1,587 research outputs found
INNOVATIVENESS AS A CHALLENGE IN THE TIME OF CHANGES
Get PDFŽivimo v času, ko so edina stalnica spremembe (Ovsenik in Ambrož, 2010), ki vplivajo na vsa področja poslovnega pa tudi osebnega življenja, inovativnost pa je v takšnih razmerah velik izziv. Delovna organizacija, ki hoče v teh spreminjajočih se razmerah preživeti, mora graditi na človeškem kapitalu. Ljudje, kot edini proizvodni faktor, ki dodajajo vrednost, postajajo vse bolj ključni za preživetje organizacije.We live in a time when the only constant are changes (Ovsenik in Ambrož, 2010) that affect all areas of business as well as personal life and innovation in such situation is a major challenge. The labor organization who wants to survive in this changing context must be built on human capital. People, as the only production factor that adds value, are becoming increasingly crucial for the survival of the organization
Türkçe-Makedonca Konuşma Kılavuzu 1, Türk transkripsiyonu ile / Турско-македонски разговорник 1, со турска транскрипција
Get PDFThe materials for the “ Turkish-Macedonian phrase book” were compiled during the Macedonian language classes with the students from Turkey. The author of the phrasebook, Marija Leontik has also classified and enlarged the materials. In order to enable the learners to self-study, the sentence is first given in Turkish language, than in Macedonian, then follows transcription of the Macedonian sentence. The aim is the beauty of the Turkish language to facilitate the learning of the beauty of the Macedonian language. Several professors (Simon Sazdov, Esen Bejzat, Halil Acikgjoz, Sevim Hilmioglu) reviewed the book in order to make it more useful and conformant with the criteria for this types of books
„Турско-македонски разговорник 1, со турска транскрипција“(“Turkish- Macedonian Phrasebook 1”)
Get PDFThe materials for the “ Turkish-Macedonian phrase book” were compiled during the Macedonian language classes with the students from Turkey. The author of the phrasebook, Marija Leontik has also classified and enlarged the materials. In order to enable the learners to self-study, the sentence is first given in Turkish language, than in Macedonian, then follows transcription of the Macedonian sentence. The aim is the beauty of the Turkish language to facilitate the learning of the beauty of the Macedonian language. Several professors (Simon Sazdov, Esen Bejzat, Halil Acikgjoz, Sevim Hilmioglu) reviewed the book in order to make it more useful and conformant with the criteria for this types of books
Vloga kadrovkih in izobraževalnih pocesov pri motiviranju zaposlenih v Mercator SVS d.d. Ptuj : diplomsko delo visokošolskega strokovnega študija
Get PDFPREVENTING MOBBING IN PUBLIC SECTOR INSTITUTIONS
Get PDFPredvsem vse večje zahteve s strani uporabnikov, nadzornih organizacij oziroma trga posledično vodijo v vse večje zahteve s strani poslovodnih oseb / predstojnikov in hkrati tudi v zmanjšanje pravic delavcev, kot postranski rezultat pa se kaže tudi splošno nezadovoljstvo v organizacijah ter navsezadnje znižanje produktivnosti oziroma učinkovitosti tako zaposlenih kot samih institucij (Ovsenik in Ambrož, 2000). Delovna produktivnost/učinkovitost in zadovoljstvo pa sta dva pomembna elementa za organizacijo javnega sektorja in javnega uslužbenca, mobing oziroma trpinčenje pa je eden izmed pojavov, ki oboje znižuje. V okviru diplomskega dela smo izvedli raziskavo o značilnostih mobinga v javnem sektorju, raziskali vzroke zanj ter identificirali načine za uspešno preprečevanje obravnavanega pojava. Omenjeno smo dosegli s pomočjo teoretičnega in raziskovalnega (anketnega) dela, na podlagi česar smo ugotovili, da se mobing v preučevani slovenski populaciji (torej v javnem sektorju) pojavi predvsem zaradi slabega delovnega vzdušja, slabih odnosov v kolektivu in negativnih karakternih lastnosti sodelavcev, kar nakazuje hkrati na slabo organizacijo dela in vodenja institucije. Takšne oblike vedenja oziroma ravnanja pa prinašajo negativne posledice tako na zaposlenega (zdravstvene, fizične in psihične težave), na celotni kolektiv (pojav cinizma, otopelosti), kot tudi na organizacijo kot takšno (povečanje stroškov zaradi postopkov v zvezi z mobingom, zmanjševanje ugleda, itd.). Da bi vse slednje negativne posledice in vzroke zanje preprečili, pa je pomembna kombinacija preventivnih in represivnih aktivnosti, predvsem pa vzpostavitev dobrega vzdušja v organizaciji, osveščanje zaposlenih in nadrejenih o mobingu, višje in učinkovitejše sankcije, boljši delovni pogoji ter opredelitev mobinga v načrtu integritete.Above all, increasing demands by users, monitoring organizations and the market consequently lead to growing demands by the heads and at the same time to reducing workers\u27 rights. As an indirect result with this regar, there is increasement of general dissatisfaction by workers in organizations and ultimately a reduction of the productivity and efficiency of both the staff and the institutions themselves (Ovsenik and Ambrož, 2000). Labour productivity, efficiency and satisfaction are three important elements for the organization of the public sector and public servants, but mobbing is one of the phenomena that all three decreases. With this regard, we conducted a study on the characteristics of mobbing in the public sector, with the aim to investigate its causes and identify appropriate ways to prevent said phenomenon. Aim of the study was achieved with the help of theoretical and research (survey) work. Based on mentioned, we found that mobbing in the Slovenian population (i.e. the public sector) occurs mainly due to poor working atmosphere, bad relations amongst co-workers and negative traits of employees, which at the same time indicates poor work organization and management. Such behaviour could bring negative consequences to the employee (health, physical and mental problems), the entire staff (the phenomenon of cynicism, apathy), as well as the organization as such (cost increases due to the procedures relating to mobbing, reducing reputation, etc.). To avoid the latter, it is important to use combination of preventive and repressive activities, in particular: the creation of good atmosphere in the organization, raising-awareness of employees and superiors of mobbing, higher and more effective sanctions, better working conditions and defining of mobbing in the Integrity plans
STRESS AT WORK IN ORGANIZATIONS
Get PDFV diplomskem delu smo raziskali pojav stresa in njegove posledice na delovnih mestih v organizacijah. Stres je po raziskavah v domačem (in tujem) okolju vedno bolj pereč in pogost pojav na delovnih mestih v Sloveniji. Vse večja konkurenčnost in finančna kriza določata, kdo bo ostal na trgu, kar posledično vodi v večje zahteve s strani vodij (Ovsenik in Ambrož, 2000) in zmanjševanje pravic delavcev, posledici vsega tega pa sta splošno nezadovoljstvo v organizacijah in navsezadnje znižanje produktivnosti. Delovna produktivnost in splošno zadovoljstvo sta pomembna elementa za napredek pri vsaki organizaciji in posamezniku v delovnem okolju, stres pa je tisti faktor, ki oboje znižuje. Za potrebe diplomskega dela smo opravili raziskavo, na podlagi katere smo ugotovili, da se stres v preučevani slovenski populaciji pojavlja predvsem zaradi slabih odnosov med zaposlenimi in nadrejenimi ter slabih pogojev dela, kot stresni dejavnik pa so med drugimi pomembne tudi »težavne« stranke. Stresne situacije pri zaposlenih najpogosteje privedejo do nervoz, slabše delovne učinkovitosti in preutrujenosti — izgorelosti. Kot protiutež stresnim dejavnikom na podlagi analiz priporočamo izboljšanje medosebnih odnosov v organizacijah, zvišanje osebnih dohodkov ter izboljšanje organizacijskih delovnih pogojev. Ena od najpomembnejših ugotovitev je, da stres in dejavniki stresa zagotovo niso za vse ljudi enaki in enako težko rešljivi/odpravljivi, zaradi česar predlagamo, da se pri iskanju rešitev usmerimo v ciljne skupine različnih zaposlenih, pri čemer je potrebno upoštevati starost, spol, vrsto zaposlitve (za določen/nedoločen čas), izobrazbo in delovne izkušnje.In present work we have explored the phenomenon of stress and consequences of the latter at different working organizations. According to national and international research studies, stress is becoming increasingly serious and frequent occurrence in workplaces in Slovenia. The increasing competitiveness and the financial crisis define which organization will remain on the (world) market, which leads to increasing demands by the heads (Ovsenik in Ambrož, 2000) and to reduction of workers\u27 rights, resulting in a general dissatisfaction of workers in organizations and ultimately in lowered productivity. Labour productivity and overall satisfaction are therefore two important elements for progress in every organization but unfortunately stress is a key factor that lowers both. For the purposes of our work we have done research which revealed that stress appears mostly because of poor relations between staff and superiors, poor working conditions and problematic clients/customers. Consequently, as proven, the stress frequently leads to nervousness, lowering of work efficiency and to a burnout. As a counterweight to stressful factors, we recommend the improvement of interpersonal relationships in organizations, raising of personal incomes and improving organizational working conditions. The most important finding in our analysis is the fact that different people fell stress and stress factors in different ways, that is why we recommends that finding the solutions must be focused on various target groups of employees, whereby it is necessary to take into account the age, gender, type of employment (indefinite / fixed term) and work experiences
RECONCILIATION OF PROFESSIONAL AND FAMILY LIFE
Get PDFV diplomskem delu želim obravnavati možnosti usklajevanja družinskega in poklicnega življenja. Opisala bom teoretične podlage, ki v sodobnem poslovnem svetu narekujejo ukrepanje v smislu izboljšanja počutja zaposlenih. Predstavila bom tudi postopek pridobitve certifikata »Družini prijazno podjetje«, gumarsko podjetje Poslovne skupine Sava, ki je certifikat pridobilo in akcijske ukrepe, ki so bili izvedeni na podlagi pridobitve certifikata. Predstavila bom tudi učinke, ki jih je uvedeni projekt prinesel.
Z nalogo želim dokazati, da uvedba certifikata Družini prijazno podjetje v organizacijo prinaša veliko pozitivnih učinkov, ki imajo vpliv predvsem na zadovoljstvo zaposlenih.
Pri izdelavi diplomske naloge bom uporabila deskriptivno metodo dela – študija literature in primer dobre prakse ter praktičnih izkušenj iz podjetja, kjer sem zaposlena.
Spoznanja raziskovalnega dela bom uprla na kvalitativno metodo in sicer z izvedenimi intervjuji zaposlenih.In the scope of my diploma paper I shall treat the ways of harmonizing of family life with professional life. I shall describe the theoretical bases which dictate certain actions related to improvements in the general state of health of employees in modern professional environment. I will introduce a procedure of acquiring a Certificate ‘’Family Friendly Enterprise”, and the rubber manufacturing enterprise Savatech, a part of Sava Group, which acquired the Certificate, and the measures that were carried through on the basis of the Certificate and the effects of the implemented project as well.
I want to demonstrate with my diploma paper that the implementation of Certificate Family Friendly Enterprise brings various positive impacts, which influence the general organizational climate and content.
A descriptive method – literature study will be used in my diploma paper as well as an example of good practice and practical experiences from the enterprise where I am currently employed.
The results of my research will be supported by the qualitative method – by the interviews of my colleagues
STRATEGY FOR HEALTH AND SAFETY AT WORK IN THE MERCATOR COMPANY
Get PDFV prvem delu naloge je prikazan poklic prodajalca pri nas. Delo se osredotoči na zdravstvene izostanke z dela v Sloveniji. V tem kontekstu so predstavljena posamezna teoretična izhodišča.
Nakazane so ločnice med zdravstvenimi izostanki z dela in delodajalci.
V osrednjem delu naloge je predstavljena strategija za promocijo zdravja v delovnem okolju, možnosti za zniževanje bolniškega staleža, Luksemburška deklaracija. Osvetljeno je vprašanje dimenzij zdravega življenjskega sloga. Z delom želimo približati dejansko stanje in paradigmo sprememb. Analizirali smo zdravstvene izostanke v Mercator d. d., v Market programu, MO 02, Murska Sobota. Preverjali smo področje poklicne avtonomije, timskega dela, ter področje skrbi za svoje zdravje.
V raziskavo, ki je potekala v Mercator d. d., MO 02 v Murski Soboti je bilo vključenih 404 anketirancev, zaposlenih v trgovini. Pri analizi vsebine raziskave smo si pomagali s faktorsko analizo, raziskavo smo obdelali s pomočjo SPSS 14.
Ugotovitve kažejo na dobro poznavanje lastnega dela, jasno izoblikovano avtoriteto poklica, nižjo poklicno naklonjenost timskemu delu, kar kaže na nizko poklicno avtonomijo, ki jo ima poklic prodajalca v praksi.
Potrdili smo hipotezo, da obstaja pozitivna povezanost med zdravstvenimi izostanki in starostjo in hipotezo, da obstaja povezanost med zdravstvenimi izostanki in spolom. Ženske v Mercator d. d., MO 02 pogosteje izostajajo kot moški. Ovrgli smo hipotezo, ki pravi, da skrb za zdravo življenje vpliva na nizko stopnjo absentizma, saj teorija promocije zdravja na delovnem mestu nima trdne podlage v praksi.
Z nalogo bi želeli opozoriti na razkorak med teorijo in prakso, saj smo dokazali, da je promocija zdravja v delovnem okolju v razvoju. Ugotavljamo, da se zaposleni ne zavedajo vseh aspektov tega procesa, ki je nujen življenjski ciklus in sprejemanja vrednot v stroki. V prihodnosti bi veljalo prisluhniti praksi.In the first part of the thesis the profession of a salesperson is presented. The thesis deals with the absence from work for medical reasons in Slovenia. In this context individual theoretical starting points are introduced.
Moreover, the dividing lines between the sickness absence from work and employers are indicated.
The main part of the thesis introduces a strategy for workplace health promotion, the possibilities for reducing sick leave, the Luxemburg declaration. The issues of healthy lifestyle dimensions are emphasised. The purpose of the thesis is to ascertain the actual state and the paradigm of change. Absence from work for medical reasons has been analysed in Mercator d.d., in the framework of Market programme, MO 02, Murska Sobota. Professional autonomy, team work and ways to look after one’s own health have been studied.
404 employees in Mercator d. d. have been included in the research, carried out in Mercator d. d., within the Market programme, MO 02, in Murska Sobota. Factor analysis has been used for content analysis and the research data have been processed by means of SPSS 14.
The conclusions show that employees are well acquainted with their work, with clearly developed professional authority, and weaker inclination towards team work, thus implying low professional autonomy of a salesperson in practice.
Positive correlation between sickness absence from work and age, as well as correlation between sickness absence from work and gender has been reported. Female employees are more frequently absent from work than the males employed in Mercator d. d., MO 02. The hypothesis, stating that healthy lifestyle affects the low absenteeism rate, has been rejected, as the theory of health promotion in work place lacks evidence in practice.
The thesis highlights the gap between theory and practice, namely the workplace health promotion has been proven to be in development. It has been established that the employees are unaware of all aspects of this process, vital for the cycle of living and the change of values in sales profession. In the future, more focus should be put on practice
PROBLEMS OF ORGANIZING SOCIAL AND MEDICAL CARE OF ELDERLY AT HOME IN LJUBLJANA
Get PDFAvtorica v diplomskem delu obravnava problematiko socialne oskrbe in zdravstvene nege starostnikov na domu v Mestni občini Ljubljana. Avtorica si je v nalogi zadala cilj, da: preveri obseg mreže izvajalcev in njihovo ponudbo storitev socialne oskrbe in zdravstvene nege za bolne starostnike v Mestni občini Ljubljana, ki potrebujejo pomoč na domuugotovi zdravstveni status bolnih starostnikov, ki zaradi prezasedenosti domov za starejše ostajajo v domači oskrbi in negiidentificira probleme, ki se pojavljajo pri organizaciji formalne pomoči bolnim starostnikom na domu (v Mestni občini Ljubljana)prepozna prispevek neformalne mreže starostnika ter formalnih služb pomoči pri oskrbi in negi starostnika na domu. V svoji empirični raziskavi kvantitativne narave se avtorica omeji na proučevanje celotne populacije tistih upravičencev do storitve institucionalnega varstva starejših, ki se na dan 30.5.2010 nahajajo na čakalni listi za sprejem na negovalni oddelek Zavoda župnije Trnovo Karitas, Doma Janeza Krstnika, imajo prijavljeno stalno prebivališče v Mestni občini Ljubljana, in pri katerih je iz prijavne dokumentacije razvidno, da potrebujejo t. i. oskrbo III/A oz. oskrbo III/B.In the dissertation, submitted for her diploma, the authoress deals with the problems of social and nursing care in a home for elderly in the Municipality of Ljubljana. Her aim has been to achive the following goals: to check the network of performers and their offers regarding social and nursing care within the Municipality of Ljubljana for those individuals who need help at hometo establish the health status of those elderly who, though sick, and because of homes being overcrowded, are obliged to put up with domestic careand further, to identify the problems that occur in organizing formal care for sick oldies at home (in Ljubljana)and, last but not least, to identify the contribution of the informal network of aged individuals and that of formal services in caring for those in need at home. In her empirical research, analysed quantitatively, the authoress has limited her work to the population of those who can rightfully claim institutionalized protection and who on May 30, 2010, were on the waiting list for the Nursing Department of John the Baptist\u27s Home, a Trnovo Parish Caritas Establishment, whose permanent residence is in the Municipality of Ljubljana, and from whose application forms it is evident that they need either the so-called III/A or III/B care
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