Sistem nagrajevanja zaposlenih v medobčinskem društvu gluhih in naglušnih za Gorenjsko Auris Kranj

diplomsko delo

Urška Crljenko Cimperšek (Avtor), Sonja Treven (Mentor)

Povzetek

V diplomski nalogi sem obravnavala sistem nagrajevanja v neprofitni organizaciji. Kot že samo ime pove, organizacija ne ustvarja profita in se ne ukvarja s trženjem blaga in storitev. Viri financiranja so namensko pridobljeni in kot taki tudi porabljeni. Organizacija se zato poslužuje pretežno nedenarnega nagrajevanja, ker je denarno nagrajevanja skoraj nemogoče oziroma se izvaja po zakonu določenem minimumu. Na podlagi teoretičnega dela o sistemu nagrajevanju sem poskušala ugotoviti vpliv nagrajevanja na zaposlene v organizaciji in ali imajo take nagrade sploh učinek. Kakšne nagrade zaposlenim največ pomenijo in ali bi zaradi nagrade šli drugam v zaposlitev. Ugotovila sem, da so zaposleni pripravljeni delati za nižje plačilo za opravljeno delo do meje, ki jim omogoča socialno varnost. V organizacji so zaposleni pretežno invalidi, gluhi in naglušni, ki težje nastopajo na odprtem trgu delovne sile, zato so toliko bolj zadovoljni, da delo imajo in da delajo v okolju kjer so razumljeni, dobro sprejeti in kjer zaposleni komunicirajo v njim prilagojenih tehnikah.

Ključne besede

nagrajevanje;nagrajevanje zaposlenih;društvo;zadovoljstvo;motivacija;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2016
Tipologija:	2.11 - Diplomsko delo
Organizacija:	UM EPF - Ekonomsko-poslovna fakulteta
Založnik:	[U. Crljenko Cimperšek]
UDK:	005.66(043.2)
COBISS:	12387868
Št. ogledov:	1280
Št. prenosov:	69
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	ǂThe ǂsystem of rewarding employees in the intermunicipal association of deaf and hard of hearing for Gorenjska region Auris Kranj
Sekundarni povzetek:	The mein theme of diploma thesis is rewarding system in a non-profit organization. As the name already suggests, the organization does not generate profits and the sources of funding are predetermined. The Organization therefore regards employees with non-monetary rewarding system, whereas the monetary rewarding sis item is almost impossible to be carried, because they do not have money that they could spend for higher monetary rewarding. Based on the theoretical work of the rewarding system I was trying to figure out the impact of remuneration compensation to employees in organization. What kind of prizes matter most to employees, and if they believe the award is not good enough, would they change the job. I found out that employees are willing to work for lower pay, but only if the amount is high enough, that gives them the social security that they need. The employees are mostly disabled, deaf and hard of hearing and they are not equal in the open labor market, so they are all the more happy to have a job and to work in an environment where they are well understood and equally accepted and where employees communicate in a sign language.
Sekundarne ključne besede:	monetary reward;non-monetary reward;motivation;employee satisfaction;targets;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Diplomsko delo
Komentar na gradivo:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Strani:	35 str.
ID:	9137430