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Organisational change that promotes sustainable development through communication and marketing
(2022)
The purpose of the thesis was to create a development plan for the City of Espoo's Centre of Excellence for Sustainable Development. The development plan illustrates a roadmap to create a successful organisational change that promotes sustainable...
Facilitating Change in Decentralized Bottom-Up Agile Transformation
(2022)
The purpose of this master’s thesis was to create a holistic understanding of the causes for perceived slowness of development organisation and to create a compelling plan to improve it in one of the Finnish telecommunications operators...
Digitalization strategy for software organization
(2024)
Abstract
The ongoing digitalization is reshaping both society and business practices, necessitating a proactive response from companies to harness the potential of digital data, software, and ecosystems. (Schildt, 2020) ...
A Design-Led Approach to Driving Successful R&D Transformations
(2024)
This thesis investigates how to elevate transformation success within Nokia's System-on-chip (SoC) Research and Development (R&D) unit by leveraging a design thinking approach. Traditional transformation methodologies often fail to address the human...
Nudging the Human Resources service quality perception status quo in Cargotec
(2022)
perception and how to nudge the status quo. Thesis case company is Cargotec, and the organization unit Cargotec Business Services (CBS). The service quality perception was measured from the CBS Human Resources services. The theoretical framework is based...
Better bosses at Sanoma — rethinking the management feedback process
(2020)
Contemporary organizations are facing various new challenges in the fast-changing business environment. Efficiency and regeneration needed require understanding and development of the employees, especially those leading the performance of others...
The EX-factor : exploring elements of the employee experience
(2023)
parhaimmillaan yhdistää kaikki kolme. Organisaation päätarkoitus on oppia tukemaan työntekijöitä parhaiten heidän työssään. Työ muuttuu nopeasti. Työntekijäkokemusajattelu on hyödyllistä muutosjohtamisessa, sillä se luo empatiaa. Työntekijöiden ymmärtäminen ja...
Employee experience thinking puts the employees in the center of the organization’s work. It can be defined in many ways according to the approach. The perspective can be managerial, organizational or individual but at best combining all three. The main purpose for an organization is to learn how to support the employees best at their work. The work is changing fast. Employee experience thinking is useful in change management for it creates empathy. Understanding the employees and acknowledging their expectations and work in a changing internal and external operational environment enhances engagement, wellbeing, and better performance. Employee experience affects customer experience and employer brand. Every organization is unique and should be considering designing their own framework for the employee experience according to their own preferences and emphasis. The development method in this paper is close to action research. The task is to design a framework and explore elements of the employee experience for the case organization. The desired outcome is a suggestion for the first steps to explore the employee experience in the organization and the result is a list of doings, including possible questions for the employees and a step-by-step guide for a co-creating process. It can be useful for other organizations aswell, keeping in mind that it should be designed hand in hand with the organization’s own strategy. In this case, the organization wanted to emphasize the already established managerial coaching guidelines which naturally affected what elements would be chosen for the employee experience framework. The employee experience should be analyzed together with data of wellbeing, engagement, and performance. These can be seen as indicators of a good employee experience. It is essential to engage employees into the employee experience process from the beginning. The employee experience thinking has a close relationship to design, customer experience thinking and leading with empathy. Design thinking and service design tools have been found especially useful for co-designing the employee experience. For further development it would be useful to combine and analyze all the employee experience approaches and build a step-by-step guide with different types of co-creative processes for exploring the employee experience for different purposes (managerial, employer branding, wellbeing etc.)....
Employee experience thinking puts the employees in the center of the organization’s work. It can be defined in many ways according to the approach. The perspective can be managerial, organizational or individual but at best combining all three. The main purpose for an organization is to learn how to support the employees best at their work. The work is changing fast. Employee experience thinking is useful in change management for it creates empathy. Understanding the employees and acknowledging their expectations and work in a changing internal and external operational environment enhances engagement, wellbeing, and better performance. Employee experience affects customer experience and employer brand. Every organization is unique and should be considering designing their own framework for the employee experience according to their own preferences and emphasis. The development method in this paper is close to action research. The task is to design a framework and explore elements of the employee experience for the case organization. The desired outcome is a suggestion for the first steps to explore the employee experience in the organization and the result is a list of doings, including possible questions for the employees and a step-by-step guide for a co-creating process. It can be useful for other organizations aswell, keeping in mind that it should be designed hand in hand with the organization’s own strategy. In this case, the organization wanted to emphasize the already established managerial coaching guidelines which naturally affected what elements would be chosen for the employee experience framework. The employee experience should be analyzed together with data of wellbeing, engagement, and performance. These can be seen as indicators of a good employee experience. It is essential to engage employees into the employee experience process from the beginning. The employee experience thinking has a close relationship to design, customer experience thinking and leading with empathy. Design thinking and service design tools have been found especially useful for co-designing the employee experience. For further development it would be useful to combine and analyze all the employee experience approaches and build a step-by-step guide with different types of co-creative processes for exploring the employee experience for different purposes (managerial, employer branding, wellbeing etc.)....
Leadership and Project Management in an Expert Organization
(2023)
Leadership and management activities are both essential for a successful organization. Nevertheless, both fields have been criticized for the lack of empirical evidence, being practitioner-developed fields, having one-dimensional theories...





