Climate analysis and proposals for its bettering in the preschool at elementary school dobrova

Za uspešno delo v določenem delovnem kolektivu potrebujemo dobre medsebojne odnose in kakovostno komunikacijo, saj tako lažje preprečujemo, blažimo in rešujemo morebitna nesoglasja. V delovni organizaciji so ljudje med seboj zelo različni, zato se na nastale delovne okoliščine različno odzivajo, vse to pa vpliva na klimo v kolektivu. V magistrskem delu obravnavam organizacijsko kulturo in klimo, raziskujem njun medsebojni odnos ter pomen delovnega zadovoljstva, odnosov in komunikacije. Kultura kolektiva zajema širok spekter socialnih pojavov, kot npr. tipične načine oblačenja, jezik, vedenje, prepričanja, vrednote, predpostavke, statusne simbole, avtoritete, načine upoštevanja drugih idr. Organizacijska klima se nanaša na zaznave, kako zaposleni doživljajo delovno organizacijo. V empirični raziskavi sem želela raziskati, kakšna so mnenja, izkušnje strokovnih delavk/delavcev vrtca o zaznavanju klime, medosebnih odnosov, komunikacije. V raziskavi je sodelovalo 22 strokovnih delavk/delavcev kolektiva vrtca pri OŠ Dobrova. Podatke sem zbirala z anketnim vprašalnikom. Aplikacija vprašalnika je potekala v elektronski obliki, anonimnost je bila zagotovljena. Na podlagi odgovorov na prvo raziskovalno vprašanje, kakšna je obstoječa klima v enoti po posameznih dimenzijah, sem ugotovila, da sta strokovnim delavcem kakovost dela ter količina dela enako pomembni, moti pa jih, da v kolektivu ni pozitivne energije, sprememb in da je premalo pohval. Raziskovala sem tudi, kako se strokovni delavci razlikujejo v zaznavanju klime in ugotovila, da se vzgojitelji predšolskih otrok in pomočniki vzgojitelja statistično pomembno ne razlikujejo v zaznavanju obstoječe klime na večini analiziranih področij, izjema je le področje vodenja, ki pa ga bolj pozitivno ocenjujejo pomočniki vzgojitelja. Ugotovila sem tudi, da so različni vidiki klime med seboj v večji meri pozitivno in srednje močno povezani. Na podlagi raziskave je bilo ugotovljeno, da se v zaznavanju obstoječe klime vzgojitelji in pomočniki vzgojitelja statistično pomembno ne razlikujejoizmed 12 analiziranih področij klime je njihovo zaznavanje statistično pomembno različno le na področju vodenja. Strokovni delavci se v zaznavanju obstoječe klime statistično pomembno ne razlikujejo tudi glede na delovno doboizmed 12 analiziranih področij klime je njihovo zaznavanje statistično pomembno različno le na področju organiziranosti. Z upoštevanjem rezultatov merjenja organizacijske klime želim kot notranja članica kolektiva in vodstvena delavka prispevati k pozitivnim spremembam in sodelovati pri zaznavanju in reševanju nesoglasij v kolektivu pa tudi k odločitvam, ki so potrebne za večje delovno zadovoljstvo zaposlenih. S proučevanjem organizacijske klime želim zaposlene ozavestiti o pomembnosti le-te in jim omogočiti pomembne povratne informacije o tem, kakšni so odnosi med zaposlenimi, odnos vodstva do zaposlenih pa tudi, kaj vse vpliva na te odnose. Zaposleni v kolektivu bodo v prihodnje lahko intenzivneje in bolj kritično razmišljali o pomenu medosebnih odnosov v kolektivu, iskali in izvajali strategije za spreminjanje na tem področju in s tem tudi sami pripomogli k boljšim odnosom med sodelavci. Na osnovi dobljenih ugotovitev bom z različnimi delavnicami in delovnimi srečanji zaposlene spodbudila k večjemu sodelovanju pri izboljšanju klime v kolektivu.Effective communication and strong relationships are the foundation of successful work in a team as they prevent, mitigate and more easily resolve eventual disagreements. A working organization mainly consists of people who differ from each other and consecutively react differently in working circumstances, which affects the climate in the working team. I discuss organizational culture and climate in my master\u27s thesis, including their mutual relationship and the importance of job satisfaction, relationships and communication. The collective culture encompasses a wide range of social phenomena such as typical ways of dressing, language, behaviour, beliefs, values, assumptions, status symbols, authorities, and consideration of co-workers and stakeholders. Organizational climate refers to perceptions of how employees experience their working organization. Using empirical research, I wanted to investigate the opinions and experiences of the professional staff in the kindergarten regarding the perception of climate, interacting relationships, and communication. Twenty-two (22) professional workers (males and females) from the kindergarten staff at Dobrova Primary School participated in the research. Data was collected using my own survey questionnaire. The questionnaire took place in electronic form to ensure anonymity. Based on the answers to the first research question, what the existing climate is in the unit by individual dimensions, I found that the quality of work and the amount of work are equally important to professionals. However, they are bothered by the lack of positive energy, possible changes and not enough praise. I also researched how professionals differ in climate perception and found that preschool educators and assistant educators do not differ significantly in their perception of the existing climate in most of the analyzed areas, with the exception of management, which is more positively assessed by assistant educators. I also found that different climate aspects are more positively and moderately strongly interrelated. Based on the research, I found that educators and assistant educators do not differ significantly in the perception of existing climateof the 12 analyzed climate areas, their perception is statistically significantly different only in the area of management. Professionals do not differ statistically significantly in the perception of the existing climate regardless of length of serviceof the 12 analyzed climate areas, the only one that differed significantly was organization. Taking into account the results of measuring organizational climate, I, as an internal member of the working team and a manager, want to contribute to positive changes and participate in the detection and resolution of disagreements in the team, as well as help make decisions necessary for greater job satisfaction. By studying the organizational climate, I want to make employees aware of the importance of these factors and to provide them with important feedback on the quality of employee relations, management\u27s attitude towards employees, and the factors that affect these relationships. In the future, employees in the team will be able to deliberate more intensively and critically on the importance of interacting relationships in the team, seek and implement strategies for changing in this area, and thus directly contribute to better relations among employees. Based on the findings, I will encourage employees to participate more in improving the climate in the team through various workshops and other meetings of experts