{"title":"Vrednotenje zaznanih koristi in tveganj jedrske tehnologije v družbi","authors":"Maja Kozole","doi":"10.37886/ruo.2021.039","DOIUrl":"https://doi.org/10.37886/ruo.2021.039","url":null,"abstract":"","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":"4 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70125309","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research question (RV): What is the contribution of an organization that follows the EFQM model and reorganizes its organization into an agile organization? Purpose: The purpose of the research is to examine the interrelationship between the EFQM model, agility and agile organization, and consequently faster adaptability, greater performance and competitiveness of the agile organization. Method: The article was based on a review of foreign and domestic literature. We reviewed the professional literature on agility and the EFQM model. We searched a link between agility and the EFQM model. Results: We will find that there are differences between agile management and organizational culture in organizations that are agile aware from those that are not. It is essential for successful agile organization leaders to develop effective communication and interaction skills that are unique to the leader and organization. It is important that individuals in the organization adopt a shared vision, participate in a culture of trust and inclusion, while leaders encourage creativity and experimentation. Organization: An agile organization is considered to be fast (innovative, agile, adaptable) and that it is necessary to constantly renew its business. The research will draw attention to the importance and necessity of management awareness that by creating a certain organizational culture and agile management of the organization, they will achieve faster and more efficient adaptation to changes in the environment. Society: The lack of agile management and the creation of an inappropriate organizational culture has a negative impact on the satisfaction of all involved in the process (employees, customers, suppliers) and consequently on adapting to the needs of the environment. Originality: The originality of the article lies in breaking down the myths about the concept of agility and agile organization, and presenting or evaluating the obtained results with the result of differences between agile and not agile or traditional organizations. Limitations / further research: The limitation represents a small number of articles and literature selected for comparison. Based on a larger sample of articles, we would get more relevant results. We also found a few articles in Slovenian.
{"title":"Model EFQM in agilnost organizacij","authors":"Patricija Kastelec","doi":"10.37886/ruo.2021.034","DOIUrl":"https://doi.org/10.37886/ruo.2021.034","url":null,"abstract":"Research question (RV): What is the contribution of an organization that follows the EFQM model and reorganizes its organization into an agile organization? Purpose: The purpose of the research is to examine the interrelationship between the EFQM model, agility and agile organization, and consequently faster adaptability, greater performance and competitiveness of the agile organization. Method: The article was based on a review of foreign and domestic literature. We reviewed the professional literature on agility and the EFQM model. We searched a link between agility and the EFQM model. Results: We will find that there are differences between agile management and organizational culture in organizations that are agile aware from those that are not. It is essential for successful agile organization leaders to develop effective communication and interaction skills that are unique to the leader and organization. It is important that individuals in the organization adopt a shared vision, participate in a culture of trust and inclusion, while leaders encourage creativity and experimentation. Organization: An agile organization is considered to be fast (innovative, agile, adaptable) and that it is necessary to constantly renew its business. The research will draw attention to the importance and necessity of management awareness that by creating a certain organizational culture and agile management of the organization, they will achieve faster and more efficient adaptation to changes in the environment. Society: The lack of agile management and the creation of an inappropriate organizational culture has a negative impact on the satisfaction of all involved in the process (employees, customers, suppliers) and consequently on adapting to the needs of the environment. Originality: The originality of the article lies in breaking down the myths about the concept of agility and agile organization, and presenting or evaluating the obtained results with the result of differences between agile and not agile or traditional organizations. Limitations / further research: The limitation represents a small number of articles and literature selected for comparison. Based on a larger sample of articles, we would get more relevant results. We also found a few articles in Slovenian.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48886446","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research Question (RQ): Does the company need an external consultant to make organizational changes? Purpose: We want to examine the role of external consultants in introducing organizational change in an organization. Method: In our article, we will use: systematic review guidelines, integrative study review guidelines, meta-analysis guidelines, and literature review scope guidelines. We selected the literature through the main academic bibliographic databases Web of science, Elsevier, Jstor, Emerald. We used the following keywords to search for relevant literature: Organizational Change, Consultant, Management, Introduction of changes, Process, Consultancy industry. Results: While the added value that consultants can add to a company has long attracted the attention of management, critical interest in the consulting process is relatively new. However, the growing interest in consultants has also brought about a growing critical debate on the justification for hiring consultants. In our article, we will present the pros and cons of hiring external consultants. Organization: The organization always needs sober thinking or needs an external consultant when introducing changes. Society: Progress and success in the organization can be achieved without expensive external experts and always new approaches, simply by using "common sense". With this approach, we achieve that as many organizations as possible are dedicated to the implementation of this common sense in their processes. Originality: The article highlights the key elements that need to be considered when introducing organizational changes in order to avoid costly external consultants. Limitations / further research: The basis of the article is the theoretical findings of world authors from the studied field, the results of empirical research would be interesting.
研究问题（RQ）：公司是否需要外部顾问来进行组织变革？目的：我们想研究外部顾问在组织变革中的作用。方法：在我们的文章中，我们将使用：系统综述指南、综合研究综述指南、荟萃分析指南和文献综述范围指南。我们通过主要的学术文献数据库Web of science、Elsevier、Jstor、Emerald选择了文献。我们使用以下关键词搜索相关文献：组织变革、顾问、管理、变革简介、流程、咨询行业。结果：虽然顾问可以为公司增加的附加值长期以来一直吸引着管理层的注意，但对咨询过程的关键兴趣相对较新。然而，对顾问越来越感兴趣，也引发了关于聘请顾问理由的越来越多的批判性辩论。在我们的文章中，我们将介绍聘请外部顾问的利弊。组织：组织在引入变革时总是需要清醒的思维或外部顾问。社会：组织的进步和成功可以在没有昂贵的外部专家和总是新方法的情况下实现，只需使用“常识”。通过这种方法，我们实现了尽可能多的组织致力于在其流程中实施这一常识。独创性：这篇文章强调了在引入组织变革时需要考虑的关键因素，以避免昂贵的外部顾问。局限性/进一步研究：本文的基础是所研究领域的世界作者的理论发现，实证研究的结果会很有趣。
{"title":"Vloga svetovanja in svetovalcev na področju menedžmenta pri uvajanju organizacijskih sprememb","authors":"Idriz Selimović, Mirko Markič","doi":"10.37886/ruo.2021.031","DOIUrl":"https://doi.org/10.37886/ruo.2021.031","url":null,"abstract":"Research Question (RQ): Does the company need an external consultant to make organizational changes? Purpose: We want to examine the role of external consultants in introducing organizational change in an organization. Method: In our article, we will use: systematic review guidelines, integrative study review guidelines, meta-analysis guidelines, and literature review scope guidelines. We selected the literature through the main academic bibliographic databases Web of science, Elsevier, Jstor, Emerald. We used the following keywords to search for relevant literature: Organizational Change, Consultant, Management, Introduction of changes, Process, Consultancy industry. Results: While the added value that consultants can add to a company has long attracted the attention of management, critical interest in the consulting process is relatively new. However, the growing interest in consultants has also brought about a growing critical debate on the justification for hiring consultants. In our article, we will present the pros and cons of hiring external consultants. Organization: The organization always needs sober thinking or needs an external consultant when introducing changes. Society: Progress and success in the organization can be achieved without expensive external experts and always new approaches, simply by using \"common sense\". With this approach, we achieve that as many organizations as possible are dedicated to the implementation of this common sense in their processes. Originality: The article highlights the key elements that need to be considered when introducing organizational changes in order to avoid costly external consultants. Limitations / further research: The basis of the article is the theoretical findings of world authors from the studied field, the results of empirical research would be interesting.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47596826","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research Question (RQ): What is the way to develop a questionnaire on work engagement and employee motivation, which can also be a signpost for the development of the organization? Purpose: The aim and purpose are to present the development of a multidimensional, self-applied questionnaire, which on the basis of self-assessment offers an insight into the state of work engagement and motivation of employees and offers a starting point for improvements at the organizational level. Method: The stages of questionnaire development in which quantitative and qualitative methodology are integrated are presented. In this paper the emphasis is on the results of the quantitative phase - the second test survey. Results: The scale formed through both phases of the test survey indicates a high internal consistency. In the second test survey, 3 factors are formed through which the factors of work commitment and motivation of employees are presented according to 'on work relations and cooperation', 'working conditions' and 'opportunities for work self-realization'. Organization: Assessing the work commitment and motivation of employees for the organization, on the one hand, is a starting point for concrete work in the field of development human resources, and on the other hand, information on possible weaknesses that need to be strengthened to improve the competitive position. Society: Employed and motivated individuals are the bearer of development and productivity and the search for more optimal solutions in a constantly changing business and social environment. Originality: The contribution of this study is twofold - methodological and practical. The developed questionnaire offers practitioners, experts and researchers the possibility of using a scale designed and tested in our environment for practical use in the HR activities of the organization as well as for the purpose of further research. Limitations/Future Research: The questionnaire development process is presented as an open path with the fourth phase, which is not completed and as such is also highlighted in the article. Therefore, an invitation to further testing is also clearly expressed through practical application.
{"title":"Razvoj vprašalnika o delovni zavzetosti in motivaciji zaposlenih","authors":"Marija Paladin","doi":"10.37886/ruo.2021.033","DOIUrl":"https://doi.org/10.37886/ruo.2021.033","url":null,"abstract":"Research Question (RQ): What is the way to develop a questionnaire on work engagement and employee motivation, which can also be a signpost for the development of the organization? Purpose: The aim and purpose are to present the development of a multidimensional, self-applied questionnaire, which on the basis of self-assessment offers an insight into the state of work engagement and motivation of employees and offers a starting point for improvements at the organizational level. Method: The stages of questionnaire development in which quantitative and qualitative methodology are integrated are presented. In this paper the emphasis is on the results of the quantitative phase - the second test survey. Results: The scale formed through both phases of the test survey indicates a high internal consistency. In the second test survey, 3 factors are formed through which the factors of work commitment and motivation of employees are presented according to 'on work relations and cooperation', 'working conditions' and 'opportunities for work self-realization'. Organization: Assessing the work commitment and motivation of employees for the organization, on the one hand, is a starting point for concrete work in the field of development human resources, and on the other hand, information on possible weaknesses that need to be strengthened to improve the competitive position. Society: Employed and motivated individuals are the bearer of development and productivity and the search for more optimal solutions in a constantly changing business and social environment. Originality: The contribution of this study is twofold - methodological and practical. The developed questionnaire offers practitioners, experts and researchers the possibility of using a scale designed and tested in our environment for practical use in the HR activities of the organization as well as for the purpose of further research. Limitations/Future Research: The questionnaire development process is presented as an open path with the fourth phase, which is not completed and as such is also highlighted in the article. Therefore, an invitation to further testing is also clearly expressed through practical application.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47711553","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research Question (RQ): How can organizations achieve success with the talent of their employees? Purpose: The purpose and goal of the research are to determine the connection between the performance of organizations and the talent of employees in organizations and to determine what influences the search for and development of employee talent and, thus, ensures the achievement of competitiveness and success of the organization. Method: In the research, we used a quantitative method based on the analytical study. In the analysis, we used professionals from the scientific literature based on achieving success with the talent of employees. Results: By seeking and investing in the development of employee talent, organizations ensure adequate flexibility and competitiveness in the market, which emphasizes the achievement of organizational success. Successful organizations value their employees and by investing in employees they achieve the goals of the organization and employees. Organization: Highly successful organizations recognize the importance of investing in employees and developing their talent if they are to achieve business success. Society: Having as many talented people in your organization as possible is the greatest desire of modern managers. Organizations must be focused on finding and developing employee talent and are aware of the importance of this for achieving performance. Originality: In the research, we present an overview of achieving the success of organizations with the talent of their employees. Limitations/Future Research: We limited ourselves to a review of existing articles and content related to achieving success with employee talent. Research within the chosen organization could be continued.
{"title":"Doseganje uspehov z nadarjenostjo zaposlenih","authors":"Katja Krese, Saška Đurić","doi":"10.37886/ruo.2021.032","DOIUrl":"https://doi.org/10.37886/ruo.2021.032","url":null,"abstract":"Research Question (RQ): How can organizations achieve success with the talent of their employees? Purpose: The purpose and goal of the research are to determine the connection between the performance of organizations and the talent of employees in organizations and to determine what influences the search for and development of employee talent and, thus, ensures the achievement of competitiveness and success of the organization. Method: In the research, we used a quantitative method based on the analytical study. In the analysis, we used professionals from the scientific literature based on achieving success with the talent of employees. Results: By seeking and investing in the development of employee talent, organizations ensure adequate flexibility and competitiveness in the market, which emphasizes the achievement of organizational success. Successful organizations value their employees and by investing in employees they achieve the goals of the organization and employees. Organization: Highly successful organizations recognize the importance of investing in employees and developing their talent if they are to achieve business success. Society: Having as many talented people in your organization as possible is the greatest desire of modern managers. Organizations must be focused on finding and developing employee talent and are aware of the importance of this for achieving performance. Originality: In the research, we present an overview of achieving the success of organizations with the talent of their employees. Limitations/Future Research: We limited ourselves to a review of existing articles and content related to achieving success with employee talent. Research within the chosen organization could be continued.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47061140","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research Question (RQ): What challenges did students recognize in the sudden transition to e-learning due to the outbreak of COVID-19? Which suggestions facilitated in the improvement of implementing e-learning and to what extent did the students think that following their recommendations contributed to better e-learning? Purpose: With the research, we wanted to determine what challenges students at higher vocational schools perceived during the e-learning process. Due to the sudden appearance of COVID-19, the educational approach swiftly changed, and both teachers and students were faced with many challenges. Method: Content analysis was used on domestic and international research studies. The literature was reviewed and analyzed using keywords. For the empirical research, we collected data by surveying students from the southeastern part of Slovenia in seven different short cycle higher education programs. The questionnaire was designed based on self-evaluation reports and previously analyzed professional literature dealing with this area. Results: Results are depicted based on the challenges that students faced in the sudden onset of e-learning due to the pandemic. By following recommendations provided by students, teachers were able to improve their e-learning approach, in which everyone was involved, and thus facilitated the learning process. Organization: The results of the research enable schools to implement the identified challenges that students perceived during the educational process to improve e-learning. The research findings portray a possible answer on what needs to be improved in e-learning and how to adapt approaches in a way that is tailored to the student. Society: Recognizing students’ e-learning challenges is the foundation for improving the entire e-learning process, which contributes to better achievement of educational goals and greater contribution of knowledge to society. Originality: Several studies on e-learning have already been conducted, but we have not found any that address the challenges posed by short cycle higher education students in the face of the immediate and unexpected introduction of e-learning due to the global health situation. Limitations/Future Research: We have limited ourselves to research that has already been conducted in this area. The resulting questionnaire was created as a pilot survey on a larger sample to determine reliability and to obtain a starting point for implementing improvements in practice and the possibility of further testing on an even larger number of students. The research also offers a starting point for the preparation of a questionnaire intended for higher education teachers who already have conducted e-learning.
{"title":"Challenges of Immediate Transition to e-Learning","authors":"Monja Pust, A. G. Zoran","doi":"10.37886/ruo.2021.030","DOIUrl":"https://doi.org/10.37886/ruo.2021.030","url":null,"abstract":"Research Question (RQ): What challenges did students recognize in the sudden transition to e-learning due to the outbreak of COVID-19? Which suggestions facilitated in the improvement of implementing e-learning and to what extent did the students think that following their recommendations contributed to better e-learning? Purpose: With the research, we wanted to determine what challenges students at higher vocational schools perceived during the e-learning process. Due to the sudden appearance of COVID-19, the educational approach swiftly changed, and both teachers and students were faced with many challenges. Method: Content analysis was used on domestic and international research studies. The literature was reviewed and analyzed using keywords. For the empirical research, we collected data by surveying students from the southeastern part of Slovenia in seven different short cycle higher education programs. The questionnaire was designed based on self-evaluation reports and previously analyzed professional literature dealing with this area. Results: Results are depicted based on the challenges that students faced in the sudden onset of e-learning due to the pandemic. By following recommendations provided by students, teachers were able to improve their e-learning approach, in which everyone was involved, and thus facilitated the learning process. Organization: The results of the research enable schools to implement the identified challenges that students perceived during the educational process to improve e-learning. The research findings portray a possible answer on what needs to be improved in e-learning and how to adapt approaches in a way that is tailored to the student. Society: Recognizing students’ e-learning challenges is the foundation for improving the entire e-learning process, which contributes to better achievement of educational goals and greater contribution of knowledge to society. Originality: Several studies on e-learning have already been conducted, but we have not found any that address the challenges posed by short cycle higher education students in the face of the immediate and unexpected introduction of e-learning due to the global health situation. Limitations/Future Research: We have limited ourselves to research that has already been conducted in this area. The resulting questionnaire was created as a pilot survey on a larger sample to determine reliability and to obtain a starting point for implementing improvements in practice and the possibility of further testing on an even larger number of students. The research also offers a starting point for the preparation of a questionnaire intended for higher education teachers who already have conducted e-learning.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":" ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49201531","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research Question (RQ): What are the advantages and disadvantages of teamwork at distance? Purpose: To explore the advantages and disadvantages of teamwork at a distance and to find the reasons for successful or unsuccessful work at a distance. Method: With the help of an integrative review of the literature or already done research in this field and with the collection of data, we investigated the advantages and disadvantages of teamwork at a distance. To obtain data, we used a qualitative method, a compilation method with which we summarized the results of other authors on this topic, a comparative method for comparing the advantages and disadvantages of teamwork at a distance and a deductive method with which we infer individual cases in general. Results: The results of all surveys do not differ significantly, as the advantages and disadvantages of teamwork at a distance of employees depend on similar parameters: working hours, age, position in the company, infrastructure, possibilities of combining work and family. Organization: The impact on the organization is strong as it allows the organization to achieve better employee productivity, they can have a flexible work schedule, the organization does not have high costs with physical offices and with the cost of transporting employees to work. It is also important that organizations are aware of the importance of the benefits of teleworking and encourage productivity, innovation, and that the leader rewards them accordingly. Society: Theoretical part starting points guide society to the use of telework and teamwork, as more people together can do much more, improve, innovate. Teleworking has a positive effect on employees. Originality: The originality of the research is reflected in the breakdown of the advantages and disadvantages of teamwork at a distance. The topic focused on highlighting the benefits of teamwork at a distance, which greatly contributes to the development of the company. Limitations/Future Research: To get a broader view of the advantages and disadvantages of teamwork at a distance, more literature would need to be examined. For further research, we should explore the various costs that threaten companies in terms of introducing telework and ways to help companies and employees work remotely in a team.
{"title":"Prednosti in slabosti timskega dela na daljavo","authors":"Tjaša Gračner","doi":"10.37886/ruo.2021.035","DOIUrl":"https://doi.org/10.37886/ruo.2021.035","url":null,"abstract":"Research Question (RQ): What are the advantages and disadvantages of teamwork at distance? Purpose: To explore the advantages and disadvantages of teamwork at a distance and to find the reasons for successful or unsuccessful work at a distance. Method: With the help of an integrative review of the literature or already done research in this field and with the collection of data, we investigated the advantages and disadvantages of teamwork at a distance. To obtain data, we used a qualitative method, a compilation method with which we summarized the results of other authors on this topic, a comparative method for comparing the advantages and disadvantages of teamwork at a distance and a deductive method with which we infer individual cases in general. Results: The results of all surveys do not differ significantly, as the advantages and disadvantages of teamwork at a distance of employees depend on similar parameters: working hours, age, position in the company, infrastructure, possibilities of combining work and family. Organization: The impact on the organization is strong as it allows the organization to achieve better employee productivity, they can have a flexible work schedule, the organization does not have high costs with physical offices and with the cost of transporting employees to work. It is also important that organizations are aware of the importance of the benefits of teleworking and encourage productivity, innovation, and that the leader rewards them accordingly. Society: Theoretical part starting points guide society to the use of telework and teamwork, as more people together can do much more, improve, innovate. Teleworking has a positive effect on employees. Originality: The originality of the research is reflected in the breakdown of the advantages and disadvantages of teamwork at a distance. The topic focused on highlighting the benefits of teamwork at a distance, which greatly contributes to the development of the company. Limitations/Future Research: To get a broader view of the advantages and disadvantages of teamwork at a distance, more literature would need to be examined. For further research, we should explore the various costs that threaten companies in terms of introducing telework and ways to help companies and employees work remotely in a team.","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70125047","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Kako oziroma na kaksen nacin se kaže odlicnost organizacij pri dodajanju vrednosti za odjemalce? Namen je preveriti rezultate pri posameznih podgradnikih izbranega gradnika Dodajanje vrednosti za odjemalce v dveh razlicnih obdobjih in jih primerjati, kot tudi analizirati strokovno literaturo Uporabljeni in primerjani so bili rezultati izbranih obdobij FOS metra poslovne odlicnosti, kot tudi izvedena analiza strokovne literature Rezultati kažejo nihanja v podanih ocenah gradnika v izbranem obdobju, kar je lahko posledica razlicnih dejavnikov, hkrati pa strokovna literature potrjuje nase raziskovalno vprasanje, da odlicne organizacije upostevajo vsa nacela gradnika Dodajanje vrednosti za odjemalce S podanimi predlogi vplivamo na izboljsanje odlicnosti organizacij Z implementacijo predlogov lahko se izboljsamo vrednost za odjemalce ter s tem uspesnost organizacije na globalnem trgu Na dodano vrednost za odjemalce vplivajo vsi deležniki tako v kot zunaj organizacije Zavedati se je potrebno, da le preplet vseh in zasledovanje vseh nacel gradnika omogoca odlicnost organizacije Ker so rezultati tudi iz leta 2020, pomeni, da so to zadnji rezultati podgradnikov, zato lahko opazimo vpliv glavnega dejavnika (Covid-19) na rezultate Za dosego reprezentativnih rezultatov bi bilo potrebno primerjati se rezultate iz prejsnjih let in analizirati napredek/nazadovanje pri posameznih podgradnikih Alternate abstract:How or in what way is the excellence of companies in adding value for customers manifested? The purpose is to check the results of individual sub-subsets of the selected widget called Adding Value for Clients in two different periods and to compare them The results of selected periods have been used and compared, and we analyse them and, based on the analysis, propose measures for improvements The results show fluctuations in the given building block estimates over the selected period, which may be due to various factors With the given suggestions, we influence the improvement of the company's excellence By implementing the proposals, we can further improve the value for customers Value added for customers is influenced by all stakeholders in the company - management and employees It is necessary to be aware that they can only be more successful together and with consistent implementation of measures Since the results are also from 2020, it means that these are the latest results of the sub-builders, so we can see the influence of the main factor (Covid 19) on the results In order to achieve representative results, it would be necessary to compare the results from previous years and analyse the progress / decline in individual subcontractors
{"title":"Dodajanje vrednosti za odjemalce","authors":"Maja Peterc Zidar, Uroš Skrinar","doi":"10.37886/RUO.2021.024","DOIUrl":"https://doi.org/10.37886/RUO.2021.024","url":null,"abstract":"Kako oziroma na kaksen nacin se kaže odlicnost organizacij pri dodajanju vrednosti za odjemalce? Namen je preveriti rezultate pri posameznih podgradnikih izbranega gradnika Dodajanje vrednosti za odjemalce v dveh razlicnih obdobjih in jih primerjati, kot tudi analizirati strokovno literaturo Uporabljeni in primerjani so bili rezultati izbranih obdobij FOS metra poslovne odlicnosti, kot tudi izvedena analiza strokovne literature Rezultati kažejo nihanja v podanih ocenah gradnika v izbranem obdobju, kar je lahko posledica razlicnih dejavnikov, hkrati pa strokovna literature potrjuje nase raziskovalno vprasanje, da odlicne organizacije upostevajo vsa nacela gradnika Dodajanje vrednosti za odjemalce S podanimi predlogi vplivamo na izboljsanje odlicnosti organizacij Z implementacijo predlogov lahko se izboljsamo vrednost za odjemalce ter s tem uspesnost organizacije na globalnem trgu Na dodano vrednost za odjemalce vplivajo vsi deležniki tako v kot zunaj organizacije Zavedati se je potrebno, da le preplet vseh in zasledovanje vseh nacel gradnika omogoca odlicnost organizacije Ker so rezultati tudi iz leta 2020, pomeni, da so to zadnji rezultati podgradnikov, zato lahko opazimo vpliv glavnega dejavnika (Covid-19) na rezultate Za dosego reprezentativnih rezultatov bi bilo potrebno primerjati se rezultate iz prejsnjih let in analizirati napredek/nazadovanje pri posameznih podgradnikih Alternate abstract:How or in what way is the excellence of companies in adding value for customers manifested? The purpose is to check the results of individual sub-subsets of the selected widget called Adding Value for Clients in two different periods and to compare them The results of selected periods have been used and compared, and we analyse them and, based on the analysis, propose measures for improvements The results show fluctuations in the given building block estimates over the selected period, which may be due to various factors With the given suggestions, we influence the improvement of the company's excellence By implementing the proposals, we can further improve the value for customers Value added for customers is influenced by all stakeholders in the company - management and employees It is necessary to be aware that they can only be more successful together and with consistent implementation of measures Since the results are also from 2020, it means that these are the latest results of the sub-builders, so we can see the influence of the main factor (Covid 19) on the results In order to achieve representative results, it would be necessary to compare the results from previous years and analyse the progress / decline in individual subcontractors","PeriodicalId":30488,"journal":{"name":"Revija za Univerzalno Odlicnost","volume":"10 1","pages":"1-13"},"PeriodicalIF":0.0,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70124040","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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