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master's thesis
Modeli nagrađivanja zaposlenika u veleprodaji
2019. urn:nbn:hr:162:958048
Kovačević, Mario
University of Zadar
Department of Economics

Cite this document

Kovačević, M. (2019). Modeli nagrađivanja zaposlenika u veleprodaji (Master's thesis). Zadar: University of Zadar. Retrieved from https://urn.nsk.hr/urn:nbn:hr:162:958048

Kovačević, Mario. "Modeli nagrađivanja zaposlenika u veleprodaji." Master's thesis, University of Zadar, 2019. https://urn.nsk.hr/urn:nbn:hr:162:958048

Kovačević, Mario. "Modeli nagrađivanja zaposlenika u veleprodaji." Master's thesis, University of Zadar, 2019. https://urn.nsk.hr/urn:nbn:hr:162:958048

Kovačević, M. (2019). 'Modeli nagrađivanja zaposlenika u veleprodaji', Master's thesis, University of Zadar, accessed 14 November 2024, https://urn.nsk.hr/urn:nbn:hr:162:958048

Kovačević M. Modeli nagrađivanja zaposlenika u veleprodaji [Master's thesis]. Zadar: University of Zadar; 2019 [cited 2024 November 14] Available at: https://urn.nsk.hr/urn:nbn:hr:162:958048

M. Kovačević, "Modeli nagrađivanja zaposlenika u veleprodaji", Master's thesis, University of Zadar, Zadar, 2019. Available at: https://urn.nsk.hr/urn:nbn:hr:162:958048

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Metadata
TitleModeli nagrađivanja zaposlenika u veleprodaji
Title (english)Employee rewarding models in wholesale
AuthorMario Kovačević
MentorIvica Zdrilić (mentor)
Committee memberJurica Bosna (predsjednik povjerenstva)
Committee memberMladen Rajko (član povjerenstva)
Committee memberIvica Zdrilić (član povjerenstva)
GranterUniversity of Zadar
(Department of Economics)
Zadar
Defense date and country2019-09-25, Croatia
Scientific / art field,
discipline and subdiscipline		SOCIAL SCIENCES
Economics
Abstract
Podrška za zaposlenike pruža ogromne koristi za održavanje konkurentske prednosti, brže reagiranje na promjene od konkurencije i pozicioniranje organizacije ispred drugih. Svijest o toj činjenici potiče organizacije na pripremu novih motivacijskih programa i praksi. Nagrađivanje zaposlenika predstavlja jedan od ključnih čimbenika postizanja individualne i organizacijske efikasnosti. Model nagrađivanja trebao bi biti takav da usmjeri ponašanje zaposlenika ka ostvarenju organizacijskih prodajnih ciljeva. Nagrađivanje se ne smije gledati kao skup financijskih atributa i efekata jer obuhvaća i druge vrste nagrada. Odnosi se na davanje priznanja, pružanje prilika za učenje i razvoj ili napredovanje i povećanje odgovornosti zaposlenih. U radu su dani primjeri uspješnih kompanija koji se bave uslugom veleprodaje. Na njihovim primjerima uspješnih modela za nagrađivanje se vidi kako ističu sigurnost i zadovoljstvo zaposlenika kao primarne funkcije.
Abstract (english)
Employee support provides tremendous benefits for maintaining a competitive edge, responding more quickly to changes than competitors and positioning the organization ahead of others. Awareness oft his fact encourages organizations to prepare new motivational programs and practices. Employee rewards are one of the key factors for achieving individual and organizational efficiency. Rewarding model should be such as to direct employees behavior toward the achievement of organizational sales goals. Rewarding should not be seen as a set of financial attributes and effects because it includes other types of rewards. It refers to giving recognition, providing opportunities for learning and development or advancement, and increasing employee responsibility. The paper gives examples of successful wholesale service companies. Their example of successful reward models show that they emphasize employee safety and satisfaction as a primary function.
Keywords
Keywords (english)
Languagecroatian
URN:NBNurn:nbn:hr:162:958048
Study programmeTitle: Management
Study programme type: university
Study level: graduate
Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
Type of resourceText
File originBorn digital
Access conditionsAccess restricted to students and staff of home institution
Terms of useLicence In copyright icon
Created on2019-10-28 16:33:59