Organizational Climate Survey: OP-Services
Vähälummukka, Tiia (2012)
Lataukset:
Vähälummukka, Tiia
Metropolia Ammattikorkeakoulu
2012
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2012060712045
https://urn.fi/URN:NBN:fi:amk-2012060712045
Tiivistelmä
Research has pointed out the importance of culture and climate in relation to strategy and overall success of knowledge organizations. Vision, mission, and values make up the culture but they are also the building blocks in strategic planning. It has been shown that satisfied and happy employees are more productive especially in the context of a knowledge organization.
OP-Pohjola Group aims to be the financial sector's most attractive employer. The Group makes a strong long-term commitment to improving employee wellbeing, competence, leadership development, and rewarding practices. Personnel are encouraged to pursue professional growth throughout their careers.
The results of the Organizational Climate Survey were mostly positive even though clear areas of improvement were found. The areas of improvement include the following: It seems that employees need to deal with too much bureaucracy. Also female employees are not satisfied with their opportunities for advancement and it seems that mission, vision, and values do not show in everyday work and procedures. Employees do not always get enough feedback from their managers. Furthermore, there is a lack of two-way communication. Regardless of these areas of improvement, the respondents are generally satisfied with OP-Services as an employer. In a big organization there are various opportunities.
OP-Pohjola Group aims to be the financial sector's most attractive employer. The Group makes a strong long-term commitment to improving employee wellbeing, competence, leadership development, and rewarding practices. Personnel are encouraged to pursue professional growth throughout their careers.
The results of the Organizational Climate Survey were mostly positive even though clear areas of improvement were found. The areas of improvement include the following: It seems that employees need to deal with too much bureaucracy. Also female employees are not satisfied with their opportunities for advancement and it seems that mission, vision, and values do not show in everyday work and procedures. Employees do not always get enough feedback from their managers. Furthermore, there is a lack of two-way communication. Regardless of these areas of improvement, the respondents are generally satisfied with OP-Services as an employer. In a big organization there are various opportunities.