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master's thesis
Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi
Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics in Osijek, 2016. urn:nbn:hr:145:955234
Radovanović, Bojana
Josip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek
Chair of Management, Organization and Entrepreneurship

Institutional repository: EFOS REPOSITORY

Cite this document

Radovanović, B. (2016). Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi (Master's thesis). Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek. Retrieved from https://urn.nsk.hr/urn:nbn:hr:145:955234

Radovanović, Bojana. "Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2016. https://urn.nsk.hr/urn:nbn:hr:145:955234

Radovanović, Bojana. "Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi." Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, 2016. https://urn.nsk.hr/urn:nbn:hr:145:955234

Radovanović, B. (2016). 'Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi', Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, accessed 14 December 2024, https://urn.nsk.hr/urn:nbn:hr:145:955234

Radovanović B. Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi [Master's thesis]. Osijek: Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek; 2016 [cited 2024 December 14] Available at: https://urn.nsk.hr/urn:nbn:hr:145:955234

B. Radovanović, "Praćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi", Master's thesis, Josip Juraj Strossmayer University of Osijek, Faculty of Economics and Business in Osijek, Osijek, 2016. Available at: https://urn.nsk.hr/urn:nbn:hr:145:955234

Metadata
TitlePraćenje i razvoj zaposlenika te poticanje njihove radne uspještnosti kroz motivacijske sustave u praksi
AuthorBojana Radovanović
MentorŽeljko Požega (mentor)
Committee memberŽeljko Požega (predsjednik povjerenstva)
Committee memberIvan Ferenčak (član povjerenstva)
Committee memberBoris Crnković (član povjerenstva)
GranterJosip Juraj Strossmayer University of Osijek
Faculty of Economics and Business in Osijek
(Chair of Management, Organization and Entrepreneurship)
Osijek
Defense date and country2016-09-26, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Organization and Management
Abstract
Novac je nesumnjivo, najstariji i najuniverzalniji motivator za rad, ali se postavlja pitanje je li samo on dovoljan, odnosno da li je jedini motivator kod zaposlenika. Nagrađivanje je stalna funkcija menadžmenta ljudskih resursa i zaposlenici su svjesni da od ulaska u samu organizaciju pa do izlaska iz nje, svaki zaposlenik je podvrgnut ocjenjivanju i provjeri njegovih radnih i psihofizičkih sposobnosti. Između zaposlenih i poslodavaca postoji stalan odnos razmjene – zaposleni nude svoje vještine, sposobnosti, znanja i željeno ponašanje u zamjenu za novac koji dobivaju od svog poslodavca. Cilj samog nagrađivanja je upravo usklađivanje individualnih interesa zaposlenih i ciljeva poduzeća. Najvažniji instrumenti nagrađivanja su materijalne i nematerijalne nagrade. Dok je direktni izvor zarade i najvažnija materijalna nagrada novac, najvažnija nematerijalna nagrada između ostalih bi bila poštovanje. Isto tako, kako se sustav upravljanja ljudskim resursima stalno mijenja, prilagođava i usavršava, odnosi nadređenih i podređenih, njegovani tisućama godina polako iščezavaju, tj. ustupaju mjesto suradnji i kreativnom rješavanju postavljenih ciljeva, podižući tako integritet zaposlenika na neku višu razinu, što bi značilo da zaposlenik u pravilu, koji god posao obavljao, ne zasniva samo radni odnos kako bi izvršavao svoje obaveze i zato primao plaću, već da bi se i on za nešto pitao, dokazao svoju kvalitetu i učvrstio svoju osobnost. Jedino tako, bit će potpuno zadovoljan svojom pozicijom unutar poduzeća te će težiti napredovanju i usavršavanju što dovodi do konačnog cilja svakog poduzeća – uspješnog poslovanja.
Abstract (english)
Money is undoubtedly the oldest and most universal motivator for work, but the question is whether money alone is sufficient, in other words, is it the only motivator for employees. Rewarding is a permanent integral part of human resource management and employees are aware that from joining till leaving the organization, each employee is subject to appraisal and review of his work and physical and mental performances. Between employees and employers there is a constant ratio of exchange - employees offer their skills, abilities, knowledge and desired behaviour in return for the money they get from their employer. Just balancing the individual interests of employees with the company's goals is the rewarding objectives. The most important rewarding tools are financial and non-financial rewards. While money is the direct source of earning and the most important material reward, the most important non-financial reward among others would be respect. Likewise, as the human resource management system is constantly changing, adapting and improving, relations between superiors and subordinates, kept for thousands of years, slowly disappear, giving way to cooperation and creative problem solving of set targets, thus raising the integrity of employees to a higher level, meaning that an employee, as a rule, whatever job he performs, is not only becoming employed in order to carry out his obligations and thus receive a salary, but to be asked, to manage to prove his quality and strengthen his own personality. That's the only way he becomes fully satisfied with his position in the company and he will strive for promotion and upgrading, which leads to the ultimate goal of any company - a successful business.
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:145:955234
Study programmeTitle: Business economy; specializations in: Business Informatics
Course: Business Informatics
Study programme type: university
Study level: graduate
Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsAccess restricted to students and staff of home institution
Terms of useLicence In copyright icon
Created on2016-10-26 11:54:14