Search

Zaposlenici su temelj svake organizacije i njenog poslovanja, te u slučaju njihovog odlaska, to sa sobom nosi cijeli niz posljedica i izazova za odjel ljudskih resursa. Fluktuacija ne mora nužno biti negativna pojava, no u slučaju ako je visoka, svakako je ne treba podcijeniti. Neki autori u svojim radovima spominju korelaciju između osobnosti, organizacijske kulture i predanosti s namjerom odlaska, te će se u ovom radu obratiti pozornost na njih kao na prediktore fluktuacije. Učinkovitost organizacije ovisi o stanju i ponašanju zaposlenika određene organizacije. Zadovoljstvo zaposlenika ovisi o primljenoj naknadi, stoga je nezadovoljavajuća naknada jedan od uzroka niske predanosti organizaciji i povećanoj fluktuaciji zaposlenika. Velika fluktuacija uzrokuje loš učinak na organizaciju. Namjera o odlasku može biti uzrokovana i stresom na poslu, preopterećenošću poslom, niskom radnom motivacijom, ali i stilom vođenja. Pri pojavi fluktuacije, važno je, na samom početku, utvrditi uzroke koji su doveli do nje. Jedni od istaknutijih uzroka su kompenazcije i sustav nagrađivanja. Kada je riječ o tome, jasan i pravedan sustav nagrađivanja i kompenzacija, učvrstit će zaposlenikovu predanost organizaciji, povećati radni učinak i učiniti ga zadovoljnijim na radnom mjestu, a na koncu i umanjiti njihovu želju za odlaskom. Employees are the foundation of every organization and its business, and in case of their departure, it brings with it a whole series of consequences and challenges for the human resources department. Fluctuation is not definitely a negative phenomenon, but if it is high, it should certainly not be underestimated. Some authors in their works mention the correlation between personality, organizational culture and commitment with the intention to leave, and this paper will pay attention to them as predictors of turnover. The effectiveness of the organization depends of the status and organizational employee's behavior. Employee's satisfaction depends on the received compensation, therefore unsatisfactory compensation is one of the causes of low commitment to the organization and increased employee turnover. High turnover is bad for the organization. The intention to leave can be caused by work stress, work overload, lack of job motivation, but also by management style. When fluctuation occurs, it is important, at the very beginning, to determine the causes that led to it. One of the more prominent causes is the compensation and reward system. When it comes down to it, a clear and fair reward and compensation system will strengthen the employee's organizational commitment, increase job performance and make them more satisfied at the workplace, and ultimately reduce their desire to leave.

Rad ne sadrži sažetak.

Hotelijerstvo jedna je od najvažnijih djelatnosti u turizmu, uglavnom pružajući usluge smještaja i ugostiteljstva te druge usluge koje omogućuju odmor, druženje, upoznavanje prirodnih atrakcija i kulturno -povijesnih spomenika itd. S obzirom na sve zahtjevnije potrošače, nove trendove i inovacije i sve veći broj konkurenata na tržištu hotelijeri moraju konstantno unaprjeđivati svoje poslovanje kako bi zadržali konkurentnost. Jedan od načina unaprjeđivanja konkurentnosti i pružanja prepoznatljivosti na tržištu su nagrade i certifikati koji se dodjeljuju u hotelijerstvu. Provedenim istraživanjem ispitani su stavovi, mišljenja i praksa odabira hotelskog smještaja te koliku važnost pri tome imaju nagrade i certifikati koje hotelsko poduzeće posjeduje. Hotel management is one of the most important activities in the field of tourism, mainly providing accommodation and catering services and other services that enable rest, socializing, getting to know natural attractions and cultural and historical monuments, etc. Given the increasingly demanding consumers, new trends and innovations and all a number of competitors in the market hoteliers must constantly improve their business in order to remain competitive. One of the ways to improve competitiveness and provide recognition in the market are awards and certificates awarded in the hotel industry. The conducted research examined the attitudes, opinions and practice of choosing hotel accommodation and the importance of awards and certificates that the hotel company has.

Pitanje može li se nagradama poticati poželjno ponašanje postavlja se u psihologiji već desetljećima u vrlo različitim kontekstima (obrazovnom, sportskom, industrijskom i sl.). U znanstveno-istraživačkom smislu ovo pitanje proizlazi iz teoretske pretpostavke o odvojenosti (negativnoj interakciji) intrinzične i ekstrinzične motivacije, odnosno iz pretpostavke da nagrade (kao oblik ekstrinzične motivacije) smanjuju intrinzičnu motivaciju. U radu je kroz pregled psiholoških i neuroznanstvenih istraživanja ovih pretpostavki naglašena sva kompleksnost i osjetljivost fenomena nagrađivanja i njegova utjecaja na motivaciju pojedinca. Naime, efekt nagrada na intrinzičnu motivaciju ovisan je o velikom broju faktora vezanih uz: samu osobnost nagrađivane osobe, vrstu nagrađene aktivnosti i početni stupnju motivacije za nju, karakteristike same nagrade i kontekst u kojem se nagrađivanje vrši. Prikazana istraživanja i njihovi rezultati interpretirani su s obzirom na mogućnost njihove implementacije u obrazovnu praksu, odnosno kao odgovor na pitanje može li se nagradama pojačati učenička intrinzična motivacija za učenje.

/

Uvod: Motivacija medicinskih sester je pomembna za kakovostno zdravstveno nego, kot tudi za razvoj organizacije in sledenje viziji. Nanjo vplivajo mnogi dejavniki in le individualen pristop managerjev omogoča prepoznavanje težav in iskanje rešitev. Namen naloge je bil preučiti motivacijo in motivacijske dejavnike negovalnega tima na delovnem mestu. Metode: V teoretičnem delu raziskave je bila uporabljena deskriptivna metoda dela, v empiričnem pa kvantitativna, kjer smo uporabili vprašalnik. Empirični del raziskave je bil izveden v domu starostnikov v Avstriji. Uporabili smo priložnostni vzorec, sodelovalo je 82 medicinskih sester. Rezultate smo statistično obdelali s programom SPSS 20.0. Rezultati: Ugotovljeno je bilo, da so zaposleni motivirani predvsem z notranjimi motivacijskimi dejavniki (osebni razvoj, zadovoljstvo ob opravljanju dela, uspeh in učenje novih stvari). Spearmanov koeficient korelacije je pokazal pozitivno statistično povezavo med notranjimi motivacijskimi dejavniki in zadovoljstvom pri delu ter zunanjimi dejavniki in oceno vodje. S T-testom za enostranski vzorec je bilo ugotovljeno, da jih ne motivirajo denarne nagrade. Kruskal-Wallis test je pokazal, da med zaposlenimi različnih starosti ne obstajajo razlike v motivaciji. Razprava in sklep: Medicinske sestre izkazujejo povprečno motivacijo, kar sovpada s podobnimi raziskavami. Kot pomemben element je treba omeniti tudi njihovo zadovoljstvo z vodilnimi. Prihodnje raziskave bi lahko bile usmerjene v razlike med motivacijo v različnih zdravstvenih organizacijah in med medicinskimi sestrami različnih narodnosti. Introduction: Nurses’ motivation is important for quality nursing care as well as for organizational development and following the vision. It is widely influenced, and only the individual approach of managers allows to identify problems and find solutions. The purpose of the research was to examine the motivation and motivational factors of the care team at the workplace. Methods: A descriptive method of work was used in the research theory, and a quantitative one, with a questionnaire in the empirical part. The survey was conducted at a Nursing home in Austria. We used a casual sample and 82 nurses participated. The results were statistically processed with SPSS 20.0. Results: It was found that employees are primarily motivated by intrinsic motivational factors (personal development, job satisfaction, success and education). Spearman's correlation coefficient revealed a positive statistical significance between intrinsic motivational factors and job satisfaction, as well as external factors and evaluation of leaders. One Sample T-Test showed, that employees are not motivated by monetary awards. The Kruskal-Wallis test presented no differences in motivation among employees of different ages. Discussion and conclusion: Nurses in the survey show an average motivation, which is in line with foreign researches. Important element is their satisfaction with the leaders. Future researches could focus on differences between motivation in different health organizations and between nurses of different nationalities.

Cilj ovog diplomskog rada je uočiti modele prezentacije arhitekture i urbanizma korištene na izložbenim manifestacijama Zagrebačkog salona te sagledati kako su se ti modeli mijenjali od 1965. do 2018. godine. Na početku rada objašnjena je važnost prezentacije arhitekture i urbanizma općenito i u teoriji, da bi zatim, radi lakšeg razumijevanja konteksta Zagrebačkog salona, kronološki bili predstavljeni pojmovi, udruženja i događaji koji su mu prethodili i utjecali na njegovo osnivanje i razvoj. Od modela prezentacije arhitekture i urbanizma prisutnih na Zagrebačkom salonu, ustanovljena su i analizirana sljedeća četiri: izložbe, katalozi, popratni programi i nagrade te tekstovi iz dnevnih novina i stručnih časopisa koji omogućuju praćenje recepcije Salona od strane javnosti i kritičara. The aim of this thesis is to extract the models of presentation of architecture and urban planning applied at the exhibition event Zagreb salon and to analyse how those models were changing under various circumstances from 1965 until 2018. For clearer comprehension, in the first part of the thesis, the general importance and theory of architectural and urban planning presentation are explained, as well as the context and history of Zagreb salon – what preceded it, the establishment and chronological development. In the second part, four perceived models were analysed: exhibitions, catalogs, supporting events and awards, as well as articles from daily newspapers and professional magazines which makes it possible to monitor the reception of the Zagreb salon by the public and critics.

Uz jubilej 25 godina publicirana je monografija koja počinje radom ravnatelja HNK Ivana Vukoje. Hrvatsko narodno kazalište u Mostaru - »stogodišnja nastojanja i 25 godina igranja na svome jeziku i pod svojim imenom«. U radu, autor navodi da je nakon gotovo stogodišnjih nastojanja 22. rujna 1994. godine, odlukom Vlade Hrvatske Republike Herceg- Bosne utemeljeno HNK, koje je do danas jedino profesionalno kazalište hrvatskoga naroda u Bosni i Hercegovini. Korijeni HNK sežu u 1896. godinu kada su Bratimstvo sv. Antuna i Pjevačko katoličko društvo Hrvoje počeli graditi zgradu u kojoj bi se izvodile kazališne predstave, pjevanje i balovi. Miloš Komadina je projektirao zgradu, a dobrovoljnim prilozima zgrada je dovršena 1897. godine. Međutim, austrougarska vlast nije dopustila da, po njihovom nazivu, Dom za društvene svrhe dobije ime »Hrvatsko kazalište«. Spiritus movens izgradnje bio je gradonačelnik Mostara Mijo Brajković. Prvi donator bio je predsjednik Republike Hrvatske dr. Franjo Tuđman koji je donirao svoju mjesečnu plaću za izgradnju Hrvatskoga narodnog kazališta u Mostaru. Vlada Hercegovačko-neretvanske županije na prijedlog gradonačelnika Mostara Ljube Bešlića prihvatila je rješenje pravnoga statusa HNK i NP agonija je nastavljena do 2013. godine jer su pojedine stranke zahtijevale da se iz naziva briše Hrvatsko. Zasluge pripadaju gradonačelniku Mostara Ljubi Bešliću kao i članovima Gradske uprave iz Odjela za društvene djelatnosti, odnosno kulture Boži Ćoriću, Ingi Dragoje Mikulić i Almi Fazil Obad.

Apstrakt: Predmet istraživanja ove doktorske disertacije je sagledavanje teorijskih i praktičnih saznanja kako o unapređenju prodaje, tj. o kratkoročnim promotivnim metodama koje su dizajnirane da podstaknu potrošače da kupe proizvode proizvođača, a ne konkurentske, tako i o konceptu ponašanja potrošača, sa akcentom na impulsivno ponašanje potrošača. Stoga, ova doktorska disertacija ima za osnovni cilj da istraži uticaj posmatranih metoda unapređenja prodaje na impulsivno ponašanje potrošača pri kupovini proizvoda i/ili usluga. Drugim rečima, osnovni cilj ove doktorske disertacije je da utvrdi koja od posmatranih metoda unapređenja prodaje je najefikasnija u podsticanju potrošača na obavljanje impulsivnih kupovina. Upravo u istraživanju međuzavisnosti posmatranih promenljivih, ogleda se originalnost ove doktorske disertacije. U skladu sa navedenim ciljem, analiza prikupljenih podataka se obavlja uz pomoć nekoliko statističko-ekonometrijskih metoda: ANOVA-e, t-testa, faktorske, regresione i analize pouzdanosti. Realizovano istraživanje u doktorskoj disertaciji je pokazalo da su popusti najefikasnija metoda unapređenja prodaje u kreiranju većine odgovora u ponašanju potrošača, dok su kuponi u tome najneefikasniji. Tačnije, prema rezultatima sprovedenih istraživanja, popusti su ona metoda koja potrošače najviše motiviše na obavljanje impulsivnih kupovina. Zahvaljujući ovako dobijenim rezultatima, ova doktorska disertacija će imati doprinos kako za marketare i menadžere brenda (kompanije), tako i za potrošače i buduća istraživanja na ovu ili sličnu temu. Abstract: The research subject of this doctoral thesis is to overview the theoretical and practical findings firstly about sales promotion, i.e., short-term promotional tools that are designed to encourage consumers to buy manufacturer's products but not from competitors, and secondly about concept of consumer behavior, with emphasis on consumers’ impulse buying behavior. Therefore, this doctoral thesis has the primary objective to investigate the impact of observed sales promotion tools on consumers’ impulsive behavior when purchasing products and/or services. In other words, the main objective of this doctoral thesis is to investigate which of observed sales promotion tools is the most effective in encouraging consumers to perform impulsive purchases. The originality of this doctoral thesis is reflected in exploring the interdependence of observed variables. In accordance with the stated objective, analysis of collected data is done with the help of several statistical-econometric methods: ANOVA, t-test, factor analysis, regression analysis and reliability analysis. Realized research in doctoral thesis has shown that discounts are the most effective sales promotion tool in creating the majority of responses in consumer behavior, while on the other hand coupons are the most inefficient in that. Precisely, according to the results of researches carried out, discounts are the tool that most motivate consumers to perform impulsive purchases. Thanks to these research results, this doctoral thesis will have a contribution to the marketers and brand managers (companies), as well as to consumers and future researches on this or similar topic.

Diplomsko delo se nanaša na analizo vpliva nagrajevanja zaposlenih na njihovo delo na treh izbranih centrih za socialno delo, in sicer na centru za socialno delo Šiška, Vič – Rudnik in Moste – Polje. Želela sem ugotoviti in nato analizirati sistem nagrajevanja in ključne motivacijske dejavnike, ki vplivajo na zaposlene pri njihovem delu. Do podatkov sem prišla s pomočjo metode anketiranja, kjer sem osebno trem različnim centrom za socialno pomoč odnesla in vsakemu zaposlenemu posebej vročila v roke natisnjeno anketo ter jih nato tudi osebno prevzela. Sama diploma je sestavljena tako iz teoretičnega kot empiričnega oziroma praktičnega sklopa. Teoretični sklop sestavljajo sklepi, spoznanja, misli, stališča in rezultati drugih avtorjev, tudi tujih, medtem ko je empirični sklop sestavljen iz analize in medsebojnega primerjanja osebno pridobljenih podatkov, preverjanju hipotez ter predstavitvi ugotovitev in predlogov za izboljšave. Z analizo sem prišla do ugotovitve, da pri vseh treh izbranih centrih primanjkuje denarnih in nedenarnih nagrad, ki bi zaposlene motivirale k boljšem in kakovostnejšem delu. Prav tako sem ugotovila, da zaposleni ne poznajo natančnega sistema plač in nagrajevanja ter da ta sistem plač in nagrajevanja ne plačuje zaposlene po delovni uspešnosti. S svojo raziskavo pripomorem centrom za socialno delo k učinkovitejšem, boljšem ter hitrejšem delovanju, saj bi nadrejeni spoznali, kje delajo napake, ter jih poskusili popraviti. Tako zaposleni kot tudi celotna organizacija bi nato potekala uspešnejše, kakovostnejše ter brez dodatnih obremenitev. The thesis deals with the analysis of the impact of rewarding employees on their work at three selected centers for social work, at the social welfare center Šiška, Vič - Rudnik and Moste - Polje. I wanted to identify and then analyze the reward system and the key motivational factors that affect employees in their work. I came to the data with the help of the survey method, where I personally took three different centers for social assistance and sent a printed survey to each employee, and then personally accepted them. The diploma itself consists of both theoretical and empirical or practical assignments. The theoretical set consists of conclusions, cognitions, thoughts, views and results of other authors, including foreign ones, while the empirical part consists of the analysis and comparison of personal data obtained, the verification of hypotheses and the presentation of findings and suggestions for improvements. With the analysis I came to the conclusion that at all three selected centers there are no cash and non-monetary prizes that would motivate the employees to a better and better quality work. I also found that employees do not know exactly the system of wages and remuneration, and that this system of wages and remuneration does not pay the employee for work performance. I think that with my research I can help Social Work Centers work more efficiently, better and faster, as the superiors will get to know where they make mistakes and try to fix them. Both employees and the entire organization would then be performing better, better quality and without additional burdens.

Nagrade Hrvatskog nacionalnog odbora za povijesne znanosti i Društva za hrvatsku povjesnicu 2019. godine dobili su: Nagrada Ivan Lučić, za životno djelo – prof. dr. sc. Mirjana Matijević Sokol Nagrada Mirjana Gross, za najbolju knjigu objavljenu 2018. – dr. sc. Ivana Horbec, za knjigu Prema modernoj državi. Uprava i politika u Banskoj Hrvatskoj 18. stoljeća Nagrada Vjekoslav Klaić, za popularizaciju povijesti – dr. sc. Josip Mihaljević, za emisiju Povijesne kontroverze koja se emitira na programu Hrvatskoga radija, te dr. sc. Vlatka Dugački i dr. sc. Krešimir Regan, za Hrvatski povijesni atlas u izdanju Leksikografskog zavoda Miroslav Krleža Nagrada Ferdo Šišić, za najbolji diplomski rad – dvoje studenata, Lucija Bakšić s Filozofskog fakulteta Sveučilišta u Zagrebu i Marko Vodopija s Hrvatskoga katoličkog sveučilišta u Zagrebu Nagrada Jaroslav Šidak, za stranoga povjesničara – dr. sc. Dinko Šokčević, iz Instituta za povijest Mađarske akademije znanosti iz Budimpešte. Svečano uručenje nagrada obavljeno je na Dan povijesti, 17. svibnja 2019. u sklopu Festivala povijesti Kliofest 2019. u Nacionalnoj i sveučilišnoj knjižnici u Zagrebu. Žiri za dodjelu nagrada djelovao je u sastavu: Damir Agičić, Željko Holjevac, Zvjezdana Sikirić Assouline, Gordan Ravančić, Zdenka Janeković Römer, Marko Trogrlić i Filip Hameršak.

U radu je opisana motivacija kao menadžerska funkcija te su obrazložene teorije motivacije. Rad se bavi načinima motiviranja zaposlenika. Menadžeri motiviraju zaposlenike kroz različite načine kao što su bonusi, 13. plaća, klizno radno vrijeme, tečajevi stranih jezika, službeno vozilo, plaćeno dopunsko zdravstveno osiguranje i mnogi drugi koji će biti opisani u radu. Postoje razne strategije motiviranja, a one koje su opisane u radu su: menadžerska komunikacija, projektiranje radnog mjesta, promjena ponašanja, Likertovi sustavi upravljanja te novčani i nenovčani poticaji. Nadalje, opisano je zadovoljstvo na radu, a na kraju su navedeni primjeri poduzeća koji provode politiku motiviranja zaposlenika.

Dr. Danica Pinterović dedicated her whole sixty-six-year long career to her hometown of Osijek. When she started working in the Museum of Slavonia in 1941, she became dr. Josip Bösendorfer’s right hand in everyday museum work and in the field. In 1945 and 1946, dr. Pinterović was a member of the Committee for the Collection and Preservation of Cultural Monuments and Antiquities (KOMZA) in Socialist Republic of Croatia, which recorded and salvaged the endangered cultural and historical material from Osijek and Slavonian castles. Dr. Pinterović started systematically writing Work Diaries, in which we can find an abundance of data related to everyday work of the Museum, but also the events in the city, museum exhibitions, visits, fieldwork, and research. She also arranged the first permanent exhibitions of certain Museum departments and initiated their foundation by working on the materials. In 1948, dr. Pinterović became the honorary conservator of Osijek city and district, and her great contribution to the preservation of cultural heritage of Osijek became obvious in the making of the first Ordinance on the Preservation of Antiquities of the City of Osijek after the War. She became the director of the Museum of Slavonia in 1949, as the first woman in the history of the Museum in that position. During her term, the number of curators systematically grew, which led to higher staff specialization and a growing number of professional and scientific papers. At first, her areas of interest were ethnology and arts and crafts, but after 1953, she became almost fully dedicated to archaeology. For a long period, she was committed to maintaining the relationships with national and international experts from various areas, with whom she exchanged professional information, literature, arranged meetings and social gatherings, and went to scientific conferences. We can see how engaged she was in the museum work from her numerous memberships in different societies in Croatia and abroad. After she retired in 1961, dr. Pinterović continued to actively pursue scientific work as a freelance research associate in the Museum, the position she held until 1974. Since she was an established expert for Roman provincial archaeology, the Interacademic Committee assigned her the role of the leader of the Croatian limes research, of an associate for drafting Tabula Imperii Romani and for studying epigraphs from Slavonia and Baranya area. In cooperation with an American team of archaeologists, led by dr. Stephan Foltiny, she was the leader of archaeological excavation team in Batina. When Yugoslav Academy of Sciences and Arts opened the Center for Scientific and Artistic Work in Osijek in 1974, dr. Pinterović became their external research associate and remained in that position until 1985. Under the auspices of the Institute, dr. Pinterović published her most important work, Mursa i njeno područje u antičko doba (Mursa and Its Surroundings in the Time of Antiquity) in 1978. This work was the crown of her long and fruitful career. The same year, dr. Pinterović received the highest state award – the State Award for Scientific Research in the Field of Archaeology, Ethnography and Museology (Lifetime Achievement Award). Apart from that award, the most significant one for her work, dr. Pinterović received numerous other awards. Her name is a constant in professional and scientific circles, not only in Osijek, since Mursa i njeno područje u antičko doba is still the most often cited work in scientific papers about the Roman town of Mursa, and it is still a piece of literature used in universities. Dr. Danica Pinterović, with her dedicated and systematic work and, above all, her organizational skills in museum collections processing and constituting, laid the foundations of today’s work of the Museum of Slavonia, the largest complex museum in the Republic of Croatia.

Religious life is studied by way suggested by the rational choice theory and the religious capital theory. The basic contentions of the theory on the nature of religious life having to do with an exchange upon a religious market, by firms offering compensators and rewards, and consumers, is considered. In the empirical analysis, it was validated that the independent (religious capital) and dependent (religious rewards of two types) were empirically separate constructs. Cross-sectional analysis of survey data indicated a very strong association between religious capital and institutional and ritual experience rewards within religious life, at a cross-cultural analysis, including Bosnian Muslims, Serbian Orthodox, Slovenian Catholics and US Protestants. The association was confirmed as robust at regression inspection with religious socialization. This extends further support for the empirical validity these novel theories of religious life and extensions of economic analysis into religious life.