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!