THE STUDY OF THE CORPORATE CLIMATE IN THE ŽERJAV, D.O.O. ORGANIZATION

V diplomskem seminarju smo s pomočjo različnih avtorjev definirali pojem organizacijske klime in če povzamemo, lahko rečemo, da je organizacijka klima neke vrste vzdušje, ki prevladuje v organizaciji. V današnjem času se je zanimanje za organizacijsko klimo in organizacijsko kulturo povečalo, zato smo v diplomskem seminarju predstavili njune razlike, da bi bilo zamenjevanja čim manj. Za organizacijo ni toliko pomembno, da meri klimo, ampak da najprej ugotov, kakšno klimo si želi in kakšna klima lahko največ prispeva k učinkovitosti in uspešnosti njenih zaposlenih. Spremljanje in razvoj optimalne klime je zelo zahteven proces, ki pa lahko pripomore k uspešnosti in učinkovitosti organizacije in k boljšemu zadovoljstvu njenih zaposlenih. Načinov za merjenje organizacijske klime je več. V našem primeru smo uporabili anketni vprašalnik avtorice Renate Mihalič, ki obravnava 13 ključnih dimenzij, s pomočjo katerih smo prišli do spoznanja, da je organizacijska klima proučevane organizacije Žerjav, d.o.o. sicer ugodna, pa vendar to ne pomeni, da ne potrebuje sprememb, zato smo naše predloge za rešitve zapisali ob vsaki posamezni dimenziji. Proučevana organizacija se zaveda, da je v današnjem času velike tržne konkurenčnosti skoraj nemogoče prehiteti tekmece na področju tehnoloških rešitev, zato postajajo motivirani in uspešni zaposleni ključna konkurenčnost njihove organizacije.In our work we have defined the concept of a corporate climate with the help of different authors. To sum up, we can say that a corporate climate is a sort of climate which prevails in an organization. Nowadays, the interest in corporate climate and corporate culture has increased and that is why we presented some important distinctions between these two aspects in order to reduce confusion. For an organization, surveying a climate is not as important as deciding what kind of climate is needed and what kind of climate will contribute most to the efficiency and successfulness of its employees. Following a climate and its optimal development is a difficult process, but it can contribute to the success and efficiency of an organization and the satisfaction of its employees. There are different ways of surveying a corporate climate. In our example, we used a questionnaire by Renata Mihalič. It handles 13 key dimensions which helped us reach the conclusion that the corporate climate in the studied organization Žerjav, d. o. o. is satisfactorynonetheless, this does not mean that it does not need to be changed. Accordingly, our proposals and solutions were added to each dimension. The studied organisation is aware that today, in a time of great market competition, it is almost impossible to surpass your rivals in the field of technological solutions. Thus, motivated and successful employees give the organization a vital competitive position