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Zaposleni so bistvo vsake organizacije ter predstavljajo ključ do uspešnosti in učinkovitosti le te. Ker na delovnem mestu preživimo veliko svojega časa je izjemno pomembno, da se tam počutimo zadovoljne in da z veseljem opravljamo delo. Da bi se ugotovilo, ali so zaposleni zadovoljni na delovnem mestu in v kakšni meri, je treba opraviti raziskavo. S tem namenom smo se tudi lotili diplomske naloge, saj je naš cilj ugotoviti zadovoljstvo zaposlenih na delovnem mestu. V teoretičnem delu diplomskega dela bomo opisali pojem zadovoljstva na sploh, zadovoljstva zaposlenih na delovnem mestu, zgodovino raziskovanja zadovoljstva, motivacijske teorije ter dejavnike ki so najpomembnejši za zadovoljstvo. V empiričnem delu pa bomo izvedli anketni vprašalnik, katerega odgovore bomo kasneje predstavili in analizirali. Preverili bomo tudi dane hipoteze in podali nekaj predlogov za izboljšave. Raziskavo smo opravili s pomočjo anketnega vprašalnika na temo zadovoljstva zaposlenih. Namen raziskave je ugotoviti, s katerimi dejavniki so zaposleni najbolj in najmanj zadovoljni ter za kateri dejavnik menijo, da je za zadovoljstvo na delovnem mestu najpomembnejši. Raziskava je pokazala, da so zaposleni na splošno zadovoljni na delovnem mestu. Med najbolje ocenjene dejavnike zadovoljstva so zaposleni uvrstili odnose s sodelavci in delovni čas. Najmanj pa so zadovoljni z dejavnikom nagrajevanja. Employees are the essence of any organization. They are the key to success and effectivenes itself. Because we spend most of our time in our workplace, it is very important that we feel satisfied and that we do our work with pleasure. To determine whether employees are satisfied with their wokplace and to what extent, it is necessary to do a research. With that intention we decided to do our thesis, it was our goal to figure out the satisfaction of employees in their workplace. In the theoretical part of our thesis we will describe the concept of satisfaction overall, employee satisfaction in their workplace, history of satisfactional reserch, motivational theory and factors needed most for satisfaction. In the empirical part we will present and analyze. We will also test the given hypotheses and give some recommendations for improvement. The reserch was done with help of questionnaire with the topic of employee satisfaction. The purpose of the research was to figure put whch factors employees are most and least happy with and which factor they think is most important for workplace satisfaction. The reserch found that employees are generyllysatisfied with their workplace. Employee relathionship and working hours were among the most valued factors of satisfaction. They were least satisfied with the factor of employee reward factor.

Pole Flow App je mobilna aplikacija za plesni klub Pole Flow. Za frontend je uz to korišten alat React Native, a za backend je korišten programski okvir Express.Aplikacija će služiti za lakšu organizaciju treninga i članova kluba. Cilj aplikacije je riješiti sve probleme koji se javljaju pri organizaciji i komunikaciji pomoću jedne mobilne aplikacije. Novi članovi i treneri će pri učlanjenju u klub dobiti pristup aplikaciji te se registrirati u sustav. Imati će mogućnost uvida u raspored treninga, galeriju, korisničke podatke te obavijesti vezanih za klub. Članovi kluba imaju obavezu davanja povratne informacije o dolasku ili nedolasku na nadolazeći trening. Preko aplikacije, također se može pratiti broj nadoknada treninga te stanje članarine. Za sva uređivanja, dodavanja i brisanja je zaslužan administrator. The Pole Flow App is a mobile app for the Pole Flow dance club. For the frontend, the React Native tool and for the backend, the Express program framework was used. The application will serve to facilitate the organization of coaches and club members. The goal of the application is to solve all the problems that occur during organization and communication using one mobile application. New members and coaches will gain access to the application and register in the system when joining the club. They will have the opportunity to see the training schedule, gallery, user data and information related to the club. Club members have an obligation to give feedback on arrival or non-arrival at the upcoming training. Through the application, you can also monitor the number of training compensations and the status of membership fees. The administrator is responsible for all edits, additions and deletions.

Svi znamo koliko je teško organizirati vrijeme unutar obitelji. Ova aplikacija ima cilj to olakšati. Korisnicima koji su članovi iste obitelji se nudi korištenje zajedničkog kalendara kako bi lakše organizirali sebe i bolje rasporedili svoje obaveze. Korisnici mogu pregledavati sve obaveze, dodavati nove i mijenjati podatke starih, te uključiti druge članove na obaveze. U ovom radu opisane su trenutne i buduće funkcionalnosti te arhitektura cijelog sustava. We all know how difficult it is to organize time within the family. This app aims to make it easier. Users who are members of the same family are offered the use of a shared calendar to help organize themselves and better schedule their responsibilities. Users can view all appointments, add new responsibilities, change old ones, and include other members in them. This paper describes current and future functionalities as well as the architecture of the entire system.

Ovaj rad pruža detaljan uvid u najvažnije menadžerske alate te njihove podjele. Prikazuje sam proces donošenja odluke, uvjete u kojima se odluke donose, sredstva pomoću kojih menadžeri donose odluke te se stavlja naglasak na važnost korištenja menadžerskih alata u organizaciji. Stavlja logistički sustav u koncept donošenja odluka te važnost korištenja alata u istome. Na kraju su detaljno razrađeni alati i metode za rješavanje problema i poslovno odlučivanje.

Komunikacija se javlja s pojavom čovjeka, razvija se, mijenja i usavršava, a njenu promjenu i razvitak prate i komunikacijski kanali. Danas postoji veliki broj kanala za prijenos poruke, a svaki od njih ima svoje prednosti i nedostatke. Ovisno o poruci koju želimo prenijeti, biramo najprikladniji kanal za prijenos. Poruka se prenosi od pošiljatelja prema primatelju, a komunikacijski model sastoji se od pošiljatelja koji kodira svoju misao, kanala kojim se ta poruka prenosi, primatelja koji dekodira misao, povratne veze i šuma. Smisao komunikacije nije samo prenijeti poruku, već i da poruka bude pravilno shvaćana. Jedan od oblika komunikacije je neverbalna komunikacija s velikim utjecajem na primatelja i njegovo shvaćanje poruke. Neverbalna komunikacija uvijek treba biti u skladu s verbalnom komunikacijom. Komunikacija je bitna u poslovnom svijetu jer njome predstavljamo sebe i svoju organizaciju te komuniciramo unutar organizacije. Organizacija je višeznačan pojam koji podrazumijeva proces organiziranja i organizaciju kao instituciju sa svojom formalnom i neformalnom strukturom. Formalna komunikacija prati formalnu strukturu organizacije u tri smjera: vertikalni od gore prema dolje, vertikalni od dolje prema gore i horizontalni, te neformalnu komunikaciju koja ne prati nikakve unaprijed određene strukture niti pravila. Erste banka ima razvijenu formalnu komunikaciju s poštivanjem osnovne formalne organizacijske strukture, ali nije strogo službena, te razvijenu neformalnu komunikaciju. Communication occurs with the appearance of man, it develops, changes and improves, and its change and development is accompanied by communication channels. Today, there are a large number of channels for transmitting messages, and each of them has its advantages and disadvantages. Depending on the message we want to transmit, we choose the most suitable transmission channel. The message is transmitted from the sender to the recipient, and the communication model consists of the sender encoding his thought, the channel through which the message is transmitted, the recipient decoding the thought, feedback and noise. Purpose of communication is not only to convey the message but also to get the message understood correctly. One form of communication is nonverbal communication with a great impact on the recipient and his understanding of the message. Nonverbal communication should always be consistent with verbal communication. Communication is important in the business world, because it represents ourselves and our organization and we communicate within the organization. Organization is an ambiguous term that implies the process of organizing and organization as an institution with its formal and informal structure. Formal communication follows the formal structure of the organization in three directions: vertical from top to bottom, vertical from bottom to top and horizontal, and informal communication that does not follow any predetermined structures or rules. Erste Bank has developed formal communication with respect to the basic formal organizational structure, but it is not strictly official, and also developed informal communication.

Zadovoljstvo zaposlenih je eden izmed najbolj ključnih dejavnikov, ki vplivajo na uspešnost in učinkovitost organizacije. Vsaka organizacija bi morala vlagati v svoje zaposlene, da jim zagotovi kar se da veliko zadovoljstvo, saj to prinese zadovoljstvo tudi organizaciji, hkrati pa ji zagotovi večji dobiček. Namen diplomskega dela je raziskati stopnjo zadovoljstva zaposlenih na Finančni upravi Republike Slovenije urad Ljubljana ter opredeliti, kateri dejavniki so tisti, ki prinašajo veliko zadovoljstva zaposlenim, ter kateri ga prinašajo najmanj oziroma prinašajo nezadovoljstvo. Kot pomoč pri raziskavi diplomskega dela je bila uporabljena metoda anketiranja. Rezultati analize so pokazali, da so anketiranci v organizaciji, ki so zaposleni pod 20 let s povprečno oceno 4,1 zadovoljni medtem, ko so anketiranci, ki so zaposleni nad 20 let s povprečno oceno 3,8 srednje zadovoljni. Kar pomeni, da organizacija dela v pravi smeri za zagotavljanje zadovoljstva, vendar pa bi morala nekatera področja vseeno izboljšati. Anketiranci, so najbolje ocenili dejavnika varnost pri delu (4,3) ter delovni čas (4,3). Najslabše pa so ocenili dejavnik nagrade s povprečno oceno 2,8. Anketiranci so imeli možnost ocenjevanja zadovoljstva z ocenami od 1 do 5. Employee satisfaction is one of the best key factors that affects the performance and efficiency of organization. Every organization should invest in its employees by providing them with greater satisfaction as it brings satisfaction to the organization as well maximum profits. The purpose of the diploma us to investigate the level of employee satisfaction at the Financial Administration of the Republic of Slovenia in the Ljubljana unit an also to determine which factors are those that bring a lot of satisfaction to employees and which bring the least or dissatisfaction. A survey method was used to help with the research of the diploma thesis. The results of the analysis showed that respondents in the organization who are employed under 20 years with an average grade of 4,1 are satisfied, while respondents who are employed over 20 years with an average grade of 3,8 are moderately satisfied. Which means that the organization is working in the right direction to ensure satisfaction, but some areas should still improve. Respondents rated factors safety at work (4,3) and working time (4,3) the best. The worst factor was the award factor with an average score of 2,8. Respondents had the opportunity to rate satisfaction from 1 to 5.

Nors daugelyje organizacijų komandinio darbo tipas paplitęs gana populiariai, o vadovai stebėdami našumo rodiklius, negali patvirtinti ar toks darbo organizavimo būdas yra priimtinas ir pozityvus darbuotojų atžvilgiu. Komandos ne tik palengvina tikslų įgyvendinimo procesus, bet gali ir neigiamai paveikti asmeninį tobulėjimą, motyvaciją, bei sklandų darbų vykdymą. Todėl siekiama išsiaiškinti, kaip komandinis darbas yra įgyvendinamas finansinėje organizacijoje ir kokį poveikį tai turi darbo našumui bei asmeniniam tobulėjimui?, Although the type of teamwork is quite popular in many organisations, the managers cannot confirm by monitoring performance indicators whether this way of work organisation is acceptable and positive for employees. The teams not only facilitate the implementation of goals, but can also affect the personal development, motivation and smooth execution of work negatively. Therefore, it is aimed to find out how the teamwork is implemented in a financial organisation and the impact it has on productivity and personal development.

Kūrybiškumas organizacijų veikloje visada buvo svarbus, tačiau XXI amžiuje vadybos krypties mokslininkai jam teikė ypač daug dėmesio. Straipsnyje aptariama kūrybiškumo esmė ir nauda organizacijoms. Pasitelkus struktūruotą ekspertų interviu metodą atliktas empirinis tyrimas Klaipėdos miesto organizacijose, siekiant nustatyti, kaip vadovai taiko kūrybiškumą įvairių sričių organizacijų veikloje. Nustatyta, kad vadovai pripažįsta kūrybiškumo svarbą nepaisant organizacijos veiklos pobūdžio, tačiau pasigesta didesnio susidomėjimo ir platesnio praktinio pritaikymo. Creativity in organizations has always been important, but in the twenty-first century, it is becoming object of interest among scientists in the field of management. The article discusses the essence of creativity and its benefits to organizations. Although researchers of various fields, including management, emphasize the benefits of creativity in everyday activities, but the skeptical view, that creativity can be applied only in art and not in everyday activities, still persist. This paper analyzes the scientific problem that is the lack of application of creativity in organizations. The object of research is application of creativity. The purpose of article is to research the applicability of creativity in organization through the analysis of the concept of creativity and its benefits to organizations. Objectives are to identify the benefits of creativity to the organization and to reveal the practice of application of creativity in Klaipeda organizations. In the analysis of the scientific literature, these techniques have been applied: systematic and logical analysis, comparative analysis, graphical representation. A qualitative research method of semi-structured interview has been used for empirical research. In order to determine the application of creativity in real life, the qualitative exploratory study has been performed. Semi-structured interview with experts has been selected. Experts – managers of various small and medium organizations – have been invited to participate in this research. The study has been conducted in April 2014 in Klaipeda. The aim was to involve managersexperts from different sectors (services, manufacturing, marketing or educational areas) in order to be able to discern certain trends or directions depending on the organization or the organization’ size or even a different leadership experience. Management experience of experts is very diverse, from 1 year to 36 years. The study found out that although experts have identified unambiguously that creativity is essential in our daily work, it appears that its application possibilities are not exhausted in practice and most have not showed interest or practical application of a variety of creative methods. Experts do not apply creative approaches in their work, they feel instinctively how to behave or to show creativity, but in reality, it is a serious theoretical gap. The results suggest that the development of creativity is yet neglected because neither managers nor employees are encouraged for creative solutions.

Straipsnyje nagrinėjama diskurso prasmė, derinant organizacijos ir jos darbuotojų vertybinius interesus. Atliktas tyrimas Lietuvos verslo organizacijoje atskleidė, kad vadovai, bandydami suderinti organizacijos ir jos darbuotojų vertybes, taiko tokius vadybos metodus, kurie nesuderinami su tikrąja diskurso praktika. Nepakeitus vertikalaus valdymo metodo į horizontalų, nesudarius galimybių visiems darbuotojams dalyvauti sprendimų priėmimo procese, diskurso vadovui neturint šios srities žinių, organizacijos vadovybė lieka su savo vertybiniais tikslais, kurių žemesniosios grandies darbuotojai nesupranta. Tai lemia nesusikalbėjimą, konfliktines situacijas ir bendro tikslo nematymą. Visų organizacijos darbuotojų mokymasis ir kasdienis žinių taikymas praktinėje veikloje padėtų lengviau priimti pokyčius, kurie yra būtini siekiant susiformuoti naują vertybinę orientaciją. This article seeks to examine the meaning of discourse in reconciling the interests of the values of an organisation and its employees. The aim of the work is to present an analysis of discourse as a basis for value compatibility between an organisation and its employees. The work consists of three parts. The first part acknowledges the purpose of discourse and the conditions for its effective application. The second part explains the methodology of the empirical research. The third part is an analysis of the results of the empirical research. A study conducted in a Lithuanian business organisation showed that managers try to reconcile the values of the organisation and those of its employees by applying management methods that are incompatible with the actual practice of discourse. Without changing a vertical management approach for a horizontal one, without enabling everyone to participate in decision-making processes, without the discourse leader having knowledge of this area, the value goals of the organisation’s management are not understood by lower-level employees. This leads to poor communication, conflict situations, and a lack of common purpose. Discourse should raise and resolve problems, so there should be no room for conflict, as it should be replaced by compromise. It is not enough to agree on commonly agreed value goals. It is necessary to establish a new approach to values in daily activities. Periodical or one-off discussions between specialists in certain fields, or among a certain number of employees, cannot be considered a discourse. If not all employees are involved in decision making, then any management measures become only supportive of declarative slogans. An employee as an individual is not capable of growing and improving in an organisation that does not have a unified direction of goals of values. As a result, an organisation that does not have employees who are dedicated to its value goals suffers both financial and moral losses. The participation of all employees in the discourse should be linked to processes of identifying and solving problems, to a systematic review of the values of the organization, in order to achieve coherence for the individual employee, the organisation and society. It is recommended that all employees in an organisation learn and apply knowledge in practice on a daily basis. This would facilitate the acceptance of changes that are necessary for the formation of a new value orientation.

Vykstantys pokyciai valstybėje neisvengiamai paveikia ir vadovavimą organizacijose. Straipsnyje aptariami organizacijoje taikomi vadovavimo stiliai. Remiantis mokslinės literatūros autoriais, pateikiamos vadovavimo stilių sampratos, apibūdinami charizmatinio, transakcinio, transformacinio ir tarnaujanciojo vadovo požymiai, juos priskiriant siuolaikinėms vadovavimo teorijoms, sudaryta ir pateikta vadovavimo stilių krypties schema. Vertinant vadovavimo stilių bruožus, kai kurių teiginių pasirinkimui didele reiksme turėjo respondentų lyties požymis. Daroma isvada, kad, darbuotojų nuomone, priimtiniausias vadovavimo stilius organizacijoje yra transakcinio ir transformacinio vadovavimo stilių derinys, nevengiant taikyti ir charizmatinio stiliaus. PAGRINDINIAI ŽODŽIAI: vadovas, vadovavimo stilius, požymiai. JEL KLASIFIKACIJA: M10, M12. DOI: http://dx.doi.org/10.15181/rfds.v21i1.1413

Tema magistrskega dela je analiza zrelosti organizacije in v tem okviru vloga implementacije modela CAF (Common Assessment Framework) za povečanje zrelosti organizacije v institucije javnega sektorja ter analiza vpliva tega modela na poslovne procese v organizaciji, ki ta model uvede. Predvsem mislimo na kakovost dela, zadovoljstvo zaposlenih in zadovoljstvo uporabnikov. Model CAF je bil uveden zaradi zavedanja o pomembnosti stalnega izboljševanja delovanja organizacij javnega sektorja. Zaradi tega so se oblikovali različni standardi oziroma pristopi k zagotavljanju njihove kakovosti. Model CAF je brezplačno orodje za celovito obvladovanje kakovosti. Sestavljen je iz devetih meril, kjer prvih pet obravnava značilnosti dejavnikov organizacije, štirje pa rezultate, ki se dosegajo na področju državljanov, zaposlenih in celotne družbe. V okviru tega se izvaja samoocenjevanje, ki pa nima vpliva na razvoj javnega sektorja in ne prinaša dodane vrednosti raziskovanja, v kolikor organizacija s primerjavo in analizami pridobljenih podatkov ne povzame ključnih ugotovitev in na podlagi pridobljenih podatkov ne izdela akcijskega načrta izboljšav, ki jih v nadaljevanju tudi izvede. Ugotovitve raziskav, katere smo predstavili v magistrskem delu, kažejo na dejansko povezanost samoocenjevanja po modelu CAF z zadovoljstvom zaposlenih in zadovoljstvom uporabnikov. Poleg tega je razviden pozitiven prispevek vodstva in aktivno delo skupine za promocijo zdravja na delovnem mestu k zadovoljstvu zaposlenih. Aktivno vključevanje zaposlenih v procese izboljšav, ustvarjanje predlogov za izboljšave in iskanje predlogov za inovativne rešitve, ki vodijo k optimizaciji delovnih procesov ter učinkovitejšemu delovanju organizacije, zagotavlja zadovoljstvo zaposlenih, ki se posledično prenaša na uporabnike. S pomočjo analize obstoječih znanstvenih virov, tj. člankov, objavljenih v znanstvenih revijah in knjigah, ter spletnih virov, ki obravnavajo to temo, smo ugotovili, da je v evropskem merilu samoocenjevanje po modelu CAF vključenih preko 4000 organizacij. Vendar pa je število aktivnih uporabnikov mnogo manjše. Podobno ugotavljamo tudi za Slovenijo, kjer je od 62 registriranih uporabnikov samo 8 uspešnih uporabnikov. Ugotovili smo, da med slovenskimi uporabniki po številu izstopajo upravne enote. Druge organizacije javnega sektorja pa model CAF uporabljajo manj. Bistvena ugotovitev magistrskega dela je, da bi s smiselno uporabo modela CAF2020, kot smo opisali v magistrskem delu, lahko v mnogočem pripomogli k izboljšanju poslovnih procesov v slovenskem javnem sektorju in na ta način pripomogli, da bi na lestvici organizacijske zrelosti procesov slovenski javni sektor napredoval. Za namen analize uspešnosti implementacije modela CAF v slovenski javni sektor predlagamo, da bi se vsako leto opravljale analize uspešnosti implementacije modela v posameznih organizacijah. The topic of the master's thesis is the analysis of the maturity of the organization and, in this context, the role of implementing the CAF (Common Assessment Framework) model to increase the maturity of the organization in public sector institutions and analysis of the impact of this model on business processes. Above all, we mean the quality of work, employee satisfaction, and user satisfaction. The CAF model was introduced because of the awareness of the importance of continuous improvement of the functioning of public sector organizations. As a result, various standards or approaches to ensure their quality have been developed. The CAF model is a free tool for total quality management. It consists of nine criteria, where the first five address the characteristics of the factors of the organization, and four the results achieved in the field of citizens, employees and society as a whole. In this context, self-assessment is carried out, which does not affect the development of public administration and does not bring added value to the research, as long as the organization does not summarize key findings by comparing and analyzing the obtained data and does not prepare an action plan (also performed). The findings of the research presented in the master's thesis show the actual connection between self-assessment according to the CAF model and employee satisfaction and user satisfaction. In addition, the positive contribution of management and the active work of the workplace health promotion team to employee satisfaction is evident. Active involvement of employees in improvement processes, creating suggestions for improvements and finding proposals for innovative solutions that lead to optimization of work processes and more efficient operation of the organization, ensures employee satisfaction, which is consequently passed on to users. Through the analysis of existing scientific sources, i.e. articles published in scientific journals and books and online sources dealing with this topic, we found that on the European scale, self-assessment according to the CAF model involved over 4000 organizations. However, the number of active users is much smaller. We find a similar situation in Slovenia, where only 8 out of 62 registered users are successful. We found that administrative units stand out among the Slovenian users in terms of number. Other public sector organizations use the CAF model less. The essential finding of the master's thesis is that by sensibly using the CAF2020 model, as described in the master's thesis, we could in many ways help to improve business processes in the Slovenian public sector and thus help the Slovenian public sector to advance on the scale of organizational maturity. For the purpose of analyzing the success of the implementation of the CAF model in the Slovenian public sector, we propose that analyzes of the success of the implementation of the model in individual organizations be performed every year.

This paper investigates the relationships between optimism, mindfulness, and task engagement. Specifically, we hypothesized that optimism, mindfulness, and their interaction would facilitate individuals’ task engagement. We tested our research model in four studies: two surveys among gig workers and two experiments. The results of the two surveys among gig workers indicated that optimism predicted higher task engagement, but trait mindfulness did not, and that a multiplicative interaction existed between high optimism and high mindfulness in stimulating task engagement. Our two experiments confirmed a significant interaction between optimism and induced state mindfulness and showed that the most engaging situation is being high in both mindfulness and optimism. Although optimism predicted task engagement, the experiments indicated that the effect of the state mindfulness manipulation was above and beyond that of optimism. Finally, we discuss the nuances of the interaction between optimism and mindfulness in predicting task engagement.

The development and maintenance of work relationships is the primary mechanism for effective socialization, yet emerging work relationships in early socialization are fragile. We hypothesize that their persistence is related to frequency of information-based support between newcomers and support providers and perceived responsiveness of support providers. We contrast this relational effect with a more established effect of organizational socialization practices. In a three-wave longitudinal study of 40 newcomers involved in 601 work relationships, we examined the persistence of newcomers’ information-support relationships over time. We found support for arguing that the persistence of information-support relationships is positively related to the frequency of information support that newcomers receive from their support providers. Moreover, we show that the persistence of information-support relationships depends on relational factors - the perceived willingness of a support provider to provide informational support, while favourable socialization tactics as perceived by newcomers do not play a significant role. We discuss theoretical and practical implications.

Magistrsko delo obravnava zgodovino Prostovoljnega gasilskega društva Tolmin od druge svetovne vojne do osamosvojitve Republike Slovenije. Na skoraj vse omenjeno obdobje je vplival povojni socialistični družbenopolitični sistem, ki je tedaj, podobno kot na druge ravni življenja, vplival tudi na gasilstvo in razvoj gasilstva na Slovenskem. Nekaj poglavij dela obravnava tudi dogodke ob osamosvojitvi Republike Slovenije in spremembe, ki so se dogajale na področju gasilstva. Poglavja so razdeljena na desetletja, ki kot nalašč sovpadajo s spremembami, ki jih je prineslo vsako od njih v zgodovini prostovoljnega gasilskega društva Tolmin. V prvih poglavjih je opredeljen prostor in delovanje okrajne gasilke čete, ki je bila temelj za kasnejšo obnovitev omenjenega društva. Naslednje poglavje se nanaša na njegovo ustanovitev in ključne določbe, ki so jih sprejeli na ustanovnem občnem zboru. Eno od poglavij je namenjeno tudi polju povezovanja Prostovoljnega gasilskega društva v lokalno Gasilsko zvezo Tolmin in njene predhodnice. Tem sledijo poglavja, ki posamezna desetletja obravnavajo na različnih ravneh delovanja društva. Pri vsakem je prikazan splošni opis stanja, društveno življenje, operativa, mladina, izobraževanje, gasilske vaje, posredovanja in pomembnejši dogodki. Ob koncu sledi še poglavje o času slovenske pomladi, ki obravnava predvsem začetek devetdesetih let dvajsetega stoletja in delovanje društva v tem obdobju. Delo temelji predvsem na arhivskih virih, med katerimi prevladujejo viri iz arhiva Prostovoljnega gasilskega društva Tolmin, časopisnih člankih, slikovnem gradivu, intervjujih in obstoječi gasilski literaturi, ki pokriva področje gasilstva na slovenski in lokalni ravni v tem obdobju. The main aim of the following thesis is to present the history of Tolmin VFS in the period between World War II and the independence of Slovenia. The period in question was almost entirely influenced by the postwar socialist political system, the latter affecting both firefighting and its development in Slovenia as well as other aspects of public life. Furthermore, certain chapters deal with the events and changes that occurred in firefighting during the period in which Slovenia gained its independence. The chapters are divided into decades which incidentally coincide with the major changes in the history of Tolmin VFS. The first few chapters, dedicated to the presentation of the local fire brigade which was the basis for the re-establishment of Tolmin VFS, are followed by the chapter on the establishment and key agreements reached at the founding general assembly. One of the chapters is also aimed at the integration of Tolmin VFS with the local Tolmin Fire Association and its forerunners. The chapters that follow address each decade individually through various aspects of Tolmin VFS and its functioning. Each includes the description of a general status and life, operability, youth, instruction, fire practice, interventions and more important events of the decade under discussion. Last but not least, there is a chapter on the so-called Slovenian spring which refers to the beginning of the nineties and deals with the functioning of Tolmin VFS during that period. The thesis is based mainly on archival documents, the majority of those belonging to Tolmin VFS archive, but also on several newspaper articles, photos, interviews and the existing literature which focuses on firefighting in Slovenia, both regionally and locally, during the period at issue.

Purpose – This study applies bibliometric analysis to explore the evolution of the research paradigm of agility related to management and organisations. Design/methodology/approach – Authors prepared a quantitative study of the review of selected articles using co-citation analysis and bibliographic coupling. Based on the bibliometric analyses, the evolution of the agility field (past, present, and future of agility research) was prepared. Findings – Emergent themes focus on the importance of agility in interpreting organisational responses in the context of issues as diverse as information systems and business intelligence systems, market orientation, strategic alignment and social computing. Future research needs to focus on digitisation in conjunction with informatisation, an important topic for creating a new organisational culture and knowledge management through increased collaboration between humans and machines. Originality/value – As the authors are aware, this study is one of the first to choose to show the overall development and importance of agility through quantitative bibliometric methods used to assess the value and contribution of scientific productivity and its impact on development.

U Završnom radu obrađena je tema strateškog pristupa upravljanju proizvodnjom. Opisivanjem različitih strategija i metoda koje se koriste kako bi se unaprijedila proizvodnja žele se naglasiti ključni elementi postizanja uspješnosti poduzeća. Svaka metoda posjeduje točno definiran tijek događanja što uvelike pomaže menadžerima prepoznati rizike i pogodnosti kojima bi se mogli susresti ukoliko koriste jedan od pristupa. Time se uvelike olakšava smanjivanje grešaka u proizvodnji te poboljšava cjelokupni rad poduzeća. Budući da se greške smanjuju iskustvom i znanjem, svaki strateški pristup nam omogućava da bez prethodnog iskustva točno odredimo ključne parametre uspješnosti poduzeća te uspostavimo dugoročne i kratkoročne planove proizvodnje. The final paper deals with the topic of strategic approach to production management. Describing the different strategies and methods used to improve production seeks to highlight key elements of achieving business success. Each method has a well-defined course of events, which greatly helps managers identify the risks and benefits they may encounter if they use one of the approaches. This greatly facilitates the reduction of errors in production and the improvement of the overall work of the company. Because mistakes are reduced by experience and knowledge, every strategic approach allows us to accurately determine the key parameters of company performance without previous experience and establish long-term and short-term production plans.

Raziskovalno vprašanje (RV): V raziskavi smo si s pomočjo izbranih člankov, zastavili raziskovalno vprašanje, ali je od vodij odvisna ustvarjalnost in inovativnost zaposlenih v organizaciji. Namen: Preučitev, kakšen vpliv imajo vodje s svojim vedenjem in vodenjem, glede na spodbujanje ustvarjalnosti zaposlenih v organizacijah. S svojimi pristopi namreč lahko zaposlenim pomagajo do ustvarjalnega razmišljanja. Metoda: Kot metodo smo uporabili kvalitativno analizo,10 strokovnih člankov in iz njih izluščili bistvo in ugotovitve. Rezultat: Dober vodja mora imeti dobro razvit čut za timsko delo, biti mora samozavesten in prepričljiv. Znati mora ostati miren v vseh situacijah, saj mu bodo zaposleni le tako zaupali. Dober vodja mora biti dober komunikator in usmerjevalec. Organizacija: Raziskava bo vodje seznanila, na kakšen način lahko oni pripomorejo k boljši ustvarjalnosti in inovativnosti. Družba: Vodja je tisti, ki mora v podjetju veliko truda vložiti v svoje zaposlene. Saj bodo le tako dosegli zastavljen cilj. Omejitve/nadaljnje raziskovanje: Da bi se lahko bolj približali ugotovitvam avtorjev, bi bilo potrebno izvesti anketni vprašalnik tako med zaposlenimi, kot med njihovimi vodji. Omejili smo se na že izvedene raziskave v izbranih člankih.

Straipsnyje apibrėžiamos organizacijų atsparumo ir regionų socialinio tvarumo sąsajos, apibūdinama, kokių sunkumų bei valdymo iššūkių organizacijoms tenka patirti esant neapibrėžtumo sąlygoms. Teorinėje dalyje atskleidžiama regionų socialinio tvarumo samprata, aptariamas organizacijų atsparumo stiprinimas regionų socialinio tvarumo kontekste, pateikiami organizacijų valdymo iššūkiai neapibrėžtumų aplinkoje. Tyrimo metu nustatomas organizacijų gebėjimas veikti esant neapibrėžtum The article defines the links between the resilience of organizations and the social sustainability of regions, describes the difficulties and management challenges faced by organizations in conditions of uncertainty. The theoretical part reveals the concept of regional social sustainability, discusses the strengthening of the resilience of organizations in the context of regional social sustainability, presents the challenges of organizational management in an environment of uncertainty. The study identifies the ability of organizations to act in the face of uncertainties and reveals the management challenges faced by organizations operating in an environment of uncertainties.

Raziskovalno vprašanje (RV): Kako pomembno je dobro počutje zaposlenih v organizaciji, od česa vse je odvisno in kakšen vpliv ima pri tem vodstvo organizacije? Namen: Raziskati dejavnike, ki vplivajo na počutje zaposlenih in poiskati načine za vzpostavitev dobre klime v podjetju. Metoda: S pomočjo integrativnega pregleda literature oziroma že narejenih raziskav na tem področju ter z zbiranjem podatkov iz ZDA, EU in Slovenije. Rezultati: Rezultati vseh raziskav se ne razlikujejo bistveno, saj je dobro počutje zaposlenih neglede na državo in organizacijo odvisno od podobnih parametrov; dobri medsebojni odnosi, odnos z vodstvom, plačilo, možnost izobraževanja in osebne rasti, izobraževanja, napredovanje in ugodne delovne razmere. Organizacija: Vpliv na organizacijo je močan, saj organizaciji omogoča doseg boljše delovne klime, manj izostankov z dela zaradi bolezni in posledico manjše stroške ter večjo produktivnost delavcev. Družba: Dobro počutje ljudi vpliva na večjo pozitivno miselnost in v splošnem na manj stresno življenje ter boljše zdravstveno stanje. Originalnost: Članke obravnavamo glede na tri različna področja, to so: Evropa, Združene države Amerike in Slovenije. Skupne rezultate opišemo s pomočjo Vennovega diagrama. Omejitve/nadaljnje raziskovanje: Nadaljnjo raziskovanje bi morali raziskati ukrepe in načine za pomoč organizacijam v smislu inovacije na delovnih mestih za izboljšanje dobrega počutja in produktivnosti delavcev

Darbo pavadinimas: Socialinės atsakomybės raiška sporto organizacijoje Darbo tikslas: Nustatyti socialinės atsakomybės raiškos lygį vadovų, sportininkų ir darbuotojų požiūriu. Darbo uždaviniai: 1. Aptarti organizacijų socialinės atsakomybės dedamąsias. 2. Išanalizuoti organizacijų socialinės atsakomybės raiškos sporto organizacijose teorinius aspektus. 3. Atlikti palyginamąją sporto organizacijų vadovų, darbuotojų ir sportininkų nuomonės apie socialinės atsakomybės raiškos lygį sporto organizacijoje analizę. Hipotezė: Darbuotojų, vadovaujančių asmenų ir sportininkų požiūris vertinant organizacijos socialinės atsakomybės raiškos lygį nesutampa. Tyrime taikomi šie metodai: 1. Mokslinės literatūros šaltinių analizė 2. Kiekybinis tyrimas - anketinės apklausa. Anketa buvo sudaryta remiantis atlikta mokslinės literatūros analize ir Smith ir Westerbeek (2007), Babiak ir Sheth (2010), Camilleri, (2015), Zhou, Wang and Zhao (2020) atliktais tyrimais. Klausimai adaptuoti atsižvelgiant į nagrinėjamą problemą. 3. Matematinė, statistinė aprašomoji analizė. Apklausos metu gauti duomenys apdoroti SPSS 23 versijos paketu. Duomenys apskaičiuoti naudojant SPSS (Statistical Package for Social Sciences) Išvada: Atlikus palyginamąją analizę nustatyta, kad darbuotojų ir organizacijos vadovų nuomonė sutampa dėl įmonių socialinės atsakomybės taikymo sukuriamos itin didelės pridėtinės vertės sporto organizacijai. Vertinant socialinės atsakomybės raiškos lygį ir ją sąlygojančius veiksnius pagal kitus išskirtus kriterijus, vadovų ir darbuotojų bei sportininkų nuomonė skiriasi. Daugelis raiškos kriterijų vertinamas aukštais balais, tačiau nuomonių skirtumas rodo, kad socialinės atsakomybės integravimą į sporto organizacijos politiką, strategiją ir procesus reikalinga efektyviau koordinuoti, nes sporto organizacijos bendruomenės nariai skirtingai suvokia socialinę atsakomybę prieš visuomenę, klientus ir atsakomybę aplinkosaugoje., Title: Expression of social responsibility in sports organization The aim of the research: Determine the level of expression of social responsibility in terms of managers, athletes and employees. Objectives of the research: 1. Discuss the components of social responsibility in organizations. 2. To analyze the theoretical aspects of the expression of social responsibility of organizations in sports organizations 3. To conduct a comparative analysis of the opinion of sports organization managers, employees and athletes on the level of expression of social responsibility in a sports organization. Hypothesis of the research: the attitudes of employees and athletes in assessing the implementation of an organization's social responsibility do not coincide. Research methods: 1. Analysis of scientific literature sources Quantitative study - Questionnaire. The questionnaire was based on an analysis of the scientific literature and studies by Smith and Westerbeek (2007), Babiak and Sheth (2010), Camilleri, (2015), Zhou, Wang and Zhao (2020). The questions are adapted to the problem at hand. 3. Mathematical, statistical analysis. The data obtained during the survey were processed by SPSS version 23 package. Data were calculated using SPSS (Statistical Package for Social Sciences) Conclusions: The comparative analysis shows that there is a consensus between employees and the organisation's management on the significant added value that the application of corporate social responsibility creates for a sports organization. When evaluating the expression of social responsibility and its factors according to other distinguished criteria, the opinion of managers and employees and athletes differs. Many expression criteria score high, but differences of opinion suggest that the integration of social responsibility into a sports organization's policies, strategies, and processes needs to be coordinated more effectively because members of the sports organization's community have different perceptions of social responsibility to society, customers, and environmental responsibility.

U Hrvatskoj je od 2007. dostupno cijepljenje protiv HPV-a u pojedinim gradovima i općinama (plaćanje, besplatno organizirale pojedine jedinice lokalne ili regionalne samouprave). U cijeloj Hrvatskoj cijepljenje uvedeno u Nacionalni program cijepljenja u školskoj godini 2015./2016. Preporuka za dobne skupine postupno se mijenjala tijekom protekle dvije godine te je od 2018. godine cijepljenje besplatno za dječake i djevojčice koji pohađaju osmi razred osnovne škole. Cjepni obuhvati su razmjerno niski u usporedbi s mnogim državama Europe i globalnim ciljevima i preporukama. Godine 2016. procijepljenost je bila niža od 10% ; 2019/2020 cijepljeno 38% djevojčica i 24% dječaka. Postoje velike razlike u procijepljenosti među županijama: kod djevojčica se odaziv na cijepljene kreću od 11% do 74%. U nekoliko istraživanja samoprocjene statusa cijepljenja protiv HPV-a utvrđen mali postotak cijepljenih. No, u posljednjih pet godina vidljiv trend povećanja primijenjenih doza cijepljenja. Iz podataka izvještaja rada, istraživanja i iz provedbe vidljivo je da postoji potreba za poboljšanjem cijepljenja protiv HPV-a povećanjem svijesti o dostupnosti i učinkovitosti cjepiva. To se može postići ciljanim medijskim kampanjama, ali i učinkovitijim uključivanjem zdravstvenog osoblja, te se planiraju aktivnosti u cilju poboljšanja.

The efforts of today’s journalism to win back the audiences’ trust and meet the expectations of audiences, while remaining committed to high-quality journalism, has been reflected in organizational and cultural changes in newsrooms. The digitalization of news production processes meant developing new newsroom organization models and news routines. As television is still the most trusted media in Croatia, this study focuses on three Croatian television newsrooms – the public broadcaster HRT, the commercial broadcaster Nova TV, and the most-watched non-terrestrial news channel N1 – and explores their different models of organization and how they have adapted to a transformed media environment and audience expectations. For this, a series of exploratory semi-structured interviews are conducted with a total of 28 journalists and editors. This study examines newsroom practices, the efficiency of newsroom integration or convergence implementation (if any), and the attempts to produce and distribute original innovative content across platforms. The study also tackles the main opportunities and obstacles that discourage or encourage them to produce what they perceive as quality stories and build engagement and trust in journalism. Findings point to three distinct newsroom integration and organization formats shaped by several important factors – past newsroom traditions, technology, ownership (Nova TV), foreign investors, international consultants, politics (HRT) and ultimately the format of the channel (N1). This is predominantly reflected in the news production process, or more precisely, in the ways editors and journalists create and shape the daily news program. Differences are identified in workflow between journalists employed by the public service broadcaster and its counterparts., Najveći izazovi novinarstva u novom medijskom okolišu su kako zadobiti povjerenje publika, zadovoljiti njena očekivanja, a pritom ostati predano najvišoj kvaliteti izvještavanja. To se očituje i u organizacijskim promjenama i kulturološkim promjenama u samim redakcijama. Digitalizacija procesa proizvodnje vijesti donijela je nove modele organizacije redakcija, kao i nove novinarske prakse. Budući da je televizija i dalje medij kojemu u Hrvatskoj građani najviše vjeruju, ovo se istraživanje usredotočuje na tri televizijske informativne redakcije – informativni medijski servis Hrvatske radiotelevizije (HRT), informativnu redakciju komercijalne televizije Nove TV, i najgledaniji kabelski kanal za vijesti N1 – te analizira modele njihove organizacije i funkcioniranja, načine na koje su se prilagodile promijenjenom medijskom okruženju, ali i očekivanjima publike. Provedeni su polustrukturirani intervjui s 28 novinara i urednika kako bi se istražile redakcijske prakse u proizvodnji vijesti, učinkovitost integriranja redakcije i procesa konvergencije (ako je postojala), kao i proizvodnja i distribucija originalnog i inovativnog novinarskog sadržaja za različite platforme. Također, identificirane su glavne prilike i prepreke u proizvodnji onoga što novinari i urednici percipiraju kao kvalitetan novinarski sadržaj kojim grade odnos sa svojim publikama. Rezultati istraživanja upućuju na tri različita modela redakcijske integracije i organizacije koju su oblikovali različiti čimbenici, poput tradicionalnih i ustaljenih načina rada u redakcijama, tehnologije, vlasništva (Nova TV), stranih investitora, međunarodnih konzultanata, politike (HRT), kao i samog formata kanala (N1). Sve ovo ponajviše se odražava u procesu proizvodnje vijesti, tj. u načinima na koji urednici i novinari stvaraju i oblikuju dnevne emisije vijesti. Uočene su i razlike u načinu rada između novinara zaposlenih u javnom servisu i onih na drugim televizijskim redakcijama.

Steven M. Constantino međunarodno je priznat po svom radu u području partnerstva obitelji i škole sa svojim inovativnim, nekonvencionalnim pristupom organizacijskom vođenju škola i postizanju impresivnih rezultata. U ovom području obiteljske pedagogije Steven M. Constantino objavio je četiri knjige, a njegova knjiga Angažirati svaku obitelj: Pet jednostavnih načela drugo je i nadopunjeno izdanje. U knjizi se osvrće na pretpostavke i razloge neangažiranosti obitelji u rad škole te nudi konkretna rješenja kako ostvariti partnerstvo (svake) obitelji i škole. U jedanaest poglavlja knjige čitatelje vodi refleksivnim pitanjima i aktivnostima do spoznaje o vlastitim uvjerenjima koja potencijalno štete odnosu s roditeljima te nudi konkretne savjete kako oblikovati, prije svega, školsku kulturu, koja će njegovati istinsko partnerstvo (svake) obitelji i škole.

Krizna situacija ozbiljan je incident koji utječe na sigurnost ljudi i okoline. Krizna situacija obilježena je gubitkom, zato duboko prodire u integritet čovjeka, osobito ako na nju nije bio spreman. , , U kriznoj situaciji obilježenoj gubitkom nekoga ili nečega, čovjek prolazi kroz različite stadije i faze. Čovjek je ljudsko biće te njegov osobni i profesionalni razvoj ovisi o vještini komunikacije. Svatko od nas ima potrebu i želju ulaziti u interakciju s drugima i međusobno komunicirati. Važnost komunikacije učimo od samog rođenja kada postajemo svjesni učinka na sugovornike.“ Razvoj tehnologije i novih medija taj je učinak dodatno pojačao. Društvene mreže virtualne su zajednice i grupe , , ljudi koje komuniciraju na različi-te načine i to upotrebom blogova, e-maila, te koji međusobno dijele video zapise, fotografije za društvene, poslovne i obrazovne svrhe.“ U odnosu na direktnu komunikaciju društvene mreže daju veće mogućnosti interakcije i individualizacije. Predmet ovog rada uključuje analizu uloge bloga kao komunikacijskog kanala u kriznoj komunikaciji u slučaju afere Ag- rokor. , , Cilj je ovog rada istražiti krizno komuniciranje kao oblik komuniciranja koji se do- gađa u posebnim uvjetima. Komunikacija je dio svakodnevnog života, pa se tako komunicira i u situacijama koje mogu utjecati na čovjekovu sigurnost odnosno na ugled organizacije.“ Poslovna kriza dolazi iznenada i kao izvanredan događaj uzrokuje prijetnju organizaciji u ostvarenju njezinih ciljeva. U ovom radu, na primjeru afere Agrokor, prikazat će se uloga bloga kao komunikacijskog kanala u kriznoj komunikaciji. Rezultati istraživanja trebali bi pokazati tko je odgovoran za imidž korporacije tijekom i nakon nastale krize, kakvo je bilo krizno komuniciranje u slučaju Agrokor, te kako je korporacija odgovorila na krizu. Kroz ovaj rad želi se dati doprinos u istraživanju uloge bloga kao komunikacijskog kanala u kriz-noj komunikaciji kroz analizu slučaja afere Agrokor.