HOLOCRACY AS A GOVERNANCE MANAGEMENT STRUCTURE

Yıl 2025, Cilt: 30 Sayı: 3, 100 - 113, 31.12.2025

Nüket Saracel

Öz

In the last century, companies have had to cope with increasing uncertainty and fierce competition. In this context, it has become necessary to move from traditional hierarchical management structures to flexible and agile organisational structures suitable for the requirements of the age. In holocracy, one of these structures, the hierarchical structure resembling a pyramid has been replaced by an organisational form consisting of circles or holons. Self-organising circles consist of roles and individuals are assigned to undertake these roles. Individuals become accountable to other employees in the organisation by having clear responsibilities of the role. This structure, in which leadership is formed together with the competence, experience and value that the employee adds to the organisation, has some advantages for both employees and organisations. These advantages include increasing the productivity of the organisation and employees, increasing the self-confidence and organisational commitment of individuals, reducing the intention to leave the job, and paving the way for the development of individuals. The aim of this study is to present definitions of holacracy and the conditions that necessitate this organizational structure, while evaluating its advantages, criticisms, and offering selected examples of its application. In line with these findings, the aim is to evaluate the conditions under which holacracy -which is currently applied primarily in dynamic and innovative fields such as software development and service delivery- could become more widespread in the future, considering the increasing need for organizational agility, employee participation, and rapid decision-making in today’s business world.

Anahtar Kelimeler

Hierarchy , Holocracy , Circle , Holon , Agile organization

Bir Yönetişim Yapısı Olarak Holokrasi

Öz

Son yüzyılda şirketler artan belirsizlik ve kıyasıya rekabetle başa çıkmak durumunda kalmışlardır. Bu bağlamda, geleneksel hiyerarşik yönetim yapılarından çağın gereklerine uygun esnek ve çevik düz örgütsel yapılara geçilmesi gereği doğmuştur. Bu yapılardan biri olan holokrasi; piramidi andıran hiyerarşik yapının yerini çemberler ya da holonların aldığı bir örgüt biçimidir. Kendi kendini organize eden bu çemberler rollerden oluşmakta, bu rolleri üstlenmek üzere bireyler görev almaktadır. Bireyler rolün açık sorumluluklarına sahip olarak örgütteki diğer çalışanlara karşı hesap verebilir hale gelmektedir. Liderliğin çalışanın yetkinlik, deneyim ve örgüte kattığı değerle birlikte oluştuğu bu yapının hem çalışanlar hem de örgütler açısından bazı avantajları bulunmaktadır. Örgüt ve çalışan verimliliğini, bireylerin özgüvenini ve örgütsel bağlılıklarını artırması, işten ayrılma niyetini azaltması, bireylerin gelişimine katkı sağlaması bu avantajlar arasında yer almaktadır. Bu çalışmanın amacı; holokrasi tanımlamalarını ve bu örgütsel yapıyı gerektiren koşulları ortaya koyarak, avantajlarına ve eleştirilere yönelik değerlendirmeleri ve bazı uygulama örneklerini ortaya koymaktır. Bu tespitler doğrultusunda, günümüzde daha çok yazılım geliştirme ve hizmet sunumu gibi dinamik ve yenilikçi alanlarda uygulama alanı bulan holokrasinin, örgütsel çeviklik, çalışan katılımı ve hızlı karar alma gereksinimlerinin arttığı günümüz iş dünyasında, gelecekte yaygın hale gelmesinin hangi koşullara bağlı olduğuna ve Türkiye’de uygulanabilirliğine ilişkin değerlendirme yapmaktır.

Anahtar Kelimeler

Hiyerarşi , Holokrasi , Çember , Holon , Çevik organizasyon

Kaynakça

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