JOENSUU, March 2013

IP – Intensive Program

Multidisciplinary European Program

(MEP)

TEAM 6

New suggestions for supporting the staff wellbeing at KUAS

Students

•Ana Franca

•Iida Piironen

•Laurent Wartel

•Marta Camps

•Melissa Mendes

• Michael Famakinwa

• Modesta Zebrauskyte

• Morgane Van-Den-Berghe

• Roxane Dandjinou

• Linda ZurinaCoordinating teachers

Aija Graudina

Anja Mikkola

Summary

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questioner

1.3 – Results

2 – SUGGESTION

CONCLUSION

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questioner

1.3 - Results

2 – SUGGESTION

CONCLUSION

Let’s refresh:

•Theme of the IP-MEP is “Aging in

Europe”

•Case of the team 6 is “New

suggestions for supporting the

staff wellbeing at KUAS”

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questioner

1.3 - Results

2 – SUGGESTION

CONCLUSION

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questioner

1.3 - Results

2 – SUGGESTION

CONCLUSION

Maslow’s Hierarchy of Needs

Descriptio

nActually at KUAS

Early Early

interventions interventions

and preventive and preventive

workwork

• Mentoring system

• Individual discussions (each employee

has a meeting with the boss once a year)

• Job satisfaction questionnaire

INTRODUCTION

1 –

METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION Decrease sick Decrease sick

leaves and leaves and

work work

wellbeingwellbeing

• Occupational health services

• Sport activities : “Step calculator”

• Work well-being group

Job retention Job retention

of the ageing of the ageing

workersworkers

• 20 people sacked this year (causes co-

workers to stress about their job

security)

• Brainstorming

• Spoke with Jaana Tolkki (HR

Manager)

• Meting with the KUAS

President

• Thought about some ideas

INTRODUCTION

1 –

METHODOLOGY

1.1 – Work

planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

12 questions

Interviewed

Main objective: know the real feeling about Well-

being

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 –

Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Analyze

results

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Atmosphere

What teachers and staff think about KUAS work atmosphere?

• The teachers and another staff have rules

• Discrimination between gender and age groups

• The development discussion held at KUAS is

positive

• The employees think that occupational healthcare

don’t work correctly.

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Motivation

• The employees don’t see KUAS a place to

evolution because there aren’t enough help to

do it and the courses that the university offer

isn’t interesting;

• Our team found some inequality between the

staff answers.

Analyze

results

Teach and staff suggestions

• More sport;

• More equality;

• Better tools for personnel to develop themselves;

• Programs to develop language skills;

• Sauna department in school;

• The procedures aren’t clear so the teachers have

to ask their colleagues about it.

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Analyze

results

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Proposed suggestions for wellbeing

• Shadowing systems

• Mail box

• Academic engagements (Seminars, publications…)

Motivate staff

• Job rotation (administrative workers)

• Leisure activities (sport, relax session..)

• Mental wellness day

INTRODUCTION

1 – METHODOLOGY

1.1 – Work planning

1.2 – Questionnaire

1.3 - Results

2 – SUGGESTION

CONCLUSION

Conclusion

•KUAS teachers wellbeing can be improved

•Staff suggestions + our suggestions

Better educational service

Countries development

Thank you for attention!