Power and Leniency Error with Regard to Cultural Differences: A Conceptual Study within the Framework of Values and Norms

Abstract

Performance appraisal is one of the most important practices that form the basis of managerial decisions about employees and affect the effectiveness and efficiency of organizations. However, since the appraisal is a judgemental process, errors are inevitable. In terms of the sustainable competitiveness of organizations, it is essential to identify the factors that push the raters to make errors and to reveal the source of the error. With the increase in workforce diversity, “culture” has shone out as a key variable in explaining the causality of employees’ behavior. Hence, in this study, leniency error is examined comparatively within the framework of cultural differences. The concept of “power” is also examined as another basic variable of the study because of different levels of power due to the raters at different levels of the organizational hierarchy. Unlike other studies, in this study, cultural differences that shape behavior are discussed in the context of norms and values. In other words, leniency error and differences in power levels among raters and their relations were conceptually analyzed on the basis of culture from the perspective of values and norms. As a result of the study, it is determined that the tendency to make the leniency error varies according to cultural characteristics, values, and norms. It has also been shown that the tendency of the raters to make leniency error differs according to the level of power they have. Finally, it was found that power level differences with different values and norms affect raters’ tendency to make leniency error.

Keywords

• Culture
• Value
• Norm
• Power
• Leniency Error

Kültürel Farklılıklar Açısından Güç ve Hoşgörü Hatası: Değerler ve Normlar Çerçevesinde Kavramsal Bir Çalışma

Abstract

Performans değerlendirme çalışanlar hakkındaki yönetimsel ve gelişimsel kararların temelini oluşturan ve örgütlerin etkinlik ve verimliliğini etkileyen en önemli uygulamalardan biridir. Ancak değerlendirme yargısal bir süreç olduğu için hatalar kaçınılmazdır. Örgütlerin sürdürülebilir rekabetçilikleri açısından değerlendiricilerin hataya düşme eğilimlerini etkileyen faktörlerin neler olduğunun tespit edilerek hatanın kaynağının ortaya konulması gerekmektedir. Değişen iş dünyasının bir gerçeği olarak işgücü çeşitliliğinin günden güne artması ile birlikte çalışanların davranışlarının nedenselliğini açıklamada “kültür” temel bir değişken olarak öne çıkmıştır. Buradan hareketle bu çalışmada hoşgörü hatası kültürel farklılıklar çerçevesinde karşılaştırmalı olarak ele alınmıştır. Değerlendiricilerin örgütsel hiyerarşinin farklı kademelerinde yer almalarının ortaya çıkarmış olduğu farklı güç düzeyleri nedeniyle “güç” kavramı da araştırmanın diğer bir temel değişkeni olarak incelenmiştir. Diğer çalışmalardan farklı olarak bu çalışmada davranışı şekillendiren kültürel farklılıklar değer yaklaşımının yanı sıra normlar bağlamında da ele alınmıştır. Diğer bir ifade ile hoşgörü hatası ve değerlendiriciler arası güç düzeyi farklılıkları ve bunlar arasındaki ilişkiler, kültür temelinde değerler ve normlar perspektifinden kavramsal olarak incelenmiştir. Çalışma sonucunda hoşgörü hatasına düşme eğiliminin kültürel özelliklere, değer ve normlara göre değişkenlik gösterdiği tespit edilmiştir. Aynı zamanda değerlendiricilerin sahip oldukları güç düzeyine göre hoşgörü hatasına düşme eğilimlerinin de farklılık gösterdiği ortaya konulmuştur. Son olarak farklı kültürel değerlere ve normlara sahip değerlendiricilerin güç düzeyi farklılıklarının hoşgörü hatasına düşme eğilimlerini etkilediği bulunmuştur.

Keywords

• Kültür
• Değer
• Norm
• Güç
• Hoşgörü Hatası

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