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Viitteet 41-50 / 88
Johtamisen tulevaisuus ja uusimaalaisen elintarvikealan yrityksen johtamistutkimus
(2019)
kyselytutkimukseen tukeutuva opinnäytetyö tarjoaa ajantasaista tietoa aloitteleville esimiehille tänään ja lähitulevaisuudessa. Teoriapohjana on käytetty lukuisia esimiestyöhön liittyviä suomalaisia ja ulkomaisia teoksia 2000-luvulta sekä ajankohtaisia...
The objective of this thesis was to investigate the latest leadership trends from a beginner manager’s point of view. As a consequence, this thesis became a simple start-up guide for a rookie manager. Various contemporary books and news articles...
The objective of this thesis was to investigate the latest leadership trends from a beginner manager’s point of view. As a consequence, this thesis became a simple start-up guide for a rookie manager. Various contemporary books and news articles...
Pk-yritysten resilienssin kasvattaminen muuttuvassa toimintaympäristössä
(2024)
Elämme nykyään nopeasti ja jatkuvasti muuttuvassa maailmassa, jossa on paljon epävarmuutta. Selviytyäksemme näistä epävarmuustekijöistä meidän on valmistauduttava niihin etukäteen. Ennalta varautumisesta voidaan myös käyttää ...
Liiketoimintahyödyn johtaminen digitalisoituvassa palvelutuotannossa - Esimerkkinä asiakasohjelmaan liittyminen
(2022)
Yritysten toimintojen ja palvelujen digitalisoituminen on tehnyt pelkästään fyysiseen palvelukanavaan nojautumisesta vaikeaa, ellei mahdotonta. Digitalisaation yritykselle tuottamaa liiketoimintahyötyä ei kuitenkaan ole aina yksinkertaista hahmottaa...
Itse- ja yhteisöohjautuvuutta tukevien johtamistaitojen kehittäminen
(2023)
yrityksille ja organisaatioille. Opinnäytetyö voi toimia inspiraationa johtajille, yritysvalmentajille, -konsulteille, coacheille ja muille ammattilaisille sekä opiskelijoille, jotka haluavat edistää henkilöstön hyvinvointia ja kyvykkyyttä tukevan strategisen...
Asiakaskokemuksen johtamisen kehittäminen
(2024)
Asiakaskokemuksen (CX) muodostumiseen ovat vaikuttaneet yritysten välinen kiristynyt kilpailutilanne sekä asiakkaiden tarve saada mieleenpainuvia kokemuksia, joiden avulla yritysten on mahdollista erottautua markkinoilla ...
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....
Asiantuntijoina työskentelevien näkemys johtamisen kehittämiseen
(2021)
Tämän kehittämistyön tarkoituksena oli luoda raportti asiantuntijaorganisaation johtajalle - dokumentti, josta selviää kuinka asiantuntijat kokevat itseään johdetun aiemmin, ja kuinka heitä tulisi johtaa tulevaisuudessa. Tarkasteltavana...
Esihenkilötyön kehittäminen case: Gasum
(2023)
Tämän opinnäytetyön aiheena on esihenkilötyön kehittäminen. Työn tavoitteena oli tunnistaa keinoja, joilla esihenkilötyötä voidaan kehittää. Näkökulmina käytettiin päätöksenteon ilmiöiden, aidon johtajuuden ja taitoihin perustuvan johtamisen...
Mie vastaan - kohti vastuullisempaa johtamista Etelä-Karjalan hyvinvointialueella
(2024)
Organisaatioiden toimintaan liittyy yhä enemmän odotuksia ja vaatimuksia, jotka koskevat vastuullisuutta. Tämän opinnäytetyön toimeksiantajana toimi Etelä-Karjalan hyvinvointialue, jolla on maakunnan suurimpana työnantajana erityinen...
Ikäjohtamisella työvuosia: Case: Vanhustyössä työskentelevät lähihoitajat
(2020)
. Ikäjohtaminen ei kosketa ainoastaan ikääntyvää työväestöä vaan jokaisessa elämänkulussa tarvitaan ikäjohtamisen tuomaa tukea. Ikäjohtamisen strategian avulla yksiköiden johtajat ja hallinto voivat yhdessä lisätä henkilöstön sitoutumista yrityksen arvoihin....





