Araştırma Makalesi
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Lojistik Sektöründe Farklılıkların Yönetimi Üzerine Bir Araştırma ve Politika Önerileri

Yıl 2024, Cilt: 11 Sayı: 2, 590 - 613, 31.10.2024
https://doi.org/10.17336/igusbd.1288818

Öz

Günümüzde küreselleşmenin yoğun ve önü alınamaz etkisi ile örgütler tek kültürlü yaşamdan uzaklaşarak çok ve çeşitli kültürlü yaşama doğru dönüşüm yaşamaktadır. Bu dönüşüm doğrultusunda; örgütlerde kadınların işgücüne katılımı, kültür farklılıkları, yabancı uyruklu çalışanların sayısının artışı, farklı beceri, bilgi, eğitim, yaş ve yeteneğe sahip çalışanların tek bir örgütte bulunması ile farklılıkların yönetimi konusu büyük önem taşımaya başlamış olup, örgütlere rekabet avantajı sağlaması bağlamında da bir strateji haline gelmiştir. Bu araştırmanın amacı lojistik sektöründe farklılıkların yönetimi anlamında kurumların mevcut algılarını inceleyerek sektörün mevcut durumu hakkında net bir projeksiyon sunmaktır. Bu amaçla araştırmada nitel ve nicel yöntemlerden yararlanılmıştır. Lojistik şirketlerinin İK yöneticileri ile gerçekleştirilen yapılandırılmış mülakatlar sonucunda edinilen veriler MAXQDA-22 paket programı ile analiz edilmiştir. Nicel bağlamda da lojistik şirketleri çalışanlarına çevrimiçi ve elden ulaştırılan anket aracılığı ile toplanan 319 adet veri SPSS programı ile analiz edilmiştir. Araştırmanın öne çıkan sonuçlarından biri, erkek egemen kabul edilen lojistik sektöründe günümüz algısı cinsiyet gözetmeksizin yetkinlik temelli olması gerektiğinin tüm İK yöneticileri tarafından vurgulanmasıdır. Öte yandan yöneticiler tarafından odaklanılan bir diğer konu ise, mesleki eğitimin, üniversitelerdeki staj programlarının ve sürekli gelişimin önemidir. Son olarak kadın çalışanların sektörde kendilerine yer bulabilmeleri adına, esnek çalışma modeli, uzaktan çalışma ve kota uygulaması da farkındalık geliştireceğinden olumlu şekilde değerlendirilmiştir.

Kaynakça

  • AL-JENAIBI, B. (2011) The Scope and Impact of Workplace Diversity in the United Arab Emirates – An Initial Study. Acta Universitatis Danubius. Communicatio, Vol 5, No 1
  • ANCA, De C., VAZQUES A. (2007) Managing Diversity in the Global Organization-Creating New Business Values, Palgrave Macmillan, China.
  • BAYRAMOĞLU, K. (2014). “Lojistik Sektörü Devlet Politikaları ile Desteklenmeli-Nilgün Keleş ile Röportaj”, Ekovitrin, Ocak, 136-141.
  • BOURDIEU, P. (2015). Eril Tahakkum, Bağlam Yayınları, İstanbul.
  • BYRD, M. Y. (2014), “Diversity Issues: Exploring “Critical” Through Multiple Lenses”, Advances in Developing Human Resources, 16(4):515-528.
  • CHOY, W. KW (2007), “Globalisation and Workforce Diversity: HRM Implications for Multinational Corporations in Singapore”, Singapore Management Review, 29(2):1-29.
  • COX TAYLOR, H. ve BLAKE, S. (1991), “Managing Cultural Diversity: Implications for Organizational Competiveness”, The Academy of Management Executive, 5(3):45-56.
  • ÇEVİK, S. ve KAYA, S. (2010). “Türkiye’nin Lojistik Potansiyeli ve İzmir’in Lojistik Faaliyetleri Açısından Durum (SWOT) Analizi”, İzmir Ticaret Odası, AR-GE Bülten, 2010 Kasım-Sektörel, 22-28.
  • GONZALEZ, J.A. (2010), “Diversity Change in Organizations: A Systemic, Multilevel, and Nonlinear Process”, The Journal of Applied Behavioral Science, 46(2):197-219.
  • ELENAIN, A. ve HOSSAM M. (2007), “The Five-Factor Model of Personality and Organizational Citizenship Behavior in United Arab Emirates”, Sam Advanced Management Journal, 47-57.
  • EWOH, A. I. E. (2013), “Managing and Valuing Diversity: Challenges To Public Managers in The 21st Century”, Public Personnel Management, 42(2): 107–122.
  • HANAPPI-EGGER, E. (2006), “Gender And Diversity From A Management Perspective: Synonyms or Complements?”, Journal of Organisational Transformation & Social Change, 3(2):121-134.
  • HUBBARD, E. E. (2004). The Manager’s Pocket Guide to Diversity Management. Amherst, Massachusetts: HRD Press.
  • JONSEN, K. ve MAZNEVSKI, M. L. & SCHNEIDER, S. C. (2011), “Diversity and Its not so Diverse Literature: An International Perspective”, International Journal Of Cross Cultural Management, 11(1):35–62.
  • KAMP, A. ve HAGEDORN-RASMUSSEN, P. (2004). Diversity Management in a Danish Context: Towards a Multicultural or Segregated Working Life, Economic and Industrial Democracy. 25(4): 525-554.
  • KREITZ, P. A. (2008), “Best Practices for Managing Organizational Diversity”, The Journal of Academic Librarianship, 34:101-120.
  • MADERA, J.M. (2013), “Best Practices in Diversity Management in Customer Service Organizations: An Investigation of Top Companies Cited By Diversity Inc.”, Cornell Hospitality Quarterly, 54(2):124–135.
  • MA, J. (2010), “Diversity Management and Its Organizational Outcomes: Where Strategic Human Resources Management Fits in”, A Dissertation Submitted to The Graduate School-Newark Rutgers, The State University of New Jersey, UMI 3408900.
  • MATHEWS, A. (1998) Diversity: A Principle of Human Resource Management, Public Personnel Management, 27 (2).
  • MILENA, J. (2013), “Potential Future Managers and Their Opinion on The Issue of Diversity, Inclusion and Their Possible Use in Management”, Journal of Competitiveness, 5(2):37-50.
  • MORRISON, M., LUMBY, J. ve SOOD, K.(2006), “Diversity and Diversity Management Messages From Recent Research”, Educational Management Administration & Leadership, SAGE Publications (London, Thousand Oaks and New Delhi), 34(3):277–295.
  • ÖZKALP, E. ve KIREL, Ç. (2001). Örgütsel Davranış. Eskişehir: Anadolu Üniversitesi.
  • PATRICK, H. A. ve KUMAR V.R. (2012), “Managing Workplace Diversity: Issues And Challenges” Sage Open, April-June: 1-15.
  • PICKFORD, J. (2001) Mastering management 2.0.Harlow: Prentice Hall Publishing Co. Financial Time.
  • PODSIADLOWSKI, A.,GRÖSCHKE, D., KOGLER, M., SPRINGER, C. & VAN DER ZEE, K. (2013), “Managing A Culturally Diverse Workforce: Diversity Perspectives in Organizations”, International Journal of Intercultural Relations37:159175
  • ROBERSON, Q. M. (2006), “Disentangling The Meanings of Diversity And Inclusion in Organizations”, Group & Organization Management, April 31(2):212-236.
  • SCHMIDT, S. W. (2009), “Employee Demographics and Job Training Satisfaction: The Relationship Between Dimensions of Diversity and Satisfaction with Job Training, Human Resource Development International, 12(3): 297-312.
  • SIMONS, S. M. ve ROWLAND, K. N. (2011), “Diversity and Its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes”, J. Technol. Manag. Innov. 6(3):171-183.
  • STOCKDALE, M. S. ve CAO, F. (2004). Looking Back and Heading Forward: Major Themes of The Psychology and Management of Workplace Diversity. In Stockdale, M. S. ve Crosby, F. J. (Ed.),The Psychology and Management of Workplace Diversity, (ss. 299-316).
  • SÜRAL ÖZER, P. (2007) Çeşitliliği Yeniden Düşünmek ve Çeşitliliklerin Yönetimi, M.Kurt, S.Bayraktaroğlu (Editör) Türkiye’de İşletmecilikte Yeni Perspektifler içinde, Gazi Kitabevi, Ankara.
  • TAYLOR, C. (1995), Building a Business case for Diversity, Canadian Business Review, 22 (1)
  • TREVEN, S. ve MATJAŽ, M. (2006), “Employee Diversity Management in The Context of Dialectial Systems Theory”, Cybernetics and Systems: An International Journal, 37(8):815-837.
  • VALLEE, F. (2011). “Extended Logistical Factors for Success in International Trade”, World Customs Journal, 5(2), 77-94.

A Research on the Diversity Management in the Logistics Sector and Policy Suggestions

Yıl 2024, Cilt: 11 Sayı: 2, 590 - 613, 31.10.2024
https://doi.org/10.17336/igusbd.1288818

Öz

Nowadays with the intense and unavoidable effect of globalization, organizations are moving away from monocultural life and transforming into multicultural life. In line with this transformation; with the participation of women in the workforce in organizations, culturaldifferences, the increase in the number of foreign employees, the presence of employees with different skills, knowledge, education, age, and talent in a single organization, the issue of diversity management has started to be of great importance and has become a strategy in terms of providing a competitive advantage to organizations. The main aim of this research is to present a clear projection about the current situation of the sector by examining the perceptions of institutions in terms of diversity management in the logistics sector. For this purpose, qualitative and quantitative methods were adopted in the research. The data obtained as a result of structured interviews with HR managers of logistics companies were analyzed with the MAXQDA-22 package program. In the quantitative context, 319 data collected through online and hand-delivered questionnaires to logistics company employees were analyzed with the SPSS program. One of the prominent results of the research is that all HR managers emphasize that perception in the logistics industry, which is considered male-dominated, should be competency-based, regardless of gender. Another subject focused on by the managers is the significance of vocational training, internship programs in universities, and continuous development. Finally, for female employees to find a place in the related sector, the flexible working model, remote working, and quota application were also evaluated positively as they would raise awareness.

Kaynakça

  • AL-JENAIBI, B. (2011) The Scope and Impact of Workplace Diversity in the United Arab Emirates – An Initial Study. Acta Universitatis Danubius. Communicatio, Vol 5, No 1
  • ANCA, De C., VAZQUES A. (2007) Managing Diversity in the Global Organization-Creating New Business Values, Palgrave Macmillan, China.
  • BAYRAMOĞLU, K. (2014). “Lojistik Sektörü Devlet Politikaları ile Desteklenmeli-Nilgün Keleş ile Röportaj”, Ekovitrin, Ocak, 136-141.
  • BOURDIEU, P. (2015). Eril Tahakkum, Bağlam Yayınları, İstanbul.
  • BYRD, M. Y. (2014), “Diversity Issues: Exploring “Critical” Through Multiple Lenses”, Advances in Developing Human Resources, 16(4):515-528.
  • CHOY, W. KW (2007), “Globalisation and Workforce Diversity: HRM Implications for Multinational Corporations in Singapore”, Singapore Management Review, 29(2):1-29.
  • COX TAYLOR, H. ve BLAKE, S. (1991), “Managing Cultural Diversity: Implications for Organizational Competiveness”, The Academy of Management Executive, 5(3):45-56.
  • ÇEVİK, S. ve KAYA, S. (2010). “Türkiye’nin Lojistik Potansiyeli ve İzmir’in Lojistik Faaliyetleri Açısından Durum (SWOT) Analizi”, İzmir Ticaret Odası, AR-GE Bülten, 2010 Kasım-Sektörel, 22-28.
  • GONZALEZ, J.A. (2010), “Diversity Change in Organizations: A Systemic, Multilevel, and Nonlinear Process”, The Journal of Applied Behavioral Science, 46(2):197-219.
  • ELENAIN, A. ve HOSSAM M. (2007), “The Five-Factor Model of Personality and Organizational Citizenship Behavior in United Arab Emirates”, Sam Advanced Management Journal, 47-57.
  • EWOH, A. I. E. (2013), “Managing and Valuing Diversity: Challenges To Public Managers in The 21st Century”, Public Personnel Management, 42(2): 107–122.
  • HANAPPI-EGGER, E. (2006), “Gender And Diversity From A Management Perspective: Synonyms or Complements?”, Journal of Organisational Transformation & Social Change, 3(2):121-134.
  • HUBBARD, E. E. (2004). The Manager’s Pocket Guide to Diversity Management. Amherst, Massachusetts: HRD Press.
  • JONSEN, K. ve MAZNEVSKI, M. L. & SCHNEIDER, S. C. (2011), “Diversity and Its not so Diverse Literature: An International Perspective”, International Journal Of Cross Cultural Management, 11(1):35–62.
  • KAMP, A. ve HAGEDORN-RASMUSSEN, P. (2004). Diversity Management in a Danish Context: Towards a Multicultural or Segregated Working Life, Economic and Industrial Democracy. 25(4): 525-554.
  • KREITZ, P. A. (2008), “Best Practices for Managing Organizational Diversity”, The Journal of Academic Librarianship, 34:101-120.
  • MADERA, J.M. (2013), “Best Practices in Diversity Management in Customer Service Organizations: An Investigation of Top Companies Cited By Diversity Inc.”, Cornell Hospitality Quarterly, 54(2):124–135.
  • MA, J. (2010), “Diversity Management and Its Organizational Outcomes: Where Strategic Human Resources Management Fits in”, A Dissertation Submitted to The Graduate School-Newark Rutgers, The State University of New Jersey, UMI 3408900.
  • MATHEWS, A. (1998) Diversity: A Principle of Human Resource Management, Public Personnel Management, 27 (2).
  • MILENA, J. (2013), “Potential Future Managers and Their Opinion on The Issue of Diversity, Inclusion and Their Possible Use in Management”, Journal of Competitiveness, 5(2):37-50.
  • MORRISON, M., LUMBY, J. ve SOOD, K.(2006), “Diversity and Diversity Management Messages From Recent Research”, Educational Management Administration & Leadership, SAGE Publications (London, Thousand Oaks and New Delhi), 34(3):277–295.
  • ÖZKALP, E. ve KIREL, Ç. (2001). Örgütsel Davranış. Eskişehir: Anadolu Üniversitesi.
  • PATRICK, H. A. ve KUMAR V.R. (2012), “Managing Workplace Diversity: Issues And Challenges” Sage Open, April-June: 1-15.
  • PICKFORD, J. (2001) Mastering management 2.0.Harlow: Prentice Hall Publishing Co. Financial Time.
  • PODSIADLOWSKI, A.,GRÖSCHKE, D., KOGLER, M., SPRINGER, C. & VAN DER ZEE, K. (2013), “Managing A Culturally Diverse Workforce: Diversity Perspectives in Organizations”, International Journal of Intercultural Relations37:159175
  • ROBERSON, Q. M. (2006), “Disentangling The Meanings of Diversity And Inclusion in Organizations”, Group & Organization Management, April 31(2):212-236.
  • SCHMIDT, S. W. (2009), “Employee Demographics and Job Training Satisfaction: The Relationship Between Dimensions of Diversity and Satisfaction with Job Training, Human Resource Development International, 12(3): 297-312.
  • SIMONS, S. M. ve ROWLAND, K. N. (2011), “Diversity and Its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes”, J. Technol. Manag. Innov. 6(3):171-183.
  • STOCKDALE, M. S. ve CAO, F. (2004). Looking Back and Heading Forward: Major Themes of The Psychology and Management of Workplace Diversity. In Stockdale, M. S. ve Crosby, F. J. (Ed.),The Psychology and Management of Workplace Diversity, (ss. 299-316).
  • SÜRAL ÖZER, P. (2007) Çeşitliliği Yeniden Düşünmek ve Çeşitliliklerin Yönetimi, M.Kurt, S.Bayraktaroğlu (Editör) Türkiye’de İşletmecilikte Yeni Perspektifler içinde, Gazi Kitabevi, Ankara.
  • TAYLOR, C. (1995), Building a Business case for Diversity, Canadian Business Review, 22 (1)
  • TREVEN, S. ve MATJAŽ, M. (2006), “Employee Diversity Management in The Context of Dialectial Systems Theory”, Cybernetics and Systems: An International Journal, 37(8):815-837.
  • VALLEE, F. (2011). “Extended Logistical Factors for Success in International Trade”, World Customs Journal, 5(2), 77-94.
Toplam 33 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular Lojistik
Bölüm Makaleler
Yazarlar

Esin Yücel Karamustafa Bu kişi benim

Burcu Arsan 0000-0002-9757-9391

Erken Görünüm Tarihi 31 Ekim 2024
Yayımlanma Tarihi 31 Ekim 2024
Kabul Tarihi 19 Temmuz 2023
Yayımlandığı Sayı Yıl 2024 Cilt: 11 Sayı: 2

Kaynak Göster

APA Yücel Karamustafa, E., & Arsan, B. (2024). Lojistik Sektöründe Farklılıkların Yönetimi Üzerine Bir Araştırma ve Politika Önerileri. İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi, 11(2), 590-613. https://doi.org/10.17336/igusbd.1288818

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