{"id":4520,"date":"2024-03-04T13:46:33","date_gmt":"2024-03-04T12:46:33","guid":{"rendered":"https:\/\/zaposlise.hr\/blog\/?p=4520"},"modified":"2024-04-16T12:40:01","modified_gmt":"2024-04-16T10:40:01","slug":"rjesavanje-nesvjesne-pristranosti-na-poslu","status":"publish","type":"post","link":"https:\/\/zaposlise.hr\/blog\/rjesavanje-nesvjesne-pristranosti-na-poslu\/","title":{"rendered":"Rje\u0161avanje nesvjesne pristranosti na poslu"},"content":{"rendered":"<span class=\"rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\">2<\/span> <span class=\"rt-label rt-postfix\">minute<\/span><\/span><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_64 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title \" >Sadr\u017eaj<\/p>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/zaposlise.hr\/blog\/rjesavanje-nesvjesne-pristranosti-na-poslu\/#Nesvjesne_pristranosti_na_poslu_mogu_biti_uzrokom_mnogih_problema\" title=\"Nesvjesne pristranosti na poslu mogu biti uzrokom mnogih problema.\">Nesvjesne pristranosti na poslu mogu biti uzrokom mnogih problema.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/zaposlise.hr\/blog\/rjesavanje-nesvjesne-pristranosti-na-poslu\/#Osposobljavanje_vodstva_za_sprjecavanje_nesvjesne_pristranosti\" title=\"Osposobljavanje vodstva za sprje\u010davanje nesvjesne pristranosti\">Osposobljavanje vodstva za sprje\u010davanje nesvjesne pristranosti<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/zaposlise.hr\/blog\/rjesavanje-nesvjesne-pristranosti-na-poslu\/#Jasni_kriteriji_prije_donosenja_odluka_su_temelj_za_izbjegavanje_nesvjesnih_pristranosti\" title=\"Jasni kriteriji prije dono\u0161enja odluka su temelj za izbjegavanje nesvjesnih pristranosti\">Jasni kriteriji prije dono\u0161enja odluka su temelj za izbjegavanje nesvjesnih pristranosti<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Nesvjesne_pristranosti_na_poslu_mogu_biti_uzrokom_mnogih_problema\"><\/span>Nesvjesne pristranosti na poslu mogu biti uzrokom mnogih problema.<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Nesvjesne pristranosti, \u017eeljeli mi to priznati ili ne, \u010desta su pojava kojoj mnogi od nas podlije\u017eu. Zbog takvih predrasuda ljude, koji se pona\u0161aju na isti na\u010din, tretiramo posve druga\u010dije.<\/p>\n<p>Studija iz 2017. godine <em>Harvard Business Reviewa<\/em> otkriva podatke o rodnoj pristranosti. \u017dene i mu\u0161karci na radnom mjestu pona\u0161ali su se gotovo jednako, a ipak bili tretirani <a href=\"https:\/\/hbr.org\/2017\/04\/how-gender-bias-corrupts-performance-reviews-and-what-to-do-about-it\">posve druga\u010dije<\/a>.<\/p>\n<p>Ukoliko nesvjesne pristranosti nisu dr\u017eane pod kontrolom, tvrtke i poslovanja pod opasno\u0161\u0107u su da takve predrasude direktno utje\u010du na kvalitetu izvr\u0161enog posla i zaposlenike za koje su odgovorni.<\/p>\n<p>Atributi radnika poput rase, spola, seksualne orijentacije, vjere i etni\u010dke pripadnosti atributi su koji moraju biti za\u0161ti\u0107eni, a ne izlo\u017eeni predrasudama.<\/p>\n<p>Na putu ka stvaranju inkluzivnijeg radnog okru\u017eenja, razumijevanje i rje\u0161avanje nesvjesnih predrasuda bitni su koraci koje treba ostvariti.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Osposobljavanje_vodstva_za_sprjecavanje_nesvjesne_pristranosti\"><\/span>Osposobljavanje vodstva za sprje\u010davanje nesvjesne pristranosti<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Voditelj poslovanja ili tvrtke ima za zadatak preuzeti glavnu ulogu i odgovornost pri sprje\u0161avanju pristranosti. Takvi proaktivni koraci kontroliraju i reguliraju kulturu pravednosti i inkluzivnosti.<\/p>\n<ul>\n<li>Postavljanje tona<\/li>\n<li>Stvaranje inkluzivne kulture<\/li>\n<li>Rje\u0161avanje pristranosti na licu mjesta.<\/li>\n<\/ul>\n<p>Ton kojim voditelj upravlja poslom i kontrolira sve \u0161to se u tvrtki doga\u0111a treba biti koncizan i jasan. Voditelj poslovanja prvenstveno sam mora stajati za primjer i na\u010din pona\u0161anja na poslu i oblikovanja istog kako bi <a href=\"https:\/\/zaposlise.hr\/blog\/novosti\/angaziranost-zaposlenika-u-rh-uloga-poslodavaca-u-stvaranju-pozitivne-promjene\">smanjio diskriminiraju\u0107e pona\u0161anje<\/a> i promovirao pozitivnu i motiviraju\u0107u radnu atmosferu.<\/p>\n<p>Lider tvrtke ili poslovanja ima zadatak poticati otvorene razgovore i raditi na obeshrabrivanju stereotipa koji se kreiraju na radnom mjestu. Neki od proaktivnih pristupa koje voditelj tvrtke mo\u017ee poduzeti su: diversifikacija vlastitog pristupa, dizajniranje upitnika za neutralno ispitivanje i uvo\u0111enje razli\u010ditih moderatora u kvalitativne studije.<\/p>\n<p>Rje\u0161avanjem pristranosti na licu mjesta voditelj poslovanja pokazuje inicijativu na djelu. Direktan i brz pristup efikasan je i promovira stav &#8220;nulte tolerancije&#8221; prema diskriminatornom pona\u0161anju.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-4525 aligncenter\" src=\"https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003-300x113.jpeg\" alt=\"\" width=\"380\" height=\"143\" srcset=\"https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003-300x113.jpeg 300w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003-1024x386.jpeg 1024w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003-768x289.jpeg 768w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003-500x188.jpeg 500w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/1705903095003.jpeg 1449w\" sizes=\"(max-width: 380px) 100vw, 380px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Jasni_kriteriji_prije_donosenja_odluka_su_temelj_za_izbjegavanje_nesvjesnih_pristranosti\"><\/span>Jasni kriteriji prije dono\u0161enja odluka su temelj za izbjegavanje nesvjesnih pristranosti<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Kako bi se izbjegle nepristrane predrasude na radnom mjestu, moraju postojati jasni kriteriji vrednovanja.<\/p>\n<p>Takvi kriteriji moraju biti objektivni i za svakog zaposlenika vrijediti jednako.<\/p>\n<p>\u010cesta je pojava nesvjesne pristranosti pri zapo\u0161ljavanju.<\/p>\n<ul>\n<li>Nesvjesne predrasude &#8211; nenamjerne prosudbe na temelju dru\u0161tvenog stereotipa<\/li>\n<li>Pristranost prema afinitetima &#8211; favoriziranje kandidata koji dijele sli\u010dne osobine i interese<\/li>\n<li>Pristranost potvrde &#8211; tra\u017eenje informacija koje potvr\u0111uju ve\u0107 postoje\u0107a uvjerenja o kandidatu<\/li>\n<li>Halo efekt &#8211; tendencija pripisavanja povoljnih dojmova kandidatu na temelju jedne karakteristike.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-4528\" src=\"https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/6537a9e77d4b068256195054_types-of-bias-300x158.png\" alt=\"\" width=\"380\" height=\"200\" srcset=\"https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/6537a9e77d4b068256195054_types-of-bias-300x158.png 300w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/6537a9e77d4b068256195054_types-of-bias-768x405.png 768w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/6537a9e77d4b068256195054_types-of-bias-474x250.png 474w, https:\/\/zaposlise.hr\/blog\/wp-content\/uploads\/2024\/03\/6537a9e77d4b068256195054_types-of-bias.png 840w\" sizes=\"(max-width: 380px) 100vw, 380px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>Suo\u010davaju\u0107i se sve \u010de\u0161\u0107e s predrasudama koje dijele ljude u tabore na radnim mjestima, tvrtke po\u010dinju prepoznavati vrijednost raznolike radne snage. Shva\u0107aju\u0107i da \u0107e strategijama prihva\u0107anja razli\u010ditosti doprinijeti promjenjivim tr\u017ei\u0161nim uvjetima i suo\u010diti se s gospodarskom neizvjesno\u0161\u0107u, tvrtke po\u010dinju zapo\u0161ljavati razli\u010dite talente i razvijati spomenute talente do maksimuma.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Tra\u017eite li posao u tvrtki koja zna navigirati predrasude na radnom mjestu? Registrirajte se na<\/strong> <a href=\"https:\/\/posao.zaposlise.hr\/signin\/create\/user\">Zaposlise.hr<\/a> <strong>i prona\u0111ite poslodavce koji su spremni zauzeti se za Vas i cijeniti Va\u0161u jedinstvenost!<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Nesvjesne pristranosti na poslu mogu biti uzrokom mnogih problema. Nesvjesne pristranosti, \u017eeljeli mi to priznati ili ne, \u010desta su pojava [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4523,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[26],"tags":[32,194,92],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Rje\u0161avanje nesvjesne pristranosti na poslu - Zaposlise.hr<\/title>\n<meta name=\"description\" content=\"Nesvjesne pristranosti \u010desta su pojava koja utje\u010de na ve\u0107inu na\u0161ih odluka. 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