Vpliv sistema motivacije in nagrajevanja na delovno uspešnost v javnem zavodu Pomurske lekarne

• Main Author: Forjan, Ines
• Other Authors: Šarotar Žižek, Simona
• Format: Bachelor Thesis
• Language: Slovenian
• Published: I. Forjan 2018
• Subjects: zaposleni; motivacija; nagrajevanje; plača; delovna uspešnost; employees; motivation; rewarding; salary; job perfomance; info:eu-repo/classification/udc/331.1; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=69978; https://dk.um.si/Dokument.php?id=124933&dn=; https://plus.si.cobiss.net/opac7/bib/13125404?lang=sl

Motivirani, zadovoljni ter nagrajeni zaposleni predstavljajo okvir uspešne organizacije, kjer radi opravljajo svoje delo in taki organizaciji tudi zaupajo. Zaposleni, ki je motiviran ter zadovoljen, organizaciji s svojimi delovnimi rezultati in svojim doprinosom prinaša marsikaj. Poleg motivacije je tudi nagrajevanje pomemben dejavnik menedžmenta človeških virov, kajti na podlagi nagrajevanja se gradi zaupanje in lojalnost sami organizaciji. Organizacija sama po sebi je unikum, zato je tudi nagrajevanje naravnano za vsako organizacijo posebej. V našem primeru smo glede finančnega nagrajevanja za javne zavode zakonsko omejeni. Pomembno je, da so v vse procese, ki jih ima organizacija, vključeni tudi zaposleni. Sistem nagrajevanja je povezan tudi z delovno uspešnostjo zaposlenih, ki je odvisna prav od nastavljenega sistema za posamezno organizacijo. Ločimo redno delovno uspešnost, delovno uspešnost iz naslova povečanega obsega dela in delovno uspešnost iz naslova prodaje blaga in storitev. Uspešnost na delu zaposlenih se ocenjuje v javnih zavodih enkrat letno in poteka na podlagi več metod ocenjevanja. Poglavitni namen ocen pri zaposlenih je napredovanje. Napredovanje vodi zaposlenega do povišanja njegove plače, prav tako se mu na podlagi dobrih ocen izkaže spoštovanje in hvaležnost za opravljeno dobro delo v organizaciji, kar spet vodi do osebne motiviranosti zaposlenega v prihodnosti. Lahko povemo, da se vedno vrtimo v začaranem krogu, da motivacija in nagrajevanje res vplivata na uspešnost zaposlenega, in da so vsi trije procesi med seboj odvisni. Kako motivacija in nagrajevanja vplivajo na delovno uspešnost v javnem zavodu Pomurske lekarne, smo ugotovili na podlagi teorije in vrnjenih anketnih vprašanj zaposlenih ter dobljene rezultate prikazali v opisni ter tabelarni obliki. Rezultati analize kažejo, da tako motivacija kot nagrajevanje vplivata na delovno uspešnost, zaposleni so primerno motivirani, pri njihovem delu pa jih najbolj spodbuja finančno nagrajevanje. Slednje v zavodu vodi do delovne uspešnosti. Motivated, satisfied and rewarded employees are the basis of a successful organisation that they themselves trust and in which they enjoy working. Motivated and satisfied workers contribute to an organisation with their work results in various ways. In addition to motivation, rewarding employees is an important factor of human resource management because it represents the foundation on which the employees’ trust and loyalty to the organisation are built. Every organisation in itself is unique, which is why the rewarding system is designed for each of them individually. Financial rewarding in a public institution, which is relevant in our case, is limited by law. It is important that employees are included in all the organisation's processes. The rewarding system is directly associated with the job performance of the employees which depends on the system established in each organisation. There are three types of job performance: standard job performance job performance resulting from increased workload and job performance resulting from the sales of goods and services. In public institutions, job performance is evaluated once per year by various methods. The main purpose of employee evaluation is promotion, which then leads to salary increase at the same time, the organisation, based on good evaluation, expresses respect and gratitude to the workers for their good job performance, which in turn leads to their personal motivation in the future. It can be said that we are always running in circles, that motivation as well as rewarding do in fact impact the job performance of employees, and that these three processes are co-dependant. Based on theory and a survey conducted among the employees, we tried to establish how motivation and rewarding impact job performance in Pomurske lekarne, a public institution, and show the results obtained in written and tabular form. The results of the analysis show that motivating and rewarding employees impact their job performance, that the employees are properly motivated and that financial rewarding is their greatest motivation. Financial rewarding in the institution therefore leads to good job performance.