HUMANISTIČNI MODEL RAVNANJA Z LJUDMI V ORGANIZACIJAH

KELMENDI, URAN (author), Stare, Janez (mentor)

Ravnanje z ljudmi se postavlja v središče upravljanja organizacij, v skladu s tem pa se razvijajo modeli, ki presegajo tradicionalno konceptualizacijo ljudi kot zgolj enega od organizacijskih virov. V magistrskem delu sem opravil analizo humanističnega modela ravnanja z ljudmi,ter se osredotoča na motivacijo in zadovoljstvo zaposlenih, organizacijsko kulturo in klimo, znanje ter veščine in ravnanje zaposlenih.Želel sem pripraviti smernice za implementacijo humanističnega modela v slovenske organizacije, sem opravil anketno raziskavo obstoječih modelov in praks ravnanja z ljudmi v slovenskih (n = 53), avstrijskih (n = 51) in norveških (n = 52) organizacijah. S kvantitativno analizo pridobljenih podatkov sem ugotovil, da se slovenske organizacije humanističnega modela ravnanja z ljudmi poslužujejo v manjšem deležu kot avstrijske in norveške. Slovenske organizacije posegajo predvsem po tradicionalnih modelih in teorijah ravnanja z ljudmi, prisotni pa so tudi mehki modeli, kar kaže dobre nastavke za aktivnejše vpeljevanje humanističnega modela. Med praksami mehkih modelov, ki so prisotne v slovenskih organizacijah, sta velikega pomena človeški odnos ter zavezanost in predanost zaposlenih organizaciji, velik poudarek znotraj te pa je tudi na timskem delu. V slovenskih organizacijah so zastopane tudi osnovne prakse humanističnega modela; organizacije se osredotočajo na organizacijsko kulturo in klimo, na potrebe in zadovoljstvo zaposlenih ter na razvijanje znanj in veščin zaposlenih, več pozornosti pa bi lahko namenile tudi zagotavljanju boljših odnosov med zaposlenimi, njihovi motivaciji, temu, da bi bile njihove potrebe postavljene pred delovne standarde ter da bi imeli več vpliva na razvoj organizacije, hkrati pa bi bili prepoznani kot glavni in ključni dejavnik njenega uspeha.

• Language: Slovenian
• Keywords: upravna znanost, organizacija, disciplina, učinkovitost, javni sektor
• Work type: Master's thesis/paper
• Organization: FU - Faculty of Administration
• Year: 2019
• PID: 20.500.12556/RUL-111717
• Publication date in RUL: 10.10.2019

Secondary language

• Language: English
• Title: ANALYSIS OF HUMANISTIC MODEL FOR HUMAN RESOURCE MANAGEMENT IN ORGANIZATIONS

Abstract

Modern organisational science identifies the value of people as a fundamental component of organizational performance. Human resource management is beeing placed into the heart of organizational management and everyday new models are being developed that reache beyond the traditional conceptualization of people as just one of the organisational resources. In my master`s thesis I am analyzing the humanistic model of human behaviour and dealing with people which is a part of »state-of-the-art« soft models and focuses on the motivation and satisfaction of employees, organisational culture and work climate, knowledge and skills and employee behaviour. For the purpose of preparing guidelines for the implementation of the humanistic model in Slovenian organisations, I am conducting a survey of existing models and practices of human resource management in Slovenia (n = 53), Austrian (n = 51) and Norwegian (n = 52) organisations. With a quantitative analysis of the data obtained, I concluded that Slovenian organisations use the humanistic model of human behaviour to a lesser extent than Austrian and Norwegian ones. Slovenian organisations mainly resort to traditional models and theories of human resouce management. There are traces of soft models as well, which shows good prerequisite knowledge for more active implementation of the humanistic model. Among the practices of soft models, which are well-established in Slovenian organisations, the importance of human relations in organisations, commitment and dedication to the organisation`s employees are of great importance. The focus of the organisation is on teamwork. Basic practice and principles of the humanities model are already somewhat represented in Slovenian organisations, thay are mainly focusing on organisational culture and climate, needs and satisfaction of employees and on developing skills and knowledge of employees. More attention could be paid by Slovenian organisations to ensure better relations between employees and their motivation, to ensure that employees have a greater influence on development of the organisation, recognizing them more as major factor of the organisation's success and putting employees needs before or better said above working standards.

• Keywords: Administrative science, organization, discipline, efficiency, public sector