THE IMPACT OF INCENTIVE FACTORS TO THE EMPLOYEES IN THE METALWORKING COMPANY

Pogosto slišimo, da so zaposleni največje bogastvo podjetja. Posamezniki so pri svojem delu različno uspešni. Poleg znanj in sposobnosti je uspešnost posameznika pri delu odvisna tudi od motivacije. Če zaposlenemu primanjkuje znanja, je zanj potrebno poskrbeti z izvedbo treninga, izobraževanja ali učenja. V primeru pomanjkanja sposobnosti, pa je potrebno znati razvijati njegove zmožnosti ali ga prerazporediti na tako delovno mesto, da bo uveljavljal svoje prednosti, hkrati pa mu pomagati, da bo odpravljal slabosti in razvijal zmožnosti, ki so potrebne za dobro opravljeno delo. V primeru, da se pojavi problem v motivaciji, se je potrebno soočiti s pravim izzivom in na pravi način motivirati zaposlene, da bodo bolj učinkoviti in da bodo svoje delo opravljali z veseljem. Tako smo skozi diplomsko nalogo, v empiričnem delu, določili cilje, namen in hipoteze, opredelili problem, metode dela, predstavili okolje podjetja ter omenili predpostavke in omejitve. V teoretičnem delu smo spoznali, kaj je motivacija, katere motivacijske dejavnike poznamo, kakšen vpliv ima motivacija na zaposlene, katere oblike nagrajevanja poznamo, katere so glavne motivacijske teorije, kakšna je vloga vodje pri motiviranju zaposlenih ter opredelili zadovoljstvo in izobraževanje. V raziskovalnem delu pa smo s pomočjo raziskave v Kovinarskem podjetju proučili zgoraj navedene motivacijske elemente, ter z rezultati ankete potrdili oziroma zavrnili predvidene hipoteze. S pomočjo raziskave smo ugotavljali ali so le dobro motivirani, nagrajeni ter zadovoljni zaposleni ključ do uspeha v organizaciji, ali je zadovoljstvo zaposlenih v Kovinarskem podjetju na visoki ravni oziroma ali je upravičeno ter poizvedovali, kateri so glavni motivacijski dejavniki v času recesije.It is often heard that human resources are the biggest riches of any company. Individuals perform with various degrees of success in their work. In addition to their expertise, their performance at work depends largely on motivation. If staff lacks knowledge they should be given appropriate training, education or other learning opportunities. Provided that there is a shortage of skills and capabilities, their skills should be further developed or they should be allocated to a post where they can exploit their advantages while remedying their weaknesses and creating opportunities needed for good performance. In case a motivation related problem occurs then the real challenge has to be confronted of motivating staff more to be more effective and to do their work with greater satisfaction. The empirical part of this thesis defined objectives, purpose and hypotheses as well as pinpointing various problems, identifying working methods and present corporate working environment. In addition, assumptions and limitations were also described. The theoretical part established what constituted motivation, which motivation factors we are familiar with, and what are the main motivation theories, what role does leadership play when it comes to motivation staff and last but not least an effort was made to define satisfaction and education. The research part of this exercise examined the above mentioned motivation elements through a study conducted in the metallurgic company. The survey results helped us to confirm or alternatively reject the hypotheses made. With the help of research we were finding if only well motivated, remunerated and satisfied staff are key to corporate success, if staff satisfaction in the metallurgic company is very high and is justified. We also inquired which motivation factors are main at the time of recession