Odnos crta osobnosti i sustava nagrađivanja

Nadogradnja tradicionalnog sustava nagrađivanja fokusirajući se na preferencije zaposlenika postala je neophodna kompanijama koje žele privući, motivirati, angažirati i zadržati kvalitetnu radnu snagu. Izazov je osmisliti sustavno rješenje nagrađivanja koje će uz optimalna ulaganja energiju zaposlenika usmjeriti prema ostvarenju strateških ciljeva organizacije. Bolje razumijevanje onoga što zaposlenici žele uvažavajući različite socio-demografska obilježja i crte osobnosti današnje raznolike radne snage postaje sve važnije pri dizajniranju, implementaciji i komunikaciji sustavnog nagrađivanja. Ovo istraživanje se bavilo ispitivanjem povezanosti preferencija pojedinca prema određenim elementima sustava nagrađivanja uzimajući u obzir njihove crte osobnosti i socio-demografska obilježja. Definirane su hipoteze prema kojima postoji povezanost navedenih odnosa. Analiza je napravljena na osnovu ispitivanja stavova ispitanika putem anketnog upitnika koji se sastojao iz tri cjeline i to socio-demografskih pitanja, inventara „Velikih pet“ i pitanja koji se odnose na preferenciju prema elementima sustava nagrađivanja.Upgrading the traditional reward system by focusing on the preferences of employees has become necessary for companies that want to attract, motivate, engage and retain a quality workforce. The challenge is to design a systematic reward solution based upon which the energy of employees will direct towards the achievement of the strategic goals of the organization with optimal investments. A better understanding of what employees want, taking into account different socio-demographic characteristics and personality traits of today's diverse workforce is becoming increasingly important in the design, implementation and communication of systematic reward. This study investigated the relationship of the individual preferences towards certain elements of the system of remuneration taking into account his/her personality traits and sociodemographic characteristics. Hypotheses are defined according to which there is a connection between the above relationships. The analysis was based on the examination of the attitudes of the respondents through a questionnaire which consisted of three parts and those were sociodemographic questions, the Big Five inventory and issues relating to a preference towards certain elements of the remuneration system