Kakovost delovnega življenja - Rus Wala, Darja (2016)
V diplomski nalogi z naslovom Kakovost delovnega življenja smo proučevali delo in medsebojne odnose ter delovno klimo, ki vpliva na kvaliteto delovnega življenja. Na podlagi anketnih vprašalnikov smo ugotavljali, kako določeni delovni faktorji vplivajo na odnos ljudi do dela in njihovih sodelavcev ter na odnos do nadrejenih. Zaznali smo nekatere dejavnike, ki negativno vplivajo na človekovo počutje. Pri delavcih smo ugotovili, da so preobremenjeni in pod nenehnim stresom zaradi narave dela, hitrega tempa in krizne situacije, poleg tega imajo premalo podpore in zaščite s strani nadrejenih. Delovni organizaciji X predlagamo, da se bolj posveti delavcem in sami organizaciji dela, kakor pa administrativnim zadevam. Temeljito bi morali preučiti organizacijo dela, da bi delo enakomerno porazdelili med delavce. Izposlovati bi morali plače za delavce v organizaciji X in v vseh sorodnih organizacijah, da bi s solidno plačo lahko krili stroške za preživetje. V službo bi prihajali manj utrujeni in pripravljeni na nove naloge. S tem bi zmanjšali večni problem bolniških odsotnosti. Predlagali bi jim nekaj drznih odločitev: najprej zvišati plače zaposlenim, da postane organizacija X zanimiva tudi za mlade nadalje, zaposliti višje in visoko izobražene delavce za ustrezno plačilo in čez čas bi bilo zopet modro opraviti raziskavo, da bi videli napredek. In this thesis titled Quality of Work Life we researched work, relationships and work climate that affect the quality of work life. Our findings about how work factors influence peoples' job attitude and relationships with peers and superiors are based on a questionnaire. We perceived factors that have a negative impact on peoples' condition. We found out that employees are overloaded and under continual stress due to the nature of their work, pace of work and crisis situation in addition to lack of support and protection from the superiors' side. We suggest to the organisation X to devote itself more to the employees and organisation of work than to administrative tasks. Organisation of work should be thoroughly examined in order to distribute work among personnel equally. Salaries in organisation X and related organisations should be negotiated with employees so that they would be able to provide for their living. They would come to work less tired and more ready for new assignments. That would remove the cause of absenteeism. We would suggest a few bold decisions. Firstly, to raise salaries so that the company becomes of interest to the young job seekers. Secondly, to recruit highly educated staff and offer them attractive financial package. In time, it is advised to carry out this research again to see any advancement.