Kamu - Supporting Peer Well-Being in an Organization
Vanala, Tiina (2019)
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201905159973
https://urn.fi/URN:NBN:fi:amk-201905159973
Tiivistelmä
Nitor is an information technology company with 150 employees. The organization aims to maintain a hierarchy free environment and operates completely without middle management. The CEO is the direct supervisor of each employee. This type of structure requires progressive solutions in order to effectively support the well-being of employees. The Kamu support system was created to meet that need.
Kamu is an employee that supports peer colleagues by coaching, mentoring, sparring, and listening. The idea is to help a colleague balance work and other aspects of life, and to provide support in professional and personal development. Kamu is not a superior, but is responsible for providing continuous support for a colleague.
The purpose of this thesis is to look at how the employees of Nitor perceive the Kamu system, what its benefits and challenges are, and why some employees choose not to participate in the system. The aim is to develop the system further to make it as meaningful and useful as possible.
A qualitative research was conducted to gain data and insight on how the Kamu system is perceived. The method of research involved semi-structured interviews with Nitor employees with different roles or no role in the Kamu system.
The results of the research show that the overall attitude toward the Kamu system and its outcomes is mostly positive. A variety of benefits, as well as some challenges were recognized. Reasons not to participate in the system were also identified, the main reason being lack of time. Based on the results, an extensive set of recommendations was created.
Kamu is an employee that supports peer colleagues by coaching, mentoring, sparring, and listening. The idea is to help a colleague balance work and other aspects of life, and to provide support in professional and personal development. Kamu is not a superior, but is responsible for providing continuous support for a colleague.
The purpose of this thesis is to look at how the employees of Nitor perceive the Kamu system, what its benefits and challenges are, and why some employees choose not to participate in the system. The aim is to develop the system further to make it as meaningful and useful as possible.
A qualitative research was conducted to gain data and insight on how the Kamu system is perceived. The method of research involved semi-structured interviews with Nitor employees with different roles or no role in the Kamu system.
The results of the research show that the overall attitude toward the Kamu system and its outcomes is mostly positive. A variety of benefits, as well as some challenges were recognized. Reasons not to participate in the system were also identified, the main reason being lack of time. Based on the results, an extensive set of recommendations was created.