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Viitteet 51-60 / 88
Miten yrityksissä saadaan aikaan transformatiivinen muutos?
(2023)
Tässä opinnäytetyössä selvitetään, millaisia keinoja yrityksillä on käytössään kestävän muutoksen tekemiseen ja miten henkilöstön osaamista kehitettäisiin tuottamaan uudistavaa liiketoimintaa. Tutkimuksen tavoitteena oli kehittää ratkaisu siihen...
EU-taksonomia kestävän liiketoiminnan ajurina
(2022)
käsiteltiin YK:n kestävän kehityksen tavoitteita sekä Pariisin ilmastosopimuksen ja Euroopan vihreän kehityksen ohjelman yhteyttä EU-taksonomiaan. Tutkimuksessa käytettiin laadullista eli kvalitatiivista tutkimusmenetelmää, joka sisälsi puolistrukturoidut...
Organisaatiokehittämisen vaikutukset työntekijäkokemuksessa: Case Komea Kodinremontti Oy
(2021)
Tässä opinnäytetyössä toteutettiin tutkimus- ja kehittämishanke, jonka tavoitteena oli luoda uusia toimintatapoja rakennusalan organisaatioon helpottamaan arjen hallintaa. Tavoitteena oli myös luoda struktuuria organisaation toimintaan tukemaan sen...
Etäjohtaminen hajautetussa palvelutuotannossa
(2023)
etäjohtamisen tyypillisimmät haasteet ja mahdollisuudet, sekä ennen kaikkea etäjohtamisen onnistumisen tekijät. Tarkoituksena on kehittää etäjohtamiseen parhaat käytännöt. Opinnäytetyö toteutettiin yhteistyössä kansainvälisen, ison IT-palveluja tarjoavan...
Esihenkilön rooli Z-sukupolven osaamisen kehittämisen johtajana
(2024)
Työn tarkoituksena on kartoittaa toimeksi antavassa organisaatiossa tutkittavassa liiketoiminnossa nykytilaa osaamisen kehittämisen johtamisesta ja yhteiskehittämisen menetelmin parantaa ja yhtenäistää osaamisen kehittämisen johtamista. Johtamista...
Henkilöstön sitoutumisen tukeminen organisaation strategisilla toimilla
(2023)
Opinnäytetyön tavoitteena oli selvittää strategisia toimia, joilla yritys saisi tuettua työntekijöiden sitoutumista. Opinnäytetyön tarkoituksena oli kehittää yrityksen strategisia toimia, jotta henkilöstösitoutuminen ...
Motivaation johtaminen kohti toimeenpanoa vapaaehtoisessa yhdistystyössä
(2022)
Opinnäytetyön tavoite on kartoittaa motivaation rakentumista vapaaehtoistyössä kulttuurialan yhdistyksessä ja kehittää keinoja motivaation johtamiseksi niin, että toiminta suuntautuu volitioon eli toimeenpanoon. Huomio kohdistuu työn organisoimisen...
The purpose of this thesis is to learn about the elements of motivation of volunteer workers of an organization in the field of culture, and to develop means to lead the motivation in a manner that directs it to action. The focus is on ways of organizing work, so that by developing them, less repetitive work is required and resources can be saved. By organizing the work, reaching goals is better assured. The thesis was commissioned by Helsinki Poetry Connection, a Finnish organization that works on live poetry by mainly producing poetry events. The theoretical framework in the thesis is in behavioural economics and social psychology. The literature comes from both fields and includes also material concerning the organizing of work and building processes. The current members of board in Helsinki Poetry Connection answered questions about their motivation, and this information created the basis for the understanding that was used for developing concrete proposals for change. The research method is qualitative, and the material was collected by the means of interviews, more specifically by conducting an interview of ten questions for each board member available. The questions concerned experienced motivation and the board members’ views on the quality of work in the group, as well as leadership. The interview material was analyzed by the means of content analysis, and certain focus points were highlighted regarding the group’s behaviour, related to leading motivation towards committed action, supported by monitoring the work. The most important issues are equal ways of sharing the workload, finishing the projects that are started, and sharing information better. The purpose of the proposed changes is to guide motivation repeatedly towards action, and towards the specified goals, managing the work as a team....
The purpose of this thesis is to learn about the elements of motivation of volunteer workers of an organization in the field of culture, and to develop means to lead the motivation in a manner that directs it to action. The focus is on ways of organizing work, so that by developing them, less repetitive work is required and resources can be saved. By organizing the work, reaching goals is better assured. The thesis was commissioned by Helsinki Poetry Connection, a Finnish organization that works on live poetry by mainly producing poetry events. The theoretical framework in the thesis is in behavioural economics and social psychology. The literature comes from both fields and includes also material concerning the organizing of work and building processes. The current members of board in Helsinki Poetry Connection answered questions about their motivation, and this information created the basis for the understanding that was used for developing concrete proposals for change. The research method is qualitative, and the material was collected by the means of interviews, more specifically by conducting an interview of ten questions for each board member available. The questions concerned experienced motivation and the board members’ views on the quality of work in the group, as well as leadership. The interview material was analyzed by the means of content analysis, and certain focus points were highlighted regarding the group’s behaviour, related to leading motivation towards committed action, supported by monitoring the work. The most important issues are equal ways of sharing the workload, finishing the projects that are started, and sharing information better. The purpose of the proposed changes is to guide motivation repeatedly towards action, and towards the specified goals, managing the work as a team....
Dynaamiset kyvykkyydet järjestötoimijan strategian uudistamisessa
(2024)
Tämän opinnäytetyön tarkoituksena on tarkastella dynaamisten kyvykkyyksien viitekehyksen hyödyntämistä järjestö- ja yhdistystoiminnan kontekstissa strategian kehittämisen näkökulmasta. Työn avulla haluttiin selvittää, onko kehittämisjärjestön...
Kokonaispalkitsemisen ja sitouttamisen kehittäminen päätöksenteon ilmiöiden avulla
(2024)
Etenkin kilpailluilla aloilla työnantajien on tänä päivänä tärkeää pystyä pitämään työntekijät tyytyväisinä, motivoituneina ja sitoutuneina organisaatioon. Tämän opinnäytetyön tavoitteena oli tutkia minkälaiset palkitsemismallit vahvistavat luovan...
In today's competitive landscape, it is crucial to keep employees satisfied, motivated, and committed to the organization. This thesis aimed to investigate which types of reward models enhance motivation and commitment among employees in a creative industry expert organization. Additionally, the goal was to determine how Company X's current reward system is perceived from the employees' perspective, after which the objective was to develop proposals for improving the reward system in the target company so that they better meet the employees' needs and better support the company's strategy and values. The theoretical framework of the thesis consists of literature and studies related to rewarding, motivation, and commitment. In addition, various theories and studies on behavioral insights were utilized to understand better reward practices and formulate possible development suggestions. The research section of the thesis was conducted as a comprehensive study, including a survey for the entire staff of the target company. The survey was conducted electronically over one week in the spring of 2024. The survey consisted of 20 questions, three of which were open questions. Multiple-choice questions used a response scale of 1-5, based on the Likert scale. The development suggestions for the overall reward system created for the target company were derived from the analysis of the research data and the theoretical perspectives and existing theories that emerged. The main development suggestions focused on constructing and documenting the reward system, clarifying reward criteria, internal communication about rewards, developing a feedback culture, and introducing potential new forms of rewards. Based on the research and the theoretical framework, it can be concluded that a comprehensive reward system can increase employee motivation and commitment when there is a fair and well-communicated reward system that considers the specific needs of the organization and the individuality of the employees. Therefore, the same system and overall reward model should not be directly replicated in all organizations....
In today's competitive landscape, it is crucial to keep employees satisfied, motivated, and committed to the organization. This thesis aimed to investigate which types of reward models enhance motivation and commitment among employees in a creative industry expert organization. Additionally, the goal was to determine how Company X's current reward system is perceived from the employees' perspective, after which the objective was to develop proposals for improving the reward system in the target company so that they better meet the employees' needs and better support the company's strategy and values. The theoretical framework of the thesis consists of literature and studies related to rewarding, motivation, and commitment. In addition, various theories and studies on behavioral insights were utilized to understand better reward practices and formulate possible development suggestions. The research section of the thesis was conducted as a comprehensive study, including a survey for the entire staff of the target company. The survey was conducted electronically over one week in the spring of 2024. The survey consisted of 20 questions, three of which were open questions. Multiple-choice questions used a response scale of 1-5, based on the Likert scale. The development suggestions for the overall reward system created for the target company were derived from the analysis of the research data and the theoretical perspectives and existing theories that emerged. The main development suggestions focused on constructing and documenting the reward system, clarifying reward criteria, internal communication about rewards, developing a feedback culture, and introducing potential new forms of rewards. Based on the research and the theoretical framework, it can be concluded that a comprehensive reward system can increase employee motivation and commitment when there is a fair and well-communicated reward system that considers the specific needs of the organization and the individuality of the employees. Therefore, the same system and overall reward model should not be directly replicated in all organizations....
Esihenkilötiimin johtaminen kohti parempaa yhteistyötä yrityskulttuurin muutoksen ja johtamisen avulla
(2023)
Opinnäytetyön tavoitteena oli selvittää, minkälainen tilannekuva eri yksiköissä ja eri esihenkilöillä on yhteistyön tekemisestä esihenkilöiden kesken, sekä löytää syitä siihen, miksi esihenkilöt eivät tee enemmän yhteistyötä keskenään. Opinnäytetyön...









