A GENERAL OVERVIEW OF THE CONCEPT OF INERTEY OF INTELLECTUAL CAPACITY AND ORGANIZATIONAL STUPIDITY IN ORGANIZATIONS

Öz

Organizational stupidity has not attracted as much academic attention as organizational intelligence. The concept is defined as limiting employee’s use of conceptual abilities and intellectual capacity; employee’s unwillingness to use these and the lack of reflexivity, justification and reasoning in the organization. Organizational stupidity is reportedly promoted by the organization as it helps maintaining organizational order. On the other side, it causes the intellectual capacity to be idle in the organization. It harms decision making skills and organization’s ability to adapt environmental changes. The fact that competition gets thougher and the environment gets more unstable and dynamic each day highlights the importance of organization’s adaptive abilities and the role human capital plays in it. Thus, organizations should try being immune to organizational stupidity which is labelled as an organizational illness. A participative work environment, supportive and empowering organizational culture and a managerial style that promotes communication, information sharing and critical thinking in the organization are needed. The current study will provide an overall look to organizational stupidity through the literature.

Anahtar Kelimeler

• Organizational Stupidity
• Collective Stupidity
• Functional Stupidity
• Organizational Intelligence.

ÖRGÜTLERDE ENTELEKTÜEL KAPASİTENİN ATALETİ ve ÖRGÜTSEL AHMAKLIK (ORGANIZATIONAL STUPIDITY) KAVRAMINA GENEL BİR BAKIŞ

Öz

Örgütsel ahmaklık (örgütsel aptallık) kavramı örgütsel zekâ kadar akademik ilgi çekememiş, sınırlı sayıda çalışmaya konu olmuştur. Çalışanın bilişsel kaynaklarının ve entelektüel kapasitesinin kullanımının kısıtlanması, ya da bu kapasiteyi kullanmaktaki isteksizliği olarak tanımlanan kavram, örgütte düşünümselliğin, karar ve faaliyetleri sorgulamanın ve eleştirel düşüncenin yokluğu olarak da tarif edilmektedir. Örgütsel ahmaklığın kurum tarafından teşvik edildiği belirtilmektedir, çünkü örgütsel düzenin sağlanmasını olumlu etkilemektedir. Öte yandan kurumda entelektüel kapasitenin atıl kalması, karar verme becerisinin ve çevresel değişimlere uyum kapasitesinin azalması gibi oldukça olumsuz sonuçları da vardır. Gittikçe artan rekabet, sürekli hale gelen değişim ve belirsizlik örgütlerin çevreyi anlama, değişimi okuma ve uyum sağlama becerilerinin önemine vurgu yapmakta, insan sermayesinin bu süreçteki kritik değerini öne çıkarmaktadır. Dolayısıyla kurumların bir hastalık olarak adlandırılan örgütsel ahmaklığa karşı bağışıklık kazanmaları gerekmektedir. Katılımcı bir çalışma ortamı, destekleyici ve güçlendirici bir örgüt kültürü ve çalışanların birbirleriyle haberleşmelerini, bilgi paylaşmalarını ve eleştirel düşünceyi teşvik eden bir yönetim tarzı gibi uygulamalar entelektüel kapasitenin azami kullanımı ve örgütsel ahmaklıktan kaçınma için önerilenlerden birkaçıdır. Bu çalışma, örgütsel ahmaklığı alanyazında yer alan çalışmalar ışığında inceleyerek kavrama ilişkin genel bir bakış sunmaktadır.

Anahtar Kelimeler

• Örgütsel Ahmaklık
• Fonksiyonel Ahmaklık
• Toplu Ahmaklık
• Örgütsel Aptallık
• Örgütsel Zekâ.

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