Haku
Viitteet 1-1 / 1
Yhtenäisen organisaatiokulttuurin ja yhteisöllisyyden vahvistaminen monipaikkaisessa työyhteisössä
(2024)
Opinnäytetyön tavoitteena oli selvittää, millä tavoin yhtenäistä organisaatiokulttuuria ja yhteisöllisyyttä voidaan vahvistaa monipaikkaisessa työyhteisössä. Tarkoituksena oli kehittää ehdotuksia, jotka auttavat kohdeorganisaatiota näiden...
The objective of the thesis was to investigate how a cohesive organizational culture and sense of community can be strengthened in a multi-location organization. The aim was to develop proposals that would help the organization to strengthen these. The thesis was commissioned by Ouman Oy. The need for the commission stemmed from the organization’s multi-location and geographically dispersed structure. The theoretical framework of the thesis addresses the importance of organizational culture in a multi-location and decentralized work community and how sense of community can strengthen it. The theoretical framework is built around the concepts of organizational culture, multi-location work communities, and sense of community, along with related elements such as values, leadership, trust, inclusion, feedback culture, collaboration, communication and competence development. The thesis was conducted as a development project, using a survey as the research method. The choice of the research method was guided by the nature of the research problem. The goal of the survey was to understand the experiences of the target organization’s personnel regarding the current state of organizational culture and sense of community. Additionally, the survey addressed the organization’s values, as well as collaboration and communication, since these are closely linked to sense of community and, consequently to a cohesive organizational culture. The survey was conducted in February 2024 to the employees of the parent company in Finland and the subsidiary in Sweden. The response rate was 76.6%. The results of the survey indicated that openness and flexibility were perceived as the strongest features of the organizational culture. Conversely, efficiency and cohesiveness were perceived as the weakest features. The level of sense of community was felt to be strongest within one’s own team and weakest between different locations. Some respondents felt that visibility between different locations or functions was weaker, which was perceived to impact the sense of community and a cohesive organizational culture. Majority of the respondents felt that the organization’s values were well reflected in everyday work, but almost as many felt that the values were only moderately visible. This suggests that the values are not sufficiently clear and concrete, or their meaning is not adequately understood. The end result of the thesis was a development plan that provides concrete suggestions on how to strengthen cohesive organizational culture and sense of community in a multi-location work community. The aim was to create a practical and clear plan, based on the factors discussed in the theoretical framework of the thesis, as well as the findings and conclusions drawn from the survey results. The development proposals relate to defining the target culture, clarifying values, strengthening the sense of community, collaboration and interaction, and also enhancing unified communication in line with the culture and values. Developing a cohesive organizational culture is a long-term process that requires dedication and continuous support from the management, but also commitment from the entire work community....
The objective of the thesis was to investigate how a cohesive organizational culture and sense of community can be strengthened in a multi-location organization. The aim was to develop proposals that would help the organization to strengthen these. The thesis was commissioned by Ouman Oy. The need for the commission stemmed from the organization’s multi-location and geographically dispersed structure. The theoretical framework of the thesis addresses the importance of organizational culture in a multi-location and decentralized work community and how sense of community can strengthen it. The theoretical framework is built around the concepts of organizational culture, multi-location work communities, and sense of community, along with related elements such as values, leadership, trust, inclusion, feedback culture, collaboration, communication and competence development. The thesis was conducted as a development project, using a survey as the research method. The choice of the research method was guided by the nature of the research problem. The goal of the survey was to understand the experiences of the target organization’s personnel regarding the current state of organizational culture and sense of community. Additionally, the survey addressed the organization’s values, as well as collaboration and communication, since these are closely linked to sense of community and, consequently to a cohesive organizational culture. The survey was conducted in February 2024 to the employees of the parent company in Finland and the subsidiary in Sweden. The response rate was 76.6%. The results of the survey indicated that openness and flexibility were perceived as the strongest features of the organizational culture. Conversely, efficiency and cohesiveness were perceived as the weakest features. The level of sense of community was felt to be strongest within one’s own team and weakest between different locations. Some respondents felt that visibility between different locations or functions was weaker, which was perceived to impact the sense of community and a cohesive organizational culture. Majority of the respondents felt that the organization’s values were well reflected in everyday work, but almost as many felt that the values were only moderately visible. This suggests that the values are not sufficiently clear and concrete, or their meaning is not adequately understood. The end result of the thesis was a development plan that provides concrete suggestions on how to strengthen cohesive organizational culture and sense of community in a multi-location work community. The aim was to create a practical and clear plan, based on the factors discussed in the theoretical framework of the thesis, as well as the findings and conclusions drawn from the survey results. The development proposals relate to defining the target culture, clarifying values, strengthening the sense of community, collaboration and interaction, and also enhancing unified communication in line with the culture and values. Developing a cohesive organizational culture is a long-term process that requires dedication and continuous support from the management, but also commitment from the entire work community....
