ZADOVOLJSTVO ZAPOSLENIH V DOMU UPOKOJENCEV

• Main Author: Gaber, Diana
• Other Authors: Bernik, Mojca
• Format: Bachelor Thesis
• Language: Slovenian
• Published: 2013
• Subjects: zadovoljstvo pri delu; dom upokojencev; javni delavci; starostniki; work satisfaction; retirement home; public employees; the elderly; Zavod; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=40247; https://dk.um.si/Dokument.php?id=54974&dn=; https://plus.si.cobiss.net/opac7/bib/7175443?lang=sl

Živimo v času, ko se delovne organizacije srečujejo z eksistenčnimi težavami in so vodstva podjetij dokaj omejena pri številnih dejavnikih, ki vplivajo na zadovoljstvo zaposlenih. Domovi upokojencev so javni zavodi, delno financirani s strani države, del dohodka pa si ustvarjajo sami, s plačevanjem oskrbnine uporabnikov. Zaposleni delajo s starostniki, ki v naši družbi predstavljajo občutljivo in nezaščiteno skupino delo je težko fizično in psihično. Če hočejo zaposleni zagotoviti vedno zahtevnejše storitve zdravstvene nege in zadovoljiti vedno zahtevnejše potrebe starostnikov in njihovih svojcev ter si na podlagi visoko kvalitetnega dela ustvariti konkurenčnost med isto dejavnimi zavodi, mora biti kader profesionalen, prijazen, ustrežljiv ter strokoven, kar pa od zaposlenih terja veliko energije. Zvesti in zadovoljni zaposleni se bodo na delovnem mestu počutili dobro, ustrezni pogoji za delo in osebni razvoj pa se bodo odražali v še kvalitetnejših storitvah in še boljšem odnosu do strank. V diplomski nalogi smo ugotavljali zadovoljstvo oz. nezadovoljstvo s sistemom in obstoječo organizacijo dela v zavodu ter vlogo, ki jo imajo zaposleni. Na osnovi analize ankete smo ugotovili, da je stanje zadovoljstva zaposlenih v zavodu na dokaj zadovoljivi ravni. Glede na to, da je bila raziskava opravljena v času recesije in vladnih varčevalnih ukrepov, ki posegajo v dosedanje pravice in ugodnosti zaposlenih, so rezultati še toliko bolj razveseljivi. Veseli nas, da zavod v večini zaposluje ljudi, ki se zavedajo in čutijo odgovornost tako do storitev kot do uporabnikov. Del zaslug za visok nivo zadovoljstva zaposlenih verjetno lahko pripišemo vodstvu, s katerim so zaposleni izjemno zadovoljni. Pričakovano je bilo nezadovoljstvo s plačili in nagrajevanjem, vendar je ob tem vseeno razveseljiv podatek, da to nezadovoljstvo zaenkrat ne pušča posledic pri odnosu do dela. We live in a time, that faces work organisations with existential issues and the corporate executives are fairly limited with numerous factors, influencing employee satisfaction. Retirement homes are public institutions, partly financed by government, partly by creating their own income by obtaining user-care fees. Staff deals with the elderly, who represent a vulnerable and exposed part of our society, therefore the work has proven physically and mentally challenging. Working conditions are difficult. If staff is to ensure the increasing demand for health care and to meet the increasingly demanding needs of the elderly and their kin, and at the same time ensure themselves competitiveness among other similarly targeted organisations, based on high-quality services, staff must behave in a professional, kind, obliging and expert manor that drains a great deal of energy. Loyal and satisfied employees are bound to feel good at their workplace, appropriate working conditions and personal growth will therefore be reflected in higher quality services and an even enhanced attitude toward clientele. In this thesis we studied the level of satisfaction regarding the system and human resources management in the organisation and the role employees play in this organisation. By analysing the conducted survey, we observed that staff is quite satisfied and the results are especially satisfactory whwn taken into consideration that the survey was conducted in time of the global recession and during government saving measures in the public sector. We are pleased that the institute employs mostly competent and responsible staff. Leadership can take part of the credit for a highly estimated level of satisfaction, due to general opinion. Althrough we expected the staff to be dissatisfied about the less pay and reward policy, we observe that the economical aspect is not jet reflected on the attitude towards work.