Meaningfulness at work – future success factor?
Törnroos, Tanja (2022)
Törnroos, Tanja
2022
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-202204286361
https://urn.fi/URN:NBN:fi:amk-202204286361
Tiivistelmä
This thesis was part of a group study conducted with qualitative research methods. The topic for the study was received as an assignment through Haaga-Helia related to a diversity and inclusion project that is underway in one company that operates in international trade sector. The aim of the study was to gather information among the employees of the commissioning company related to the perceptions and experiences that their employees have on diversity and inclusion in their workplace at the moment. Diversity and inclusion are also related to the thesis topic linked to organizational transformation and to the idea that people increasingly desire to find their work meaningful, and that meaningfulness might be one of the future success factors also for organizations. The central questions for this thesis are what meaningfulness at work is, how does the topics of motivation, diversity and inclusion relate to employees feeling of meaningfulness and why should organizations take the feeling of meaningfulness into account in their operations.
Based on theory and the study group results the most central issues for meaningfulness at work are the feeling of appreciation, internal motivation, the work community, social relations, feedback, self-development, communications, the possibilities to influence and that the person is noticed and heard. It is important that employees have time for reflection and that their jobs and tasks are linked to broader purpose and a wider societal benefit. As a basis for this all, is environment of psychological safety, which is strongly influenced by a culture of inclusion and diversity. Inclusion can be seen as the foundation that connects employees to the organization and enables collaboration, flexibility, and fairness, whereas diversity is a positive force that enriches the work community and the whole organization and also strengthens and makes teams more effective and successful. Important aspects for meaningfulness at work were linked to each other strongly through theory and seemed to be connected and explained through fundamental psychological needs of autonomy, competence, and relatedness, which were linked also to the need for benevolence. There is also research showing a clear connection between the basic needs, internal motivation, and meaningfulness.
Meaningful work can be highly motivational, leading to improved performance, commitment, and satisfaction and it has seen to give rise also to several benefits for both individual level well-being as well as organizational level success. Also, the psychological fundamental needs and the need for benevolence as well as the experience of meaningfulness at work have been linked through research to four different individual and organizational level benefits: job satisfaction, commitment to work, work efficiency and voluntary actions at the workplace. A person that has found a meaningful job is generally healthier and more prosperous as well as more satisfied with his/her job and life overall. This shows as a greater commitment to work and as increased work efficiency.
Based on theory and the study group results the most central issues for meaningfulness at work are the feeling of appreciation, internal motivation, the work community, social relations, feedback, self-development, communications, the possibilities to influence and that the person is noticed and heard. It is important that employees have time for reflection and that their jobs and tasks are linked to broader purpose and a wider societal benefit. As a basis for this all, is environment of psychological safety, which is strongly influenced by a culture of inclusion and diversity. Inclusion can be seen as the foundation that connects employees to the organization and enables collaboration, flexibility, and fairness, whereas diversity is a positive force that enriches the work community and the whole organization and also strengthens and makes teams more effective and successful. Important aspects for meaningfulness at work were linked to each other strongly through theory and seemed to be connected and explained through fundamental psychological needs of autonomy, competence, and relatedness, which were linked also to the need for benevolence. There is also research showing a clear connection between the basic needs, internal motivation, and meaningfulness.
Meaningful work can be highly motivational, leading to improved performance, commitment, and satisfaction and it has seen to give rise also to several benefits for both individual level well-being as well as organizational level success. Also, the psychological fundamental needs and the need for benevolence as well as the experience of meaningfulness at work have been linked through research to four different individual and organizational level benefits: job satisfaction, commitment to work, work efficiency and voluntary actions at the workplace. A person that has found a meaningful job is generally healthier and more prosperous as well as more satisfied with his/her job and life overall. This shows as a greater commitment to work and as increased work efficiency.
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