THE IMPACT OF ORGANIZATIONAL CLIMATE ON EMPLOYEE SATISFACTION IN AN ORGANIZATION

V današnjem času se vedno bolj, iz dneva v dan podjetja potegujejo in prilagajajo vedno bolj zahtevnemu tržišču. Ko govorimo o organizacijski klimi, ob enem govorimo o vzdušju zaposlenih v organizaciji, ki je posledica različnih znanih in neznanih dejavnikov iz preteklosti in sedanjosti, iz širšega in ožjega okolja, ki vplivajo na obnašanje ljudi in uporabo njihovih zmogljivosti. Organizacijska klima lahko prežema celotno organizacijo ali pa se nanaša bolj na okolje znotraj oddelka, obrata, sektorja. Za organizacijsko klimo velja, da je neoprijemljiva, a kljub temu prisotna v delovnem okolju in ima vpliv na vse, kar se znotraj organizacije dogaja. Za merjenje organizacijske klime se v podjetjih odločijo, ko želijo ugotoviti zadovoljstvo svojih zaposlenih v podjetju, na različnih področjih njihovega delovanja. V svoji diplomski nalogi sem se z anketnim vprašalnikom osredotočila predvsem na delo v maloprodaji, na razvoj kariere v podjetju Mercator d.d., kakšni so odnosi med zaposlenimi, kakšen je način nagrajevanja in napredovanja, kako je z izobraževanjem zaposlenih, kakšna je pripadnost zaposlenih organizaciji, če zaposleni poznajo vizijo, poslanstvo in cilje organizacije, kakšna je njihova pripadnost, kakšna je kultura podjetja in organiziranost. V svoji diplomski nalogi sem si za raziskavo izbrala podjetje Mercator d.d., v katerem sem tudi sama zaposlena. Ker so v današnjem času zadovoljni zaposleni ključ do uspešne organizacije in uspeha podjetja, bom v svoji nalogi opisala, zakaj je potrebno merjenje organizacijske klime, kako jo dojemajo zaposleni v organizaciji in kako jo lahko spremenimo. Moj cilj v diplomski nalogi je bil, da ugotovim, kakšna organizacijska klima se odraža v podjetju Mercator d.d., v Železnini Lenart. Na osnovi vprašalnika sem med zaposlenimi izvedla anketo, s katero sem želela ugotoviti, katere dimenzije so ocenjene slabo in katere dobro. Cilj je tudi, da se slabše izkazane dimenzije izboljšajo, medtem ko se dobro ocenjene dimenzije ohranijo na vsaj takšni ravni, kot so bile do sedaj. Znano je, da imajo zaposleni neomejene zaloge energije, ki pa jo lahko poljubno vložijo v delo, ali pa jo zadržijo zase. Prav tako, morajo imeti cilje, vrednote in prepričanja, saj je skupek vsega tega ključ do uspeha organizacije.Nowadays the companies more than ever contend and adjust to the demanding market. When we talk about organisational climate we think about work atmosphere in the organisation which is the result of many known and unknown factors from the past and present, from wider and narrower environment, which effect human’s behaviour and the use of their capabilities. The organisational climate can affect the whole organisation or it can refer more on the environment within the department or sector. The organisational climate is intangible but despite this it is present in the work environment and has the effect on everything what is happening within the organisation. The companies decide to evaluate the organisational climate when they want to find out the satisfaction of their employees on different areas of the company’s operations. In my degree paper I focused primarily with my survey questioner on the work in retail trade, on developing career in the company Mercator d. d., what are the relationships between the employees, what rewards and promotions are there, what kind of education do workers get, what is the company’s affiliation, do the workers know the vision, mission and the goals of the company and what kind or working culture and organisation is present there. In my degree paper I’ve chosen the company Mercator d. d. because this is my current employer. Nowadays it is very important for a successful company to have satisfied workers, so I am going to describe why the evaluation of the organisational climate is important, what do the workers think about it and how we can change it. The primary goal in my degree paper was to find out what organisational climate is there in the company Mercator d. d. in Železnina Lenart. I carried out a survey among the employees where I tried to find out which areas are evaluated as bad and which are good. The goal is to improve those areas which were evaluated as bad and to retain those which were evaluated as good. It is known that the employees have a lot of energy which they can put into work or keep it for themselves. They also have to have goals, values and believes because they all are the key to a successful company