MOTIVATION OF SALES STAFF IN IMPOL D.O.O. AS A TOOL FOR INCREASING WORK QUALITY

Motivacija in zadovoljstvo zaposlenih sta v zadnjem času ena najpomembnejših nalog s katero se ukvarjajo vodje v podjetjih. Z njima je mogoče vplivati na storilnost in boljše rezultate zaposlenih. Motivirani zaposleni so predani svojemu delu, prizadevajo si doseči zastavljene cilje tako, da svoje lastne cilje povezujejo s skupnimi cilji podjetja. Ustrezna motivacija vpliva na povečano produktivnost in zadovoljstvo zaposlenih, zmanjšajo se izostanki z dela, kar posledično vpliva na zmanjšanje stroškov in izboljšanje poslovanja celotnega podjetja. Naloga vodij je torej jasna, za vzpostavitev učinkovitega motivacijskega procesa morajo ugotoviti, kateri so prevladujoči motivacijski dejavniki v podjetju in jih učinkovito uporabiti za povečanje delovne motivacije. Z raziskavo, ki smo jo izpeljali v okviru prodajne funkcije podjetja Impol smo želeli raziskati in predstaviti ključne motivacijske dejavnike in njihov vpliv na kakovost opravljenega dela. Ugotoviti smo želeli, kako se zaposleni počutijo pri opravljanju svojega dela, kateri motivacijski dejavniki jih najbolj motivirajo, s čim so nezadovoljni oz. kaj je tisto, kar bi želeli spremeniti in izboljšati zato, da bi bili pri svojem delu še bolj motivirani. Z raziskavo je bilo ugotovljeno, da prodajnimi referenti v vseh treh komercialah navajajo podobne razloge za delo, in sicer brezskrbno življenje, zadovoljstvo in veselje do dela in boljša prihodnost svojih otrok. Glede na odgovore lahko trdimo, da na kakovost opravljenega dela vplivajo štirje dejavniki v naslednjem vrstnem redu: obseg dela, delovna klima, plača in osebno razpoloženje. Najvišjo povprečno oceno dajejo zaposleni odnosu do kakovosti in do dela, najnižjo pa možnostim razvoja kariere. Najbolj motivirano so, če je njihovo delo zanimivo in ustvarjalno, kadar lahko delajo s prijetnimi ljudmi in ko imajo občutek, da lahko nekaj dosežejo. Plača kot pomemben motivacijski dejavnik je šele na četrtem mestu, kljub temu pa si želijo izboljšav na področju plač in ostalih ugodnosti. Manj zadovoljni so tudi z možnostjo napredovanja obveščenostjo v podjetju in odnosi s sodelavci.Motivation and employee satisfaction are nowadays the most important tasks in which business leaders are concerning themselves. They can affect the productivity and better results of employees. Motivated employees are dedicated to their workthey strive to achieve their own goals associated with common business objectives. Appropriate motivation, influences enhanced productivity and employee satisfaction, reduced are absences from work, which in turn affects the reduction of operating costs and improves the entire company. The task of company leaders is therefore clear, to establish an effective motivational process they must determine which are the dominant motivating factors in the company and effectively use them to enhance work motivation. With the survey, which was carried out under the company\u27s sales function of Impol, we wanted to explore and present the key motivational factors and their impact on the quality of work. We wanted to determine how employees feel with their work, which motivational factors are the most motivating, with what they are the most dissatisfied and what they would like to change and improve in order to make their work even more motivated. The survey found that sales clerks in all three of Commerce indicate similar reasons for working: carefree life, happiness and joy and a better future for their children. According to the answers it can be argued that the quality of the work is affected by four factors in the following order: the scope of work, working environment, salary and personal moodthe highest average rating employees give to the quality and attitude to work, and the lowest to the career development opportunities. They are most motivated, if their work is interesting and creative, if they can work with pleasant people and when they feel that they can achieve something in the company. Salary, as an important motivational factor, is only ranking in fourth place, but they do seek improvements in wages and other benefits. They are also less satisfied with the possibility of progression in the company and relationships between colleagues