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Večina zaposlenih delo na delovnem mestu opravlja sede. Dolgotrajno sedenje in pomanjkanje gibanja vodita do številnih negativnih fizičnih in psihičnih posledic, ki jih lahko uspešno zmanjšamo s telesno aktivnostjo. Za ugotavljanje vpliva telesne aktivnosti na nekatere psihološke dimenzije zaposlenega, smo uporabili metodo »Feldenkrais for Business«™, katera obravnava um in telo kot nedeljivo celoto. Z magistrskim delom smo želeli ugotoviti, kako redno izvajanje metode »Feldenkrais for Business«™, vpliva na izboljšanje kognitivnih sposobnosti zaposlenih in njihovo soočanje s stresom. Oboje je osnova za zadovoljno in produktivno delo v podjetju, kakor tudi nujno za zmanjšanje problema absentizma. V raziskavo je bilo vključenih 96 zaposlenih v vodilnem slovenskem podjetju na področju farmacije, v Leku. Uporabili smo anonimni vprašalnik, ki je vseboval osnovne podatke o zaposlenih. Za ugotavljanje stresa in stresnih odzivov smo uporabili vprašalnik (Tušak in Kovač, 2014), na podlagi katerega smo primerjali psihološke dimenzije soočanja s stresom pred in po izvedbi programa vadbe »Feldenkrais for Business«™. Vpliv vadbe na spremembo v kognitivnih sposobnostih smo merili z dvema nevropsihološkima testoma: Stroopov besedno-barvni test (The Stroop test- TST) in testom sledenja (Trail making test- TMT). Podatki so bili statistično obdelani s pomočjo statističnega programa SPSS 21 (SPSS Inc., Chicago, Illinois, ZDA). Ugotovili smo, da se je vpliv vadbe »Feldenkrais for Business«™ izkazal za učinkovitega pri zmanjšanju negativnih simptomov izgorelosti na delovnem mestu, ne pa tudi stresa in anksioznosti. Primerjava analize vprašalnika o stresnih odzivih je pokazala statistično izboljšanje samozavesti, splošnega počutja in zadovoljstva z življenjem, s tem pa izboljšanje produktivnosti na delovnem mestu. Prav tako so rezultati pokazali pozitiven vpliv vadbenega programa na izboljšanje kognitivnih sposobnosti, kar se kaže v večji zbranosti, boljši komunikaciji in zadovoljstvu s samim seboj. Most employees in the workplace perform while mostly sitting. Prolonged sitting and lack of exercise lead to a number of negative physical and psychological consequences that can be successfully prevented with increased physical activity. To determine the impact of physical activity on some psychological dimensions of employees, we used the methodology "Feldenkrais for Business"™, which treats the body and mind as an inseparable whole. With this master's thesis, we wanted to find out how regular implementation of the "Feldenkrais for Business"™ method, affects the improvement of cognitive abilities of employees and their ability to cope with stress. Both are the basis for satisfactory and productive work in the company, as well as necessary, to reduce the problem of absenteeism. The survey included 96 employees from a Slovenian pharmaceutical company called Lek. We used anonymous questionnaires that contained basic information about employees. To determine stress levels and stress responses, we used a questionnaire (Tušak and Kovač, 2014), on the basis of which we prepared the psychological dimensions of coping with stress before and after the implementation of the exercise program "Feldenkrais for Business"™. The effect of exercise on the change in cognitive abilities was measured by two neuropsychological tests: The Stroop color-word test (TST) and the Trail-making test (TMT). Data were statistically processed using the statistical program SPSS 21 (SPSS Inc., Chicago, Illinois, USA). We found that practicing the exercise program “Feldenkrais for Business”™ proved to be an effective deterrent against the negative symptoms of burnout in the workplace, but not stress and anxiety. A comparison of the analysis of questionnaires on stress responses showed a statistical increase in self-confidence, general well-being and life satisfaction, and thus an increase in productivity at the workplace. The results also showed a positive impact of the exercise program on the improvement of cognitive abilities, which is reflected in greater concentration, better communication and self-satisfaction.

Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.

Živimo v času, ko so edina stalnica spremembe (Ovsenik in Ambrož, 2010), ki vplivajo na vsa področja poslovnega pa tudi osebnega življenja, inovativnost pa je v takšnih razmerah velik izziv. Delovna organizacija, ki hoče v teh spreminjajočih se razmerah preživeti, mora graditi na človeškem kapitalu. Ljudje, kot edini proizvodni faktor, ki dodajajo vrednost, postajajo vse bolj ključni za preživetje organizacije. We live in a time when the only constant are changes (Ovsenik in Ambrož, 2010) that affect all areas of business as well as personal life and innovation in such situation is a major challenge. The labor organization who wants to survive in this changing context must be built on human capital. People, as the only production factor that adds value, are becoming increasingly crucial for the survival of the organization.

Nasilje na delovnem mestu je pogosto prikrit, destruktiven in nevaren pojav za zaposlene, ustrezno delovno klimo, zdravo delovno okolje in celotno družbo. V magistrskem delu pojav verbalnega nasilja raziskujemo v različnih delovnih okoljih. Pojav preučujemo na podlagi teoretičnih izhodišč in empirične raziskave v štirih delovnih organizacijah. Razkrivamo vzroke in posledice verbalnega nasilja, oblike neustreznega komuniciranja, značilnosti ljudi, ki so žrtve omenjenega nasilja in agresivne ljudi, ki te ljudi verbalno napadajo. Dosedanje raziskave nasilja na delovnem mestu so pokazale, da je pojav pogosto prisoten na mikro- kot tudi makronivoju delovnih organizacij. Med aktivnim prebivalstvom je bilo po podatkih nasilja na delovnem mestu deležnih približno 3–9 % ljudi. Verbalno nasilje deluje negativno na delovno klimo zaposlenih, ruši notranje delovne odnose v kolektivu, slabi vertikalno ter horizontalno verbalno in neverbalno komunikacijo, zmanjšuje prenos komunikacijskih sporočil med zaposlenimi. Empirična raziskava je pokazala, da je četrtina zaposlenih žrtev verbalnega nasilja, pogosteje so ženske. Pojav je bil prisoten na vseh raziskovanih delovnih področjih. Najpogostejše oblike verbalnega nasilja so žaljivke, verbalni napadi, grožnje in ustrahovanje. Žrtve so doživljale stisko, zdravstvene težave, pojavljanje depresije, slabši delovni učinek, fluktuacijo bolniških odsotnostih. (Emotional) abuse in the workplace is often a hidden, destructive and dangerous phenomenon for the staff, a healthy work environment and the whole society. This thesis is a research on the phenomenon of verbal abuse in various working environments. We have done on the basis of theoretic issues and the empirical research in four working organisations. We reveal causes and consequences of verbal abuse, forms of inappropriate communicating, characteristics of victims of such abuse and agressive people, verbally abusing the others. Previous researches of bullying and emotional abuse in the workplace have shown, that the phenomenon is often present at the micro as well as at the macro level of the working organisations. According to data, 3-9 % of people have suffered abuse in the working place. Verbal abuse has a negative effect on the working environment, a destructive effect on the working relations within the collective, weakens vertical and horizontal verbal and nonverbal communication and reduces the transmission of communicative messages among staff. The empirical research has shown, that a quarter of workers, mostly women, are victims of verbal abuse. The phenomenon was present at all the working areas. The most common forms of verbal abuse are offensive words, verbal attacks and threats. The victims felt distress, health problems, depression, lower working efficiency and fluctuation of sickness abscence.