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Recommendations on Improving Change Management in the Case Organisation

Hedberg, Satu (2025)

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Hedberg, Satu
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202503265033
Tiivistelmä
The aim of this thesis is to find out the personnel's views on organisational change and management and to identify the opportunities and the key challenges for change. The research target was the Wellbeing Services County of Western Uusimaa, and the data was collected by interviewing thirteen employees from different units. The data were analysed qualitatively using thematic and comparative analysis.

The thematic analysis revealed that a successful change process requires open communication, sufficient resources, and employee involvement, which together support a sense of community and a positive working atmosphere. Facing change in the work environment is a multi-stage process in which uncertainty, expectations and adaptation challenges are emphasised. The establishment of the wellbeing services county caused confusion and stress among employees, which affected their mental and physical well-being.

The comparative analysis highlighted the effects of organisational changes on employee well-being and motivation. Key challenges included a lack of communication, authoritarian leadership, and insufficient resources. To overcome these barriers, management could invest in clear communication, employee engagement and fair allocation of resources, which would strengthen the work climate and engagement.

Open communication, increasing opportunities for participation, showing appreciation, support and training, efficient allocation of resources and leadership development were identified as development targets. The thesis highlighted the significance of employee communication in achieving successful changes.

Clear and transparent communication reduces uncertainty and increases trust in management. Involvement in communication and decision-making enhances employee commitment and minimizes resistance to change. Multi-channel and continuous communication are essential to keep employees informed about the progress of change. Recommended development measures include strengthening the communications strategy, promoting participatory communication, communication training for supervisors and ensuring the continuity of communication.

The thesis shows that by investing in HR communication, organisations can improve employees' experiences of change, reduce resistance to change, and support the achievement of organisational goals.
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