20.500.12556/RUL-171536 Način vodenja v podjetju kot orodje za pridobivanje neotipljive dodane vrednosti in prednosti pri zaposlovanju ključnih kadrov magistrsko delo Company management behaviour as a instrument for gaining intangible value and advantage when employing key employees Franzen in Hangartner (2006) sta dokazovala, da sta socialni kapital in informiranje preko posameznikovega osebnega omrežja učinkovita za pridobivanje neotipljive vrednosti nato dosežene zaposlitve za iskalca. V delu smo ugotavljali, ali prednost podjetja pri iskanju ključnega kadra morebiti prinaša tudi obnašanje vodstva podjetja. Hkrati nas je zanimalo, ali je pomen obnašanja najvišjega vodstva v primerjavi z obnašanjem ostalega vodstva morebiti različen glede na velikost podjetja. Ugotovitve in zaključki dela so bili doseženi z izvedbo analize obstoječe teorije področja in empiričnim delom (izvedeni intervjuji za pridobitev pogleda najvišjega vodstva in anketa za pogled nevodstvenega kadra – v obeh delih ni bilo osredotočenosti na specifično panogo). V delu je bila potrjena ugotovitev, da lahko podjetje z vodstvom, ki dosega dober ugled in je pozitivno priznano v omrežju socialnega kapitala, do katerega ima dostop posameznik, ki ga podjetje morebiti vabi k zaposlitvi, pridobi dodano vrednost, ki nato vpliva na proces odločanja tega posameznika. Je pa vpliv obnašanja najvišjega vodstva nižji v večjih podjetjih, kjer bi se v primeru, da bi podjetje omenjeni vidik pretvorilo v neotipljivo orodje znotraj svoje strategije pridobivanja kadra, ta vpliv prestavil na obnašanje srednjega oziroma nižjega vodstvenega kadra (neposredno nadrejeni). Franzen and Gartner (2006) have proved that social capital and usage of these network information are an effective way to increase intangible value of the employment started later on. In these thesis we were learning if the advantage of the company, when it comes to searching of key employees, also lays in the management behavior in the company. At the same time we were interested if the importance of the management behavior of the top management is different based on the size of the company. Conslusions where achieved with existing theory analysis and with empirical research (interviews with top management and questionnaire for non-management –no focus on specific industry). Through the thesis we have concluded that the company with management that has good reputation and is positively recognized in the social capital networks to which the candidate which the company wants to hire has access, would get an added value, which would positively affect the decision process of the individual. It was also concluded that the importance of top management behavior is lower in larger companies, where this importance would highly increase when it comes to behavior of middle/lower management. socialni kapital organizacijska klima in kultura obnašanje vodstva počutje zaposlenih social capital organizational climate and culture management attitude employee wellbeing true true false E. Bračič Slovenski jezik Angleški jezik Magistrsko delo/naloga 2025-08-28 08:30:02 2025-08-28 08:30:08 2025-09-18 14:05:29 0000-00-00 00:00:00 2025 0 Ljubljana 0 Ljubljana 1 spletni vir (1 datoteka PDF (119 str.)) 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 005:331.5(043.2) 178415 249483267 19809.pdf 19809.pdf 1 CBB45091BA907AB8C55A174D6EBF70C1 00dc0f0599f9801c1dfc748632e8033c8bc29f05f7d39cbca5773d1351065670 5502d04a-83d8-11f0-9328-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=214901 Fakulteta za družbene vede 0 0 0