Haku
Viitteet 11-18 / 18
Valmentava johtajuus itseohjautuvien tiimien voimavarana
(2024)
johtaminen näyttäytyy tiimiläisten ja tiiminvetäjien työssä ja miten tiimit kehittyvät sen avulla. Tutkimuksen tarkoitus oli tuottaa tietoa tiimimallin ja tiimityöskentelyn kehittämiseksi. Tieto on käytettävissä tiimityön voimavarojen vahvistamisessa...
When implemented, coaching leadership can serve as a resource for self-managed teams. The aim of this thesis was to find out how coaching leadership is implemented in the self-managed teams at Karelia University of Applied Sciences, how coaching leadership is seen in the work of team members and team leaders, and how teams develop with it. The purpose of the study was to produce information to develop a team model and teamwork. This information can be used to strengthen teamwork capabilities. The thesis was carried out as a qualitative case study with an open questionnaire as the data acquisition method. The questionnaire was answered by 7 team leaders and 15 team members from administrative and support services. The data was analysed using a data-based content analysis method. The results showed that coaching leadership continues to develop in the self-managed teams at Karelia University of Applied Sciences. Based on the development work, it can be concluded that coaching leadership offers opportunities for team development and increased resources. The implementation of coaching leadership is influenced by a variety of factors that require constant attention and development. This requires support, clear guidance and training, development of team collaboration and communication, open feedback, common ground rules, and open discussion between teams and supervisors. In the future, it will be necessary to look at shared leadership, as it is linked to coaching leadership. Shared leadership will be increasingly needed in the future....
When implemented, coaching leadership can serve as a resource for self-managed teams. The aim of this thesis was to find out how coaching leadership is implemented in the self-managed teams at Karelia University of Applied Sciences, how coaching leadership is seen in the work of team members and team leaders, and how teams develop with it. The purpose of the study was to produce information to develop a team model and teamwork. This information can be used to strengthen teamwork capabilities. The thesis was carried out as a qualitative case study with an open questionnaire as the data acquisition method. The questionnaire was answered by 7 team leaders and 15 team members from administrative and support services. The data was analysed using a data-based content analysis method. The results showed that coaching leadership continues to develop in the self-managed teams at Karelia University of Applied Sciences. Based on the development work, it can be concluded that coaching leadership offers opportunities for team development and increased resources. The implementation of coaching leadership is influenced by a variety of factors that require constant attention and development. This requires support, clear guidance and training, development of team collaboration and communication, open feedback, common ground rules, and open discussion between teams and supervisors. In the future, it will be necessary to look at shared leadership, as it is linked to coaching leadership. Shared leadership will be increasingly needed in the future....
Motivaation ja sitoutumisen merkitys työssä nyt ja tulevaisuudessa päivittäistavarakaupan alalla: kuinka turvata organisaation kilpailukyky työnantajana
(2023)
Tässä opinnäytetyössä tutkittiin päivittäistavarakaupan organisaation kokeneiden työntekijöiden motivaatiota ja sitoutumista työhön sekä työnantajaan. Opinnäytetyön tarpeellisuus lähti toimeksiantajan havainnosta henkilöstön kasvaneessa...
Automatisoituvan palvelutuotannon kehittäminen Palkeiden HRM-palveluissa
(2021)
Digitalisaatiolla ja automaatiolla on kokonaisvaltainen vaikutus organisaatioiden toimintaan. Työelämässä muutosvauhti kiihtyy. Tarvitaan uudenlaista osaamista, johtamista, muutoskyvykkyyttä sekä organisaatio- ja toimintakulttuurin muutosta...
Arvopohjaisen myyntiprosessin kehittäminen osaksi osaamisen johtamista yritys X:ssä
(2020)
Opinnäytetyö on osa Yritys X:n henkilöstön osaamisen kehittämistyötä, jossa on tutkittu myynnin tekemisen nykytilaa. Tarkoituksena on tutkia, selvittää ja luoda arvopohjainen myyntiprosessi tukemaan yrityksen laadukasta asiakaspalvelua...
Työntekijän sitoutuminen organisaatioon
(2021)
Henkilöstön motivaatio on nykyisin erittäin tärkeää jokaiselle yritykselle, koska motivoitunut työntekijä auttaa yrityksen menestyksessä ja houkuttelee yritykseen parhaita työntekijöitä. Yrityksen kannattaa panostaa resurssejaan henkilöstöön, koska...
Esimies itseohjautuvan tiimityön tukena
(2020)
Itseohjautuvuus on nykyään suosittu toimintamalli monessa organisaatiossa. Organisaatiorakenteita madalletaan ja vastuuta siirretään yhä enemmän itseohjautuville tiimeille. Tämän myötä myös perinteiset esimiesten roolit muuttuvat yhä enemmän...
Today in many organizations responsibilities are increasingly being transferred to self-directed teams. As a result, traditional managerial roles are also changing. Supervisors become coaches and facilitators. OP Financial Group, the company commissioning this thesis, is gradually moving to a self-directed operating model at the entire organizational level. The aim of this thesis was to find suggestions for the supervisors of OP´s three autonomous teams on how they could better support their teams in the new self-directed operating model. The thesis was conducted as a case study. The study examined how the team members experienced the new self-directed model in their work, and on which issues the teams needed support from their supervisors. For the data collection, questionnaires were mailed to the members of three teams. The data was analysed through qualitative thematic analysis and the quantitative analysis methods. One of the most important findings was that the new ways of working and structures of self-directed teamwork are implemented quite well in teams from respondents´ point of view. However, the support and presence of supervisors was needed more in everyday life when autonomy was being practiced. The level of motivation and experience of the atmosphere of trust and teamwork also varied within the teams. Based on the research results, development material was prepared for supervisors to support self-directed teams. At the request of the client, this material is company confidential....
Today in many organizations responsibilities are increasingly being transferred to self-directed teams. As a result, traditional managerial roles are also changing. Supervisors become coaches and facilitators. OP Financial Group, the company commissioning this thesis, is gradually moving to a self-directed operating model at the entire organizational level. The aim of this thesis was to find suggestions for the supervisors of OP´s three autonomous teams on how they could better support their teams in the new self-directed operating model. The thesis was conducted as a case study. The study examined how the team members experienced the new self-directed model in their work, and on which issues the teams needed support from their supervisors. For the data collection, questionnaires were mailed to the members of three teams. The data was analysed through qualitative thematic analysis and the quantitative analysis methods. One of the most important findings was that the new ways of working and structures of self-directed teamwork are implemented quite well in teams from respondents´ point of view. However, the support and presence of supervisors was needed more in everyday life when autonomy was being practiced. The level of motivation and experience of the atmosphere of trust and teamwork also varied within the teams. Based on the research results, development material was prepared for supervisors to support self-directed teams. At the request of the client, this material is company confidential....
TIIMIEN SISÄISEN JOHTAJUUDEN JA ITSEJOHTAMISEN KEHITTÄMINEN ORGANISAATIOKULTTUURIN MUUTOKSESSA
(2021)
tiimien sisäinen johtajuus ja itseohjautuvuus kehittyy perinteisemmästä vesiputousmallista ja mekanistisesta organisaatiokulttuurista kohti ketterämpää, itseohjautuvampaa ja kompleksisempaa toimintaa, ja mitkä asiat tätä kasvua merkittävästi mahdollistavat...
with this study was to strengthen and develop teams’ inner leadership and self-management growth and to identify the impacts of the organization’s cultural change on the teams’ development within this line of production. The thesis was executed as a business...
with this study was to strengthen and develop teams’ inner leadership and self-management growth and to identify the impacts of the organization’s cultural change on the teams’ development within this line of production. The thesis was executed as a business...
Asiantuntijasta hyväksi esihenkilöksi
(2023)
Johtaminen tämän päivän vuorovaikutteisessa ympäristössä on haasteellista ja uuden esihenkilön on täytettävä monia odotuksia sekä tiimiläisten että työnantajan suunnalta. Johtamistehtävään siirtyminen voi olla yksi elämän haasteellisimmista hetkistä...







