Browsing by Subject "työpaikkaviestintä"

Due to technological evolution, our work-culture has become more expert-focused and fast-paced. Work's fast pace and abstract assignments can lead to situations where workers can't evaluate whether their own actions are meeting the expectations. Therefore, the feedback from the other people becomes more important. Feedback enables well-being at the workplace and personal development and therefore can be associated with the work community's- and, finally, the society's operability. The feedback communication at the workplace has been somewhat studied, but also has been criticized for still being one-sided, postpositivist and carried out by the same format. The aim of this study is primarily to produce new, qualitative information about the feedback communication between superiors and their subordinates primarily for the scientific community and secondly for Yleisradio. The first research goal was to describe how subordinates define feedback. The second goal was to understand and describe those perceptions and experiences that subordinates have of their superior's feedback. This thesis was a qualitative case study, and it was carried out for public broadcasting company, Yleisradio. The study was conducted using qualitative methods. The data was collected by interviewing nine (9) employees working in Yleisradio. A semi-structured theme interview was used as a research method and the data was analyzed using thematic analysis method. The interviewees' age ranged from 25 to over 60 years and had been working at Yleisradio from four to over 40 years. Some of the interviewees were manual workers and some were working as content providers. According to the results the employees had many ways of describing feedback. Nine (9) main concepts that employees used to describe feedback were found: 1) All communication, 2) verbal feedback, 3) nonverbal feedback, 4) information sharing, 5) workplace atmosphere, 6) trust and getting work tasks, 7) self evaluation, 8) rewards and 9) silence "i.e. lack of feedback". The interviewees had multiple experiences from their superior's feedback. According to the interviewees, positive feedback was rewarding, increased work motivation and the work community's positive atmosphere. On the other hand, the positive feedback alone is not yet enough and negative feedback is needed as well in order to advance at work. According to the interviewees negative feedback could be divided into constructive and destructive feedback. Constructive feedback was seen as legitimate and work related and didn't get personal. Constructive feedback was created in a dialog and solutions were co-created. Destructive feedback was inappropriate, got too personal and the receiver of the feedback was not listened to. Destructive feedback was also tenuous, no solutions were created and there were no possibilities to improve one's performance or work. Feedback was also experienced as destructive when the person giving feedback was not considered wise or up to date on the situation at hand. The results and conclusions of this study were mostly similar with the previous feedback research. On the other hand the interviewees of this study were describing feedback in more versatile ways than had been described in earlier studies. For example, information sharing has not been part of the concept of feedback in most of the studies. In this thesis the concept of feedback has been extended to be more diverse. Although it must be noted that the data of this study was relatively small and therefore no generalizations can be made based on this study. More research is needed to be conducted on the matter to be able to generalize this study's results to apply to supervisor-subordinate feedback communication in work communities in general.

Tavoitteet. Tutkimukseni tavoite oli selvittää haastatteluaineiston ja tutkimusaineiston perusteella peruskoulujen sisäisen työpaikkaviestinnän erilaisia strategioita, sekä sitä, millainen työpaikkaviestintä tukee ja vahvistaa työntekijöiden osallisuutta työyhteisössä, ja millainen viestintä taas puolestaan kuormittaa liiallisuudellaan tai aiheuttaa riittämättömästä tiedonkulusta johtuvaa stressiä työyhteisön jäsenille, vaikuttaen näin ollen negatiivisesti työntekijöiden työhyvinvointiin. Pyrkimyksenäni oli ehdottaa tutkimustulosten ja aineiston perusteella liian kuormittavaksi koetulle organisaation viestinnälle varhaisen puuttumisen malli. Menetelmät. Tutkimukseni on toteutettu empiirisenä tutkimuksena, jonka aineistona olen käyttänyt haastatteluaineistoja. Haastatteluun osallistui viisi eri ikäistä perusopetuksen työntekijää viidestä eri koulusta. Myös haastateltavien työkokemuksen määrä, työtehtävä ja asuinpaikkakunta vaihtelivat. Haastatteluun osallistuneet opettajat vastasivat kaikille yhteiseen, työpaikkansa sisäistä viestintää koskevaan kysymyspatteristoon, jonka pohjalta luokittelin vastaukset. Aineiston analyysi muodostettiin tutkimukseen osallistuneiden vastausten perusteella sekä aiempaan tutkimusaineistoon nojaten. Tulokset ja johtopäätökset. Haastatteluaineiston tuloksista oli nähtävissä, että haastateltavien opettajien organisaatioiden sisäinen viestintä koettiin usein liian kuormittavana. Organisoimaton, hallitsemattoman vastavuoroinen viestintä aiheutti kahdelle viidestä haastatteluun osallistuneesta opettajista kuormittavuuden tuntemuksia. Tutkimukseni pohjalta sovelsin työpaikkaviestinnän haasteisiin vastaavan strategian Työsuojeluhallinnon Vaarojen arviointiprosessin mallista (2021). Kaksi viidestä haastateltavasta oli tyytyväisiä työpaikkansa sisäiseen viestintään, joten selvitin mitkä viestinnän ominaisuudet edesauttoivat heidän tyytyväisyyttään, kehittäen näiden pohjalta ratkaisuehdotuksia sekä riittämättömän että kuormittavan työpaikkaviestinnän kehittämiseen.