{"id":7900,"date":"2024-02-22T00:00:00","date_gmt":"2024-02-21T23:00:00","guid":{"rendered":"https:\/\/instrid.sk\/uncategorized\/6-typov-zamestnancov-najdete-sa-v-jednom-z-nich\/"},"modified":"2024-02-22T00:00:00","modified_gmt":"2024-02-21T23:00:00","slug":"6-typov-zamestnancov-najdete-sa-v-jednom-z-nich","status":"publish","type":"post","link":"https:\/\/instrid.sk\/en\/archiv\/6-typov-zamestnancov-najdete-sa-v-jednom-z-nich\/","title":{"rendered":"6 typov zamestnancov, ktor\u00fdch by mali rozli\u0161ova\u0165 aj firmy: N\u00e1jdete sa v jednom z nich?"},"content":{"rendered":"

Zmeny v\u00a0pracovnej motiv\u00e1cii<\/h3>\n

V\u00a0\u017eivote zohr\u00e1vame r\u00f4zne roly. V\u00a0r\u00e1mci medzi\u013eudsk\u00fdch vz\u0165ahov m\u00f4\u017eeme by\u0165 s\u00farodencom, kolegom, partnerom \u010di kamar\u00e1tom. Pracovn\u00e1 sf\u00e9ra m\u00e1 zoznam t\u00fdchto ozna\u010den\u00ed ove\u013ea pestrej\u0161\u00ed. Napriek tomu v\u0161ak existuj\u00fa ur\u010dit\u00e9 typy, ktor\u00e9 chtiac \u010di nechtiac ozna\u010duj\u00fa sp\u00f4sob, ak\u00fdm pristupujeme k\u00a0pr\u00e1ci<\/strong>.<\/p>\n

Ako sa svet \u010doraz viac rozv\u00edja, pracovn\u00edci pres\u00favaj\u00fa svoje zameranie od pre\u017eitia k \u00fa\u010delu<\/strong>. N\u00e1stup modernej ekonomiky s jej d\u00f4slednej\u0161\u00edm trieden\u00edm sp\u00f4sobil, \u017ee jeden druh zamestnania sa rozdelil na \u0161pecifickej\u0161ie n\u00e1plne pr\u00e1ce.<\/p>\n Je ve\u013emi \u013eahk\u00e9 upadn\u00fa\u0165 do stereotypu, \u0165a\u017e\u0161ie je v\u0161ak rozh\u00fdba\u0165 sa a zmeni\u0165 to, s \u010d\u00edm sme nespokojn\u00ed. zdroj: pexels.com\n

Mana\u017e\u00e9rska konzulta\u010dn\u00e1 spolo\u010dnos\u0165 Bain & Company <\/strong>identifikovala \u0161es\u0165 profilov pracovn\u00edkov, ktor\u00ed zodpovedaj\u00fa s\u00fa\u010dasnej dobe. Firma sa domnieva, \u017ee v\u00fdsledky pom\u00f4\u017eu nielen podnikom, ale aj zamestnancom<\/strong>. V\u010faka rozdeleniu lep\u0161ie pochopia motiv\u00e1cie a\u00a0roly zodpovedaj\u00face r\u00f4znym typom osobnosti.<\/p>\n

Prieskumu sa z\u00fa\u010dastnila pomerne rozsiahla vzorka. Za rok sa vy\u0161e 20\u00a0000 pracovn\u00edkov<\/strong> podie\u013ealo na vyp\u013a\u0148an\u00ed dotazn\u00edka, mno\u017estvo z\u00a0nich si pre\u0161lo h\u013abkov\u00fdmi rozhovormi s\u00a0renomovan\u00fdmi odborn\u00edkmi. \u0164a\u017eiskov\u00e9 krajiny spolo\u010dnos\u0165 vyberala v\u00a0z\u00e1vislosti od vysok\u00e9ho podielu HDP. \u0160t\u00e1ty ako USA, Franc\u00fazsko, Nemecko, Japonsko \u010di Nig\u00e9ria poskytli rozdielnu perspekt\u00edvu aj v\u00a0r\u00e1mci kult\u00farnych rozdielov<\/strong>.<\/p>\n

Ako pristupujeme k\u00a0pr\u00e1ci v\u00a0s\u00fa\u010dasnosti?<\/h3>\n

Obchodn\u00ed l\u00eddri si uvedomuj\u00fa, \u017ee musia prehodnoti\u0165 sp\u00f4sob, ak\u00fdm zm\u00fd\u0161\u013eaj\u00fa o\u00a0h\u013eadanej pracovnej sile. V\u00edr technologick\u00fdch a\u00a0sociologick\u00fdch zmien v\u0161ak ovplyvnil rebr\u00ed\u010dek hodn\u00f4t aj uch\u00e1dza\u010dom o\u00a0pr\u00e1cu<\/strong>. Podrobn\u00fd prieskum nakoniec zaradil zamestnancov do \u0161iestich tried v\u00a0z\u00e1vislosti od ich prior\u00edt.<\/p>\n Sedav\u00e9 zamestnanie niektor\u00fdm vyhovuje, in\u00ed t\u00fa\u017eia po zmene. zdroj: pexels.com\n

    \n
  1. Oper\u00e1tori (operators):<\/strong><\/em> Volia si jednoduch\u00fa rovnicu \u2013 zadan\u00fa \u00falohu splnia prostredn\u00edctvom pr\u00e1ce, na ktor\u00fa s\u00fa \u0161kolen\u00ed. Nezameriavaj\u00fa sa na dosiahnutie \u0161peci\u00e1lneho postavenia \u010di auton\u00f3mie. Maj\u00fa tendenciu uprednost\u0148ova\u0165 stabilitu a predv\u00eddate\u013enos\u0165 a s\u00fa jedn\u00fdm z typov zamestnancov, ktor\u00ed sa viac zameriavaj\u00fa na t\u00edm.<\/li>\n
  2. Darcovia (givers):<\/em><\/strong> Pr\u00e1ca im d\u00e1va zmysel vtedy, ke\u010f priamo zlep\u0161uje \u017eivoty in\u00fdch. Preto si \u010dasto vyberaj\u00fa profesie ako s\u00fa u\u010dite\u013estvo alebo medic\u00edna. S\u00fa zn\u00e1mi siln\u00fdm t\u00edmov\u00fdm duchom, na druh\u00fa stranu potrebuj\u00fa zv\u00e1\u017ei\u0165 v\u0161etky mo\u017enosti.<\/li>\n
  3. Remeseln\u00edci (artisans):<\/em><\/strong> H\u013eadaj\u00fa zamestnanie, ktor\u00e9 ich in\u0161piruje a s\u00fa motivovan\u00ed snahou o\u00a0neust\u00e1le zdokona\u013eovanie svojich zru\u010dnost\u00ed. Zvy\u010dajne chc\u00fa vysok\u00fd stupe\u0148 auton\u00f3mie a\u00a0pracovn\u00fdm vz\u0165ahom prikladaj\u00fa mal\u00fd v\u00fdznam.<\/li>\n
  4. Prieskumn\u00edci (explorers):<\/strong><\/em> Najviac ocenia slobodu a\u00a0sk\u00fasenosti. Pr\u00e1ca im mus\u00ed poskytova\u0165 rozmanitos\u0165 a vzru\u0161enie. Zvy\u010dajne im nejde o\u00a0to, aby zapadli do ur\u010ditej komunity. Profesion\u00e1lny rozvoj vn\u00edmaj\u00fa ako v\u00fdzvu, ktor\u00e1 ich posunie k\u00a0\u010fal\u0161\u00edm cie\u013eom.<\/li>\n
  5. Priekopn\u00edci (pioneers):<\/em> <\/strong>Usiluj\u00fa sa o\u00a0zmenu a h\u013eadaj\u00fa prostriedky potrebn\u00e9 na jej uskuto\u010dnenie. Toleruj\u00fa riziko a pevne sa stoto\u017e\u0148uj\u00fa so svojou pr\u00e1cou, pri\u010dom prin\u00e1\u0161aj\u00fa ve\u013ek\u00e9 osobn\u00e9 obete, aby dosiahli svoju v\u00edziu.<\/li>\n
  6. Sna\u017eivci (strivers):<\/em><\/strong> Motivuje ich status a kompenz\u00e1cia. B\u00fdvaj\u00fa to pl\u00e1nova\u010di, rozhoduj\u00fa sa pre vy\u0161liapan\u00e9 cesty k \u00faspechu. Vo vz\u0165ahoch s kolegami m\u00f4\u017eu by\u0165 konkurencieschopnej\u0161\u00ed ne\u017e in\u00e9 typy pracovn\u00edkov.<\/li>\n<\/ol>\n

    N\u00e1sledky Ve\u013ekej rezign\u00e1cie<\/h3>\n

    Zostavenie \u0161iestich typov zamestnancov bolo reakciou na zmeny, ktor\u00e9 sa na pracovnom trhu za posledn\u00e9 roky udiali. Glob\u00e1lnu finan\u010dn\u00fa kr\u00edzu spred takmer p\u00e4tn\u00e1stich rokov vystriedal nov\u00fd term\u00edn \u2013 Ve\u013ek\u00e1 rezign\u00e1cia<\/strong>. Pracovn\u00edci po\u010das pand\u00e9mie pri\u0161li na to, \u017ee ich nenap\u013a\u0148ala pr\u00e1ca, ktor\u00fa vykon\u00e1vali dlh\u00e9 roky<\/strong>. Za\u010dalo im prek\u00e1\u017ea\u0165 pracovn\u00e9 prostredie, zameranie \u010di nevyv\u00e1\u017eenos\u0165 medzi pracovn\u00fdm a\u00a0s\u00fakromn\u00fdm \u017eivotom.<\/p>\n

    \u0160tatistiky opakovane poukazovali na to, \u017ee mnoh\u00ed \u013eudia op\u00fa\u0161\u0165aj\u00fa pr\u00e1cu v \u00fasekoch vo\u013en\u00e9ho \u010dasu, pohostinstva a stravovania.<\/strong> Na vrchole pand\u00e9mie sa mnoh\u00fdm pracovn\u00edkom v t\u00fdchto odvetviach skr\u00e1til alebo zru\u0161il pracovn\u00fd \u010das. Mnoh\u00ed si tie\u017e uvedomili neist\u00fa povahu svojho zamestnania.<\/p>\n

    Ve\u013ek\u00e1 \u010das\u0165 prevl\u00e1daj\u00faceho myslenia o vz\u0165ahu medzi pracovn\u00edkmi a firmami sa vytvorila vo ve\u013emi odli\u0161nom svete, ne\u017e v akom \u017eijeme dnes. Pracovn\u00edci sa vn\u00edmali ako v\u00fdrobn\u00e9 faktory, uv\u00e1dzaj\u00face podnik do pohybu. Dne\u0161n\u00e1 firma si vy\u017eaduje nov\u00fd ment\u00e1lny model \u2013 aktualizovan\u00fd sp\u00f4sob, ak\u00fdm uva\u017eujeme o pr\u00e1ci a \u013eu\u010foch, ktor\u00ed ju vykon\u00e1vaj\u00fa.<\/p>\n

    Zdroje: www.bigthink.com, www.techtarget.com<\/strong><\/p>\n

    Cover photo source: pexels.com<\/strong><\/p>","protected":false},"excerpt":{"rendered":"

    Zmeny v\u00a0pracovnej motiv\u00e1cii V\u00a0\u017eivote zohr\u00e1vame r\u00f4zne roly. V\u00a0r\u00e1mci medzi\u013eudsk\u00fdch vz\u0165ahov m\u00f4\u017eeme by\u0165 s\u00farodencom, kolegom, partnerom \u010di kamar\u00e1tom. Pracovn\u00e1 sf\u00e9ra m\u00e1 zoznam t\u00fdchto ozna\u010den\u00ed ove\u013ea pestrej\u0161\u00ed.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[51],"tags":[],"class_list":["post-7900","post","type-post","status-publish","format-standard","hentry","category-archiv","two-columns"],"_links":{"self":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/7900","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/comments?post=7900"}],"version-history":[{"count":0,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/7900\/revisions"}],"wp:attachment":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/media?parent=7900"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/categories?post=7900"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/tags?post=7900"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}