{"id":16479,"date":"2020-08-14T14:04:00","date_gmt":"2020-08-14T12:04:00","guid":{"rendered":"https:\/\/atena.sk\/blog\/?p=16479"},"modified":"2020-08-14T14:04:03","modified_gmt":"2020-08-14T12:04:03","slug":"ako-v-praci-dosiahnut-pozitivitu","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/ako-v-praci-dosiahnut-pozitivitu\/","title":{"rendered":"Ako v pr\u00e1ci dosiahnu\u0165 pozitivitu?"},"content":{"rendered":"\n

V pr\u00e1ci str\u00e1vime priemerne 22% \u010dasu svojho \u017eivota. A pr\u00e1ve preto nie je jedno ako tento \u010das pre\u017e\u00edvame, ak\u00e9 pocity za\u017e\u00edvame, \u010di s ak\u00fdmi vz\u0165ahmi sa denne stret\u00e1vame. Preto\u017ee ka\u017ed\u00fd predsa t\u00fa\u017ei vykon\u00e1va\u0165 svoju pr\u00e1cu v\u00a0priate\u013eskej atmosf\u00e9re.<\/p>\n\n\n\n\n\n\n\n

Negativita, stres, zl\u00e9 vz\u0165ahy, nezvl\u00e1dnut\u00e9 em\u00f3cie a frustr\u00e1cia zamestnancov maj\u00fa negat\u00edvny vplyv nie len na v\u00fdkon zamestnancov, ale aj na ich zdravie, spokojnos\u0165, lojalitu \u010di celkov\u00fa zaanga\u017eovanos\u0165 do diania v spolo\u010dnosti. Negat\u00edvne naladen\u00ed zamestnanci ovplyv\u0148uj\u00fa cel\u00fd t\u00edm a teda aj celkov\u00fa kl\u00edmu na pracovisku. Reput\u00e1cia a imid\u017e spolo\u010dnosti v\u0161ak z\u00e1vis\u00ed aj od toho, \u010do zamestnanci o spolo\u010dnosti rozpr\u00e1vaj\u00fa vo svojom okol\u00ed. Je to za\u010darovan\u00fd kruh. <\/strong>Ak zamestnanci \u0161\u00edria negat\u00edvne inform\u00e1cie, spolo\u010dnosti tak ch\u00fdbaj\u00fa pozit\u00edvni \u013eudia pln\u00fd nad\u0161enia, schopn\u00ed motivova\u0165 a pos\u00fava\u0165 t\u00edm dopredu. \u017diadna reklama nepom\u00f4\u017ee spolo\u010dnosti ak jej zamestnanci nezdie\u013eaj\u00fa jej hodnoty s rados\u0165ou.<\/p>\n\n\n\n

Profil vzorov\u00e9ho \u0161\u00e9fa<\/h2>\n\n\n\n

Osobnos\u0165 ved\u00faceho sa odr\u00e1\u017ea v\u00a0\u00farovni vz\u0165ahov medzi spolupracovn\u00edkmi. \u0160\u00e9f by mal by\u0165 preto vzorom. Vn\u00edmanie toho, \u010do sa deje medzi podriaden\u00fdmi je s\u00fa\u010das\u0165ou jeho pr\u00e1ce. Ak chce firmu dobre vies\u0165, mus\u00ed vedie\u0165 ak\u00e1 je atmosf\u00e9ra na pracovisku a\u00a0pravidelne si ju v\u0161\u00edma\u0165.<\/p>\n\n\n\n

Pri pr\u00e1ci s\u00a0\u013eu\u010fmi je naj\u0165a\u017e\u0161ie vybalancova\u0165 tlak a\u00a0\u0165ah. Tlak to je napr\u00edklad dodr\u017eiavanie term\u00ednov, rozsah a\u00a0kvalita pr\u00e1ce. Ved\u00faci mus\u00ed ob\u010das pripomen\u00fa\u0165, \u017ee \u013eudia\u00a0zab\u00fadaj\u00fa\u00a0na nejak\u00fa pr\u00e1cu, ktor\u00e1 im je menej pr\u00edjemn\u00e1 a\u00a0preto sa ju sna\u017eia obch\u00e1dza\u0165. Alebo im pripom\u00edna pravidl\u00e1 \u010di vracia nedokon\u010den\u00fa pr\u00e1cu. Jeho \u00falohou je zvl\u00e1da\u0165 aj negat\u00edvne sp\u00e4tn\u00e9 v\u00e4zby a\u00a0d\u00e1va\u0165 \u013eu\u010fom pripomienky<\/p>\n\n\n\n

Na druhej strane je potrebn\u00fd aj \u0165ah. Mysl\u00ed sa t\u00fdm podpora. Dobr\u00fd ved\u00faci vie podriaden\u00fdm dobre poradi\u0165, neboja sa za n\u00edm pr\u00eds\u0165, lebo je empatick\u00fd a\u00a0\u00fastretov\u00fd, r\u00e1d s\u00a0nimi komunikuje, vie ich pochopi\u0165. Tieto pr\u00edstupy pom\u00e1haj\u00fa budova\u0165 otvorenos\u0165. Tlak a\u00a0\u0165ah by mali by\u0165 v\u00a0rovnov\u00e1he. Ved\u00faci si vol\u00ed tak\u00fa taktiku, ktor\u00e1 je v\u00a0danej chv\u00edli potrebn\u00e1.<\/p>\n\n\n\n

Je ve\u013ek\u00fd rozdiel medzi t\u00fdm, \u010di prem\u00fd\u0161\u013eate pozit\u00edvne a namiesto prek\u00e1\u017eok h\u013ead\u00e1te rie\u0161enia. Alebo \u010di je V\u00e1\u0161 pr\u00edstup negat\u00edvny a hlavou sa V\u00e1m preh\u00e1\u0148a iba strach a pochybnosti.<\/p><\/blockquote>\n\n\n\n

Spr\u00e1vna motiv\u00e1cia<\/h2>\n\n\n\n

Ka\u017ed\u00fd \u010dlovek je jedine\u010dn\u00fd. Na niekoho treba tla\u010di\u0165, in\u00e9ho je potrebn\u00e9 viac pochv\u00e1li\u0165. Skvel\u00fd ved\u00faci vie premyslene motivova\u0165. Z\u00e1rove\u0148 vie, \u017ee jeho podriaden\u00ed potrebuj\u00fa v pr\u00e1ci hlavne uznanie. Cie\u013eom je stme\u013eova\u0165 kolekt\u00edv.<\/p>\n\n\n\n

Ke\u010f maj\u00fa zamestanci pocit, \u017ee ich pracovisko je aspo\u0148 trochu ako ich druh\u00fd domov, do pr\u00e1ce chodia ve\u013emi radi. Samozrejme, v\u00fdkon maj\u00fa tie\u017e porovnate\u013ene vy\u0161\u0161\u00ed. A\u00a0dobr\u00ed mana\u017e\u00e9ri\u00a0to ve\u013emi dobre vedia, a\u00a0tak sa patri\u010dne o\u00a0svojich zamestnancov aj staraj\u00fa. V\u0161etko sa im vr\u00e1ti nieko\u013ekon\u00e1sobne.<\/p>\n\n\n\n

Na\u0161a myse\u013e nem\u00e1 \u017eiadne hranice, okrem t\u00fdch, ktor\u00e9 jej sami d\u00e1me. Ak je dobre vytr\u00e9novan\u00e1, dok\u00e1\u017ee vytvori\u0165 obrovsk\u00e9 bohatstvo. <\/p><\/blockquote>\n\n\n\n

Ako sa nastavi\u0165, aby v\u00e1m bolo v\u00a0pr\u00e1ci dobre? <\/h2>\n\n\n\n

Najlep\u0161ia je prevencia. Pre stabilitu v\u00a0\u017eivote potrebujeme 3 veci. Slu\u0161n\u00fa pr\u00e1cu, ktor\u00e1 n\u00e1s v\u00a0ide\u00e1lnom pr\u00edpade bav\u00ed, v\u00a0tom hor\u0161om \u00faplne neotravuje. \u010ealej s\u00fa to dobr\u00e9 vz\u0165ahy s\u00a0na\u0161imi najbli\u017e\u0161\u00edmi a\u00a0z\u00e1rove\u0148 tie\u017e z\u00e1ujmy. Ak sa c\u00edtime dobre vo v\u0161etk\u00fdch troch oblastiach, c\u00edtime sa stabilne.<\/p>\n\n\n\n

Pozit\u00edvni \u013eudia maj\u00fa tendenciu motivova\u0165 kolegov, povzbudzova\u0165 ich k \u00faspechu, pom\u00e1ha\u0165 im prekona\u0165 probl\u00e9my a nap\u013a\u0148a\u0165 spolo\u010dn\u00e9 ciele. Preto je d\u00f4le\u017eit\u00e9, aby sa zamestnanci c\u00edtili v spolo\u010dnosti dobre, aby sa te\u0161ili na nov\u00e9 v\u00fdzvy a aby fungovala t\u00edmov\u00e1 pr\u00e1ca.<\/p>\n\n\n\n

My v\u0161etci sme p\u00e1nmi svojho osudu, lebo v\u0161etci m\u00e1me schopnos\u0165 kontrolova\u0165 svoje my\u0161lienky. <\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

V pr\u00e1ci str\u00e1vime priemerne 22% \u010dasu svojho \u017eivota. A pr\u00e1ve preto nie je jedno ako tento \u010das pre\u017e\u00edvame, ak\u00e9 pocity za\u017e\u00edvame, \u010di s ak\u00fdmi vz\u0165ahmi sa denne stret\u00e1vame. Preto\u017ee ka\u017ed\u00fd predsa t\u00fa\u017ei vykon\u00e1va\u0165 svoju pr\u00e1cu v\u00a0priate\u013eskej atmosf\u00e9re.<\/p>\n","protected":false},"author":9,"featured_media":16498,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14,55],"tags":[],"acf":{"facebookpost":"","popis_socialneho_obrazku":""},"yoast_head":"\nAko v pr\u00e1ci dosiahnu\u0165 pozitivitu? - Atena blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/atena.sk\/blog\/ako-v-praci-dosiahnut-pozitivitu\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ako v pr\u00e1ci dosiahnu\u0165 pozitivitu? - Atena blog\" \/>\n<meta property=\"og:description\" content=\"V pr\u00e1ci str\u00e1vime priemerne 22% \u010dasu svojho \u017eivota. A pr\u00e1ve preto nie je jedno ako tento \u010das pre\u017e\u00edvame, ak\u00e9 pocity za\u017e\u00edvame, \u010di s ak\u00fdmi vz\u0165ahmi sa denne stret\u00e1vame. 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A pr\u00e1ve preto nie je jedno ako tento \u010das pre\u017e\u00edvame, ak\u00e9 pocity za\u017e\u00edvame, \u010di s ak\u00fdmi vz\u0165ahmi sa denne stret\u00e1vame. 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