove temeljne potrebe. Podjetje torej ne more biti uspešno, če ne skrbi za rast in razvoj sodelavcev. Sodelavci s svojimi znanji, veščinami, svojo zavzetostjo in voljo dobesedno ustvarjajo dobiček. Rast in razvoj pa se ne zgodita sama po sebi. Potrebni so določeni predpogoji. Ključno je ustvariti zaupanje v medosebnih odnosih, še posebno pomembno je izpostaviti odnos med vodjem in sodelavcem. Dobro medosebno poznavanje in spoštovanje, sta dva bistvena razloga zaradi katerega so ljudje pripadni nekemu podjetju. Plača, ki sicer vpliva na motivacijo zaposlenih, na dolgi rok ne uspe nadomestiti slabih ali nekvalitetnih odnosov. Če so odnosi slabi, se prej ali slej ljudje odločijo za odhod drugam, ali pa delajo le tisto kar je najbolj nujno. A to le še dodatno zapleta odnose med zaposlenimi in zmanjšuje kvaliteto do minimuma. Zanesljivo je, da je znotraj kolektiva lahko klima prijateljska, spodbudna in spoštljiva, če je takšen najprej vodja. Vrednote vodje in njegovi vzorci vedenja se prenašajo na njegove podrejene. Če želi vodja izboljšati svoj tim, je prvi korak ta, da preveri, kaj lahko on izboljša pri sebi. Vedenjski vzorci, strategije, prepričanja in vrednote vodje so dejavniki, ki vplivajo na to kako deluje celoten tim. Vprašanje kakovosti odnosov je poleg povsem eksistencialnih vprašanj življenja eden od ključnih faktorjev. Profit, osebna učinkovitost, plača, slava, moč, uspešnost ,vse to tudi do določene mere šteje, vendar pa je v primerjavi s pomembnostjo kakovosti odnosov relativno kratkega in plitkega daha. Kakor bodo le kvalitetni interni odnosi tisto, kar bo pomagalo timu vztrajati skozi krizne trenutke in iskati presežne rešitve.

Ključne besede

zaposleni;delovno mesto;delovno okolje;medosebni odnosi;medosebne komunikacije;vodenje;zadovoljstvo zaposlenih;rast;razvoj;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2013
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM EPF - Ekonomsko-poslovna fakulteta
Založnik:	[A. Štrafela]
UDK:	658.3
COBISS:	11616796
Št. ogledov:	5007
Št. prenosov:	599
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Development harmonious relations between colleagues in the workplace
Sekundarni povzetek:	In this thesis, we shown how the interpersonal relationships of employees in one of the Slovenian companies look like. We recognized the importance of good relations in the workplace for employees and for the company in which they work. We were paying attention for the problems that occur in companies where there is no regulated relations. We have seen the influence of individual leadership style and his relationship to the head of the working middle. We have also seen how bad relationships can improve and what people can do to improve collaboration and communication, as are good interpersonal relationships a prerequisite for personal happiness and success in business. Interpersonal relationships are of importance to the satisfaction of the employees in an organization, one of the most important factors. Normal interpersonal relationships depend on the level of development of democracy, the working and cultural level of the personality of individuals or members of the organization. In particular, it is important to build relationships of cooperation within the organization. In all interpersonal relationships everybody satisfy their basic psychological needs, and satisfied needs are making happy, peaceful and constructive staff .Theory of dr. Glasser says that in addition to the need for survival, there is the need for acceptance, power, freedom, learning and creativity.With the concern for employee development, they meet their basic needs. Company therefore can not be successful if you do not care about the growth and development of employees. Co-workers with their knowledge, skills and enthusiasm literally make a profit. The growth and development may not occur by itself. Certain preconditions are needed. The key is to create trust in interpersonal relationships, especially important is to highlight the relationship between manager and employee. Knowing each other and respect are two essential reasons for which people are loyal to that firm. Pay, although it has impact on employees motivation in the long run fails to replace bad or low quality relationships. If relations are bad, sooner or later people choose to go elsewhere, or do only what is most urgent. But this only further complicates the relationship between employees and reduces the quality to a minimum. It is sure that the climate between workers is friendly, encouraging and respectful, if their leader has the same values. The values of leaders and their patterns of behavior are transmitted to his subordinates. If leader want to improve his team, the first step is to check what he can improve in himself. Attitude patterns, strategies, beliefs, and values of leader are the factors that influence how a whole team works. The question of the quality relationships is in addition to purely existential questions of life, one of the key factors. Profit, personal effectiveness, earnings, fame, power, performance, all of this to a certain extent counts, but in comparison with the importance of the quality relationships is relatively unimportant. As the only high-quality internal relationships is what will help keep the team through the crisis moments and look for excess solutions.
Sekundarne ključne besede:	interpersonal relations;good relations;relations between employees;management and relations;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Magistrsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Strani:	65 str.
ID:	8727826