Employee satisfaction in Trelleborg Slovenija, d.o.o.

V teoretičnem delu diplomske naloge smo opredelili pojem zadovoljstva zaposlenih, dejavnike, ki vplivajo na zadovoljstvo, metode merjenja in načine povečanja zadovoljstva. Dotaknili smo se tudi nezadovoljstva pri delu in njegove posledice ter izpostavili absentizem in fluktuacijo kot dva kazalca nezadovoljstva zaposlenih. V nadaljevanju smo navedli nekaj primerov dobrih praks, kako konkretna podjetja merijo zadovoljstvo zaposlenih, in katerih načinov za povečevanje le-tega se poslužujejo. Zato so v nadaljevanju predstavljene najvidnejše motivacijske teorije in motivacijski dejavniki, ki vplivajo na delovno uspešnost. Raziskavo zadovoljstva zaposlenih smo opravljali v podjetju Trelleborg Slovenija, d.o.o., rezultati pa so predstavljeni v empiričnem delu. Iz rezultatov raziskave je bilo razvidno, da v podjetju niso zadovoljni s plačo, ker je le-ta po mnenju anketiranih prenizka. So pa zadovoljni z medsebojnimi odnosi, saj imajo s sodelavci prijateljski odnos, in z delovnim časom, kajti razporeditev le-tega jim ustreza. Največji motivacijski dejavnik, ki prevladuje v podjetju, so medsebojni odnosi. Na osnovi teh rezultatov smo v zaključnem delu podali konkretne predloge za izboljšanje trenutnega stanja.In the theoretical part of the thesis we defined the concept of employee satisfaction, factors that have impact on satisfaction, measurement methods and manners of increasing satisfaction. We also researched job dissatisfaction and It’s consequences and focused on absenteeism and fluctuation as two indicators of employee dissatisfaction. Below are some good practice examples of concrete examples of companies’ measurement of employee satisfaction and how they can increase it. Therefore, the most prominent motivational theories and motivational factors that influence work performance are presented in the thesis. We conducted our employee satisfaction survey at Trelleborg Slovenia, d. o. o. The results are presented in the empirical section. The results of the survey showed, that they are not satisfied with the salary in the company, as it is, according to the respondents, too low. However, they are satisfied with their mutual relations, as they have a friendly relationship with their colleagues, and with working hours, since the arrangement of them is appropriate. The biggest motivating factor, that prevails in the company, is the relationship between employees. On the basis of these results, we have made concrete proposals for improving the current situation in the concluding part of the thesis