BibTex RIS Kaynak Göster

THE ORGANIZATIONAL CONSEQUENCES OF DIVERSITY IN SCHOOLS: A CASE STUDY

Yıl 2011, Cilt: 30 Sayı: 2, 115 - 138, 01.06.2011
https://doi.org/10.7822/egt40

Öz

The general purpose of this research was to determine the views of teachers and administrators concerning the consequences arising from the diversity related to the employees at high schools. In data collection of the survey model research, case study a method of qualitative research was used. For this, in the study; administrators, teachers and supervisors were interviewed about experienced problems or success stories in the schools related to the issue and investigation documents were examined. In the study, it was precipitated that the differences pertaining to employees offered advantages in terms of bringing some practical solutions to both problems at schools and problems concerning intellectual development, but it was also understood they caused some problems.

Kaynakça

  • Adler, N. J. (1991). International dimensions of organizational behavior. Boston, MA: PWS-KENT.
  • Alvarez, E. B. & Jackson, S. E. (1992). Working through diversity as a strategic imperative, in S. E. Jackson (ed.), Diversity in the workplace. the guilford press New York.
  • Ashkanasy, N. M., Hartel, C. E. J ve Daus, C. S. (2002). Diversity and emotion: The new frontiers in organizational behavior research. Journal of management (28): 3, 307-338.
  • Balay, R. ve Sağlam, M. (2004). Eğitimde farklılıkların yönetimi ölçeğinin uygulanabilirliği, Burdur: SDÜ Burdur eğitim fakültesi dergisi, Yıl: 5, Sayı: 8, 32-46, Aralık-2004.
  • Begeç, S. (2004). Farklılıkların yönetimi ve Genel Kurmay Başkanliği bariş için ortaklik merkezinde yapilan bir araştirma, Marmara Üniversitesi Sosyal Bilimler Enstitüsü (Yayımlanmamış Doktora Tezi), İstanbul.
  • Bhadury, H.; Mighty, E. J. ve Damar, H. (2000). Maximizing workforce diversity in project teams: a network flow approach. The International journal of management science (28): 143-153.
  • Clarge, S., Cao, G., ve Lahenay, B. (2003). Diversity management in organizational change towards a systemıc framework. Systems research and behavirioal science, 20, 231-242
  • Cox, T. ve Nkomo, S. M. (1990). Invisible men and women: a status report on race as a variable in organization behavior research. Journal of organizational behavior. 11, 419-431.
  • Cox, T. (1992). Cultural diversity in organizations, San Francisco, Berrett - Koehler Publishers.
  • Cox, T. J., ve Blake, S. (1991) Manging cultural diversity: Implications for organizational competitiveness. Academy of management executive, 5 (39), 45-55.
  • Demovsky, S. ve Niemuth, J. (1999). The global classroom: a study in appreciation, awareness and acceptance of different cultures and people in ever changing world. Saint Xavier University &IRI Skylight Field Based Masters Program, Illinois.
  • Gentile, M. C. (1994). Differences that work - organizational excellence through diversity. Boston: Harvard Business School Press.
  • Gilbert, J. A. ve Ivanchevich, J. M. (2001) Effects of diversity management on attachment. Journal of applied social pshychology,31 (7), 1331-1349.
  • Gilbert, J. A. ve Stead, B. A. (1999). Stigmatization revisited: Does diversity management make a difference in applicant succes? Group & organization management, 24 (2), 239-256.
  • Glaman, J. M., Jones, A. M. ve Rozelal, R. M. (1996). The effects of co-worker similarity on the emergence of affect in work teams. Group & organization management, 21 (2), 129-215.
  • Harrison, D.A., Price, K.H. ve Bell, M.P. (1998). Beyond relational demography: Time and the effects of surface –and deep- level diversity on work group cohesion. Academy of management journal, 41 (1), 96-107.
  • Heilman, M. E. (1994). Affirmative action: some unintended consequences for working women. Research in organizational behavior, 16, 125-169
  • Kaptan, S. (1991). Bilimsel Araştırma ve İstatistik Teknikleri. Ankara, Rehber Yayınevi
  • Konrad, A. M., ve Linnehan, F. (1995). Formalized HRM structures: Coordinat¬ing equal employment opportunity or concealing organizational practices? Academy of management journal, 38, 787-820.
  • Laçinler, E. K. (1997). İnceleme: Farklılıkların ve Benzerliklerin Yönetimi. HR Dergi. 2
  • Loosemore, M ve Al Muslmani, H. S. (1999). Construction project management in the Persian gulf: inter-cultural communication. International journal of project management, 17 (2), 95-100.
  • Maldonado, R. W., Dreachslin, J. L., Dansky, K.H., Souza, G. ve Gatto, M. (2002). Racial/ethnic diversity management and cultural competency: the case of Pennsylvania hospitals. Journal of healthcare management. 47, 2 (March-April): 111-124.
  • McMahan, G. C.; Bell, M. P. ve Virick, M. (1998). Strategic human resource management: employee involvement, diversity, and international issues. Human resource management review, 8 (3), 193-214.
  • Milliken, F.J., ve Martins, L.L. (1996). Searchinf for common threads: understanding the multiple effects of diversity in organzationl groups. Academy of management review, 21 (2), 402-433.
  • Mollica, K. A. (2003). The influence of diversity context on white men’s and racial minorities’ reactions to disproportionate group harm. The journal of social psychology, 14 (4), 415-431.
  • Muter, Ş. (1999). Endüstri ilişkilerinde kültürel etkenler ve sendikalarin yeni rolü. http://www.tisk.org.tr/isvederg/temm2000/endustr.htm (erişim: 26.12.2003)
  • Nemeth, C.J. (1986). Differential contributions of majority and minority ınfluence. Psychological Review, 93, 23-32
  • Öncer, A. Z. (2004). İşletmelerde Bireysel, örgütsel, yönetsel farklilik kaynaklari ve farklilaşma stratejileri: unilever unity projesi kapsaminda bir araştirma. Marmara Üniversitesi Sosyal Bilimler Enstitüsü (Yayımlanmamış Doktora Tezi), İstanbul.
  • Punch, K. F. (2005) Sosyal araştirmalara giriş. Çev: D. Bayrak, H. B. Arslan, Z. Akyüz. Ankara, Siyasal Kitabevi
  • Richard, O. (2000). Racial diversity, business strategy and firm performance: A resource based view. Academy of management journal, 43 (32), 164-177.
  • Richard, O., McMillan, A., Chandwick, K., ve Dvyer, S. (2003). Employing an innovation strategy in racially diverse workforces. Group and organization management. 28, 1 (March): 107-126
  • Ricucci, N. M. (1997). Cultural diversity programs to prepare for workforce 2000: what is gone wrong? Public personel management, 26, 3542.
  • Schermerhon, J. R., Hunt, J. G., ve Osborn, R. N. (2000). Organizational behavior. 7th Ed. John Wiley & Sons Inc. New York.
  • Speechley, C. ve Wheatley, R. (2001). Developing a culture for diversity in a week. HodCer & Stoughton, London.
  • Thomas, D. A. ve Ely, R. J. (1999). Farklılıklara önem kazandırmak: çeşitliliği yönetmek için yeni bir paradigma. İnsanları yönetmek. (Harvard business review). Çev: G. Bulut, İstanbul: MESS Yayınları.
  • Tsui, A., Egan, T. ve O’Reilly, C. (1992). Being different: Relational demography and organizational attachment. Administrative science quarterely. 37: 549-579
  • Ünal, L. I. (2003). İlköğretim okullarında demokratik okul ortamının oluşturulmasına kadın yöneticilerin katkısı. Eğitim Bilim Toplum Dergisi, 1 (2/3). Ankara.
  • Von Bergen C.V., Soper B. and Foster T. (2000). Unintended negative effects of diversity management, Public personal management, 3 (2), 239-252.
  • Watson, W. E., Kumar, K. ve Michaelson, L. K. (1993). Cultural diversity’s impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of Management journal, 36 (3), 590-602.
  • Williams, K. ve O’Reilly, C. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in organizational behavior, 20, 77-140.
  • Wochner, R. (1963), Educational research methods. New York: The Ronald Pres Co.
  • Wright, P.M. ve McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18, 295320.

OKULLARDA FARKLILIKLARIN ÖRGÜTSEL DOĞURGULARI: BİR ÖRNEKOLAY İNCELEMESİ

Yıl 2011, Cilt: 30 Sayı: 2, 115 - 138, 01.06.2011
https://doi.org/10.7822/egt40

Öz

Bu araştırmanın genel amacı; liselerde çalışanlarla ilgili farklılıkların okullar için yarattığı doğurgulara (olumlu ve olumsuz sonuçlar) ilişkin öğretmen ve yönetici görüşlerini belirlemektir. Tarama modelindeki araştırma verilerinin toplanmasında nitel bir yöntem olan vak’a (örnekolay) incelemesi kullanılmıştır. Bunun için çalışmada konuyla ilgili okullarda yaşanan başarı ya da sorun hikâyeleri ile ilgili yönetici, öğretmen ve denetmenlerle görüşmeler yapılmış ve soruşturma dokümanları incelenmiştir. Çalışmada çalışanlara ait farklılıkların okullarda hem entelektüel gelişim, hem de okuldaki bazı sorunlara pratik çözümler getirme açısından önemli avantajlar sunduğu, ancak bunun yanında kimi sorunlara da neden olduğu sonucuna ulaşılmıştır.

Kaynakça

  • Adler, N. J. (1991). International dimensions of organizational behavior. Boston, MA: PWS-KENT.
  • Alvarez, E. B. & Jackson, S. E. (1992). Working through diversity as a strategic imperative, in S. E. Jackson (ed.), Diversity in the workplace. the guilford press New York.
  • Ashkanasy, N. M., Hartel, C. E. J ve Daus, C. S. (2002). Diversity and emotion: The new frontiers in organizational behavior research. Journal of management (28): 3, 307-338.
  • Balay, R. ve Sağlam, M. (2004). Eğitimde farklılıkların yönetimi ölçeğinin uygulanabilirliği, Burdur: SDÜ Burdur eğitim fakültesi dergisi, Yıl: 5, Sayı: 8, 32-46, Aralık-2004.
  • Begeç, S. (2004). Farklılıkların yönetimi ve Genel Kurmay Başkanliği bariş için ortaklik merkezinde yapilan bir araştirma, Marmara Üniversitesi Sosyal Bilimler Enstitüsü (Yayımlanmamış Doktora Tezi), İstanbul.
  • Bhadury, H.; Mighty, E. J. ve Damar, H. (2000). Maximizing workforce diversity in project teams: a network flow approach. The International journal of management science (28): 143-153.
  • Clarge, S., Cao, G., ve Lahenay, B. (2003). Diversity management in organizational change towards a systemıc framework. Systems research and behavirioal science, 20, 231-242
  • Cox, T. ve Nkomo, S. M. (1990). Invisible men and women: a status report on race as a variable in organization behavior research. Journal of organizational behavior. 11, 419-431.
  • Cox, T. (1992). Cultural diversity in organizations, San Francisco, Berrett - Koehler Publishers.
  • Cox, T. J., ve Blake, S. (1991) Manging cultural diversity: Implications for organizational competitiveness. Academy of management executive, 5 (39), 45-55.
  • Demovsky, S. ve Niemuth, J. (1999). The global classroom: a study in appreciation, awareness and acceptance of different cultures and people in ever changing world. Saint Xavier University &IRI Skylight Field Based Masters Program, Illinois.
  • Gentile, M. C. (1994). Differences that work - organizational excellence through diversity. Boston: Harvard Business School Press.
  • Gilbert, J. A. ve Ivanchevich, J. M. (2001) Effects of diversity management on attachment. Journal of applied social pshychology,31 (7), 1331-1349.
  • Gilbert, J. A. ve Stead, B. A. (1999). Stigmatization revisited: Does diversity management make a difference in applicant succes? Group & organization management, 24 (2), 239-256.
  • Glaman, J. M., Jones, A. M. ve Rozelal, R. M. (1996). The effects of co-worker similarity on the emergence of affect in work teams. Group & organization management, 21 (2), 129-215.
  • Harrison, D.A., Price, K.H. ve Bell, M.P. (1998). Beyond relational demography: Time and the effects of surface –and deep- level diversity on work group cohesion. Academy of management journal, 41 (1), 96-107.
  • Heilman, M. E. (1994). Affirmative action: some unintended consequences for working women. Research in organizational behavior, 16, 125-169
  • Kaptan, S. (1991). Bilimsel Araştırma ve İstatistik Teknikleri. Ankara, Rehber Yayınevi
  • Konrad, A. M., ve Linnehan, F. (1995). Formalized HRM structures: Coordinat¬ing equal employment opportunity or concealing organizational practices? Academy of management journal, 38, 787-820.
  • Laçinler, E. K. (1997). İnceleme: Farklılıkların ve Benzerliklerin Yönetimi. HR Dergi. 2
  • Loosemore, M ve Al Muslmani, H. S. (1999). Construction project management in the Persian gulf: inter-cultural communication. International journal of project management, 17 (2), 95-100.
  • Maldonado, R. W., Dreachslin, J. L., Dansky, K.H., Souza, G. ve Gatto, M. (2002). Racial/ethnic diversity management and cultural competency: the case of Pennsylvania hospitals. Journal of healthcare management. 47, 2 (March-April): 111-124.
  • McMahan, G. C.; Bell, M. P. ve Virick, M. (1998). Strategic human resource management: employee involvement, diversity, and international issues. Human resource management review, 8 (3), 193-214.
  • Milliken, F.J., ve Martins, L.L. (1996). Searchinf for common threads: understanding the multiple effects of diversity in organzationl groups. Academy of management review, 21 (2), 402-433.
  • Mollica, K. A. (2003). The influence of diversity context on white men’s and racial minorities’ reactions to disproportionate group harm. The journal of social psychology, 14 (4), 415-431.
  • Muter, Ş. (1999). Endüstri ilişkilerinde kültürel etkenler ve sendikalarin yeni rolü. http://www.tisk.org.tr/isvederg/temm2000/endustr.htm (erişim: 26.12.2003)
  • Nemeth, C.J. (1986). Differential contributions of majority and minority ınfluence. Psychological Review, 93, 23-32
  • Öncer, A. Z. (2004). İşletmelerde Bireysel, örgütsel, yönetsel farklilik kaynaklari ve farklilaşma stratejileri: unilever unity projesi kapsaminda bir araştirma. Marmara Üniversitesi Sosyal Bilimler Enstitüsü (Yayımlanmamış Doktora Tezi), İstanbul.
  • Punch, K. F. (2005) Sosyal araştirmalara giriş. Çev: D. Bayrak, H. B. Arslan, Z. Akyüz. Ankara, Siyasal Kitabevi
  • Richard, O. (2000). Racial diversity, business strategy and firm performance: A resource based view. Academy of management journal, 43 (32), 164-177.
  • Richard, O., McMillan, A., Chandwick, K., ve Dvyer, S. (2003). Employing an innovation strategy in racially diverse workforces. Group and organization management. 28, 1 (March): 107-126
  • Ricucci, N. M. (1997). Cultural diversity programs to prepare for workforce 2000: what is gone wrong? Public personel management, 26, 3542.
  • Schermerhon, J. R., Hunt, J. G., ve Osborn, R. N. (2000). Organizational behavior. 7th Ed. John Wiley & Sons Inc. New York.
  • Speechley, C. ve Wheatley, R. (2001). Developing a culture for diversity in a week. HodCer & Stoughton, London.
  • Thomas, D. A. ve Ely, R. J. (1999). Farklılıklara önem kazandırmak: çeşitliliği yönetmek için yeni bir paradigma. İnsanları yönetmek. (Harvard business review). Çev: G. Bulut, İstanbul: MESS Yayınları.
  • Tsui, A., Egan, T. ve O’Reilly, C. (1992). Being different: Relational demography and organizational attachment. Administrative science quarterely. 37: 549-579
  • Ünal, L. I. (2003). İlköğretim okullarında demokratik okul ortamının oluşturulmasına kadın yöneticilerin katkısı. Eğitim Bilim Toplum Dergisi, 1 (2/3). Ankara.
  • Von Bergen C.V., Soper B. and Foster T. (2000). Unintended negative effects of diversity management, Public personal management, 3 (2), 239-252.
  • Watson, W. E., Kumar, K. ve Michaelson, L. K. (1993). Cultural diversity’s impact on interaction process and performance: Comparing homogeneous and diverse task groups. Academy of Management journal, 36 (3), 590-602.
  • Williams, K. ve O’Reilly, C. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in organizational behavior, 20, 77-140.
  • Wochner, R. (1963), Educational research methods. New York: The Ronald Pres Co.
  • Wright, P.M. ve McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18, 295320.
Toplam 42 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Fen ve Bilgisayar Alanları Eğitimi
Yazarlar

Hasan Basri Memduhoğlu Bu kişi benim

Yayımlanma Tarihi 1 Haziran 2011
Yayımlandığı Sayı Yıl 2011 Cilt: 30 Sayı: 2

Kaynak Göster

APA Memduhoğlu, H. B. (2011). OKULLARDA FARKLILIKLARIN ÖRGÜTSEL DOĞURGULARI: BİR ÖRNEKOLAY İNCELEMESİ. Ondokuz Mayis University Journal of Education Faculty, 30(2), 115-138. https://doi.org/10.7822/egt40