Discourse on multicultural work community conflicts for The Vantaa Circle Of Associations
Ilina, Anna (2021)
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021112120898
https://urn.fi/URN:NBN:fi:amk-2021112120898
Tiivistelmä
The objective of the thesis was to reveal and analyse decisive causes of conflicts in the multicultural work community in order to provide the work-life partner – the Vantaa Circle of Associations with the recommendations for problem solutions.
The thesis was conducted as qualitative research in three counselling centres for immigrants in the city of Vantaa. The process of the qualitative research was both theory and data-driven. The empirical data was collected through questionnaires in collaboration with the Vantaa Circle of Associations. The data was analysed by thematic analysis method. The target group for the questionnaire consisted of 14 individuals of different ages ranging from 20 to 65 years old.
The results indicated that the reasons for conflicts in the organisation were interdependence based, work style - including value conflicts, personality-based and leadership conflicts. The work community conflicts were linked to a bad interaction, the lack of cooperation and an information circulation. In this part, this thesis supported the views presented in the earlier research. The surprising outcome was that the main reason for disagreements was not cultural diversity, but high-value diversity that originated from different approaches to the problem, procedure or mission. The recommendations, how to improve the atmosphere and diversity in the work community, were given in the thesis.
The thesis was conducted as qualitative research in three counselling centres for immigrants in the city of Vantaa. The process of the qualitative research was both theory and data-driven. The empirical data was collected through questionnaires in collaboration with the Vantaa Circle of Associations. The data was analysed by thematic analysis method. The target group for the questionnaire consisted of 14 individuals of different ages ranging from 20 to 65 years old.
The results indicated that the reasons for conflicts in the organisation were interdependence based, work style - including value conflicts, personality-based and leadership conflicts. The work community conflicts were linked to a bad interaction, the lack of cooperation and an information circulation. In this part, this thesis supported the views presented in the earlier research. The surprising outcome was that the main reason for disagreements was not cultural diversity, but high-value diversity that originated from different approaches to the problem, procedure or mission. The recommendations, how to improve the atmosphere and diversity in the work community, were given in the thesis.