Povezanost stila upravljanja sukobima i generacije zaposlenika u malim i srednjim poduzećima

master's thesis

• Title (english): The relationship between the conflict management style and generational membership in small and medium-sized business
• Author: Ines Suša
• Mentor: Nina Pološki Vokić (mentor); MBZ: 226003
• Committee member: Maja Klindžić (predsjednik povjerenstva)
• Committee member: Mihaela Mikić (član povjerenstva)
• Granter: University of Zagreb; Faculty of Economics and Business; (Department of Managerial Economics); Zagreb
• Defense date and country: 2020-05-18, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Economics; Economics of Entrepreneurship

Abstract

Rad pruža informacije o upravljanju sukobima u malim i srednjim poduzećima s obzirom na generacije zaposlenika. Danas se u malim i srednjim poduzećima mogu naći pripadnici četiri različite generacije koje se razlikuju u temeljnim osobinama poput sklonosti timskom radu i preferiranom stilu vođenja. Te različitosti mogu dovesti do organizacijskog uspjeha ako se njima dobro upravlja, a u suprotnom mogu izazvati sukobe i netrpeljivosti. Upravo zbog važnosti upravljanja sukobima,starenja stanovništva i velikih tehnoloških promjena,danas je velik naglasak stavljen na upravljanje različitim generacijama zaposlenika unutar poduzeća. Empirijsko istraživanje provedeno na 60 zaposlenika malih i srednjih poduzeća različite životne dobi, kako bi se utvrdio dominantan stil upravljanja sukobima različitih generacija, pokazalo je da neke razlike između generacija postoje,ali da one nisu značajne. Svi ispitani pripadnici generacija X,Y i Z najviše koriste kompromis i izbjegavanje sukoba kao stilove upravljanja sukobima.

Abstract (english)

This work provides information about management of conflicts in small and medium enterprises considering the different generations of employees. Four different generations who differ in basic features such as a tendency for teamwork and the preferred leadership style can be found in small and medium enterprises today. These differences can lead to organizational success if managed well, otherwise they can cause conflict and intolerance. Because of the importance of conflict management, an aging population and major technological changes, a lot of emphasis is placed on managing different generations of employees within the company. An empirical research conducted on 60 employees of small and medium-sized enterprises of different ages, to determine the dominant conflict management style of different generations, has shown that some differences between generations do exist, but that they are not significant. All respondents from generations X, Y, and Z use compromise and conflict avoidance as conflict management styles.

• Keywords: sukob; stilovi upravljanja sukobima; generacija X; generacija Y; generacija Z; mala i srednja poduzeća
• Keywords (english): conflict; conflict management styles; Generation X; Generation Y; Generation Z; small and medium-sized enterprises
• Language: croatian
• URN:NBN: urn:nbn:hr:148:356655
• Study programme: Title: Economics of Entrepreneurship; Study programme type: professional; Study level: specialist graduate; Academic / professional title: stručni specijalist/specijalistica poduzetništva (stručni specijalist/specijalistica poduzetništva)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Open access; Embargo expiration date: 2021-05-21
• Created on: 2020-05-21 14:54:25