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Digital technologies are transforming economic activity and opening up new opportunities, such as those being exploited by digital entrepreneurs. We study influencers and bloggers as a specific type of digital self-employment and as an under-researched phenomenon of social media entrepreneurship. The aim of this study is to explore the entrepreneurial motivations of influencers and bloggers and to investigate the specifics of their entrepreneurial process. A qualitative research approach involving interviews with 10 social media entrepreneurs provides insights into additional dimensions they bring to the concepts from entrepreneurship research. Our findings reveal the accelerated dynamics of the experimentation phase of the entrepreneurial process, which presents both advantages and disadvantages for the entrepreneur. Public exposure is one of the biggest challenges for them, suggesting that legitimacy is a crucial resource for social media entrepreneurs. We also find that they did not enter entrepreneurship in a planned and purposeful manner, but became aware of the possibility of starting a business while pursuing their interests.

V diplomski nalogi želimo pojasniti, kako se na čim bolj učinkovit način prilagoditi novemu okolju, novi socialni skupnosti in na kakšen način graditi odnose z zaposlenimi, ki so že zaposleni v izbranem podjetju. Vsekakor želimo poudariti pomen in razjasniti pomen prilagajanja novozaposlenega posameznika, kjer ne pozna nikogar in sploh ne ve, za kakšne odnose gre v organizaciji. Istočasno bomo skušali pojasniti pomen odprtega sodelovanja z vodjo ter neposrednega vzpostavljanja vsakodnevne komunikacije, ki ima velikanski vpliv na izgradnjo sodelovanja in zaupanja z vodjo in z vsemi novimi sodelavci. Posebno pozornost nameravamo nameniti načinom motiviranja novozaposlenega z namenom, da čim bolje opravlja zaupane naloge in gradi zaupanje in sodelovanje s kolegi v kolektivu. Gre za poseben pomen vzpostavitve kakovostnih odnosov med vsemi zaposlenimi, ki jih ima organizacija na razpolago, da lahko doseže zastavljene rezultate. Prepričani smo, da gre za pomembno nalogo vodij, ki imajo svoja pooblastila in odgovornosti na področju kakovostne uvedbe novega posameznika v kolektiv – v nasprotnem primeru pa gre za snovanje novih konfliktov in izgubo časa in energije na vseh področjih. In my diploma thesis, we will do our best to explain how to adapt to the new working environment, the new social community in the most effective way, and how to build relationships with employees who are already employed by the selected company. We certainly want to emphasize the importance and clarify the importance of adapting a newly employed individual, where he knows no one and does not even know what relationships are in the organization. At the same time, we will try to explain the importance of open cooperation with the leader and the direct establishment of everyday communication, which has giant influence on the construction of cooperation and confidence with the leader and with all new associates. We intend to pay special attention to the methods of motivating a new employee in order to perform the tasks entrusted as much as possible and build confidence and collaboration with colleagues in the collective. It is a special importance of establishing quality relationships between all the employees that the organization has at its disposal in order to achieve the set results. We are convinced that this is an important task of leaders who have their powers and responsibilities in the field of quality introduction of a new individual into the collective – otherwise it is about designing new conflicts and a waste of time and energy in all areas.

Povratne informacije zaposlenih o njihovem zadovoljstvu so bistven prispevek k uspešnemu poslovanju vsake organizacije. Zadovoljstvo zaposlenih je točka na krivulji, ki lahko strmo pade in s tem povzroči veliko škode, če ji organizacija ne posveti svoje pozornosti. Prav zato je potrebno nenehno usmerjanje v raziskovanje na področju zadovoljstva zaposlenih in ob spoznanju kritičnih dejstev je nujno učinkovito in hitro ukrepanje za odpravo negativnega stanja. Eden izmed učinkovitih načinov pridobivanja povratnih informacij zaposlenih je izvedba anketne raziskave. Teoretični del bo tako zajemal stališča in spoznanja domačih in tujih študij ter drugih virov na področju zadovoljstva zaposlenih. Predstavljeni bodo osnovni pojmi in dejavniki, ki so povezani z zadovoljstvom ter motivacijo zaposlenih. Uporabljena bo kvantitativna metoda merjenja in v povezavi s tem izvedena anketa, ki prikazuje dejansko sliko povratnih ocen anketirancev o zadovoljstvu s posameznimi elementi in njihovo pomembnostjo. Ugotovitve kažejo, kako zelo pomembni za zaposlene so določeni dejavniki zadovoljstva, ki pa po drugi strani kažejo nekoliko slabšo sliko, kot je dejansko stanje. Rezultati analize so zelo koristni za vodstvo izbrane organizacije, saj kažejo, pri katerih dejavnikih zadovoljstva bi bilo treba za izboljšanje stanja v praksi narediti še korak naprej. Employee feedback on their workplace satisfaction is a valuable contribution to the company’s business performance. Employee satisfaction can be seen as a point on a curve that can fall drastically to the level of dissatisfaction if the organisation does not attend to it thus it can cause a great deal of damage. To maintain employee satisfaction, constant analyses need to be carried out. If employee dissatisfaction is identified, measures have to be taken promptly to mend the unfavourable situation. One of the efficient ways of acquiring employee feedback is a survey. The theoretical part of my bachelor’s thesis includes a literature overview consisting of standpoints and findings of domestic and foreign studies, as well as other sources dealing with employee satisfaction. Basic concepts and factors connected to employee satisfaction and motivation are presented. For the empirical part of my bachelor’s thesis, a qualitative methodology of research was used. I carried out a survey in order to find out the reality of employee feedback. The respondents answered questions about their satisfaction with different aspects of work additionally, they were also asked to rate the importance of those aspects. The results indicate the great importance certain aspects have on employee satisfaction. My findings also paint a somewhat poor picture of employee satisfaction among the respondents. The results of my analysis are highly useful for the management of the organisation in which the survey was conducted. They show which aspects of work the employees are dissatisfied with and can be improved.

Dejstvo je, da je na sodobnem trgu vedno večja konkurenca, kar pomeni, da je nadvse pomembno, da imajo podjetja oziroma organizacije prave kadre na pravih mestih, to pa predstavlja temeljno izhodišče na poti do uspeha. Drugi, ravno tako pomemben dejavnik predstavlja zadovoljstvo zaposlenih. Očitno pa je tudi dejstvo, da se kar nekaj organizacij ne zaveda pomembnosti omenjenega dejavnika. Iskanje ter izbor potencialnih kandidatov je tudi nadvse ena pomembnejših naloga, saj morajo izbrani ustrezati kadrovskim kriterijem organizacije, kar izraža kultura organizacije. Ob zaposlitvi je treba izbrani kader ustrezno pripraviti za začetek izvajanja dela, kar obsega temeljne informacije o dejavnosti podjetja, jasno postavljene in delavcem predstavljene naloge, ki jih bodo izvajali, način dela in ustrezne povratne informacije o uspešnosti posameznega zaposlenega. Ob tem ne smemo pozabiti na nujnost priprave izobraževalnih programov, ki bodo kontinuirano dvigovali in izboljševali kompetentnost vseh zaposlenih. Do teh se najpogosteje pride na podlagi tako imenovanih »letnih pogovorov«, ki potekajo med vodjo in zaposlenimi. Vodje s pomočjo letnih razgovorov najlažje pridejo do pomanjkljivih in zaželenih kompetenc zaposlenih in so jim v pomoč pri snovanju nujnih in zaželenih programov izobraževanja. Prav tako ne smemo pozabiti na dejstvo, da je pogoj, da se novo pridobljena znanja uporabljajo v vsakodnevni praksi v kakovostnem, motivirajočem in zavzetem vodenju, kar je v neposredni pristojnosti vodij. Gre za ustrezno vsakodnevno komunicirane s posameznimi zaposlenimi oziroma s kolektivom kot celoto. Nowadays, there is more and more competition in the modern market which means it is extremely important that companies or organizations put the right staff in the right places, as this is a fundamental starting point on their path to success. Another, equally important factor, is employee satisfaction. Quite a few organizations do not realize the importance of this factor. The search and selection of potential candidates are also one of the most important tasks, as the selected candidates must meet the personnel criteria of the organization, which is reflected in the organizational culture of the company. Upon employment, the selected staff must be adequately prepared to start work, which includes basic information on the company's activities, work tasks set and presented to the new employees, the method of work, and appropriate feedback on the performance of each employee. At the same time, we must not forget the company’s need to execute educational programs that will continuously raise and improve the competence of all employees. These are most often obtained based on so-called "annual interviews" which take place between the business manager and the employees. With the help of annual interviews, managers easily acquire the needed and desirable employee skills and help the employees in designing urgent and desirable training programs. We must also not forget the fact that the condition for newly acquired knowledge to be used in everyday practice is quality, motivation, and a committed leadership, which is the direct responsibility of business managers. Daily, these rules are properly communicated with individual employees or with the collective as a whole.