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Emocije su važan i neizostavan dio privatnog i poslovnog života svakog pojedinca. To su doživljaji izazvani nekim vanjskim ili unutarnjim podražajem, prate sva važna događanja u ljudskom životu i temelj su ljudskog ponašanja, a mogu biti dominantno pozitivnog hedonističkog tona i dominantno negativnog hedonističkog tona. Radno mjesto je sastavni dio života svakog pojedinca, odnosno fizički prostor u koji zaposlenici dolaze tijekom svog radnog vremena kako bi obavljali svoje radne zadatke. Važno ga je pravilno oblikovati, prilagoditi zaposlenicima te osigurati dobru organizacijsku kulturu i klimu. Emocionalni rad podrazumijeva upravljanje emocijama, a odnosi se na pokazivanje onih emocija koje su poželjne na radnom mjestu te potiskivanje onih koje to nisu. Emocije su jedan od odgovora na radni stres koji može nastati zbog neugodnih radnih uvjeta, ali i zbog osobnih problema koje zaposlenici donose na posao. Za svakog pojedinca je važno da ima razvijenu vještinu upravljanja emocijama kako bi uspješno upravljao svojim ponašanjem, motivacijom, produktivnošću i slično. Razvijena emocionalna inteligencija kod zaposlenika ima pozitivan učinak na zadovoljstvo i posvećenost poslu, a to je vrlo korisno za organizaciju jer uključuje manju fluktuaciju zaposlenika, veću lojalnost i angažman. Provedeno je istraživanje pod nazivom “Radno mjesto i emocije” na zaposlenicima jedne srednje škole u Istarskoj županiji čiji je cilj bio istražiti emocionalne zahtjeve radnog mjesta, stres, emocionalnu inteligenciju, posvećenost i zadovoljstvo poslom. Emotions are an important and indispensable part of the private and business life of every individual. These are experiences caused by some external or internal situation, they accompany all important events in human life and are the basis of human behavior, and they can be of a dominantly positive hedonistic tone or a dominantly negative hedonistic tone. The workplace is an integral part of every individual's life, that is, the physical space where employees come during their working hours to perform their work tasks. It is important to design it correctly, adapt it to the employees and ensure a good organizational culture and climate. Emotional work implies managing emotions, and it refers to showing those emotions that are desirable in the workplace and suppressing those that are not. Emotions are one of the responses to work stress that can arise due to unpleasant working conditions, but also due to personal problems that employees bring to work. It is important for every individual to have a developed emotion management skill in order to successfully manage their behavior, motivation, productivity and the like. A developed emotional intelligence in employees has a positive effect on job satisfaction and commitment to the workplace, and this is very useful for the organization because it includes less employee turnover, greater loyalty and engagement. A study entitled "Workplace and emotions" was conducted on the employees of a high school in the County of Istria, the aim of which was to investigate the emotional demands of the workplace, stress, emotional intelligence, commitment to the workplace and job satisfaction.

Nasilje na radnom mjestu danas je sve više prisutno u svim područjima rada. Najzahvaćenijima se smatraju zdravstvena zanimanja, a u zadnje vrijeme sve veći problem predstavlja nasilje pacijenata nad medicinskim sestrama i tehničarima koji se smatraju najugroženijom skupinom zdravstvenih djelatnika zbog toga što su prvi u kontaktu s pacijentima i samim time prvi su izloženi izražavanju nezadovoljstva pacijenata agresivnim ponašanjem. Cilj istraživanja bio je utvrditi učestalost i vrstu nasilja nad medicinskim sestrama i tehničarima zaposlenim u zdravstvenim ustanovama, od strane pacijenata, njihovih bližnjih i pratnje. U istraživanju je sudjelovalo 59 studenata Sveučilišnog diplomskog studija sestrinstva na Medicinskom fakultetu u Zagrebu. Istraživanje se provodilo anonimno primjenom Upitnika o nasilju nad medicinskim sestrama i tehničarima na radnom mjestu, konstruiranog za potrebe ovog istraživanja, koji se sastojao od 31 pitanja. Rezultati su pokazali da su ispitanici u velikom postotku (84%) bili meta neke vrste nasilja u svojem radnom vijeku. Većina ispitanika razgovarala je sa suradnicima, rodbinom, partnerom ili drugim osobama o svakom doživljenom nasilju. Prema doživljaju ispitanika, najučestaliji oblik nasilja u obliku je verbalnog napada, psovki i upućivanja uvredljivih riječi što je okarakterizirano kao nasilno ponašanje niskog intenziteta. Skoro svi ispitanici smatrali su kako je učestalost nasilnog ponašanja u zadnje vrijeme u porastu. Više od polovine ispitanika se najčešće susreće s pacijentima koji izražavaju nezadovoljstvo sa sustavom zdravstvene skrbi u cjelini te je to bio najčešći razlog nezadovoljstva kojim su opravdavali svoje nasilno ponašanje. Medicinske sestre i tehničari barem jednom tijekom svog radnog vijeka dožive neki oblik nasilja, i to najčešće verbalni, a prisutnost takvog oblika nasilja u porastu je iz godine u godinu., Workplace violence is increasingly prevalent in all areas of work today. Health professions are considered to be the most affected, and lately, the violence of patients against nurses and technicians, who are considered the most vulnerable group of healthcare professionals because of being in contact with patients and being the first to express patient dissatisfaction with aggressive behavior, is a growing problem. The aim of the study was to determine the frequency and type of violence against nurses and technicians employed in healthcare facilities by patients, their relatives, and their companion. Fifty-nine students from the University Graduate School of Nursing at the Faculty of Medicine in Zagreb participated in the study. The survey was conducted anonymously using the Questionnaire on Violence against Nurses and Technicians in the Workplace, constructed for the purpose of this research, which consisted of 31 questions. The results showed that a large percentage (84%) of the respondents were the target of some type of violence in their working lives. Most interviewed talked about work violence with co-workers, relatives, partner or other persons about any violence experienced. According to the respondents, the most common form of violence is in the form of verbal assault, swearing and insulting words, which is characterized as low intensity violent behavior. Almost all respondents felt that the incidence of violent behavior has been increasing recently. More than half of the respondents most often encountered patients expressing dissatisfaction with the health care system as a whole, and this was the most frequent reason for dissatisfaction with which they justified their violent behavior. Nurses and technicians experienced some form of violence at least once during their working lives, most often verbal ones, and the presence of such forms of violence is increasing year by year.

Ovaj se diplomski rad bavi temom kulture pijenja i alkoholizma u Međimurju. Kroz kulturnoanalitičku perspektivu istražile su se sve društvene silnice koje podupiru pijenje kao ritual i bitan faktor društvenog života Međimurja. Također, opsežno se istraživalo odigravaju li permisivni društveni stavovi prema alkoholu kao dio kulture pijenja međimurskog društva utjecaj na prevalenciju alkoholizma. Kroz ovaj su rad iscrpno predstavljena teorijska polazišta koja prakse pijenja ne sagledavaju isključivo iz kuta devijacije, no pristup ne ignorira pojavu alkoholizma kao relevantnog javnozdravstvenog problema. Istraživački materijal prikupljen je kombinacijom različitih istraživačkih tehnika, polustrukturiranog (dubinskog) intervjua, neformalnih razgovora i promatranja sa sudjelovanjem. Koncipiran je u sedam cjelina kroz koje se predstavlja društveni značaj alkohola za svakodnevicu društva, ali i utjecaj alkoholizma na sve sfere života alkoholičara, od obitelji do radnog mjesta, baveći se unutar njih brojnim manjim, no srodnim temama. Zaključak donosi odgovore na preliminarna istraživačka pitanja, postavlja polazišta za ona buduća i iznosi hipotezu koja je utemeljena na zaključcima ovog rada, a koja traži da bude poduprijeta, napodpunjena ili demantirana opsežnijim kvalitativnim i kvantitativnim istraživanjima ove društvene teme This thesis deals with the theme of the culture of drinking and alcoholism in Međimurje. Through a cultural-analytical perspective, all the social norms that support drinking as a ritual and an important factor in the everyday social life of Međimurje have been studied. Furthermore, it has been extensively investigated whether premissive social attitudes towards alcohol as part of the Međimurje society's drinking culture have an influence on the prevalence of alcoholism. Through this article, theoretical starting points are comprehensively presented, which do not look at consumption practices exclusively from the point of view of deviation, but the approach does not ignore the emergence of alcoholism as a relevant public health problem. Research material was collected through a combination of different research techniques, semi-structured (in-depth) interviews, informal conversations and participant observation. It is conceived in seven units, through which the social significance of alcohol for the daily life of society is presented, as well as the influence of alcoholism on all spheres of the alcoholic's life, from the family to the workplace, dealing with numerous small but related topics within them. The conclusion provides answers to preliminary research questions, establishes the starting point for future ones, and presents a hypothesis that is based on the conclusions of this article and that seeks to be supported, complemented or disproved by broader qualitative and quantitative research on this social topic

Humor je jedan od najučestalijih elemenata ljudske interakcije i kao takav ima važnu ulogu u izgradnji i održavanju dobrih odnosa s poslovnim kolegama. Istovremeno, humor može poslužiti za postizanje određenih ciljeva, kao što su smanjenje stresa ili jačanje vodstva unutar određene skupine. Cilj ovog rada je osvrt na humor, njegovu uporabu u poslovnom okruženju i njegov itekako snažan utjecaj koji ostavlja na zajednicu i njezinu koheziju. Tako se na poslovnom mjestu, s jedne strane, odvija formalna i ozbiljna interakcija vezana uz korporaciju, a s druge strane, neformalna interakcija koja nije u uskoj vezi s poslom koji se obavlja. Druga vrsta interakcije može se povezati s rekreacijom i opuštanjem. Ona se događa u onom trenutku kada se posao na trenutak zaustavi i kada se kolege spontano okupe i uključe u razgovornu igru koja uključuje uporabu šala, zagonetki, viceva i sličnoga. U radu se prikazuje pozitivan utjecaj humora na ljudsko zdravlje. U pomorskom zanimanju velika uloga je na kapetanu broda, ali na i educiranosti članova posade, kako humora na brodu ne bi negativno utjecao na članove posade, a s obzirom na multikulturalnost. Humor is one of the most common elements of human interaction and as such has an important role in building and maintaining good relationships with business colleagues. At the same time, humor can serve as a tool for achieving certain goals, such as reducing stress or strengthening leadership within a certain group. The aim of this work is look at humor, its use in the business environment and its very strong impact on the community and its cohesion. In the workplace, there is a formal and serious interaction, connected to the corporation taking place, on the one hand, and an informal interaction, not tightly related to business, on the other hand. The later type of interaction can be connected to recreation and relaxation. It takes place at that moment when business is put on hold and colleagues spontaneously gather up and engage into a conversational game that includes the usage of jokes, riddles and so on. This work shows positive influence of humor to human health. In maritime job big part of role relies on captain of the ship, and also on crew member education, so that humor do not have negative influence on crew member despite multiculturality.

Suvremeni svijet stvara uvjete za sveprisutnost stresa na radnom mjestu. Brojne uzroke, stresore, prate i brojne posljedice. Zdravstvene posljedice kod pojedinaca vode do štete za cijelu organizaciju. Što je izloženost stresorima jača, teže su i posljedice. Kronični stres vodi do sagorijevanja, i ozbiljnijih efekata po zdravlje i radni učinak. Radno mjesto medicinske sestre i medicinskog tehničara oduvijek se smatralo veoma stresnim i zahtjevnim zanimanjem. Prijašnja istraživanja ukazala su i na posebnu osjetljivost medicinskih sestara na stres, i na posebne komplikacije koje stres njima donosi, jer o njima ovise druge osobe. Unazad dvije godine, zdravstveni radnici su bili izloženi još većim opterećenjima zbog pandemije COVID-19. Suočavanje sa stresom i njegova prevencija je već i prije bila nužnost, službeno regulirana zakonom od strane službenih vlasti. Pandemija je za zdravstvene radnike problem stresa umnogostručila rekordnim brojevima potencijalno smrtno bolesnih pacijenata, u rekordnom vremenu. Za zdravstvene radnike je to značilo i nedostatke lijekova, prostora, rekordno negativni omjer pacijenata i zdravstvenih djelatnika, te razni drugi negativni kolateralni efekti, i socijalni, pa čak i politički. Iz svih navedenih razloga provedeno je istraživanje o percepciji izloženosti stresu medicinskih sestara/tehničara tijekom pandemije. Istraživanje se provodilo putem društvenih mreža s pomoću izrađenog online upitnika u periodu od 25.07.2022. do 03.08.2022. i bilo namijenjeno onima koji rade kao medicinske sestre i tehničari. Rad je pokazao kako pandemija COVID-19 ima veliki utjecaj na većinu zdravstvenih djelatnika, i da su gotovo svi itekako svjesni i stresnih efekata koronavirusa po njihovo zdravlje, kao i inih posljedica pandemije na njihovu struku i organizacije. Rezultati istovremeno daju negativnu sliku efekata stresa, ali i pozitivnu sliku o informiranosti i stavu zdravstvenih radnika o problemu. Očita spremnost ispitanih zdravstvenih djelatnika na promišljanje i suočavanje s problemom stresa obećava učinkovitost programa edukacije i prevencije i tehnika suočavanja sa stresom. Kako se nakon dvije godine od prvog slučaja koronavirusa u Republici Hrvatskoj još uvijek radi na otkrivanju same etiologije virusa i bolesti koju uzrokuje te pronalaskom učinkovitog lijeka i cjepiva, velika je važnost daljnje edukacije zdravstvenih djelatnika o stresu i njegove prevencije na radnom mjestu. The modern world creates conditions for the ubiquity of stress in the workplace. Numerous causes, stressors, are accompanied by numerous consequences. The health consequences for the individual lead to harm for the entire organisation. The greater the exposure to stressors, the more severe the consequences. Chronic stress leads to burnout and more serious effects on health and work performance. The nursing profession has always been considered very stressful and demanding. Previous research has indicated that nurses are particularly sensitive to stress and that stress brings particular complications for them as other people are dependent on them.During the last two years, health workers were exposed to even greater stress due to the COVID-19 pandemic. Managing stress and its prevention was already a necessity, officially legislated by the authorities. The pandemic multiplied the stress problem for health workers as a record number of potentially terminally ill patients were admitted in record time. For health workers, this also meant shortages of medicines and space, a record negative patient-to-health worker ratio and various other negative side effects, both social and even political. For all these reasons, a survey was conducted on nurses' perceptions of stress levels during the pandemic. The research was conducted through social media using an online questionnaire between 25/07/2022 and 03/08/2022 and exclusively targeted individuals working as nurses. The work showed that the COVID-19 pandemic has a major impact on the majority of healthcare workers and that almost all of them are aware of the stressful impact of the coronavirus on their health, as well as other consequences of the pandemic on their profession and organisations. At the same time, the results give a negative picture of the impact of stress, but also a positive picture of the informedness and attitudes of health workers towards the problem. The apparent willingness of these health professionals to contemplate about and address the problem of stress bodes well for the effectiveness of education and prevention programmes and stress management techniques. As two years after the first coronavirus case in the Republic of Croatia, work is still underway to find out the actual aetiology of the virus and the disease it causes, and to find an effective drug and vaccine, further education of health workers about stress and its prevention in the workplace is an absolute necessity.

Produktivan i stabilan zdravstveni sustav ima veliku važnost kod funkcioniranja svake države. Najveći udio zdravstvenih djelatnika čine medicinske sestre i primalje koje su velikim dijelom izložene stresu i sagorijevanju. Cilj provedenog istraživanja bio je otkriti učestalost i intenzitet sagorijevanja primalja na radnom mjestu. Istraživanje je obuhvatilo 160 primalja na području Republike Hrvatske, bez obzira na spol i dob. Provedeno je putem online anonimnog anketnog upitnika u mjesecu srpnju 2022. godine. U istraživanju je korišten Kopenhaški upitnik za sindrom sagorijevanja. Medijan ukupne skale Kopenhaškog upitnika iznosi 40,8. Rezultati su pokazali kako je najizraženiji osobni osjećaj sagorijevanja i da obuhvaća 62% ispitanika istraživanja s medijanom 54,2. Nakon toga slijedi sagorijevanje vezano uz posao koje je prisutno kod 37,5% ispitanika s medijanom 42,9. Značajno visoki intenzitet je prisutan kod dva ispitanika dobi do 30 godina, zaposlenja sa srednjom stručnom spremom i radnim stažem od šest do 15 godina. Najmanje sagorijevanja je prisutno u radu s pacijentima i obuhvaća 18,1% ispitanika, te je vrijednost medijana 25. Jedinu značajnu razliku možemo vidjeti u toj domeni, odnosno sagorijevanje vezano uz rad s pacijentom je značajno češće kod primalja i asistenta/ica primaljstva u odnosu na prvostupnike/ce primaljstva. Danas su stresni čimbenici koji dovode do sagorijevanja sve prisutniji. Važno je svim potrebitim osobama omogućiti valjanu pomoć i podršku s ciljem sprječavanja i smanjenja učestalosti sagorijevanja., A productive and stable healthcare system is of great importance for the functioning of any country. Nurses and midwives make up the largest share of healthcare professionals, who are largely exposed to stress and burnout. The aim of this research was to assess the frequency and intensity of burnout among midwives at workplace. The survey included 160 midwives in the Republic of Croatia, regardless of gender and age. It was conducted via online anonymous survey questionnaire in the month of july 2022. The Copenhagen burnout questionnaire was used in the research. The median of the overall scale of the Copenhagen questionnaire is 40.8. The results showed that the personal feeling of burnout is the most frequent and that it covers 62% of the survey respondents with a median of 54.2. This is followed by job-related burnout, which is present in 37.5% of respondents with a median of 42.9. Significantly high intensity is present in two respondents under the age of 30, working with their high school degree and with working experience of six to 15 years. The least amount of burnout is present in working with patients and includes 18.1% of respondents, and the median value is 25. The only significant difference can be seen in that domain, i.e. burnout related to working with patients is significantly more common among midwives and midwifery assistants than to bachelors in midwifery. Today, stressful factors that lead to burnout are more and more present. It is important to provide all needy people with help and support in order to prevent and reduce the frequency of burnout.

Pregledni članak nam pobliže opisuje primjenu ergonomije na radnom mjestu u području zdravstva. Osvrće se na osnovne zdravstvene rizike, tipove ozljeda i poremećaje do kojih dolazi u interakciji s okolinom. Velika većina zdravstvenih djelatnika zbog neadekvatnog položaja prilikom obavljanja dužnosti obolijeva od raznih mišićno koštanih bolesti. Među najizloženije djelatnike spadaju medicinske sestre koje se zbog dinamike svoga posla, kontinuirane izloženosti fizičkim naporima, stresu i ne adekvatnim ergonomski prilagođenim pomagalima nalaze na visokom mjestu na ljestvici rizika za razvoj raznih bolesti i poremećaja. Edukacija svih profila zdravstvenih djelatnika pa tako i medicinskih sestara o ergonomski pravilnom položaju i omogućavanju rada s ergonomskim pomagalima poput dizala i raznih uređaja koji smanjuju opterećenje na organizam treba biti visoko na listi prioriteta svake zdravstvene ustanove, jer jedino zdrav djelatnik može pomoći bolesnom pojedincu. Ergonomija, ergonomske intervencije i preventivni programi imaju ključnu ulogu u prevenciji neželjenih događaja na poslu, uspostavljanju povoljnog radnog okoliša, smanjen rizika za nastanak bolesti, edukaciji i otklanjanju potencijalnih opasnosti od ozljeda na radu., The review article describes in more detail the application of ergonomics in the workplace in the field of health. Focus in the article is on underlying health risks, types of injuries and disorders that occur in interaction with the environment. The vast majority of health professionals suffer from various musculoskeletal diseases due to their inadequate body position while performing their duties. Among the most exposed employees are nurses who, due to the dynamics of their work, continuous exposure to physical effort, stress and inadequate ergonomically adjusted aids, are at a high place on the risk scale for the development of various diseases and disorders. Educating all profiles of health professionals, including nurses, about ergonomically correct position and enabling work with ergonomic aids such as elevators and various devices that reduce the burden on the body should be high on the list of priorities of every health institution, because only a healthy worker can help a sick individual. Ergonomics, ergonomic interventions and prevention programs play a key role in preventing adverse events at work, establishing a favourable work environment, reducing the risk of disease, educating and eliminating potential hazards from injuries at work.

Stres se može ublažiti terapijom umjetnosti, a najučestalije umjetnosti koje su zastupljene kod medicinskih sestara su: glazbena umjetnost, plesna umjetnost, likovna umjetnost i dramske umjetnosti. Stres je sastavni dio posla s kojim se svakodnevno susreću medicinske sestre/tehničari. Umjetnost je naučiti kako se nositi sa stresom čiji izvori su mnogobrojni. Cilj rada bio je bio utvrditi, bave li se medicinske sestre umjetnošću te jesu li medicinske sestre koje se bave umjetnošću imaju manju razinu stresa od onih koje se ne bave. U radu je korišten anketni upitnik te je sudjelovalo 538 medicinskih sestara. Anketa je provedena online putem Google obrasca. Upitnik je provedena online putem Google obrasca u lipnju 2020.godine. Na osnovu SPSS datoteke izvedene su statističke analize programom IBM SPSS Statistics 25, a grafički prikazi su izrađeni pomoću Microsoft Excela 2010.Sudjelovanje u istraživanju bilo je dobrovoljno i anonimno. Rezultati istraživanja pokazali su da se samo 25% sudionika bavi nekim oblikom umjetnosti, no umjetnost je zastupljena u životima svih sudionika. Najviše ocijenjeni stresori kod sudionika su: preopterećenost poslom, nedovoljan broj djelatnika i neadekvatna osobna primanja. Najniže ocjenjeni stresori su: strah od izloženosti citostaticima, strah od izloženosti inhalacijskim anesteticima, strah od izloženosti ionskom zračenju i uvođenje novih tehnologija. Medicinske sestre koje se bave umjetnošću nemaju zabilježenu manju razinu stresa od onih koje se ne bave, ali dodatnim pitanjima je utvrđeno da umjetnost pozitivno djeluje na njihov privatni i profesionalni život te da se lakše suočavaju s nedaćama života. This graduate thesis will present the influence of art on stress in nurses and technicians and how art can help reduce stress. The most represented arts are: music art, dance art, fine arts and dramatic arts. Nurses face stress on a daily basis and it is an integral part of their daily work. The art is to learn how to deal with stress, and stressors are numerous and come from multiple fronts. The aim was to determine whether nurses are involved in art and whether nurses who practice art have lower levels of stress than those who do not. A survey questionnaire was used and 538 nurses participated. The survey was conducted online via the Google Form. The questionnaire was conducted online via the Google Form in June 2020. Based on the SPSS file, statistical analyzes were performed using IBM SPSS Statistics 25, and graphs were created using Microsoft Excel 2010. Participation in the survey was voluntary and anonymous. The results showed that only 25% of the participants were involved in some form of art, but art was represented in the lives of all participants. The highest rated stressors among the participants are: work overload, insufficient number of employees and inadequate personal income. The least rated stressors are: fear of exposure to cytostatics, fear of exposure to inhaled anesthetics, fear of exposure to ion radiation and introduction of new technologies. Art nurses do not have lower levels of stress than non-art nurses, but additional questions have found that art has a positive effect on their private and professional lives and that they are more likely to cope with life's adversities.

Na tržištu rada trenutno je prisutno nekoliko generacija. Generacija koja će prvi put stupiti na tržište rada jesu post-milenijalci ili generacija Z. Kako bi tržište rada bilo spremno za novu generaciju radne snage, bitno je znati što ta generacija očekuje od radnog mjesta i poslodavaca, no i post-milenijalci trebaju također znati što se od njih očekuje. Cilj ovoga rada bio je utvrditi značajke post-milenijalaca kao doprinos procesu upravljanja ljudskim potencijalima na radnom mjestu. U tu svrhu provedeno je i empirijsko istraživanje. Anketni upitnik bio je podijeljen u šest grupa pitanja te se sastojao od ukupno 48 pitanja. Pitanja su se odnosila na ispitivanje njihovih sposobnosti i vještina, stupanj i svrhu korištenja interneta, očekivani razvoj karijere, očekivanja od radnog okruženja, očekivanja od menadžmenta te očekivanja vezana za okruženje i učenje na radnom mjestu. Anketni upitnik ispunilo je 100 studenata. Rezultati su pokazali da su post-milenijalci skloni intenzivnom korištenju interneta i društvenih mreža, no ne s ciljem kako bi naučili nešto korisno za budući posao. Najbitnijim smatraju ravnotežu između posla i privatnog života, a najmanje bitnim nagrađivanje na radnom mjestu te natjecanje s kolegama. Od menadžera najviše očekuju visok moral i etiku, a na radnom mjestu najviše žele učiti kombinacijom digitalnih alata i zajedničkog učenja. Post-milenijalci nisu previše zainteresirani za stjecanje različitih znanja i vještina te teže traženju posla samo u svojoj struci., Currently on the labor market there are a few different generations. The generation which is now entering the workforce for the first time is generation Z or post-millennials. Labor market should be prepared for a new generation. For that reason, it is useful to examine what the new generation expects from work and employers. On the other hand, post-millennials have to know what is expected from them. The goal of this paper was to determine the characteristics of post-millennials as a contribution to the process of managing human resources. For this purpose, an empirical study was conducted. The survey questionnaire was split into six parts and was comprised of 48 questions in total. The questions were related to the examination of abilities and skills of post-millennials, the degree and purpose of using the Internet, expected career development, expectations from the work environment, expectations from management and expectations related to the environment and learning in the workplace. The survey questionnaire was completed by 100 students. The results showed that post-millennials tend to use the Internet and social networks intensively, but not with the goal of learning something useful for future work. They consider the balance between work and private life to be the most important for them, while rewards in the workplace and competing with colleagues were found to be the least important. They expect high morale and ethics from managers and they want to learn in the workplace through a combination of digital tools and shared learning. Post-millennials are not very interested in acquiring different knowledge and skills and tend to look for work only in their profession.

Industrija 4.0 započela je novim tehničkim rješenjima u projektiranju, konstruiranju, proizvodnji, upravljanju, te nadzoru. Ulaganja u napredna tehnološka rješenja zahtijevaju strateška promišljanja, simulacije, planiranje, učenje i obuku. Jedan od bitnih koraka je digitalizacija proizvodne linije kako bi se povezala tvornička oprema i uređaji i ispitala tražena rješenja prije nego što se donese konačna odluka o ulaganju. U diplomskom je radu izgrađen model digitalnog blizanca automatizirane proizvodne linije. Unutar modela je simulirano nekoliko senzora u stvarnom vremenu te su korišteni najnoviji alati za prikaz vremenskih sljedova podataka u oblaku. Industry 4.0 started with new technical solutions in design, construction, production, management, and supervision. Investing in advanced technology solutions requires strategic thinking, simulation, planning, learning and training. One of the essential steps is the digitization of the production line in order to connect the factory equipment and devices and test the required solutions before making a final investment decision. In thisis a model has been built of digital twin automated production line. Model simulates several sensors in real time and use the latest tools to display time series of data in the cloud.

Mobbing je poseban oblik ponašanja. Događa se na radnom mjestu, a kojim jedna osoba ili više njih sustavno psihički zlostavlja i ponižava drugu osobu. Cilj zlostavljanja i ponižavanja na radnom mjestu je diskreditacija i degradacija žrtve mobbinga, dovođenje u stanje ugroze njezino ljudsko dostojanstvo, integritet i ugled, pa naposljetku i uklanjanje ciljane osobe s posla. Kako bi se zlostavljanje, ponižavanje i slična ponašanja smatrala mobbingom, ona moraju biti kontinuirana, prema definiciji, najmanje jednom tjedno tijekom šest mjeseci. Zlostavljana osoba je zbog svog položaja u hijerarhiji većinom bespomoćna. Ako uzmemo u obzir posljedice mobbinga u velikim tvrtkama, pa i pojedinačnim tvrtkama, onda je jasno da je mobbing jedan od faktora siromaštva u društvu. Dovodi se u pitanje zaštita temeljnih ljudskih prava zbog nekažnjavanja neprimjerenoga ponašanja, a koje također dovodi do srozavanja moralnih normi. Provedeno je istraživanje među studentima koji su zaposleni, a u svrhu dobivanja podataka o susretanju sa mobbingom na radnom mjestu i znanjem o pojmu mobbinga, obzirom na to da je ciljana skupina podložna raznim prigovorima na poslu oko izlazaka s posla na predavanja, seminare, te ostale studentske obaveze. Također se smatra da je mobbing danas nažalost sve više prisutan, u sve više oblika, kao i da se sve više rasprostranjuje. Mobbing is a special form of behavior. It occurs in the workplace, where one or more people systematically psychologically abuse and humiliate another person. The goal of harassment and humiliation in the workplace is to discredit and degrade the victim of mobbing, endanger his or her human dignity, integrity and reputation, and ultimately remove the target person from work. For abuse, humiliation, and similar behaviors to be considered mobbing, they must be continuous, by definition, at least once a week for six months. The abused person is mostly helpless due to his position in the hierarchy. If we consider the consequences of mobbing in large companies, and even individual companies, then it is clear that mobbing is one of the factors of poverty in society. The protection of fundamental human rights is called into question due to the impunity of inappropriate behavior, which also leads to the degradation of moral norms. A survey was conducted among students who are employed, in order to obtain data on encountering mobbing in the workplace and knowledge of the concept of mobbing, given that the target group is subject to various complaints at work about leaving work for lectures, seminars and other student obligations. I also believe that mobbing is unfortunately more and more present today, in more and more forms, as well as that it is spreading more and more.

Dugogodišnje iskustvo s različitim vrstama nasilja nad medicinskim sestrama i tehničarima tijekom rada u hitnoj bolničkoj službi bilo mi je poticaj za istraživanje o iskustvima drugih kolegica i kolega, medicinskih sestara i tehničara u vezi nasilja na radnom mjestu. Svjetska zdravstvena organizacija definira nasilje kao namjerno korištenje fizičke snage i moći prijetnjom ili akcijom prema samome sebi, prema drugoj osobi, ili prema grupi ljudi ili čitavoj zajednici, što bi moglo rezultirati ili rezultira ozljedom, smrću, psihološkim posljedicama, nerazvijenošću ili deprivacijom[1]. Cilj ovog rada je ispitati prisutnost nasilja na radnom mjestu nad medicinskim sestrama i tehničarima i identificirati vrste i izvore nasilja na radnom mjestu. Istraživanje je provedeno Google obrascem putem Interneta u kolovozu 2020. godine. Kao instrument istraživanja korišten je online upitnik posebno dizajniran za potrebe ovog istraživanja koji se sastojao od 41 pitanja. U istraživanju je sudjelovalo 328 medicinskih sestara i tehničara (N=328), od kojih je 299 (91,2%) ženskog i 29 (8.8%) muškog spola. Najviše ispitanika, njih 137 (41,8%) bilo je iz dobne skupine od 25 do 35 godina starosti. Sa završenom srednjom medicinskom školom bilo je 145 (44,2%) ispitanika, a 5-10 godina radnog staža ima 75 (22,9%) ispitanika. Najviše ispitanika je zaposleno u Kliničkim bolnicama, odnosno Kliničkim bolničkim centrima 140 (42,7%), a u smjenskom radu sa noćnim smjenama 185 (56,4%) ispitanika. Većina ispitanika 257 (78,4%) je neki oblik nasilja (verbalno, fizičko ili seksualno) na radnom mjestu doživjela više puta, njih 48 (14,6%) samo jednom prilikom, a samo 23 (7%) je izjavilo da nema iskustva sa nasiljem na radnom mjestu. Many years of experience with different types of violence against nurses and technicians while working in the emergency department has been an incentive for me to research the experiences of other colleagues, nurses and technicians regarding workplace violence. The World Health Organization defines violence as the intentional use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that either results in or has a high likelihood of resulting in injury, death, psychological harm, maldevelopment, or deprivation." The aim of this stady is to examine the presence of workplace violence against nurses and technicians and to identify the types and sources of workplace violence.The survey was conducted using the Google forms in August 2020. An online survey consisting of 41 questions specifically designed for this research was used as a research instrument. The study involved 328 nurses and technicians (N = 328), of whom 299 (91.2%) were female and 29 (8.8%) male. Most respondents, 137 (41.8%) were from the age group of 25 to 35 years. 145 (44.2%) respondents graduated from medical high school, while 75 (22.9%) respondents had 5-10 years of work experience. Most respondents 140 (42,7%) are employed in Clinical Hospitals or in Clinical Hospital Centres, and 185 (56.4%) work in night shifts. The majority of respondents 257 (78.4%) experienced some form of workplace violence (verbal, physical or sexual) multiple times, 48 (14.6%) of them only once, and only 23 (7%) reported to have no experiences with workplace violence.

Emocije na radnom mjestu važan su aspekt svakog poslovanja. Prijeko je potrebno razlikovati pojam raspoloženje i pojam emocije te poznavati njihove izvore (osobnost, dan u tjednu i doba dana, vrijeme i klima, stres, društvene aktivnosti, san, vježbanje, dob i spol). Anketom provedenom u radu prikazano je što pojedinci smatraju da ima najveći utjecaj na emocije i raspoloženja od spomenutih izvora. U svakom poslovanju veliku ulogu ima emocionalni rad koji postaje sve važniji pri zapošljavanju i obavljaju radnih zadataka. U određenim situacijama emocionalni rad podrazumijeva nepokazivanje emocije odnosno neutralnost. Osim za dobre odnose sa klijentima, emocionalni rad je važan i za odnose među kolegama. Emocionalna inteligencija je pojam novog doba koji omogućava poslovni uspjeh posebice za menadžere. To je pojam koji podrazumijevanja prepoznavanja svojih i tuđih emocija te upravljanje istima. Olakšava poslovanje jer pojedinci znaju kako se ponašati sukladno svojim i emocijama drugih. Kako ne bi dolazilo do nepotrebnih zastoja, sva radna mjesta unutar organizacije moraju biti usklađena. Već spomenutom anketom ispitani su čimbenici posla važni za odabir radnog mjesta te zadovoljstvo radnim mjestom koje može imati veliki utjecaj na radno okruženje Emocijama na radnom mjestu bi se trebalo davati više pažnje kako od strane radnika tako i od strane nadređenih. Emotions in the workplace are an important aspect of every business. It is essential to distinguish term mood and term emotion and know their sources (personality, day of the week and time of day, weather and climate, stress, social activities, sleep, exercise, age and gender). A survey conducted in the assignment shows what individuals believe has the greatest impact on emotions and moods from the mentioned sources. Emotional work plays a big role in every business, which is becoming more and more important when hiring and performing work tasks. In certain situations, emotional work implies on not showing emotion, that is neutrality. Except for good relationships with clients, emotional work is also important for relationships among colleagues. Emotional intelligence is a new age concept that enables business success especially for managers. It is a term that implies recognizing one's own and others' emotions and managing them. It makes business easier because individuals know how to behave according to their own and others emotions. In order to avoid unnecessary downtime, all jobs within the organization must be aligned. The already mentioned survey examined job factors important for job selection and job satisfaction, which can have a great impact on the work environment. More attention should be given to emotions in the workplace by both workers and superiors.

U radu se istražuju čimbenici zadovoljstva na radnom mjestu. Rad sadrži teorije koje objašnjavaju kako se na različite načine zadovoljavaju potrebe zaposlenika i kako doći do zadovoljstva. Osim materijalnih čimbenika zadovoljstva na radnom mjestu, gdje se posebno ističe plaća, postoje i nematerijalni koji nisu manje važni i mogu biti jednako utjecajni kao i plaća (možda čak i više). Prikazani su izabrani načini kako se može ispitati zadovoljstvo na radnom mjestu i priloženi su upitnici za ispunjavanje. This paper analyzes factors of satisfaction at the workplace. It contains theories that explain different ways of satisfying needs and how to get satisfaction. Beside material factors, where the salary is highlighted, there are equally important nonmaterial factors that can have the same or bigger impact then salary. The paper shows some examples how satisfaction at the workplace can be tested and some quizzes are attached.

Danas je stres u svakoj poslovnoj organizaciji postao jedan od vodećih problema te isti donosi rizik od obolijevanja od različitih bolesti jer su zaposlenici izloženi nizu stresora koji djeluju negativno na njihovo zdravlje. Stres na radnom mjestu je rezultat djelovanja niza stresornih komponenti, a iste uzrokuju pojavu štetnih fizičkih, psihičkih i bihevioralnih posljedica i reakcija djelatnika. Cilj završnog rada je istražiti definiciju i analizu stresa na radnom mjestu, njegovu povezanost s emocijama i utjecaj na zdravlje djelatnika. Svrha rada je ukazati na važnost intervencije vrhovnih menadžera u eliminaciji, redukciji ili minimizaciji stresa na djelatnike, kao i na učinkovito upravljanje stresom. Temeljni cilj i poslodavaca i zaposlenika je rano otkrivanje stresora kao uzročnika stresa da bi se cijeli proces nastanka i odvijanja stresnih situacija mogao spriječiti, minimizirati i kontrolirati, a u slučajevima kada se već dogode, da ih se riješi razumnim akcijama koje ne iziskuju velike prihološke napore. Today, stress in every business organization has become one of the leading problems that brings the risk of illness from different diseases because employees are exposed to a series of stressors that negatively affect their health. Workplace stress is the result of the action of a number of stress components because they make the emergence of harmful physical, psychological and behavioral consequences and employee reactions. The aim of the final work is to investigate the definition and analysis of stress at the workplace, its connection to emotions, and the impact on employees' health. The purpose of the paper is to point to the importance of supreme managers' intervention in eliminating, reducing or minimizing stress on employees, as well as stress management. The underlying goal of employers and employees is to detect stressors early as a cause of stress so they can prevent, minimize and control the whole process of creating and running stressful situations and, in cases where this situations already happened, so they could be resolved with reasonable actions that do not require great psychological effort.

Cilj ovog završnog rada je utvrditi važnost emocionalne inteligencije koja predstavlja sposobnosti utvrđivanja, razumijevanja i upravljanja emocijama na radnom mjestu. Emocionalna inteligencija kao vještina, može se i usavršavati od ranog djetinjstva. Osobe koje mogu prepoznati vlastite osjećaje i koje mogu dobro pročitati tuđe osjećaje mogu biti učinkovitiji na svojim poslovima. Na radnom mjestu, nedovoljna je intelektualna inteligencija, već je potrebno imati sposobnost emocionalne inteligencije obzirom da je čovjek u interakciji sa svojim suradnicima i kolegama svakodnevno. Pritom se to primjenjuje na odjel ljudskih resursa u svakoj organizaciji kao jedna od ključnih stavki organizacijskog ponašanja. U radu je sprovedeno istraživanje putem intervjua sa dva uspješna menadžera kako bi upotpunili i potvrdili navedenu problematiku rada. The primary objective of this thesis is to determine the importance of emotional intelligence, which represents the ability to identify, understand, and manage emotions. Emotional intelligence as a skill can be improved since early childhood. People who can recognize their own feelings and read other people's feelings can be more effective in their jobs. At work place it is not enough to have intellectual intelligence, but it is necessary to have the ability of emotional intelligence as a person interacts with his associates and colleagues on a daily basis. This applies to the human resources department in each organization as one of the key elements of organizational behavior. This thesis consists of research through interviews with two successful managers, to complete and confirm the above mentioned issues.

U radu se obrađuje tema osoba s fizičkim ograničenjima i radno mjesto. Naime potrebno je istaknuti kako je tjelesno ili fizičko oštećenje uži pojam od invaliditeta. Kod tjelesnog oštećenja gube se tjelesne, ali ne i druge funkcije, pri čemu dolazi do gubitka ili značajne onesposobljenosti određenog organa ili dijela tijela. Cilj rada je definirati i objasniti značajke radnog mjesta te će se detaljno istaknuti na koji način poslodavci trebaju prilagoditi radna mjesta za osobe s fizičkim ograničenjima. Naime, tijekom izrade rada i pregledom relevantne literature došlo se do poražavajućih podataka kako je vrlo mali postotak zaposlenih osoba s fizičkim ograničenjima, unatoč zakonskim sankcijama. Od 1,4 milijuna zaposlenih samo je 17.000 osoba s invaliditetom. Radna mjesta koja su specifična za rad na brodu i u pomorstvu su vrlo zahtjevna, i potrebna je potpuna fizička sprema. Osobe s fizičkim ograničenjima mogu obavljati poslove u administraciji neke pomorske agencije, lučke kapetenije i sl. gdje će se prilagoditi radno mjesto ovisno o stupnju fizičkog ograničenja. The paper deals with the topic of persons with physical limitations and workplace. It is important to emphasize that physical or physical harm is a narrow concept of disability. In the case of bodily injury, there is loss of body but not of other functions, resulting in loss or significant disability of a particular organ or part of the body. The aim of the paper is to define and explain the features of the workplace and to detail in detail how employers should adapt jobs for people with physical constraints. Namely, during the work and review of the relevant literature, some data have been found to be a defective record as a very small percentage of employed persons with physical constraints, despite legal sanctions. Of the 1.4 million employed and self-employed in the country, there are only 17,000 people with disabilities. Workplaces that are specific to shipboard and nautic work are very demanding and require complete physical traning. Persons with physical limitations can perform tasks in the management of some naval agencies, port captains, etc. where they will adapt the workplace depending on the degree of physical limitations

U ovom radu se bavimo kompleksnim fenomenom mobbinga koji je u posljednje vrijeme sve više istraživan, kako od strane stranih tako i domaćih autora. Mobbing se odnosi na neprihvatljive, antisocijalne oblike ponašanja koja se odvijaju na radnom mjestu, a kao i svaki proces ima svoje faze i određene specifičnosti ovisno o kontekstu u kojemu se isti odvija. Mi ćemo se ovdje fokusirati na profesiju socijalnog rada kao zanimanja za koje se veže visoka razina profesionalnog stresa s obzirom na prirodu posla koji socijalni radnici svakodnevno obavljaju. Unatoč tome što se zlostavljanje na radnom mjestu smatra jednim od najvećih izvora stresa na radnom mjestu, u Hrvatskoj još ne postoji niti jedno istraživanje koje se bavi ovom specifičnom temom. Stoga smo u daljnjem tekstu izložili dostupna istraživanja koja su obradila tu temu, a koja bi mogli poslužiti kao podloga budućim istraživanjima ako se odluče dobiti uvid u uvjete i kvalitetu rada socijalnih radnika i pojavnost mobbinga te sličnih antisocijalnih ponašanja bez obzira na organizaciju u kojoj rade. Naposljetku smo se osvrnuli i na zakonodavni okvir unutar Republike Hrvatske, a to je najprije Ustav te Zakon o radu kao i niz drugih propisa koji reguliraju radni odnos, prava radnika te nediskriminaciju i uznemiravanje nakon čega smo rad zaokružili dotaknuvši se važnosti i načinima pravovremene prevencije., This paper deals with the complex phenomenon of mobbing, which has been more and more examined by both foreign and domestic authors. Mobbing refers to unacceptable, antisocial forms of behavior that take place in the workplace, and as each process it has its own stages and certain specifics depending on the context in which it is taking place. In this paper, the focus is on the profession of social work as an occupation that is connected to a high level of professional stress with regard to the nature of work that social workers perform on a daily basis. Despite the fact that workplace bullying is considered one of the greatest sources of stress at the workplace, in Croatia, there is no conducted study on this specific topic. Therefore, we have provided studies on this theme which could serve as a foundation for future researches if decided to take a deeper insight into the working conditions of social workers, the prevalence of mobbing and similar antisocial behaviors regardless of the organization they work for. Finally, we looked at the legal framework of Croatia, first of all, the Constitution and the Labor Act as well as the other directives regulating work, workers' rights, non-discrimination, and harassment, after which we have concluded by emphasizing the importance and methods of prompt prevention.

U radu je prikazano radno mjesto operatera za točkasto zavarivanje karoserije vozila te niz izazova i problema koji se javljaju u zavarivanju, čak i ako se postupak zavarivanja provodi pomoću robota, čime se umanjuje utjecaj ljudskih faktora. Prednosti i nedostaci robotskog zavarivanja, te parametri korišteni za odabir robota u obavljanju posla su navedeni. Dane su precizne upute kako radnik postupa u opasnim situacijama, te načini kako bi se u potpunosti izbjegle. Prikazana je ključna optimalna organizacija i struktura radnog mjesta, položaja u kojemu se nalazi radnik – operater te njegova uloga u odnosu sa strojem. Navedene su norme montaže i premještanja objekata unutar tvornice. Uočeni su problemi kod monotonog rada radnika i prevencije javljanja grešaka korištenjem određenih senzora i kontrole kvalitete. U radu su prikazane sve utjecajne veličine i vodilje čijim se optimiranjem postižu željena poboljšanja u odnosu čovjeka i stroja, uzimajući u obzir osiguravanje kvalitete rada i izvođenje radnih zadataka. Nabrojani su razni napori koji se javljaju u obavljanju posla i posljedice koje se javljaju kao rezultat napora. Provedena je analiza napora pri ručnom i robotskom zavarivanju po standardu Renault-a. Ocjenjeni i prokomentirani su dobiveni rezultati , te načini poboljšanja i optimizacije istih. Iz prakse dani su primjeri konstrukcija zajedno sa pogledom na najbitnije ergonomske značajke koje su bitne za rad radnika. Zaključkom su prokomentirane najbitnije značajke rada i dane su smjernice kako u budućnosti bi trebali pristupati problemima ergonomskog tipa. This paper presents the operator's point of work for spot welding of the vehicle body and a range of challenges and problems occurring in welding, even if the welding process is carried out by robot, thereby reducing the impact of human factors. The advantages and disadvantages of robot welding, as well as the parameters used to select robots in the job, are listed. Precise instructions have been given how the worker deals in dangerous situations, and ways to avoid it completely. The key optimal organization and structure of the workplace, the position of the worker - operator and his role in relation to the machine is presented. The standards of assembly and moving of facilities within the factory are specified. Problems with the monotonous work of the workers and the prevention of error reporting have been noted using certain sensors and quality control. This paper presents all influential sizes and guides whose optimization achieves the desired improvements in man and machine, taking into account the quality assurance and performance of work tasks. Numerous efforts are made in the performance of the work and the consequences that arise as a result of the effort. An analysis of the effort in manual and robot welding was carried out under the Renault standard. Evaluated and commented are the results obtained and the ways of improving and optimizing them. From the practice, examples of constructions are given together with a look at the most important ergonomic features that are essential for the work of the workers. In the conclusion most important features of the work were commented and guidelines were given how we should approach ergonomic type problems in the future.

Promicanje zdravlja na radnom mjestu omogućuje unaprjeđenje zdravlja i sveukupnog blagostanja zaposlenika djelujući na promjenjive čimbenike rizika kao i poticanjem zdravog življenja. Aktivnosti promicanja zdravlja na radnom mjestu donose višestruku korist, od one za samog pojedinca (zaposlenika), do poslodavaca i u konačnici koristi za širu zajednicu zbog čega bi te aktivnosti trebale biti jedan od centralnih javnozdravstvenih interesa. Ovaj rad donosi pregled koncepta promicanja zdravlja na radnom mjestu, glavnih organizacija na razini Europe i Hrvatske, primjere dobre prakse u Europi te pregled programa promicanja zdravlja na radnom mjestu u Hrvatskoj., Workplace health promotion enables improvement of health and overall employee well-being through changing risk factors and promoting healthy living. According the World Health Organization, chronic non-communicable diseases are the leading cause of death and disability in the world. They lead to reduced productivity and increased costs. In order to overcome this trend, the workplace is used as the main place to promote long-term behavioral changes aimed at improving health. Workplace health promotion activities bring multiple benefi ts, from those to the individual (employees) to those to the employers and ultimately to the wider community, and thereby these activities should be one of the central public health interests. This paper presents an overview of the concept of workplace health promotion, leading organizations in the fi eld in Europe and Croatia, examples of good practice in Europe, and the workplace health promotion program in Croatia.

Upravljanje ljudskim resursima ključan je faktor uspješnog poslovanja organizacije. Predmet istraživanja ovog rada je formiranje radnog mjesta, prikazano i na primjeru poduzeća Podravka d.d.. Rad je podijeljen u 5 poglavlja uključujući uvod i zaključak. Rad objašnjava pojam, ulogu, elemente, i vrste organizacijske strukture sačinjene od skupa individua od kojih svaka ima svoju ulogu i specifično radno mjesto, ali i odgovornost i prava. Organizacija ima svoje vođe, hijerarhiju i ciljeve. Posebno je obrađena tema radnog mjesta, procesi definiranja, povezivanja, i sistematizacije. Uz kritički osvrt na primjeru navedenog poduzeća prikazan je postupak formiranja radnog mjesta u konkretnoj, stvarnoj organizaciji što pobliže daje uvid u proces nastajanja radnog mjesta. U procesu formiranja radnog mjesta najveće uloge imaju planiranje, selekcija ljudskih resursa te njihova integracija unutar organizacije, svemu prethodi analiza organizacijskih potreba. Uz jasnu strategiju i dobru organizaciju, za ostvarenje poslovnih ciljeva od presudnog su značaja dobri stručnjaci. Ključ uspjeha Podravke d.d. upravo su dinamični, kreativni, inovativni i uspješni ljudi i njihova znanja i vještine. Bitno je prepoznati individualne potencijale i preferencije kod zaposlenika koje treba što bolje uskladiti s poslovnim izazovima organizacije. Ljudi su najveća vrijednost i konkurentska prednost organizacije, stoga su znanje i sposobnost danas najcjenjenija imovina u kompaniji. Managing human resources is a key factor in successful running of a business. Subject of investigation of this thesis , is creation (design) of the workplace , shown on example of enterprise Podravka d.d. Work is divided in 5 chapters including Introduction and conclusion. Work explains concept, role, elements and types of organisations structure consisting of individual groups of which every one has its own role and specific workplace, and responsibility and rights. Organisation has its leaders, hierarchy and goals. Especially is cultivated theme of workplace, process of definition, link and systematization with critical retrospective on example of above stated company, illustrated is way of forming of a workplace in a concrete, real organisation, which gives an insight in process of making the workplace. In the process of forming of a workplace, the biggest rolls have: planing, selection of human resources and their integrity inside the organisation. However analysing of organisations needs, precedes it all. With clear strategy and good organisation, for achievement of business goals, good experts are of presidential importance. Key to success of Podravka, are exactly dynamic, creative, innovative and successful people and their knowledge and skills. It is important to recognise individual potential and preferences in workers, who need to be best fitted with regards to work challenges of organisation. People are the biggest value and precedence of organisation, therefore knowledge and skills are today the most valuable asset of company.

Komunikacija je zastupljena u svim sferama ţivota i još uvijek se ne moţe prihvatiti samo jedna definicija. Njeni poĉeci datiraju od praĉovjeka, a najranija zabiljeţena informacija o raspravama o komunikaciji nastala je za vrijeme Platona. Postoji više vrsta komunikacije te nekoliko komunikacijskih stilova. Kako bi komuniciranje unutar radne organizacije bilo uĉinkovito, vaţna je snaţna uloga rukovoditelja unutar radne organizacije te sudjelovanje svih zaposlenika kao i poznavanje razliĉitosti (religija, nacionalnost, kultura) meĊu zaposlenima. Rastom i razvojem organizacije, time i povećanim komuniciranjem nerijetko moţe doći do konflikta. Konflikt ne mora nuţno biti negativan, moţe imati i pozitivne rezultate. Tako postoje konflikti meĊu pojedincima i konflikti meĊu grupama. Konflikti na brodu mogu biti individualni, organizacijski te kolektivni. Postoji pet stilova upravljanja konfliktom. Da bi se odabrali najpovoljniji naĉini rješavanja konflikta u odreĊenim situacijama, vaţno je poznavati situaciju nastanka konflikta te vrijeme nastanka. Štete do kojih dolazi kada se konflikt ne sprijeĉi ili na vrijeme ne riješi su osamljenost, stres, mobbing te porast bolovanja i izostanak s radnog mjesta. Communication is represented in all spheres in life and there isn't still just one definition accepted. It is beginnings date back to Neanderthal, and the earliest recorded information about discussions on communication was during Plato. There are many types of communication and several communication styles. For communication to be effective within an organization important role has the manager and participation off all employees as well as knowledge of diversity (religion, nationality, culture) among employees. Due to growth and development in organizations, especially by increasing communication can often lead to conflict. There are conflicts between individuals and conflicts between groups. The conflict doesn't necessary have to be negative, it can have positive results. There are five styles of conflict management. Conflicts on the ship can be individual, organizational and collective. To choose the most convenient way of dealing with conflicts in certain situations it's important to know the situation of conflict and the time of occurrence. Damage that may occur when an conflict isn't prevented on time or solved on time is loneliness, stress, bullying – mobbing and increased sick leave and absence from work.

Ovim radom ispitivana je učestalost uzimanja alkohola kod radnika koji rade u različitim tipovima smjenskog rada u šest različitih radnih organizacija u Republici Hrvatskoj u kojima dominira smjenski rad. Ispitivanje je provedeno upitnikom Hrvatskog zavoda za zaštitu zdravlja i sigurnost na radu. Ciljevi rada bili su analiza povezanosti smjenskog rada i navike pijenja alkohola u odnosu na stupanj obrazovanja, privrednu granu, djelatnost radne organizacije ispitanika i vrstu rada te percepciju vlastitog slobodnog vremena. U istraživanju je sudjelovalo 860 ispitanika, od kojih je 688 (80,0 %) bilo muškog spola. Rezultati su pokazali statistički značajnu razliku u učestalosti uporabe alkohola između pojedinih radnih organizacija (p, The aim of the study was to show whether there is a link between alcohol consumption, level of education, shift work and the perception of the quality of life. This study examined the prevalence of alcohol consumption among employees working in different types of shift work in six different organizations in the Republic of Croatia. The survey was conducted with a questionnaire designed by the Croatian Institute for Health Protection and Safety at Work. The study aimed to estimate the use of alcohol in relation to the level of education, economic sector, business and labour organization and alcohol consumption in relation to the workers' perception of their own free time. The study included 860 subjects, of whom 688 (80.0%) were male. The results showed a statistically significant difference in the frequency of alcohol use among individual work organizations (p

Agresivnost na radnom mjestu ozbiljan je problem s individualnim, organizacijskim i socijalnim uzročno-posljedičnim vezama. Provedena su brojna istraživanja o tom fenomenu s ciljem prepoznavanja i identifikacije njegovih značajki kako bi se poboljšala kvaliteta međuljudskih odnosa na radnom mjestu, uz istovremeno sprečavanje njegovih širih društvenih posljedica. Pored velikog broja ranih umirovljenja u Hrvatskoj, gotovo da nema podataka o utjecaju radnih uvjeta na zdravlje radnika, osim ako su primarni uzrok bolest ili ozljede prouzročene radom. Ova studija razmatra tri postojeća istraživanja agresije na radnom mjestu: 1. anketno istraživanje radnika provedeno u srpnju 2014. godine u Splitu (na temelju pilot uzorka od 113 ispitanika); 2. anketno istraživanje nastavnika osnovnih i srednjih škola u Splitsko-dalmatinskoj županiji provedeno 2007. godine (stratificirani uzorak; N=764); 3. pojedinačnu studiju slučaja vertikalnog strateškog mobinga (bossing) provedenu 2009. godine. Kako pokazuju rezultati istraživanja, u kontekstu hrvatske tranzicijske ekonomije, dodatno opterećenje i stresori opravdano su očekivani. Slična je situacija uočljiva s obzirom na ostale potencijale koji pogoduju agresivnosti na radnom mjestu, često bez mogućnosti adekvatne akcije zbog nedostatka informacija, edukacije i odgovarajućih znanstvenih pokazatelja koji promiču razvoj profesionalnih standarda i mjera za njezino sustavno sprečavanje., SUMARRY: Workplace aggression constitutes a serious issue in individual, organizational and social cause-effect relations. Many studies have been conducted on this phenomenon with the aim of recognizing and identifying its features in order to improve the quality of interpersonal relationships at workplace while simultaneously preventing its wider social consequences. In Croatia, with a large number of early retirees, there is almost no data on the impact of workplace conditions on health damage, unless primary cause is occupational disease or injury at work. This study considers three pre-existing examinations of workplace aggression: 1. an employee survey conducted in July 2014 in Split (based on a pilot sample of 113 respondents); 2. a survey among primary and secondary school teachers in Split-Dalmatia County conducted in 2007 (random stratified sample; N=764); 3. a single case study of vertical strategic mobbing (bossing) conducted in 2007. As shown by research results, in the context of Croatian transitional economy, additional burden and stressors are justifiably expected. A similar situation is also evident with potentialities in which the workplace abuse occurs, often without the possibility of adequate action due to lack of information, education and appropriate scientific indicators facilitating the development of professional standards and measures for systematic action.

SAŽETAK: Sustav propisa o zaštiti na radu u Republici Hrvatskoj čine odgovarajuće odredbe Ustava Republike Hrvatske, norme univerzalnih vrela prava zaštite na radu koje je država ratificirala, objavila i koje su na snazi, norme primarnih i sekundarnih vrela prava, pravne stečevine EU-a, zakoni i podzakonski akti u Republici Hrvatskoj i brojni autonomni opći akti ovlaštenih subjekata koji tako uređuju složene, specifične i posebne odnose u zaštiti na radu kojima se štiti i promiče sigurnost i zaštita zdravlja na radu. Od 1. srpnja 2013. godine počinje primjena Pravilnika o zaštiti na radu za mjesta rada (N.N., br. 29/13.) koji nakon nepunih trideset godina zamjenjuje Pravilnik o zaštiti na radu za radne i pomoćne prostorije i prostore (N.N., br. 6/84.) i time upotpunjuje prazninu u ovom osjetljivom području u stalnom kretanju i nezadrživim odnosima, te stvara obveze brojnim subjektima na još brojnijim mjestima rada na svim razinama i u različitim vremenima. U ovom radu daju se osnovne napomene uz taj propis., SUMMARY: The system of regulations for occupational safety in Croatia consists of corresponding constitutional provisions, the occupational safety standards coming from universal sources of law that have been ratified and published by the state and are in force, the standards coming from primary and secondary sources of law, the acquis communautaire, laws and supporting legislation in Croatia and numerous autonomous acts of authorized entities, regulating complex and specific relations in occupational safety which protect and promote safety and protection of health in the workplace. As of July 1st, 2013, the Regulations on occupational safety in the workplace is in force (Official Gazette of the Republic of Croatia, 29/13), replacing the Regulations on occupational safety for work and auxiliary rooms and spaces (Official Gazette of the Republic of Croatia, 6/84) after almost thirty years, thus filling the void in this sensitive area that is in constant motion with unrestrainable relations, and creates obligations for numerous subjects in even more numerous workplaces on all levels and in different times. In this paper the basic remarks are given, related to this regulation.

Radno mjesto je ekonomsko-tehnička cjelina u procesu proizvodnje. Elementi su radnik, prostor za rad, oprema i stroj. Kreiranje radnog mjesta zahtijeva dobru pripremu. U kreiranju pomažu pravila optimalne organizacije radnog mjesta. Kod oblikovanja radnog mjesta se primjenjuju tehnička i tehnološka znanja. Analizom radnog mjesta dobivamo odgovore na neka vrlo važna pitanja te samim time dobivamo opis i zahtjeve radnog mjesta. Analiza se postiže na više načina: promatranjem, vođenjem individualnih razgovora, ispunjavanjem upitnika, grupnim razgovorima ili vođenjem dnevnika. Time dobivamo temelj za npr. određivanje visine plaće, odgovarajućeg radnika za pojedino radno mjesto i dr., Workplace is an economical and technical unit in the production process. Its elements are worker, working space, equipment and machinery. Creating a workplace requires good preparation. There are optimal workplace organization rules that help during the creation process. Technical and technological knowledge is applied when designing a workplace. We get answers on some very important issues by analysing the workplace, and thus we get the description and requirements of the workplace. The analysis is carried out in several ways – by observing, conducting interviews, filling out questionnaires, group discussions, or keeping a journal. In that way we get a basis for determining the amount of wages, adequate worker for a particular job, etc.

Ovisnost o alkoholu postaje sve veći medicinski i javnozdravstveni problem kako u odraslih tako i u mlađih osoba. Multietiološki je fenomen pod utjecajem genskih, psiholoških, kulturoloških i drugih čimbenika. Alkoholna su se pića stoljećima pripremala iz raznih sastojaka: npr. grožđa, hmelja, riže, meda. Učestalost pijenja vrlo je različita, a sve je veća u žena i mladeži. Ovisnost o alkoholu neurofiziološkog je podrijetla i može dovesti do oštećenja svih organskih sustava u ljudskom organizmu. Teškoće uzrokovane alkoholom nastaju znatno prije razvoja kliničke slike. Najčešći uzrok smrtnosti u ovisnika o alkoholu jesu bolesti srčanožilnog sustava. Ovisnost o alkoholu kao problem na radnome mjestu vrlo je važna jer djeluje negativno na zdravlje i s tim u vezi smanjuje produktivnost te dovodi do nesreća, ozljeda i smanjenja radne sposobnosti. Učinkovito rješavanje problema vezanih uz ovisnost o alkoholu uključuje ranu detekciju problema povezanih s alkoholom i stoga je potrebno usmjeriti zdravstvenu zaštitu na primarnu prevenciju i rane intervencije., Alcoholism is a growing medical and public health issue both in adult and in younger populations. It is a multi-aetiological phenomenon influenced by genetic, psychological, cultural and other factors. Alcoholic beverages have traditionally been prepared from various ingredients, such as grapes, malt, and rice. Drinking prevalence has varied and is more pronounced in women and the youth. Alcoholism is shown to be of neurophysiologic origin and may lead to the impairment of all human body systems. The most frequent cause of death in alcoholics are the diseases of the cardiovascular system. Alcoholism at workplace is a very important issue as it affects health, reduces productivity, and may lead to accidents, injuries and decreased working capacity. Alcohol-related difficulties develop much earlier than the clinical picture. The diagnosis of alcoholism includes early detection of alcohol-related problems, so it is necessary to orient the healthcare services towards primary prevention and early intervention.

U ovom radu nastojimo obraditi problem stresa i psihičkog zlostavljanja na radnom mjestu. Stanje stresa na radnom mjestu može se definirati kao niz za pojedinca štetnih fizioloških, psiholoških i bihevioralnih reakcija u kojima zahtjevi posla nisu u skladu s njegovim sposobnostima, mogućnostima i potrebama. Sindrom sagorijevanja na poslu jedan je od najnepovoljnijih posljedica dugotrajne izloženosti profesionalnom stresu. Stres na poslu rezultat je interakcija zaposlenika i karakteristika posla. Psihičko zlostavljanje predstavlja složen socijalno-medicinski problem moralnog zlostavljanja na poslu koji ostavlja posljedice na psihičko i tjelesno zdravlje žrtve. Poznato je da je posao s ljudima izrazito složen i predstavlja značajan izvor stresa. U ovom radu pokušava se upozoriti na razlike uzroka i posljedica profesionalnog sagorijevanja i psihičkog zlostavljanja, te ponuditi moguće postupke za suočavanje s ovim problemima. Skrb za mentalno zdravlje zaposlenika, a osobito vrlo stresnih zanimanja kao što su profesije u zdravstvu, pravosuđu, policiji i sl., nije luksuz već profesionalna obveza. U organizaciji koja se brine o svojim zaposlenicima istaknuto mjesto treba imati sustavno planiranje i provođenje organizacijskih mjera za sprečavanje psihičkog zlostavljanja i smanjivanje radnog stresa., The purpose of this paper is to analyse the problem of stress and psychological abuse at the workplace. The condition of stress at the workplace can be defined as a series of physiological, psychological and behavioural reactions that are harmful to an individual, and in which the job demands are not in accordance with the individual's capabilities, capacities and needs. The syndrome of job-related burn-out is one of the most unfavourable consequences of being exposed to professional stress for a long period of time. Work-related stress is the result of the interaction of employees and job characteristics. Psychic abuse represents a complex socio-medical problem of moral abuse at work that results in consequences for the psychical and physical health of the victim. It is a well-known fact that work with people is complex and it is a significant source of stress. This paper attempts to warn on the differences between causes and consequences of professional burn-out and psychological abuse, as well as to offer possible methods of facing these problems. Care for the mental health of the employees, particularly in case of stressful occupations, such as health care, judiciary, police and so on, is not a luxury, but a professional obligation. In the institution that takes care of its employees, a prominent place should be given to systematic planning and implementation of organisational measures to prevent psychological abuse and to reduce work-related stress.