Search

The subject of this work will be to describe and evaluate the current education system in the selected organization and analyze the educational needs of employees, their motivation and barriers for further education. The work will be divided into two parts. It is the theoretical part and the empirical part. The theoretical part describes the basic concepts associated with personnel management, tasks and strategies of human resources management and the importance of education for organization. It will also focus on the motivation of employees for further education and barriers that prevent employees from education. The issue of objectives and philosophy of education, education system, education process and methods of education will be addressed. The text will draw on domestic and foreign literature. The next chapter will analyze the system of education of employees in a selected organization that will rely on the case study and subsequently the interpretation of the obtained data. The research will be carried out in the first phase in the form of a questionnaire survey, followed by the second phase, namely direct interviews with employees of the given branch of the organization and their manager responsible for education. In the end, all findings resulting from the research will be summarized, the...

The thesis deals with the system of benefits in a selected state health care facility. The aim of the thesis was to find out what benefits are provided by the Psychiatric Hospital Červený Dvůr and based on the analysis of the obtained data, to suggest possible ways of improvement. The thesis examined the structure of employee benefits offered, the extent to which benefits are used and whether they correspond to the needs and preferences of employees. 3 survey methods were used for data collection: analysis of the Collective Agreement of the Psychiatric Hospital Červený Dvůr for the year 2020 to 2022, analysis of data from the Vema personnel and payroll system and survey in the form of an anonymous questionnaire.

Productivity in agriculture strongly depends on the motivation of employees, but it is often difficult for both Lithuanian and Šiauliai county farmers to find enough motivated employees who are able to work productively in agriculture. In order to increase productivity, it is appropriate for owners of medium and small farms to have a good understanding of the motivation of their employees and to know how to increase it. Thus, the problem can be formulated with the question: what is the motivation of employees in medium and small agriculture in Šiauliai county and how could it be increased? The aim of the research is to analyze the theoretical concept of motivation of employees, to evaluate motivation of employees in medium and small agriculture of Šiauliai county and to determine the possibilities of increasing motivation. Research methods: comparative and systematic analysis of scientific literature; questionnaire survey of medium and small agricultural workers in Šiauliai county (quantitative research); descriptive statistics. The paper consists of an introduction, two main parts (theoretical and research), conclusions and recommendations, references, appendices. The theoretical part of the paper analyzes the concept and need for motivation of employees, analyzes theories of motivation of employees, identifies factors influencing motivation of employees, identifies the most important measures to increase motivation of employees, analyzes the peculiarities of motivation of employees in the agricultural sector. In the research part of the paper the research of motivation of employees in medium and small farms of Šiauliai county is performed and the results of this research are presented. At the end of the research part, the possibilities of increasing the motivation of employees in the medium and small farms of Šiauliai county are evaluated. The main results of the theoretical part and the empirical research are presented in the conclusions of the paper. The possibilities of increasing the motivation of employees in the medium and small farms of Šiauliai county are summarized in the recommendations. The research found that the most important aspects of agriculture that affect motivation of employees are: seasonality of work, high dependence of productivity on natural and climatic conditions, sometimes low degree of automation and mechanization of labor, leading to higher demand for manual labor. Some of the needs of workers and the means of meeting them in the agricultural sector are specific (eg payments in kind for agricultural products) or partly specific (eg food security in the workplace) and therefore less specific or non-specific to other sectors of the economy. The research conducted in this paper showed that almost a third of the surveyed employees of Šiauliai county agricultural sector have no motivation to work or it is low / very low. The inability to meet the needs and expectations of some employees reduces their motivation to work. In the agricultural sector of Šiauliai county, it is not possible to meet the needs of all groups of employees (physiological, security, social, respect, self-expression), compared to the importance of these needs. The level of satisfaction of all internal and external factors in the agricultural sector of Šiauliai county is not sufficient (compared to the importance) and may negatively affect the level of motivation of employees. The main reasons that have the greatest impact on the decrease (absence) of motivation of employees have been identified: lack of appreciation of the management for the hard work performed, low level of use of monetary and non-monetary motivational measures. It was established that the evaluations of work consequences and results in the agricultural sector of Šiauliai county depend on the level of motivation of the respondent (hence, the work results are significantly determined by the motivation of employees to work). It is assumed that respondents with low, very low or no motivation perform work on farms worse than their more motivated colleagues.

Introduction to the issue and the importance of the topic: The subject of this diploma thesis is to focus on issues related to teaching methods for the practice of hand hygiene in health care professionals in medical facilities. The issue of increasing efficiency in education is today an increasingly relevant topic supporting the activity of every person. In medical facilities, we encounter a problem with employee motivation, mutual interaction and communication when practicing new nursing procedures (hand hygiene), (Cullen, 2017). Unfortunately, most lecturers still teach only traditional teaching methods and use activating methods minimally or not at all (Sitná et al., 2009). Such a stereotype in the teaching process often provides only mechanical reproduction of the learned content. There is no consideration of understanding and practical interconnection, which is often boring and cumbersome for employees (Duran et al., 2017). The lecturer should pass on theoretical knowledge and practical skills to the given employees and thus develop their attitudes necessary for the performance of their profession (Vengl, 2011). Although much attention is paid to education in the literature, the methods used are often briefly characterized and listed by the authors. The primary focus of this work is on...

There are a lot of factors affecting employee motivation in the company. Some of them are supported by law, while others result from voluntary activities of the company, and the way to some of them still have not been found. Our research dealt with one of the possibilities, the S-LCA indicators as employee motivation factors. The attention is usually paid to companies and their system of employee stimulation. This research is supported by in-depth literature review in the field of S-LCA. Our research addressed employees of one medium-sized company to find out what they think of the activities of their management in the area of stimulation of their employees. Using a factor analysis, we found seven basic motivation factors, i.e. Safety at Work, Fair Remuneration, Social Security and Benefits, Work Climate, Basic Rights and Freedoms, Corporate Image, and Equal Opportunity. In the context of social impacts of manufacturing on employees, individual employee groups are motivated to work in different ways. Faktorů, které ovlivňují motivaci zaměstnanců ve firmě, je celá řada. Některé z nich mají oporu v zákonech, jiné vyplývají z dobrovolné činnosti podniků a k ​​některým se stále nevěnuje patřičná pozornost. Výzkum se zabýval jednou z možností, ukazateli S-LCA jako potenciálními faktory pro motivaci zaměstnanců. Obvykle je pozornost je věnována firmám a jejich systému stimulace zaměstnanců. Tento výzkum je podpořen hloubkovým přehledem literatury v oblasti S-LCA. Náš výzkum oslovil zaměstnance jedné středně velké firmy, abychom zjistili, co si myslí o aktivitách jejich vedení v oblasti stimulace svých zaměstnanců. Pomocí faktorové analýzy jsme našli sedm základních motivačních faktorů, konkrétně bezpečnost při práci, spravedlivé odměňování, sociální zabezpečení a benefity, pracovní klima, základní práva a svobody, image společnosti a rovné příležitosti. V kontextu sociálních dopadů výroby na zaměstnance jsou však jednotlivé skupiny zaměstnanců motivovány k práci různými způsoby.

Pojam i primjena društveno odgovornog poslovanja u posljednje vrijeme sve je više popularna i postala je ustaljenom praksom u razvijenom svijetu zato što se pokazalo kako od prakse uvođenja društveno odgovornog poslovanja korist imaju svi uključeni. Jasno je kako sva poduzeća sve više ulažu u svoje zaposlene i drže ih kao najvažnijim resursom. Brigom o zaposlenima sama poduzeća dobivaju na konkurentnosti i znatno napreduju. Jedno od takvih poduzeća je i ''Cemex'', kojemu je društveno odgovorno poslovanje sastavni dio identiteta poslovnih aktivnosti. Ovo poduzeće, od samih početaka, svjesno je svog utjecaja i odgovornosti prema društvenoj zajednici u koju je duboko ukorijenjena. Svojim konkretnim projektima, ulaganjem u zadovoljstvo i motivaciju, poduzeće ''Cemex'' doprinosi razvoju i podizanju kvalitete života zaposlenih, ali i šire društvene zajednice. Zadovoljstvo i motivacija zaposlenih ključan su faktor uspjeha određenog poduzeća. Svrha motivacije je poticati zanimanje zaposlenih na maksimalno uključivanje u radni proces, odnosno sudjelovanje u ostvarenju samog cilja organizacije. Cilj istraživanja bio je utvrditi na koji način društveno odgovorno poslovanje utječe na motivaciju zaposlenih u ''Cemex-u'' te u kojoj mjeri i čime su zaposleni u ovom poduzeću najviše motivirani. Empirijska istraživanja provedena su formuliranim anketnim upitnicima na uzorku od 36 zaposlenika ''Cemex'' Hrvatska te se dolazi do zaključka da su zaposlenici ovog poduzeća izuzetno zadovoljni načinom na koji se upravlja organizacijom. Vodstvo poduzeća potiče suradnju na timski rad te cijeni motiviranost svojih zaposlenika. Ono što je jako važno i bitno za daljnji napredak svakog poduzeća, pa tako i ''Cemex'' Hrvatska, je da se uvažavaju prijedlozi zaposlenika te da su zaposleni većinom motivirani visinom svoje plaće. Osim toga ovo poduzeće ulaže u znanja svojih zaposlenika održavanjem raznih seminara i edukacija kako bi se pratili svjetski trendovi te poboljšala motiviranost na poslu. The concept and application of corporate social responsibility has become more and more popular lately and has become a common practice in the developed world because it has been shown that the practice of introducing corporate social responsibility benefits everyone involved. It is clear that all businesses are increasingly investing in their employees and holding them as the most important resource. By caring for employees, companies themselves are gaining competitiveness and making significant progress. One such company is Cemex, to which corporate social responsibility is an integral part of the identity of business activities. From the very beginning, this company is aware of its influence and responsibility towards the social community into which it is deeply rooted. Through its specific projects, investing in satisfaction and motivation, Cemex contributes to the development and improvement of the quality of life of employees, but also of the wider community. Employee satisfaction and motivation are a key factor in the success of a company. The purpose of the motivation is to stimulate the interest of employees to the maximum involvement in the work process, that is, participation in the realization of the goal of the organization. The aim of the research was to determine how socially responsible business influences the motivation of the employees of Cemex and to what extent and to what extent are the employees most motivated in this company. Empirical research has been carried out by formulated questionnaires on a sample of 36 employees of '' Cemex '' Croatia and it is concluded that the employees of this company are extremely satisfied with the way they manage the organization. Company leadership encourages collaboration on teamwork and appreciates the motivation of its employees. What is very important and important for the further advancement of every company, including Cemex Croatia, is that employees' suggestions are respected and that employees are mostly motivated by the amount of their salary. In addition, this company invests in the knowledge of its employees by holding various seminars and trainings to follow global trends and improve motivation at work.

В настоящей статье автор проводит научное рассмотрение вопроса анализа мотиваций работников через призму сравнения различных точек зрения ученых. Исследование показывает, что мотивация работников является важнейшим фактором повышения эффективности управленческой деятельности организации. Поскольку мотивация работников является очень важной и необходимой составной частью системы управления организации, то актуальность данной статьи не вызывает сомнения. В статье применяется анализ различных научных подходов в области исследования мотивации работников. Ключевой проблемой автор видит жесткую привязанность существующих теорий мотивации и предлагает не разграничивать теории, а применять их более гибко в управленческой деятельности, в зависимости от специфики и условий внешних и внутренних факторов, оказывающих влияние на мотивацию работников в организации. Обосновано, что система нематериальных факторов способствует созданию благоприятного микроклимата в коллективе, который сможет нивелировать недостатки материальных стимулов и направить работников на совершенствование своей эффективности. К основным результатам статьи можно отнести раскрытие основных проблем, на которые могут быть нацелены научные исследования по вопросам дальнейшего изучения и исследования мотиваций работников на предприятиях. На основе этих результатов автором сделаны выводы относительно понимания особенностей различных теорий мотивации персонала, а также проведено сравнение и анализ различных теорий автором подчеркивается важность мотивации персонала для высокоэффективной работы как работников, так и предприятия в целом. Также в статье обоснована необходимость формирования эффективной системы управления персоналом, которая основывается на балансе материальных и нематериальных стимулов., The author of this article conducts a scientific consideration of theissue of analyzing the motivations of employees through the prism of comparing different scientists standpoints. The study shows that motivation of employees is the most important factor in improving theefficiency of theorganizations management activities. Since motivation of employees is very important and necessary part of theorganizations management system, therelevance of this article is not in doubt. The article uses theanalysis of various scientific approaches in thefield of research of employee motivation. The author sees the hard attachment of existing theories of motivation as a key problem and suggests not delimiting theories, but applying them more flexibly in management activities, depending on thespecifics and conditions of external and internal factors that influence the motivation of employees in the organization. It has been substantiated that the system of nonmaterial factors contributes to thecreation of a favorable microclimate in the team, which can level the shortcomings of material incentives and direct workers to improve their efficiency. Themain results of thearticle include the disclosure of the main problems that can be focused on research on the further study and research of employee motivation in enterprises. On the basis of these results, the author made conclusions regarding the understanding of the features of various theories of personnel motivation, and also compared and analyzed various theories The author emphasizes the importance of staff motivation for the highly efficient work of both employees and theenterprise as a whole. The article also substantiates the need to form an effective personnel management system, which is based on a balance of material and nonmaterial incentives., №5(61) (2019)

Объектом исследования является ООО «Максидом». Целью выпускной квалификационной работы является анализ текущей стратегии развития, деятельности компании, внутренней и внешней среды для принятия решения о Ð¼ÐµÑ€Ð°Ñ Ð¿Ð¾ ее совершенствованию. На основе анализа DIY рынка был выделен ТОП компаний дано отрасли. Для анализа существующей системы ÐºÐ»ÑŽÑ‡ÐµÐ²Ñ‹Ñ Ð¿Ð¾ÐºÐ°Ð·Ð°Ñ‚ÐµÐ»ÐµÐ¹ была подготовлена статистика компании ООО «Максидом». Проведен анализ финансово-Ñ Ð¾Ð·ÑÑÑ‚Ð²ÐµÐ½Ð½Ð¾Ð¹ деятельности, SWOT-анализ и PEST-анализ. Были выявлены стратегические цели, такие как укрепление позиций и внедрение Ñ‚ÐµÑ Ð½Ð¾Ð»Ð¾Ð³Ð¸, чтобы не отставать от конкурентов, увеличение доли рынка за счет бренда и Ñ Ð¾Ñ€Ð¾ÑˆÐµÐ¹ репутации, ускоре-ние Ð¸Ð½Ñ„Ð¾Ñ€Ð¼Ð°Ñ†Ð¸Ð¾Ð½Ð½Ñ‹Ñ Ð¿ÑƒÑ‚ÐµÐ¹ в компании и улучшение рекламы, модернизация в сфере обслуживания. Реализация Ð¿Ñ€ÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð½Ñ‹Ñ Ð¼ÐµÑ€ по совершенствованию стратегии развития приведет к улучшению мотивационной составляющей сотрудников, увеличению фактической выручки, удовлетворению клиентов, усилению позиций на конкурентном рынке и ускорению информационной связи между подразделениями., The object of the study is LLC "Maxid". The purpose of the final qualifying work is to analyze the current development strategy, the company's activities, the internal and external environment in order to decide on measures to improve it. Based on an analysis of the DIY market, the top companies given to the industry were highlighted. For the analysis of the existing system of key indicators, statistics of the company “Maxidom” was prepared. The analysis of financial and business activities, SWOT-analysis and PEST-analysis. Strategic goals were identified, such as strengthening positions and introducing technology to keep up with competitors, increasing market share through brand and good reputation, accelerating information paths in companies and improving advertising, and modernizing services. The implementation of the proposed measures to improve the development strategy will lead to an improvement in the motivational component of employees, an increase in actual revenue, customer satisfaction, a strengthening of positions in a competitive market and an acceleration of informational communication between departments.

Vsaka organizacija se trudi zaposliti najboljši kader na svojem področje delovanja, celoten kader namreč na koncu vpliva na uspešnost same organizacije. Želijo si motiviranih, zadovoljnih, uspešnih, iznajdljivih posameznikov, ki jih usmerjajo k doseganju želenih ciljev. Za uspešno vodenje zaposlenih pa je potrebno tudi ustrezno vodstvo, ki zna svoje zaposlene usmerjati, jim svetovati in pomagati. V diplomski nalogi bom raziskovala vpliv organizacijske klime na delovni proces in okolje v organizaciji X. Zanima me, kako organizacijsko klimo zaznavajo zaposleni. Ker je v organizacijah zelo pomembno sodelovanje med zaposlenimi, je treba vzpostavljati in ohranjati dobre odnose, ker vsi ti dejavniki vplivajo na učinkovitost določene organizacije. V teoretičnem delu diplomske naloge so predstavljeni relevantni pojmi za obravnavo tematike, v empiričnem delu je opisana kvalitativna analiza raziskave v organizaciji X, cilj pa je primerjati rezultate s teoretičnimi izhodišči in na koncu podati predloge za ohranjanje, izboljšanje organizacijske klime. Every organisation tries to hire the best staff possible for their operational scope, because it is the entire staff that has an effect on the success of an organisation. They wish to employ motivated, happy, successful, and resourceful individuals that can help the organisation reach its objectives. Proper management is necessary for successfully leading the employees, for example, the kind of management that knows how to direct, advise and help its employees when needed. For this diploma assignment, I will research the influence of an organisational climate on the working process and environment in organisation X. I am also interested in observing how the employees experience organisational climate. Cooperation between employees is very important in any organisation, which is why it is necessary to establish and maintain good relations since all these factors influence the efficiency of an organisation. In the theoretical part of this paper, the relevant concepts for the observed topic are defined. The empirical part includes a qualitative analysis of the research that was carried out in organisation X. The aim is to compare the obtained results with theoretical starting points and provide suggestions for preservation and the improvement of their organisational climate.

Publikacja recenzowana / Peer-reviewed publication Liczne badania pokazują, że zaangażowanie w pracę pracowników jest bardzo niskie. Gamifikacja jest techniką, która to zaangażowanie i motywację może zwiększyć. Celem badań było określenie czynników, które pracownicy uważają za motywujące do pracy oraz sprawdzenie, jakie systemy motywacyjne są obecnie używane przez pracodawców. Dodatkowo sprawdzono czy mechanizmy gamifikacji są używane przez pracodawców i czy oni ich potrzebują. Numerous studies show that the involvement in the work of employees is very low. Gamification is a technique that can increase the commitment and motivation of employees. The aim of the research is to determine factors that employees consider motivating to work and to check what motivational systems are currently used by employers. In addition, it aims at checking whether gamification mechanisms are used by employers and whether employees need them.

The main aim of this diploma thesis is to analyse the state of remuneration of employees, the way of their motivation and suggest a possible change of the system based on the found results. The aim of the first, theoretical part is the synthesis of professional publications, the output of which will be a literary overview. The comprehensive view of the issue is set and there are analysed the most important theoretical findings relating to the medium-sized business, motivation, motivation theory, motivation and remuneration, remuneration management and its objectives, rewards and work performance, the structure and form of wages, evaluation of work, the most common forms of wages, employee benefits, MS as an instrument for motivation and remuneration. The course of the research is presented in the practical part and it is carried out in the XY health insurance company. At first, this organization is briefly described and then a self-directed research is conducted through a questionnaire survey of counter staff, client centre managers and project managers / shoppers, the current state of employee remuneration and motivation is analysed.Subsequently, an analysis of the effect of the IMS reward compared with the adoption of IMS and motivation for improvement of client center managers and counter-staff is performed. Thus the data obtained from the questionnaire survey with the data provided by the company on IMS remuneration are compared. Finally, the acquired data are evaluated, suggested recommendations for improvement of the situation and a summary of the work is drawn up.

This bachelor thesis focused on the identification and evaluation of the motivation system in the organization Primary School and Nursery School of Nová Říše. The aim of this work is to analyse the forms of motivation, motivation and stimulation in selected organization and proposals for improvement of possible shortcomings. The theoretical part contains literary research and there are defined basic terms on the given issue. The Practical part describes the methodological procedure, the research results and the characteristics of the organization in which the questionnaire was conducted. The methods of data collection used were questionnaire surveys, internal documents, observations, and unstructured interviews that served to discuss the individual issues. On the basis of the questionnaire survey, the current state of the motivation system in the organization, the motivation means and the stimulation means was identified. At the end of the work the results were evaluated and on the basis of these results were created suggestions and recommendations for improving the motivation system.

This diploma thesis is dealing with motivations of employees and volunteers to work in organization of civil society. The aim of the thesis was to compare motivations of employees and volunteers working in the particular organization of civil society and to find out if and eventually how, the volunteer and employee management's styles vary. The theoretical part focuses on the main theories of motivation and motivation strategies. The research was a case study of the civil society organization, which specify on the care of seniors. The thesis may be used by the organization for a feedback and it may bring some advices regarding workers motivations. Keywords Motivation of employees, volunteerism, motivation of volunteers, motivation strategies, social care, senior, civil society organization, case study

The goal of the thesis is to generally describe the meaning of company culture and introduce the readers to the company culture of Nike. The beginning of the thesis defines the company culture generally, describes the criteria of a strong company culture, determinants of influence, types of company cultures, company identity, company ethics, typology of company cultures, dimensions of national cultures and model approaches. The second part focuses on the characteristics, history, organizational structure of Nike. At the same time from the half of the second part starts the practical part of the thesis. Where communication within the company, company traditions and rituals and community impact are being researched. At the same time the type of culture is going to be determined. As well as style of work, motivation, evaluation of employees, education and dress code are being researched. The third part consists of survey through a depth interview with one of the senior managers of Nike. In analogy with the statements of Nike's employees an analysis is being made where the strength of Nike's company culture is going to be defined and the awareness of company culture of its employees.

У сучасному динамічному житті нові непередбачувані події, що відбуваються все більше і більше, повалюють, або приносять успіх і процвітання, або порушують життєвий шлях та діяльність багатьох людей, організацій, країн, регіонів. Наша неспроможність сприймати випадкові непрограмовані події обумовлена ​​тим, що результатом традиційної освіти є вміння логічно відображати та аналізувати інформацію. Для успішної роботи в умовах збільшення непередбачуваності та розбіжностей соціально-економічного розвитку необхідно, крім інфологічної парадигми сприйняття навколишнього світу, оволодіти парадигмою осягнення та творчої роботи. У цьому креативному менеджменті є способи та методи переключення тренінгів менеджерів, інженерів, підприємців на рівень конструктивного креативного мислення та активності шляхом поєднання логіки та евристичності. Монографія призначена для студентів та аспірантів, докторантів, керівників інструкторів та практиків менеджменту в економічній сфері, інженерних кадрів, усіх, хто хоче активно та цілеспрямовано працювати для процвітання своєї організації та творчого розвитку особистості. Це оригінальний ключ до розуміння сучасності та бачення майбутнього сучасної організації та соціально-економічного розвитку в цілому шляхом активізації гуманної творчої діяльності людини. В современной динамичной жизни происходят новые непредсказуемые события, все более свершающие, либо приносящие успех и процветание, либо нарушающие жизненный путь и деятельность многих людей, организаций, стран, регионов. Наша неготовность воспринимать случайные непрограммируемые события обусловлена ​​тем, что результатом традиционного образования является способность логически отражать и анализировать информацию. Для того, чтобы успешно работать в условиях повышения непредсказуемости и несоответствия социально-экономического развития, помимо парадигмы восприятия окружающего мира необходимо освоить парадигму понимания и творчества. В этом креативном менеджменте есть способы и способы переключения обучения менеджеров, инженеров, предпринимателей на уровень конструктивного творческого мышления и деятельности посредством сочетания логики и эвристики. Монография, предназначенная для студентов и аспирантов, докторантов, управленческих инструкторов и практиков менеджмента в экономической сфере, инженерных кадров, всех, кто хочет активно и целенаправленно работать ради процветания своей организации и творческого развития личности. Это оригинальный ключ к пониманию настоящего и видению будущего современной организации и социально-экономического развития в целом за счет активизации гуманной творческой деятельности человека. In a modern dynamic life new unpredictable events occurring more and more, overthrowing, either bringing success and prosperity or breaking a course of life and activity of many people, organizations, countries, regions. Our unreadiness to perceive random nonprogrammable events is caused by that the result of traditional education is ability to logically reflect and analyze the information. In order to work successfully under the conditions of increase of unpredictability and discrepancy of social and economic development, it is necessary besides infological paradigm of perception of the world around to master the paradigm of comprehension and creative work. In this creative management there are ways and methods of switching over of training of managers, engineers, entrepreneurs to level of constructive creative thinking and activity by way of combination of logic and heuristicity. The monograph meant for under- and postgraduate students, doctoral candidates, management instructors and practitioners of management in the economic sphere, engineering personnel, everybody who wants to work actively and purposefully for prosperity of one’s organization and personality creative development. This is an original key to understanding of the present and vision of the future of a modern organization and socioeconomic development on the whole through activation of humane creative activity of the person.

В данной работе рассматривается понятие финского менеджмента, который также носит название «Управления по результатам». Детально описывается система «Управления по результатам», формулируются особенности применения её принципов на практике. Подробно рассматривается опыт применения системы «Управления по результатам» рядом крупных зарубежных компаний.

Motivacija ljudi na delovnem mestu je izrednega pomena. Ljudje morajo biti za delo motivirani, saj bodo le tako opravili svoje delo kvalitetno. Motivacija je pravzaprav gonilna sila katera žene posameznika k cilju zato je izjemnega pomena za vse ljudi. Ljudje se razlikujemo seveda po načinu kateri nas motivira. Zato je dobro da managerji k vsakemu tipu osebnosti pristopijo na pravilen način in tako svojega zaposlenega motivirajo za nadaljnje delo. Pravzaprav so ključ do uspešnega podjetja motivirani in zadovoljni zaposelni. Visoko motivirani zaposleni so potencialni vir podjetja. Dobri poslovni rezultati, večja produktivnost in zadovoljstvo zaposlenih temeljijo na uspešno vodenem sistemu nagrajevanja in motiviranja zaposlenih. Če želi biti podjetje danes uspešno, mora biti drugačno, kar zagotavljajo zaposleni v podjetju. Diplomsko delo je osredotočeno na raziskavo motivacije ter pomembnosti tega v podjetju. Motivation of emploeeyes at workplace is very important side in company. People need to be motivated for work because the only way to work well is quality. Motivation is actually the driving force of the individual and it is most importance for all people in company. It is good that the managers of each type of personality know well and motivate with the correct way. In fact, the key to successful companies are motivated and satisfied emploeyees. Highly motivated employees are a potential source of companies. Good business results, increased productivity and employee satisfaction are based on successfully-run system of rewarding and motivated employees. If a company wants to be successful today, it must be different, which provide the company's employees.

В цій статті досліджені напрями та шляхи підвищення ефективності системи мотивації праці на підприємстві. Зроблено аналіз теоретичних і практичних положень спрямованих на удосконалення системи мотивації праці на підприємстві, а також розглянуті основні моделі та показники, які впливають на підвищення мотивації праці в нестабільних ринкових умовах., В этой статье исследованы направления и пути повышения эффективности системы мотивации труда на предприятии. Сделан анализ теоретических и практических положений направленных на совершенствование системы мотивации труда на предприятии, а также рассмотрены основные модели и показатели, которые влияют на повышение мотивации труда в нестабильных рыночных условиях., This paper examined trends and ways to improve motivation system in the enterprise. The analysis of the theoretical and practical provisions aimed at improving the system of motivation in the enterprise and the basic model and the parameters that influence the increase work motivation in volatile market conditions.

Nuolat didėjantys naujų technologijų proveržiai, konkurentų spaudimas ir globali rinka išryškina augantį ne tik išsilavinusių, kvalifikuotų, kompetentingų, bet ir motyvuotų žmogiškųjų išteklių poreikį. Motyvuoti žmogiškieji ištekliai yra neatsiejama ir būtina sąlyga organizacijai sėkmingai vystytis. Skirti ypatingą dėmesį žmogiškiesiems ištekliams būtina dėl to, kad turintys kokybišką išsilavinimą ir tinkamai motyvuoti darbuotojai gali padėti organizacijai įgyti ir išlaikyti ilgalaikį konkurencinį pranašumą. Nepaisant akivaizdžios žmogiškųjų išteklių motyvavimo svarbos, šiam reiškiniui ne visada skiriamas toks mokslininkų dėmesys, kokio šis nusipelno. Darbuotojų motyvacinių veiksnių tyrimo poreikis UAB „Konica Minolta Baltia“ yra aktualus dėl to, kad iki šiol nebuvo atliktas tokio pobūdžio tyrimas. Nustačius darbuotojų veiklos motyvus, pasitenkinimo darbu veiksnius bei motyvacinius veiksnius, remiantis organizacijos situacija, vadovų valdymo stiliumi, darbuotojų asmeninėmis savybėmis, darbo pobūdžiu bei kitus veiksnius, galima sukurti veiksmingą žmogiškųjų išteklių motyvavimo modelį UAB „Konica Minolta Baltia“. Šiame darbe bus sprendžiama ši problema: kokie motyvaciniai veiksniai daro įtaką žmogiškiesiems ištekliams. Tai lėmė šio darbo objektą, tikslą ir uždavinius. Darbo objektas – žmogiškųjų išteklių motyvavimas. Darbo tikslas – išanalizuoti žmogiškųjų išteklių motyvacinius veiksnius UAB „Konica Minolta Baltia“., Each organization is important to evaluate their employees satisfaction of them job and look for ways to properly motivate employees. It should be noted that due to lack of skilled employees, motivation studies of competent employees attracting and retention are becoming more relevant and implemented in many organizations. This work analyzes motivation of human resources at JSC “Konica Minolta Baltia”. The selected theme is relevant to JSC “Konica Minolta Baltia”, because it has never been done study of this kind in the organization. The object is motivation of human resources. The aim – analyze factors of motivation of human resources at JSC “Konica Minolta Baltia”. The objectives: 1) to analyze concepts of human resources, motivation, motive and motivating; 2) to analyze the factors of motivation of human resources, their complex and models; 3) to introduce JSC “Konica Minolta Baltia” activities and to perform the survey of employee motivation of JSC “Konica Minolta Baltia”, identifying key factors which motivate employees and presenting problem areas of employee motivation; 4) to supply the motivation model of human resources of JSC “Konica Minolta Baltia”. Research methodology: scientific literature analysis and questionnaire survey. Scientific literature analysis allows to state that the purpose of motivation of human resources is to strengthen the activities of employees, encouraging them to act in such a way that the employees and the organization to achieve the established goals and to fulfil each demands. Motivation factors are classified into economic, psychological and organizational. In order to effectively motivate human resources there must be applied a combination of combined motivation factors. Questionnaire research was performed in order to validate scientific literate theses. He proved that there is not the effective motivation system of JSC “Konica Minolta Baltia”. The majority of workers at least motivated by the following factors: “training development opportunities”, “career opportunities”, and the strongest motivate: “polite colleagues”, “the rate of pay”. According to the survey results there was supplied the motivation model of human resources of JSC “Konica Minolta Baltia”. This model revels what the organization should to do in order to work efficiently and achieve the organization's goals.

In this article the problem of motivation of employees, who are working with information system and whose work environment is full of monotonous, boring and repetitive tasks, is analyzed. On the basis of literature, theoretical aspects of work motivation are analyzed and it is suggested to use gamification in order to solve this problem. On the basis of literature, theoretical and practical aspects of motivation of gamers and gamification are analyzed. After all, it is suggested to use model which joins main aspects of employee needs and gamification. Through example of accounting specialists the offered model is used in practice. Based on the results of the research, opportunities of motivating accounting specialists through gamification of information system are evaluated. Article in Lithuanian. Darbuotojų motyvavimo žaidybinimo priemonėmis informacinėje sistemoje modelis Santrauka Šiame darbe yra nagrinėjama darbuotojų, kurie dirba su informacinėmis sistemomis ir kurių darbo aplinka yra monotoniška ir perkrauta nuobodžiais, pasikartojančiais veiksmais, motyvavimo problematika. Remiantis užsienio ir Lietuvos autorių literatūra, išanalizuojami teoriniai darbo motyvavimo aspektai ir pasiūloma šią problemą spręsti žaidybinimo priemonėmis. Žaidybinimas yra palyginus naujas reiškinys, todėl remiantis užsienio autorių literatūra, išanalizuojami teoriniai žaidėjų motyvavimo ir žaidybinimo aspektai. Remiantis darbuotojų poreikių ir žaidybinimo pagrindiniais aspektais, pasiūlomas modelis. Praktinis modelio pritaikymas demonstruojamas pasitelkiant buhalterinės apskaitos specialistų pavyzdį. Remiantis tyrimo rezultatais, įvertinamos buhalterinės apskaitos specialistų motyvavimo žaidybinimo priemonėmis informacinėje sistemoje galimybės. Reikšminiai žodžiai:BARTLE, darbuotojų motyvavimas, informacinės sistemos, PLEX, žaidybinimas.

In this article the problem of motivation of employees, who are working with information system and whose work environment is full of monotonous, boring and repetitive tasks, is analyzed. On the basis of literature, theoretical aspects of work motivation are analyzed and it is suggested to use gamification in order to solve this problem. On the basis of literature, theoretical and practical aspects of motivation of gamers and gamification are analyzed. After all, it is suggested to use model which joins main aspects of employee needs and gamification. Through example of accounting specialists the offered model is used in practice. Based on the results of the research, opportunities of motivating accounting specialists through gamification of information system are evaluated. Santrauka Šiame darbe yra nagrinėjama darbuotojų, kurie dirba su informacinėmis sistemomis ir kurių darbo aplinka yra monotoniška ir perkrauta nuobodžiais, pasikartojančiais veiksmais, motyvavimo problematika. Remiantis užsienio ir Lietuvos autorių literatūra, išanalizuojami teoriniai darbo motyvavimo aspektai ir pasiūloma šią problemą spręsti žaidybinimo priemonėmis. Žaidybinimas yra palyginus naujas reiškinys, todėl remiantis užsienio autorių literatūra, išanalizuojami teoriniai žaidėjų motyvavimo ir žaidybinimo aspektai. Remiantis darbuotojų poreikių ir žaidybinimo pagrindiniais aspektais, pasiūlomas modelis. Praktinis modelio pritaikymas demonstruojamas pasitelkiant buhalterinės apskaitos specialistų pavyzdį. Remiantis tyrimo rezultatais, įvertinamos buhalterinės apskaitos specialistų motyvavimo žaidybinimo priemonėmis informacinėje sistemoje galimybės. Raktiniai žodžiai:BARTLE, darbuotojų motyvavimas, informacinės sistemos, PLEX, žaidybinimas.

The aim of this Bachelor thesis is to describe, analyse and evaluate development, education and motivation of employees at a travel agency. The theoretical part defines the important chapters and concepts, which are necessary for the following analysis. In the following practical part the current state of development, education and motivation of employees at a specific russian travel agency is evaluated and analysed with the help of survey. At the end, there are a few suggestions on, what the travel agency could do to ensure even greater satisfaction of employees. This Bachelor's thesis is based on scientific literature devoted to the topic, company internal materials and the author's own experience, which she garnered while working in that particular company.

Uspešnost mladega podjetja je v veliki meri odvisna od motivacije managerjev kot tudi od motivacije vseh vključenih v proces prodaje izdelkov. Motivacija je pomembna aktivnost managerjev, s katero želijo spodbuditi svoje zaposlene, da bi svoje delo opravljali čim učinkovitejše in s tem dosegli kar se da dobre rezultate, pomembne za podjetje. Diplomski seminar je sestavljen iz dveh delov – iz teoretične osnove, ki opisuje pojme s področja motivacije, motivacijske dejavnike, tehnike in teorije. V praktičnem delu pa smo teoretične osnove aplicirali na preučevano podjetje. Preučili smo delovanje podjetja in osnovali predstavitev poslovanja podjetja pasja pekarna HOV HOV. V zaključnem delu diplomskega seminarja predstavljamo raziskavo, s katero smo preverili zastavljene hipoteze o motivaciji zaposlenih v podjetju. Osrednji del raziskave izhaja iz vprašalnika in intervjuja z lastnico. Z vprašalnikom smo želeli izvedeti, kateri dejavniki zaposlene najbolj motivirajo, da se pri svojem delu potrudijo oziroma, kateri dejavniki jim naredijo delo zanimivejše. Z metodo intervjuja pa smo želeli raziskati motiviranost lastnice za ustanovitev podjetja in njeno vizijo za nadaljevanje poslovanja le- tega. Pri diplomskem seminarju smo med drugim uporabili tudi deskriptivno in induktivno metodo, metodo anketiranja in kvantitativne metode. Pri izdelavi diplomskega seminarja bistvenih omejitev ni bilo. Kot delno omejitev bi lahko navedli intervju z lastnico zaradi njenega zasedenega urnika. Rezultati vprašalnika kažejo, da zaposlene najbolj motivira plačilo, pohvale zaposlenih in živali v trgovini. Dobljeni rezultati so tudi potrdili hipotezo, da je motivacija zaposlenih v podjetju visoka, zaposleni pa so bolj motivirani za prodajo ob lepem vremenu. Hipotezi, da so zaposleni bolj motivirani za prodajo pri strankah s psmi in da zaposlene za delo najbolj motivira denarna nagrada, sta bili prav tako potrjeni v skladu z rezultati raziskave. Zaključimo lahko z ugotovitvijo, da se rezultati raziskave skladajo s prvotno zastavljenimi hipotezami in pričakovanji. The success of the young company depends largerly on the motivation of managers as well as of all those involved in the process of product sales. Motivation is an important activity for managers, with whom they want to encourage their employees to carry out their work as effectively as possible and to achieve the best possible results, needed for the company. Graduate seminar contains two parts. In first, theoretical part we have described the concepts of motivation, motivational factors, techniques and theories and in the practical part, we have applied theoretical basis of studied company. We have examined the functionality of the company and set up the presentation of business of Dog bakery HOV HOV. In the final part of graduate seminar, we have presented a study in which we verified the hypotheses about the motivation of employees in the company. The central part of the research follows from a questionnaire and an interview with the owner. With questionnaire we were trying to find out which factors most motivate employees to conduct their work effort, and what factors make their work more interesting. With the method of the interview, we wanted to explore the motivation of the owner for starting the company and her vision for the future business. In the graduate seminar we used descriptive, inductive, survey and quantitative methods. In process of making the graduate seminar, there weren’t any significant restrictions. As a partial restriction we could point out an interview with the owner, primarly because of her busy schedule. The results of the questionnaire showed that the most motivating factor for employees are salary, compliment of customers and working with animals in the store. The results also confirm the hypotheses, that the overall motivation in company is high, employees are more motivated to sell their products to customers with dogs and also employees are more motivated for work in clear weather. Dog bakery is no different from any other companies and our hypothesis the best motivator for employees is wage. We can conclude by stating that the results of the research are consistent with the originally set hypotheses and expectations.