Prednosti in slabosti timskega dela na daljavo

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.

Challenges of Immediate Transition to e-Learning

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.

Model EFQM in agilnost organizacij

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.

Razvoj vprašalnika o delovni zavzetosti in motivaciji zaposlenih

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.