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Developing wellbeing communications : Motoral Ltd., Target and development discussions
Rantamäki, Marjaana (2017)
Lataukset:
Rantamäki, Marjaana
Haaga-Helia ammattikorkeakoulu
2017
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2017121220885
https://urn.fi/URN:NBN:fi:amk-2017121220885
Tiivistelmä
The purpose of the study is to enhance wellbeing at work by developing organisation’s target and development discussion practices from wellbeing communications perspective. Addition-ally, the study strives to raise the importance of leadership communication in managing wellbeing at work.
The study was conducted in Motoral Ltd. within business area operating in Finnish whole sale and technical trade. Development process was initiated in December 2016, internal develop-ment was carried out during spring 2017 and analyses were finalised in autumn 2017.
The qualitative study was conducted using procedural, project-based method. The applied Zipper thesis structure simultaneously combined empirical data and theoretical knowledge. The development process was carried out using previous research and best practices regarding wellbeing communication, motivation and leadership communication combined with findings and analyses from development workshop, unstructured interview, observations and self-reflection. Organisation specific results and analyses from employee satisfaction survey implementation were used as a basis of validating the development needs and objectives.
As a result of the study, wellbeing communications framework for target and development discussions was created. The framework suggests that the most relevant aspects to consider from wellbeing communications perspective are: purpose and preparations, involvement, building trust, appreciation of diversity, solutions and future orientation, and commitment. The framework forms a complementing layer which is not tight to a certain target and development discussion form or templates that organisations typically already have in place. Thus, the framework can flexibly be used in gaining insight and guidance on how to consider wellbeing communication elements in facilitating target and development discussions.
Additionally, the study discussed leadership communication skills and behaviour that are essential for facilitating wellbeing communications. Understanding internal motivation, listening skills, self-management and feedback skills, ability to face the employee as a person, direct attention, ask questions and inspire, as well as understanding of resilience and different behavioural and communication styles, were recognised as the important abilities to acquire. The study approached the role of a supervisor from wellbeing communication aspects and found it requires appreciative attitude and behaviour. Encouraging finding of the study was that the skills and behaviour required are ones that can be learned and developed.
Addition to skills, attitudes and behaviour, concrete ways of working naturally matters as well. The study underlined the importance of implementing target and development discussions that are regular and include frequently implemented follow-up discussions, as well as provide atmosphere where employees are truly able to influence and participate on making the decisions regarding own work, targets, development and wellbeing at work.
The study was conducted in Motoral Ltd. within business area operating in Finnish whole sale and technical trade. Development process was initiated in December 2016, internal develop-ment was carried out during spring 2017 and analyses were finalised in autumn 2017.
The qualitative study was conducted using procedural, project-based method. The applied Zipper thesis structure simultaneously combined empirical data and theoretical knowledge. The development process was carried out using previous research and best practices regarding wellbeing communication, motivation and leadership communication combined with findings and analyses from development workshop, unstructured interview, observations and self-reflection. Organisation specific results and analyses from employee satisfaction survey implementation were used as a basis of validating the development needs and objectives.
As a result of the study, wellbeing communications framework for target and development discussions was created. The framework suggests that the most relevant aspects to consider from wellbeing communications perspective are: purpose and preparations, involvement, building trust, appreciation of diversity, solutions and future orientation, and commitment. The framework forms a complementing layer which is not tight to a certain target and development discussion form or templates that organisations typically already have in place. Thus, the framework can flexibly be used in gaining insight and guidance on how to consider wellbeing communication elements in facilitating target and development discussions.
Additionally, the study discussed leadership communication skills and behaviour that are essential for facilitating wellbeing communications. Understanding internal motivation, listening skills, self-management and feedback skills, ability to face the employee as a person, direct attention, ask questions and inspire, as well as understanding of resilience and different behavioural and communication styles, were recognised as the important abilities to acquire. The study approached the role of a supervisor from wellbeing communication aspects and found it requires appreciative attitude and behaviour. Encouraging finding of the study was that the skills and behaviour required are ones that can be learned and developed.
Addition to skills, attitudes and behaviour, concrete ways of working naturally matters as well. The study underlined the importance of implementing target and development discussions that are regular and include frequently implemented follow-up discussions, as well as provide atmosphere where employees are truly able to influence and participate on making the decisions regarding own work, targets, development and wellbeing at work.