Organization - Journal of Management, Informatics and Human Resources / Organizacija - Revija za management, informatiko in kadre (University of Maribor)
Not a member yet
666 research outputs found
Sort by
Povezava med psihičnim dobrim počutjem zaposlenih in duhovno inteligentnostjo kot dejavniki primerno celovitega menedžmenta
Get PDFThe crisis has shown that management of companies is not as holistic as it should be; the economic and technological factors are over-emphasized; humans are not only rational beings. The complex and fast emerging new environmental challenges make companies face demographic and social changes, changing values, demands and viewpoints of employees, their emotional instability and them asking basic questions about being and living with which they discover the deepest meaning of living. Spiritual awareness and related way of living are becoming indispensable values of people, which do not only take care of their optimal life-roles realization but also of their personal and individual development.
Spiritual intelligence, as philosophy of company’s management, changes the meaning and purpose of conducting business. It is upgraded with spiritual capital and that’s why it reflects awareness of higher purpose (beyond just profit) and is also a basis for achieving a psychical well-being of employees, which stimulates creativeness, innovativeness, and consequentially, the competitiveness of company. In this article we focus on spiritual intelligence and spiritual capital, which we connect to psychical well-being of individual resulting from optimal experiences and functioning. Psychical well-being is determined by two perspectives: hedonistic and eudaimonical. The eudaimonical approach, which emphasizes self-realization, led the researchers towards the psychical well-being and self-determination theory. The hedonistic approach emphasizes subjective well-being of individuals. Comprehensions of both approaches are combined in psychical well-being of individual, which determines his/ her satisfaction, creativeness, success at work and productiveness. This means that the expected (economic) results of organizations are more a consequence of subjective well-being then vice versa. Managers tend to overlook that fact.Kriza kaže, da je menedžment podjetij premalo celovit; med drugim se preveč omejuje na ekonomske in tehnološke dejavnike. Zaradi porasta kompleksnosti in hitrosti porajanja izzivov okolja se organizacije med drugim soočajo z demografskimi in socialnimi spremembami, s spreminjanjem vrednot, zahtev in stališč zaposlenih, z njihovo čustveno nestabilnostjo in zastavljanjem temeljnih bivanjskih vprašanj, s katerimi spoznavajo najgloblji namen življenja. Duhovno zavedanje in način življenja postajata priznana nepogrešljiva vrednota ljudi, ki ne skrbijo le za optimalno uresničevanje svojih življenjskih vlog, ampak tudi za osebni in osebnostni razvoj. Duhovna inteligenca kot filozofija vodenja podjetja spreminja pomen in smisel poslovanja: ukinja omejenost na racionalni del osebnosti. Nadgrajena je z duhovnim kapitalom, zato predstavlja zavedanje, da gre za višje poslanstvo (od zgolj dobička), in je osnova za doseganje psihičnega dobrega počutja zaposlenih, katero podpira ustvarjalnost, inovativnost, zato konkurenčnost organizacij. V prispevku se osredotočamo na duhovno inteligenco in duhovni kapital, ki ju povezujemo s psihičnim dobrim počutjem človeka, katero izvira iz optimalnih izkušenj in delovanja. Psihično dobro počutje determinirata dve perspektivi: hedonistična in eudajmonična. Eudajmonični pristop, ki v ospredje postavlja samo-realizacijo, je raziskovalce vodil k psihološkemu dobremu počutju in samo-determinacijski teoriji. Hedonistični pristop kot lastno vrednotenje počutja ljudi opredeljuje subjektivno dobro počutje. Spoznanja obeh pristopov združuje psihično dobro počutje človeka, ki determinira njegovo zadovoljstvo, ustvarjalnost, uspeh pri delu in produktivnost. To pomeni, da so pričakovani (ekonomski) rezultati organizacij pogosteje posledica subjektivnega dobrega počutja kot obratno. Vodstva to pogosto spregledujejo
Organizacija delovnih procesov in zadovoljstvo zaposlenih v podjetju za distribucijo električne energije
Get PDFOrganisation of working processes and satisfaction of employees are important factors of enterprise fficiency. This paper presents the in-depth survey results between the employees in the enterprise about opinions on organisation of working processes on relations and satisfaction of the employees. They are related to good
relations between the employees and working conditions for employees. Less satisfactory are found organisation of informing of employees, level of wages and opportunities for promotion. The employees spare the remuneration according to the achievementsin the market environment. The multivariate factor analysis indicates that for the employees are important factors of motivation and trust, image and cooperation between the employees as well as the leadership and managerial abilities for successful business operation and for social security of employees. Deficient is investment into the human capital to improve abilities of employees
for programming and organisation of methods and working operations as well as for improvements of working climate and incentives for introduction of new ways of motivation and management of business conduction.Organizacija delovnih procesov in zadovoljstvo zaposlenih sta pomembna dejavnika uspešnosti poslovanja podjetja. V prispevku so prikazani rezultati ankete med zaposlenimi v podjetju o mnenjih glede organizacije delovnih procesov na odnose in zadovoljstvo zaposlenih. Pri organizaciji delovnih procesov in zadovoljstvu zaposlenih se je potrdil pomen odnosov med zaposlenimi in delovni pogoji zaposlenih. Kot slabše so ocenjene organizacija obveščanja zaposlenih, višina plače in možnosti napredovanja. Zaposleni pogrešajo nagrajevanje glede na učinke dosežene v tržnem okolju. Iz faktorske analize izhaja, da zaposleni pripisujejo poseben pomen dejavnikom motivacije in zaupanja, ugledu in sodelovanju med zaposlenimi ter vodstvenimi in managerskim sposobnostim za uspešnost poslovanja in za socialno varnost zaposlenih. Pomanjkljivo je
vlaganje v človeški kapital za dvig sposobnosti zaposlenih pri načrtovanju in organiziranju metod in delovnih operacij ter za izboljšanje delovne klime in vzpodbud za uvedbo novih pristopov motiviranja in soupravljanja pri izvedbi poslov
Razvoj modela avtentičnega vodenja in empirična preverba
Get PDFAuthentic leadership has recently been a very popular scientific area, but with only a few quantitative analyses. The aim of this paper is to develop a research model of the impact of authentic leadership on authentic followership and on the results from the employees' perspective. We use empirical quantitative analysis to confirm the model with linear structural modeling on a sample of 22 managers and 289 of their employees in a Slovenian company with approximately 500 employees. The construct of authentic leadership in the research model consists of self-awareness, self-regulation, positive psychological capital and positive modeling. The results showed that perceived authenticity of a leader has an impact on authentic followership. There was also a significant positive impact of authentic followership on results from the employees' perspective. Based on the results, we have confirmed that authentic leaders create new authentic employees, develop their authentic features and capabilities, resulting in employee satisfaction, their loyalty and a good atmosphere within the team.Avtentično vodenje je v zadnjem času zelo popularno znanstveno področje, na katerem pa so kvantitativne analize maloštevilne. Cilj prispevka je razviti raziskovalni model vpliva avtentičnega vodenja na avtentično sledenje in na rezultate z vidika zaposlenih ter ga z empirično kvantitativno raziskavo potrditi z linearnim strukturnim modeliranjem na vzorcu vseh 22 vodij in 289 njihovih zaposlenih v slovenskem podjetju s približno 500 zaposlenih. Konstrukt avtentičnega vodenja v raziskovalnem modelu sestavljajo samozavedanje, samoregulacija, pozitivni psihološki kapital in pozitivno modeliranje. Rezultati so pokazali, da zaznana avtentičnost vodje vpliva na avtentično sledenje. Razviden je tudi pozitiven vpliv avtentičnega sledenja na rezultate. Na podlagi rezultatov smo potrdili, da avtentični vodje ustvarjajo nove avtentične zaposlene, razvijajo njihove avtentične značilnosti in sposobnosti, kar ima za posledico zadovoljstvo zaposlenih, njihovo pripadnost in dobro vzdušje v kolektivu
Politika, strategija in organizacijska kultura trajnostnega razvoja in ravnanja z okoljem v podjetjih
Get PDFIn May 2001 European Commision adopted sustainable development strategy focused on long-term politics and actions on various fields including economic, social and ecological; previously mentioned adopted new concepts linked with sustainable development present new challenges for Slovenian companies. Managers are key factor which can have impact on sustainable development, because they are familiar with the natural state of affairs in bussiness due to possesing right informations and secondly they are fully responsible for the leadership. Greatest power in companies is possed by its leading managers, who choose what and how to work. Consequently managers are with their leadership and behavior fundamental point of sustainable development. The purpose of this research is to establish the actual role and performance of managers in planning sustainable development and environmental management policy, strategy and organizational culture in Slovenian companies. Survey was conducted in 120 Slovenian enterprises. The results of this research provide the guidelines and platform or principles for further discussion and research in the field of sustainable development and environmental management policy, strategy and organizational culture. We developed a proposal for improvements to the management to assist in improving environmental management and quality management in Slovenian companies.Maja 2001 je Evropska komisija sprejela Strategijo trajnostnega razvoja, v kateri predstavlja dolgoročno politiko in ukrepe na ekonomskem, socialnem in ekološko trajnostnem področju, kar predstavlja za slovenska podjetja nove izzive. Ključni dejavnik, ki lahko vpliva na trajnostni razvoj so vršni managerji, ki imajo po našem mnenju največ informacij o poslovanju in so odgovorni za voditeljstvo. Imajo največjo moč v podjetjih katera vodijo, saj sami izbirajo kaj in kako delat. To pa posledično pomeni, da lahko z lastnim načinom voditeljstva in obnašanjem največ prispevajo k trajnostnemu razvoju. Namen naše raziskave je bilo ugotoviti, kakšna je dejanska vloga ravnateljev pri načrtovanju politike, strategije in organizacijske kulture trajnostnega razvoja in ravnanja z okoljem v slovenskih podjetji. Anketirali smo 120 zaposlenih sodelavcev v različnih naključno izbranih slovenskih podjetjih. Izhodišče, da so bistveno povezani politika, strategija, organizacijska kultura trajnostnega razvoja in ravnanje z okoljem podjetja, naj bi prispevala nova spoznanja k raziskovalni problematiki na področju trajnostnega razvoja. Izdelali smo predlog izboljšav, ki naj bi bil v pomoč managementu pri izboljšanju ravnanja z okoljem in kakovosti poslovanja v slovenskih podjetjih
Model ocenjevanja institucij za izobraževanje odraslih
Get PDFRecently, exposed is the process of lifelong learning as a process of individuals’ continuing education. In this process of education, the individual often faces the dilemma of which educational institution should choose to get an optimal knowledge according to his requirements. In Slovenia, the number of educational institutions has recently increased significantly, and the individual can easily lose an overview upon their content and quality. Therefore, we developed in this article an evaluation model of institutions for adults’ education using multi-attribute decision making methods. On the basis of rules that represents a combination of the required values of different parameters, we defined a knowledge base in expert system Dex-i, and we analyzed an individual educational institutions according to their offer. The article represents usage of decision support model in four chosen educational institutions.V zadnjem času se izpostavlja proces vseživljenjskega učenja kot proces permanentnega izobraževanja posameznikov. V tem procesu izobraževanja se posameznik velikokrat srečuje z dilemo, katero izobraževalno institucijo izbrati, da bo dobil optimalno znanje glede na svoje zahteve. V Sloveniji se je število izobraževalnih institucij v zadnjem času močno povečalo in posameznik tako zlahka zgubi pregled nad njihovo vsebino in kakovostjo. Zato smo v prispevku oblikovali model ocenjevanja institucij za izobraževanje odraslih s pomočjo večparametrske odločitvene metode. Na osnovi pravil, ki predstavljajo kombinacije zahtevanih vrednosti različnih parametrov, smo definirali bazo znanja znotraj ekspertnega sistema Dex-i, ter tako analizirali posamezne izobraževalne institucije glede na njihovo ponudbo. V prispevku je prikazana uporaba odločitvenega modela na izbranih štirih izobraževalnih institucijah
Banke in gospodarska kriza: zadovoljstvo uporabnikov e-bančništva NLB
Get PDFIn the time of the general economic crisis, banks are forced to seek out new possibilities of increasing their competitive advantages. For a user-oriented bank, customer satisfaction presents a strategic goal and solution. Activities include regular analysis and monitoring of customer satisfaction by means of adjusting offers in accordance with the users’ wishes. The analysis of internet banking customer satisfaction is performed on the example of the NLB bank. It is established that NLB provides quality internet banking, and that its users are on average satisfied with the overall service, which is supported by the results of the research. Provided are also suggestions for NLB to ensure a higher level of customer satisfaction.Banke so v času splošne gospodarske krize prisiljene iskati nove možnosti povečanja konkurenčnih prednosti. Za banko, ki je usmerjena k uporabnikom, predstavlja njihovo zadovoljstvo strateški cilj in rešitev. Dejavnosti vključujejo stalno analiziranje in spremljanje zadovoljstva svojih uporabnikov s prilagajanjem ponudbe njihovim željam. Zadovoljstvo uporabnikov elektronskega bančništva je analizirano na primeru banke NLB. Ugotovljeno je, da ima NLB kakovostno ponudbo elektronskega bančništva in da so uporabniki v povprečju zadovoljni s splošno ponudbo, kar je potrjeno z rezultati raziskave. Podani so predlogi banki NLB za zagotavljanje višje stopnje zadovoljstva uporabnikov
Analitično hierarhični procesni model odločanja za zunanje ali notranje izvajanje informacijskih storitev v javnem sektorju
Get PDFArticle uses an in-depth analysis of contemporary pro et contra arguments and presents research findings concerning IT outsourcing and insourcing in Slovenian public sector. In Slovenia the use of competitive tendering and outsourcing of IT services has been growing rapidly, many will say unfounded and irrational. Reported expenditures on contracting out in public sector in last years have doubled and in the time of global economic and financial crisis reach, roughly estimated, tens of millions of euros. Contribution outlines some methodological, contextual, procedural and other considerations and eventually presents Saaty’s analytical hierarchical multi criteria decision model for planning IT outsourcing projects and provides guidelines on critical assessing IT outsourcing projects in Slovenian public sectorČlanek se osredotoča na poglobljeno analizo sodobnih pro et contra argumentov in predstavlja raziskovalne izsledke glede zunanjega oziroma notranjega izvajanja (outsourcing oziroma insourcing) IT storitev v javnem sektorju v Sloveniji. Kljub dvomom mnogih strokovnjakov v upravičenost in racionalnost projektov zunanjega izvajanja, smo priča velikemu številu javnih razpisov z namenom sklepanja pogodb za zunanje izvajanje IT storitev. Po nekaterih ocenah se je višina stroškov za projekte zunanjega izvajanja v slovenskem javnem sektorju v zadnjih letih podvojila in v času aktualne gospodarske in finančne krize dosega po grobih ocenah več deset milijonov evrov. Prispevek analizira metodološke, vsebinske, postopkovne in druge pomembne dejavnike ter ponuja Saatyjev analitično hierarhični procesni model za večkriterijsko odločanje pri načrtovanju zunanjega izvajanja IT storitev in smernice za kritično vrednotenje tovrstnih projektov v slovenskem javnem sektorju
Kodeksi etike in kodeksi ravnanja pri uporabi IKT v izobraževanju
No full textCodes of conduct and codes of ethics are a way of ensuring that positive impact in the community prevails. Tertiary education environments that have standardised ICT management show higher quality of performance if compared to those that have not yet standardised it. Moreover, characteristic of these environments is their strong willingness for change. University is a place of scientific communication and, thus, ICT and especially the Internet represent the entry point into a new developmental phase to which the best universities are strongly dedicated. In this way, ethics returns to the core of the mission undertaken by higher education institutions. Many countries around the world are adopting National Educational Technology Standards (NETS) that have been developed and are continuously updated within the ISTE Association and at the same time represent a code of conduct for students, faculty teachers, administrators and all others involved in high-quality study. Those standards must be supported by codes of ethics as they depend on the compliance with the relevant moral values.Kodeksi ravnanja in etični kodeksi so način zagotavljanja prevlade pozitivnih vplivov v skupnosti. Visokošolska okolja, ki so standardizirala ravnanja z IKT, izkazujejo višjo kakovost delovanja od tistih, ki tega niso storila. Značilna je tudi njihova večja pripravljenost za spremembe. Univerza je prostor znanstvene komunikacije, zato ji IKT in še posebej internet predstavlja vstop v novo razvojno fazo in temu se najboljše univerze močno posvečajo. S tem se tudi etika vrača v jedro poslanstva visokošolskih institucij. Številne države po svetu sprejemajo standarde uporabe izobraževalne tehnologije (NETS), ki so nastali in se stalno dopolnjujejo v okviru združenja ISTE in predstavljajo kodeks ravnanja študentov, učiteljev, administratorjev in drugih nosilcev kakovostnega študija. Ti standardi morajo biti podprti z etičnimi kodeksi, saj so odvisni od sprejemanja ustreznih moralnih vrednot
Enostavni stohastični model za planiranje zaloge rezervnih komponent v obdobju izrabe
No full textWe treat an industrial system which comprises of a number of identical components subject to wear-out. To support the system maintenance an appropriate inventory of spare components is needed. In order to plan the sufficient inventory of spare components, two variants of a simple stochastic model are developed. In both variants, the aim is to determine how many spare components are needed at the beginning of a planning interval to meet demand for corrective replacements during this interval. Under the first variant the acceptable probability of spare shortage during the planning interval is chosen as a decision variable. While in the second variant the adequate spare inventory level is assessed by taking into account the expected number of component failures within the planning interval. A comparison of both variants of the model shows that calculations involved in the second variant are simpler. However, it can only be used when the inventory of spare components can be planned for a relatively long period of time. The determination of an adequate number of spare components according to both variants of our model depends on the form of the probability density function of component failure times. Since the components are subject to wear-out, this function exhibits a peak-shaped form that can be described by different statistical density functions. Advantages and disadvantages of using the normal, lognormal, Weibull, and Gamma density function in our model are discussed. Among the probability density functions studied, the normal density function is found to be the most appropriate for calculations in our model. The applicability of both variants of the model is given through numerical examples using field data on electric locomotives of Slovenian RailwaysV prispevku obravnavamo proizvodni sistem, ki vsebuje določeno število identičnih komponent v obdobju izrabe. Komponente sistema lahko med delovanjem sistema odpovedo, kar povzroči zastoj sistema. Da lahko komponento, ki odpove, čim prej nadomestimo z novo, je potrebno imeti na zalogi zadostno količino rezervnih komponent. Predstavljeni sta dve varianti enostavnega stohastičnega modela, ki omogočata določitev minimalnega števila rezervnih komponent na zalogi na začetku intervala planiranja tako, da je zadoščeno izbranemu kriteriju. V prvi varianti modela je kot kriterij pri določanju ustrezne zaloge rezervnih komponent upoštevana verjetnost, da se zaloga tekom intervala planiranja izčrpa, medtem ko v drugi varianti planiramo zalogo rezervnih komponent glede na povprečno število odpovedi, ki jih v intervalu planiranja pričakujemo. Primerjava obeh variant modela je pokazala, da je druga varianta modela z matematičnega stališča enostavnejša, njena pomanjkljivost pa je v tem, da je uporabna le, kadar je možno zalogo rezervnih komponent planirati za daljše časovno obdobje. Določitev ustreznega števila rezervnih komponent na podlagi obeh variant modela je odvisna od funkcije gostote verjetnosti za čas do odpovedi obravnavanih komponent. Kadar so komponente v obdobju izrabe, ima ta funkcija karakteristično kopasto obliko, ki jo lahko popišemo z ustrezno verjetnostno porazdelitvijo. Z vidika uporabnosti v modelu smo analizirali normalno, lognormalno, Weibullovo in gama verjetnostno porazdelitev. Ugotovili smo, da je za izračune, ki so v modelu zahtevani, najbolj prikladna normalna verjetnostna porazdelitev. Uporabnost obeh variant modela smo ponazorili z numeričnimi primeri in podatki o eksploataciji električnih lokomotiv iz Slovenskih železnic