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Investointilaskennan kehittäminen Invest for Excelillä : - Case Yritys X
(Laurea-ammattikorkeakoulu, 2012)
Työn tarkoituksena oli selvittää, miten terveyspalvelualalla toimivan toimeksiantajayrityksen investointilaskentaa voitaisiin kehittää Invest for Excelin avulla. Yritys oli aiemmin harkinnut ohjelmiston hankkimista, koska ...
Asiakasarvon määrittäminen kohdeyrityksen konseptilähtöisessä tuotekehitysprojektissa
(Laurea-ammattikorkeakoulu, 2012)
Tämän opinnäytetyön kohdeyritys suunnittelee ja valmistaa hissejä, liukuportaita ja automaattiovia. Tarkoituksena on tutkia, miten asiakasarvo määritellään tuotekehitysprosessin suunnitteluvaiheessa eli konseptikehityksessä. Konseptikehityksen...
Quantification of customer value in target company’s concept-oriented R&D project The target company of this thesis designs and manufactures elevators, escalators and automatic building doors. The goal is to examine how customer value is quantified during the concept development phase of the research and development process. Objective of the concept development is to create innovative solutions by utilizing different technologies. This thesis focuses on improving the visibility of customer value in concept development project work. Documentation and systematization are the main development targets in the operation. The goal of this thesis is to bring development suggestions by examining factors that could improve above-mentioned functions from the customer value point of view. Factors related to customer value have been examined on the basis of interviews and source material. The most important areas are quantifying customer value and its challenges, support and tools needed in the work, gaining information and current models and their feasibility in concept development. Several development suggestions came up as a result of the interview. Investing in the projects’ strategy phase was considered a very significant factor. With careful strategy planning resources can be allocated in the most important projects and usage of time and costs in unprofitable projects can be minimized. Broadening the knowledge of the facts affecting the projects as well as increasing inter-organizational cooperation was considered useful. Better understanding of market needs already in the concept development phase would help in perceiving new potential and ideas. For the processing of the results of this thesis it would be a good idea to create a tool, such as value map, that would assist in documentation, quantifying the customer value and follow-up....
Quantification of customer value in target company’s concept-oriented R&D project The target company of this thesis designs and manufactures elevators, escalators and automatic building doors. The goal is to examine how customer value is quantified during the concept development phase of the research and development process. Objective of the concept development is to create innovative solutions by utilizing different technologies. This thesis focuses on improving the visibility of customer value in concept development project work. Documentation and systematization are the main development targets in the operation. The goal of this thesis is to bring development suggestions by examining factors that could improve above-mentioned functions from the customer value point of view. Factors related to customer value have been examined on the basis of interviews and source material. The most important areas are quantifying customer value and its challenges, support and tools needed in the work, gaining information and current models and their feasibility in concept development. Several development suggestions came up as a result of the interview. Investing in the projects’ strategy phase was considered a very significant factor. With careful strategy planning resources can be allocated in the most important projects and usage of time and costs in unprofitable projects can be minimized. Broadening the knowledge of the facts affecting the projects as well as increasing inter-organizational cooperation was considered useful. Better understanding of market needs already in the concept development phase would help in perceiving new potential and ideas. For the processing of the results of this thesis it would be a good idea to create a tool, such as value map, that would assist in documentation, quantifying the customer value and follow-up....
Asiakaskokemuksen merkitys imagon muodostumisessa
(Laurea-ammattikorkeakoulu, 2012)
Tämä opinnäytetyö on tehty toimeksiantona suomalaiselle laivayhtiö Eckerö Linelle. Tutkimuksen tavoitteena on selvittää, millaisia mielikuvia päiväristeilyjä suosivilla nuorilla aikuisilla on laivayhtiöstä ja mikä saisi heidät viihtymään laivalla...
Image Formed on the Basis of Customer Experience This Bachelor’s thesis is an assignment from a Finnish shipping company Eckerö Line. The purpose of this thesis was to find out what kind of images young adult customers of Eckerö Line have of the shipping company and how they would enjoy more their stay on cruises. The images they have are compared with the ones customers of a competing shipping company have on Eckerö Line and also compared with the image Eckerö Line is aiming for and examines similarities and differences between these images. The theoretical part of this study consists of two parts: image and customer relationship marketing. The image part introduces the definition of image, what it consists of and what the meaning of image is for a company. The relationship marketing part concentrates on explaining how to create, develop and maintain customer relationship. In addition to this study review how customer experience and marketing communications effect to the company’s image. The research method was qualitative. The survey was executed by observing and interviews. The observations were made on a Eckerö Line day cruise during which was observed the behavior of young adults. The interviews were conducted by telephone with four loyal customers of Eckerö Line and three customers of a competing shipping company. The result indicates that the loyal customers of Eckerö Line have positive images on the company. The customers said that the ship was pleasant, peaceful and affordable and the service during the cruise was customer-oriented. They were especially satisfied with the environment, atmosphere and the service. The most negative issues were related to the entertainment on the ship. The images of the loyal customers were very similar to the image the company aims for. The company has managed to create desired the image of themselves to its loyal customers. The customers of a rival company had more negative images on Eckerö Line. As a development proposal the loyal customers suggested that the Eckerö Line day cruise needs renewal and more fun activities both for children and adults. They also wanted more a varied range of entertainment. More visible advertising campaigns and theme cruises would bring in new customers....
Image Formed on the Basis of Customer Experience This Bachelor’s thesis is an assignment from a Finnish shipping company Eckerö Line. The purpose of this thesis was to find out what kind of images young adult customers of Eckerö Line have of the shipping company and how they would enjoy more their stay on cruises. The images they have are compared with the ones customers of a competing shipping company have on Eckerö Line and also compared with the image Eckerö Line is aiming for and examines similarities and differences between these images. The theoretical part of this study consists of two parts: image and customer relationship marketing. The image part introduces the definition of image, what it consists of and what the meaning of image is for a company. The relationship marketing part concentrates on explaining how to create, develop and maintain customer relationship. In addition to this study review how customer experience and marketing communications effect to the company’s image. The research method was qualitative. The survey was executed by observing and interviews. The observations were made on a Eckerö Line day cruise during which was observed the behavior of young adults. The interviews were conducted by telephone with four loyal customers of Eckerö Line and three customers of a competing shipping company. The result indicates that the loyal customers of Eckerö Line have positive images on the company. The customers said that the ship was pleasant, peaceful and affordable and the service during the cruise was customer-oriented. They were especially satisfied with the environment, atmosphere and the service. The most negative issues were related to the entertainment on the ship. The images of the loyal customers were very similar to the image the company aims for. The company has managed to create desired the image of themselves to its loyal customers. The customers of a rival company had more negative images on Eckerö Line. As a development proposal the loyal customers suggested that the Eckerö Line day cruise needs renewal and more fun activities both for children and adults. They also wanted more a varied range of entertainment. More visible advertising campaigns and theme cruises would bring in new customers....
HR-strategiaprosessi nopeasti muuttuvalle toimialalle : Case: Digitaalisen yhteiskunnan markkinointitoimisto
(Laurea-ammattikorkeakoulu, 2012)
laajennettiin yritys- ja liiketoimintastrategioiden lisäksi, kattamaan eri funktioiden operatiiviset strategiat. Näistä yksi oli HR. Tämä opinnäytetyö kuvaa sen prosessin, jolla yritykseen luotiin ensimmäinen HR-strategia. HR-strategiaprosessin laadukkuuden...
HR Strategy Process to the Fast Changing Industry Case: Marketing Agency for Digital Society The objective of this Bachelor’s study was to describe the development project, which was carried out during the spring 2011. The aim of the project was to “push through” the Human Resource (HR) strategy process and create, by practical experience, a strategic process model, which will offer the basis for future HR strategic work. In addition this, the project’s objective was to clarify HR's role as business partner with the business management. The subject was contemporary because the company started its first strategy work in the autumn of 2010. The strategy work was extended to cover operational strategies in addition to corporate and business strategies. One of the operational strategies was HR. This thesis describes the process by which the company created its first HR strategy. The quality of the HR process will be valuated in the terms how well HR strategy will support the company's business objectives and how well it ensures the realization of the company's vision. The actual project ended when the HR strategy document was completed. For this reason the quality of the HR strategy process will be seen in the future when the HR strategy has been implemented into company's practices and actions. The implementation work still continues. The HR strategy process was carried out according to Thomas’ (1996) HR strategy process model. The model was evaluated during the project and its suitability for the future HR strategy work was challenged in the end of the project. Thomas' model is suitable for the structured and planned (deliberately strategy) strategy work. Because Company X is operating in a very fast moving business environment, the HR strategy process should be flexible. During the project it became clear that Thomas’ HR strategy process does not suit agile strategy work. In agile strategy work the goal is a rapid response to the continuous and complex environmental changes. Agility in strategy work means that different phases of the process will be managed in the same time. The process does not go step by step like Thomas’ model goes. The idea of emergent strategy supports also this kind of idea. The project's second objective was to clarify HR's role in the company. The discussions and workshops helped individuals to understand the HR's role more profoundly and see what they can expect from HR professionals. HR functions’ practices were integrated into business objectives, which ensures the capabilities of the organization in the future. The expertise of personnel and HR practices related to the competence management are very important for the organization, whose competitiveness is based on the personnel’s knowledge. Company X’s vision, to be a pioneer on its own field of business, reflected in the HR's strategic decisions and objectives. Three of the HR’s strategic objectives were related to knowledge and knowledge sharing. A pioneer has to be one step ahead of others. Each organization must do their own strategic choices and the chosen objectives must base on their own vision of the future. That is why each HR strategy and each strategy process is unique....
HR Strategy Process to the Fast Changing Industry Case: Marketing Agency for Digital Society The objective of this Bachelor’s study was to describe the development project, which was carried out during the spring 2011. The aim of the project was to “push through” the Human Resource (HR) strategy process and create, by practical experience, a strategic process model, which will offer the basis for future HR strategic work. In addition this, the project’s objective was to clarify HR's role as business partner with the business management. The subject was contemporary because the company started its first strategy work in the autumn of 2010. The strategy work was extended to cover operational strategies in addition to corporate and business strategies. One of the operational strategies was HR. This thesis describes the process by which the company created its first HR strategy. The quality of the HR process will be valuated in the terms how well HR strategy will support the company's business objectives and how well it ensures the realization of the company's vision. The actual project ended when the HR strategy document was completed. For this reason the quality of the HR strategy process will be seen in the future when the HR strategy has been implemented into company's practices and actions. The implementation work still continues. The HR strategy process was carried out according to Thomas’ (1996) HR strategy process model. The model was evaluated during the project and its suitability for the future HR strategy work was challenged in the end of the project. Thomas' model is suitable for the structured and planned (deliberately strategy) strategy work. Because Company X is operating in a very fast moving business environment, the HR strategy process should be flexible. During the project it became clear that Thomas’ HR strategy process does not suit agile strategy work. In agile strategy work the goal is a rapid response to the continuous and complex environmental changes. Agility in strategy work means that different phases of the process will be managed in the same time. The process does not go step by step like Thomas’ model goes. The idea of emergent strategy supports also this kind of idea. The project's second objective was to clarify HR's role in the company. The discussions and workshops helped individuals to understand the HR's role more profoundly and see what they can expect from HR professionals. HR functions’ practices were integrated into business objectives, which ensures the capabilities of the organization in the future. The expertise of personnel and HR practices related to the competence management are very important for the organization, whose competitiveness is based on the personnel’s knowledge. Company X’s vision, to be a pioneer on its own field of business, reflected in the HR's strategic decisions and objectives. Three of the HR’s strategic objectives were related to knowledge and knowledge sharing. A pioneer has to be one step ahead of others. Each organization must do their own strategic choices and the chosen objectives must base on their own vision of the future. That is why each HR strategy and each strategy process is unique....
Tilitoimistotyöntekijöiden työnkuvan muutokset ja haasteet 2000-luvulla
(Laurea-ammattikorkeakoulu, 2012)
Tässä opinnäytetyössä tarkastellaan eri puolilla Suomea sijaitsevien tilitoimistojen työntekijöiden näkemyksiä heidän työnkuvassa tapahtuneista muutoksista ja haasteista mahdollisine hyötyineen kuluneen 2000-luvun aikana. Työssä selvitetään myös...
Changes and Challenges in Job Descriptions in Accounting Firms in 21st century The purpose of the thesis is to investigate the changes in the job descriptions and competence qualifications of employees in the accounting firms in Finland during the 21st century. One objective was to study whether the required qualifications had changed in accounting services in the last 3-10 years compared to the present day. In addition, it is inquired which the most difficult and the most useful changes have been in the last 3-10 years. The thesis discusses the job description of employees in an accounting firm and the changes in financial accounting during the 21st century. Those changes have also influenced the work in the accounting services. The main focus of the thesis is on empirical study. The data for the study was collected by an electronic inquiry to the employees in the accounting firms all over Finland. Both quantitative and qualitative methods were used. The results of the survey show that the competence qualifications of employees in accounting firms have changed towards a multiply skilled person including customer service skills, working in a hurry, good stress tolerance, accuracy, acquisition and application of financial information. The most important changes in the job description concern customer service orientation and consulting. The job description has changed from routine tasks towards the expert knowledge and offering integrated services of financial accounting to the clients. According to the survey the most remarkable professional challenges of employees in accounting firms are the continuous training oneself, the successful co-operation with different interest groups as well as customer services on more and more tight schedules. The most laborious changes during the last years have been the adoption of electric financial administration instead of paper documentation as well as the implementation of tax account and SEPA (Single Euro Payment s Area). At work the electric financial administration and tax account are considered also as the most useful changes....
Changes and Challenges in Job Descriptions in Accounting Firms in 21st century The purpose of the thesis is to investigate the changes in the job descriptions and competence qualifications of employees in the accounting firms in Finland during the 21st century. One objective was to study whether the required qualifications had changed in accounting services in the last 3-10 years compared to the present day. In addition, it is inquired which the most difficult and the most useful changes have been in the last 3-10 years. The thesis discusses the job description of employees in an accounting firm and the changes in financial accounting during the 21st century. Those changes have also influenced the work in the accounting services. The main focus of the thesis is on empirical study. The data for the study was collected by an electronic inquiry to the employees in the accounting firms all over Finland. Both quantitative and qualitative methods were used. The results of the survey show that the competence qualifications of employees in accounting firms have changed towards a multiply skilled person including customer service skills, working in a hurry, good stress tolerance, accuracy, acquisition and application of financial information. The most important changes in the job description concern customer service orientation and consulting. The job description has changed from routine tasks towards the expert knowledge and offering integrated services of financial accounting to the clients. According to the survey the most remarkable professional challenges of employees in accounting firms are the continuous training oneself, the successful co-operation with different interest groups as well as customer services on more and more tight schedules. The most laborious changes during the last years have been the adoption of electric financial administration instead of paper documentation as well as the implementation of tax account and SEPA (Single Euro Payment s Area). At work the electric financial administration and tax account are considered also as the most useful changes....
Hallinto-oikeuksien esittelijöiden osaamisen johtaminen
(Laurea-ammattikorkeakoulu, 2012)
Opinnäytetyön tarkoituksena oli selvittää miten hallinto-oikeuksien esittelijöiden osaamisen johtaminen hoidetaan alueellisissa hallinto-oikeuksissa. Osaamisen johtaminen on laaja käsite, joten tutkimuksessa pääosin ...
Hypervirtaa tölkistä : nuorten energiajuomien kulutus ja terveellisyysmielikuvat
(Laurea-ammattikorkeakoulu, 2012)
Opinnäytetyön avulla selvitettiin keravalaisten 13–24 -vuotiaiden nuorten energiajuomien kulutusta ja terveellisyysmielikuvia. Energiajuomat ovat olleet viimeaikoina paljon puhuttu aihe mediassa ja varsinkin nuorten energiajuomien käyttö on noussut...
Hyper-energy from a can - The consumption and the health image of energy drinks among young people The aim of this thesis is to determine 13-24-year-old youngsters’ consumption of energy drinks and the health image they carry. Energy drinks have been a hot topic recently in the media, and especially youngsters’ use of energy drinks has received media coverage. Purpose of this study was to identify energy drink consumption by young people, the health image of beverages and the factors influencing the purchase decision. The Empirical part of the thesis research was conducted in the Kerava Sompio upper-level school, Kerava high school and Kerava Laurea students. The key element of the study was objectivity. Its aim was to get the updated information for the benefit of young people interested in this topic, parents, school staff, and possibly also energy drink companies. The survey was carried out quantitatively. The required data was collected from students in three schools using a simple questionnaire. In Kerava, 149 youngsters between 13 and 24 years-old responded to the survey. The number of sufficient replies was 139. Questionnaires were analyzed by using SPSS software which is designed for statistical analysis. Particular attention was paid to the analysis of the three age group differences. The number of respondents aged between 13 and 16 was 68, the group between 17 and 20 were 27 and 21 to 24 years-old were 42. The results of the study showed among other things, how much young people consume energy drinks and how they see the hyper-energetic world of them. Young people enjoy the energy drinks in average, a fair one dose a week, and the majority of young people drink them because of functionality, i.e. due to a pick-me up. When making a purchase decision of an energy drink the purchasing decision was mostly influenced by the flavor of the drink. Young people generally did not regard energy drinks as healthy....
Hyper-energy from a can - The consumption and the health image of energy drinks among young people The aim of this thesis is to determine 13-24-year-old youngsters’ consumption of energy drinks and the health image they carry. Energy drinks have been a hot topic recently in the media, and especially youngsters’ use of energy drinks has received media coverage. Purpose of this study was to identify energy drink consumption by young people, the health image of beverages and the factors influencing the purchase decision. The Empirical part of the thesis research was conducted in the Kerava Sompio upper-level school, Kerava high school and Kerava Laurea students. The key element of the study was objectivity. Its aim was to get the updated information for the benefit of young people interested in this topic, parents, school staff, and possibly also energy drink companies. The survey was carried out quantitatively. The required data was collected from students in three schools using a simple questionnaire. In Kerava, 149 youngsters between 13 and 24 years-old responded to the survey. The number of sufficient replies was 139. Questionnaires were analyzed by using SPSS software which is designed for statistical analysis. Particular attention was paid to the analysis of the three age group differences. The number of respondents aged between 13 and 16 was 68, the group between 17 and 20 were 27 and 21 to 24 years-old were 42. The results of the study showed among other things, how much young people consume energy drinks and how they see the hyper-energetic world of them. Young people enjoy the energy drinks in average, a fair one dose a week, and the majority of young people drink them because of functionality, i.e. due to a pick-me up. When making a purchase decision of an energy drink the purchasing decision was mostly influenced by the flavor of the drink. Young people generally did not regard energy drinks as healthy....
Tmnetworks Designin toiminnanohjausjärjestelmän suunnittelu ja toteutus : Pienyrityksen toiminnanohjausjärjestelmän suunnittelu ja toteutus : case: Tmnetworks Design
(Laurea-ammattikorkeakoulu, 2012)
Tämä opinnäytetyö käsittelee toiminnanohjausjärjestelmän suunnittelua ja toteutusta case-yritykselle TmNetworks Design. TmNetworks Designin päätoimialat ovat verkkopalveluiden tuottaminen kuten verkkosivujen teko, muokkaus ja ylläpito...
Tmnetworks Design’s enterprise resource planning design and implementation This thesis deals with design and implementation of ERP (Enterprise Resource Planning) to Tmnetworks Design. TmNetworks Design's main lines of businesses are the production of online web services, such as the web pages, webhosting and modification. The first part of the thesis I have dealt with ERP theory based on several different sources. In the strategy part of the thesis has been told various options for the implementation, because there are many different solutions to implement an ERP. Some of the ERP packages in the market are provided by SAP, Lawson, IFS, Microsoft Dynamics and Visma. These complete packages usually include too many unnecessary functions and that’s the reason why case-company wanted to design and implement an own ERP. The section planning and implementation of the ERP explains why certain choices were made and how the ERP was implemented. At the end of the thesis are the final conclusions of the systems successful introduction and development ideas for improvement. ERP design requires a wide field of professional knowledge. The ERP has been designed and implemented according to the case-company’s instructions and to support company’s operations. The challenge of the implementation was the case company’s large scope of operations and therefore it took a long time to design the ERP in order to become a comprehensive and coherent ensemble....
Tmnetworks Design’s enterprise resource planning design and implementation This thesis deals with design and implementation of ERP (Enterprise Resource Planning) to Tmnetworks Design. TmNetworks Design's main lines of businesses are the production of online web services, such as the web pages, webhosting and modification. The first part of the thesis I have dealt with ERP theory based on several different sources. In the strategy part of the thesis has been told various options for the implementation, because there are many different solutions to implement an ERP. Some of the ERP packages in the market are provided by SAP, Lawson, IFS, Microsoft Dynamics and Visma. These complete packages usually include too many unnecessary functions and that’s the reason why case-company wanted to design and implement an own ERP. The section planning and implementation of the ERP explains why certain choices were made and how the ERP was implemented. At the end of the thesis are the final conclusions of the systems successful introduction and development ideas for improvement. ERP design requires a wide field of professional knowledge. The ERP has been designed and implemented according to the case-company’s instructions and to support company’s operations. The challenge of the implementation was the case company’s large scope of operations and therefore it took a long time to design the ERP in order to become a comprehensive and coherent ensemble....
Osaamisen kehittäminen asiantuntijayrityksessä : Case: Systems Garden
(Laurea-ammattikorkeakoulu, 2012)
Tämän opinnäytetyön aiheena on osaamisen kehittäminen asiantuntijayrityksessä ja case-yrityksenä on IT-alan yritys Systems Garden Oy. Osaamisen kehittäminen on yleistynyt terminä ja käsityksenä yritysmaailmassa viime ...
Tiimitoiminta työyhteisössä
(Laurea-ammattikorkeakoulu, 2012)
Tiimi on pieni ryhmä ihmisiä, joilla on toisiaan täydentäviä taitoja. Tiimit ovat sitoutuneet yhteiseen päämäärään, yhteisiin suoritustavoitteisiin ja toimintamalliin ja ne pitävät itseään yhteisvastuussa suorituksistaan. Tiimityöskentelyä käytetään...
Teamwork in Work Community A Team is a small group of people where each member contributes their individual skills to the team. Teams are committed to a common goal, performance targets and procedures that hold the team commonly responsible for their achievement. Teamwork is used since teams enable companies to better adhere to rapidly changing needs and situations in the business world. A good team can function more efficiently and productively than its members would do collectively as individuals. In this thesis, teamwork in a company which has simplified its organizational structure was researched. Separate departments’ teamwork was observed from the perspective of six chosen categories. The categories are Coaching Management, interaction, skill development, commitment and rewarding, target orientation, and roles and rules of the game. The research was conducted on the personnel of three separate departments in the target organization. The used research methods were both qualifying and quantifying methods. The research data was collected by sending each employee a questionnaire that included both multiple choice and open-ended questions. In addition, individual interviews were held with the department heads. The questionnaire was made by using Laurea’s E-form and it was sent to the respondents via e-mail. The questionnaire was completed by 22 respondents. The sample size was 33 respondents and the response rate was 67 percent. The goal of the thesis was to determine and give the target organization information on whether the researched departments genuinely function as a team and, furthermore, what preparation was needed to allow the teamwork function properly. In all researched departments the aspects that contributed to teamwork were commitment, learning from team mates and opportunities for individual skill development. Several points for improvement were found, but perhaps the most integral points were the problems with goal setting and reaching the set goals. Pivotal room for improvement was found in all three departments to convert the competition setting into a cohesive teamwork setting. In one particular department factors that supported teamwork were more readily found when compared to the two other departments. The result of the research shows that departments cannot be called “teams” by its definition. When evaluating the current state of the teamwork of the researched departments it can be concluded that the teams are still in their development phase, since all the requirements of true teamwork are yet to be materialized. All departments have potential to develop their teamwork to a good level. Even at its present state the departments showed several matters advocated to a functioning teamwork. However, progress must take place before the departments fulfill the criteria of teamwork....
Teamwork in Work Community A Team is a small group of people where each member contributes their individual skills to the team. Teams are committed to a common goal, performance targets and procedures that hold the team commonly responsible for their achievement. Teamwork is used since teams enable companies to better adhere to rapidly changing needs and situations in the business world. A good team can function more efficiently and productively than its members would do collectively as individuals. In this thesis, teamwork in a company which has simplified its organizational structure was researched. Separate departments’ teamwork was observed from the perspective of six chosen categories. The categories are Coaching Management, interaction, skill development, commitment and rewarding, target orientation, and roles and rules of the game. The research was conducted on the personnel of three separate departments in the target organization. The used research methods were both qualifying and quantifying methods. The research data was collected by sending each employee a questionnaire that included both multiple choice and open-ended questions. In addition, individual interviews were held with the department heads. The questionnaire was made by using Laurea’s E-form and it was sent to the respondents via e-mail. The questionnaire was completed by 22 respondents. The sample size was 33 respondents and the response rate was 67 percent. The goal of the thesis was to determine and give the target organization information on whether the researched departments genuinely function as a team and, furthermore, what preparation was needed to allow the teamwork function properly. In all researched departments the aspects that contributed to teamwork were commitment, learning from team mates and opportunities for individual skill development. Several points for improvement were found, but perhaps the most integral points were the problems with goal setting and reaching the set goals. Pivotal room for improvement was found in all three departments to convert the competition setting into a cohesive teamwork setting. In one particular department factors that supported teamwork were more readily found when compared to the two other departments. The result of the research shows that departments cannot be called “teams” by its definition. When evaluating the current state of the teamwork of the researched departments it can be concluded that the teams are still in their development phase, since all the requirements of true teamwork are yet to be materialized. All departments have potential to develop their teamwork to a good level. Even at its present state the departments showed several matters advocated to a functioning teamwork. However, progress must take place before the departments fulfill the criteria of teamwork....









