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To diplomsko delo se osredotoča na motivacijo, nagrajevanje in uporabo igrifikacije pri motiviranju delavcev. Namen je raziskati specifičen primer mentorjev Zavoda 404 in problematiko pomanjkanja njihovega zanimanja za opravljanje »tehniških dni«. Cilj je ugotoviti motivatorje in demotivatorje mentorjev. Kot način ugotavljanja je uporabljena metoda polstrukturiranega kvalitativnega intervjuja. Za ugotavljanje konteksta in okoliščin so bile intervjuvane tudi osebe na vodstvenih položajih zavoda. Motivatorji mentorjev za izvajanje tehniških dni so plača, zanimanje za predavano snov, nivo avtonomije in druženje. Demotivatorji mentorjev za izvajanje tehniških dni so neposlušni otroci, psihična in fizična napornost dela ter nesodelovanje učiteljev. Delo z otroki je hkrati motivator in demotivator. Mentorji so s svojim delom zadovoljni. Z dodatnim nagrajevanjem lahko sicer povečamo njihovo zadovoljstvo in motivacijo, vendar to verjetno ne bo povečalo števila izvajanih tehniških dni. Glavna ovira je pomanjkanje časa. Predlagane izboljšave so igrifikacija uvajalnih postopkov, ponovna uvedba formalne skupinske refleksije in uvedba kanala za pohvale na platformi za poslovno komuniciranje. This thesis focuses on motivation, rewards and using gamification in motivating employees. The purpose is to investigate the specific case of mentors of the institute Zavod 404 and the issue of their lack of interest in working on »technical days«. The goal is to identify motivators and demotivators of mentors. The method of semi-structured qualitative interview is used as a method of identification. Persons in management positions of the institute were also interviewed to determine the context and circumstances. Motivators of mentors for the implementation of technical days are salary, level of autonomy, interest in the subject taught and the socializing. Demotivators of mentors are disobedient children, mentally and physically exhausting work and non-cooperation of teachers. Working with children is both a motivator and a demotivator. Generally, mentors are satisfied with their work. Additional rewards could increase their satisfaction and motivation, but it is unlikely to increase the number of performed »technical days«. The main obstacle is the lack of time. Proposed improvements include gamification of introductory procedures, the reintroduction of formal group reflections, and the introduction of a praise channel on their business communication platform. |
