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ÇALIŞAN MOTİVASYONUNU GELİŞTİRMEYE YÖNELİK BİR ARAÇ OLARAK LOJİK MODEL

Yıl 2013, Cilt: 2 Sayı: 3, 145 - 152, 01.01.2013

Öz

İşletmelerin hedeflerine ulaşabilmesi yüksek performans ve motivasyona sahip, örgüte bağlı çalışanlara bağlıdır. İnsan kaynakları yönetimi performans ile doğrudan ilişkili olan çalışan motivasyonunu sağlamada çok önemli bir rol oynamaktadır. 360 derece performans değerleme sistemi, doğru uygulandığında, performansı belirlemede yararlı bir tekniktir. Lojik model ise bir program uygulamak için ihtiyaç duyulan kaynakları, yapılması planlanan faaliyetleri ve ulaşılmak istenen amaçları ve bunların arasındaki ilişkileri belirlemede kullanılan sistematik ve görsel bir araçtır. Lojik modeli bir yönetim aracı olarak kullanarak, insan kaynakları yönetimi ve onun bir fonksiyonu olan performans değerlendirmesinden kaynaklanan sorunları çözmek amacıyla yol haritalarının oluşturulabileceği düşünülmektedir. Bu çalışmada çalışanların motivasyon düşüklüğü problemini çözmek amacıyla iki senaryo oluşturularak, işlevsel ve operasyonel düzeylerde iki lojik model oluşturulmaya çalışılmıştır

Kaynakça

  • Clark. R.E. (1998), “Motivating Performance: Part: 1-Diagnosing and Solving Motivation Problems”, Performance Improvement, 37(8), ss.39-46.
  • Decenzo, D. A. & Robbins S. P. (2002), Human Resources Management, New York, John Wiley & Sons Inc.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T.E., Gonzales-Morales, M.G. & Steiger-Mueller, M. (2010), “Leader-Member Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment”, Journal of Applied Psychology, 95(6), ss.1085-1103.
  • Flynn, F.J. & Schaumberg, R.L. (2011), “When Feeling Bad Leads To Feeling Good: GuiltProness and Affective Organizational Commitment”, Journal of Applied Psychology, July, ss.1- 11.
  • Gagné, M. & Deci, E. (2005), “Self Determination Theory and Work Motivation”. Journal of Organizational Behavior, 26, ss.331-362.
  • Johnson, J.P., Korsgaard M.A. & Sapienza H.J. (2002), “Perceived Fairness, Decision Control and Commitment in International Joint Venture Management Teams”, Strategic Management Journal, 23, ss.1141-1160.
  • Innovation Network Inc. (2006), Logic Model Workbook, http://www.innonet.org/client_docs/File/logic_model_workbook.pdf (26.09.2011)
  • Kirkman, B.L. & Shapiro, D.L. (2001), “The Impact of Cultural Values on Job Satisfaction and Organizational Commitment in Self-Managing Work Team The Mediating Role of Employee Resistance”, The Academy of Management Journal, 44(3), ss.557-569.
  • Luecke, R. (2010), Performans Yönetimi, Trans., Aslı Özer, İş Bankası Kültür Yayınları, İstanbul.
  • Marique, G. & Stinglhamber, F. (2011), “Identification to Proximal Targets and Affective Organizational Commitment the Mediating Role of Organizational Identification”, Journal of Personnel Psychology, 10(3), ss.107-117.
  • Osborne, J.S. (2002), “Components of Empowerment and How They Differentially Relate To Employee Job Satisfaction, Organizational Commitment and Intent to Leave The Job”, Dissertation, Peabody College of Vanderbilt University.
  • Pak, D. (2009), “Implement Strategic 360 Degree Appraisal for a University”, Global Business and Management Research: An International Journal, 1 (2), ss.60-69.
  • Stites, J.P. & Michael, J.H. (2011), “Organizational Commitment in Manufacturing Employees: Relationships with Corporate Social Performance”, Business & Society, 50(1), ss.50-70.
  • Tella, A., Ayeni, C.O. & Popoola, S.O. (2007), “Work Motivation, Job Satisfaction and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria”, Library Philosophy and Practice, April, ss.1-7.
  • W.K. Kellogg Foundation, (2004), “The Logic Model Development Guide”, http://www.wkkf.org/knowledge-center/resources/2006/02/WK-Kellogg-Foundation-Logic-ModelDevelopment-Guide.aspx (03.04.2011).

LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION

Yıl 2013, Cilt: 2 Sayı: 3, 145 - 152, 01.01.2013

Öz

A business can achieve its goals through loyal and motivated employees with high performance. Human resources management has a crucial role in sustaining employee motivation which is directly related to performance. 360 degree performance appraisal system, when it is applied correctly, is an advantageous technique in order to determine the performance. Logic model is a visual and systematic tool which is used to define and determine the relationships between the resources needed to apply a program, the planned activities and the goals that are aimed to achieve. It is thought that by using logic model as a management tool, it will be possible to design road maps in order to solve problems resulted from human resources management and from one of its functions, which is performance appraisal. In this study, it is attempted to design two logic models in functional and operational level by determining two scenarios, in order to solve the problem of employees’ lack of motivation

Kaynakça

  • Clark. R.E. (1998), “Motivating Performance: Part: 1-Diagnosing and Solving Motivation Problems”, Performance Improvement, 37(8), ss.39-46.
  • Decenzo, D. A. & Robbins S. P. (2002), Human Resources Management, New York, John Wiley & Sons Inc.
  • Eisenberger, R., Karagonlar, G., Stinglhamber, F., Neves, P., Becker, T.E., Gonzales-Morales, M.G. & Steiger-Mueller, M. (2010), “Leader-Member Exchange and Affective Organizational Commitment: The Contribution of Supervisor’s Organizational Embodiment”, Journal of Applied Psychology, 95(6), ss.1085-1103.
  • Flynn, F.J. & Schaumberg, R.L. (2011), “When Feeling Bad Leads To Feeling Good: GuiltProness and Affective Organizational Commitment”, Journal of Applied Psychology, July, ss.1- 11.
  • Gagné, M. & Deci, E. (2005), “Self Determination Theory and Work Motivation”. Journal of Organizational Behavior, 26, ss.331-362.
  • Johnson, J.P., Korsgaard M.A. & Sapienza H.J. (2002), “Perceived Fairness, Decision Control and Commitment in International Joint Venture Management Teams”, Strategic Management Journal, 23, ss.1141-1160.
  • Innovation Network Inc. (2006), Logic Model Workbook, http://www.innonet.org/client_docs/File/logic_model_workbook.pdf (26.09.2011)
  • Kirkman, B.L. & Shapiro, D.L. (2001), “The Impact of Cultural Values on Job Satisfaction and Organizational Commitment in Self-Managing Work Team The Mediating Role of Employee Resistance”, The Academy of Management Journal, 44(3), ss.557-569.
  • Luecke, R. (2010), Performans Yönetimi, Trans., Aslı Özer, İş Bankası Kültür Yayınları, İstanbul.
  • Marique, G. & Stinglhamber, F. (2011), “Identification to Proximal Targets and Affective Organizational Commitment the Mediating Role of Organizational Identification”, Journal of Personnel Psychology, 10(3), ss.107-117.
  • Osborne, J.S. (2002), “Components of Empowerment and How They Differentially Relate To Employee Job Satisfaction, Organizational Commitment and Intent to Leave The Job”, Dissertation, Peabody College of Vanderbilt University.
  • Pak, D. (2009), “Implement Strategic 360 Degree Appraisal for a University”, Global Business and Management Research: An International Journal, 1 (2), ss.60-69.
  • Stites, J.P. & Michael, J.H. (2011), “Organizational Commitment in Manufacturing Employees: Relationships with Corporate Social Performance”, Business & Society, 50(1), ss.50-70.
  • Tella, A., Ayeni, C.O. & Popoola, S.O. (2007), “Work Motivation, Job Satisfaction and Organizational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria”, Library Philosophy and Practice, April, ss.1-7.
  • W.K. Kellogg Foundation, (2004), “The Logic Model Development Guide”, http://www.wkkf.org/knowledge-center/resources/2006/02/WK-Kellogg-Foundation-Logic-ModelDevelopment-Guide.aspx (03.04.2011).
Toplam 15 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Bölüm Research Article
Yazarlar

Özge Öz Bu kişi benim

Deniz Büyükkılıç Şeren Bu kişi benim

Yayımlanma Tarihi 1 Ocak 2013
Yayımlandığı Sayı Yıl 2013 Cilt: 2 Sayı: 3

Kaynak Göster

APA Öz, Ö., & Büyükkılıç Şeren, D. (2013). LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2(3), 145-152.
AMA Öz Ö, Büyükkılıç Şeren D. LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. Ocak 2013;2(3):145-152.
Chicago Öz, Özge, ve Deniz Büyükkılıç Şeren. “LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION”. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 2, sy. 3 (Ocak 2013): 145-52.
EndNote Öz Ö, Büyükkılıç Şeren D (01 Ocak 2013) LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 2 3 145–152.
IEEE Ö. Öz ve D. Büyükkılıç Şeren, “LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION”, Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, c. 2, sy. 3, ss. 145–152, 2013.
ISNAD Öz, Özge - Büyükkılıç Şeren, Deniz. “LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION”. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 2/3 (Ocak 2013), 145-152.
JAMA Öz Ö, Büyükkılıç Şeren D. LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2013;2:145–152.
MLA Öz, Özge ve Deniz Büyükkılıç Şeren. “LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION”. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, c. 2, sy. 3, 2013, ss. 145-52.
Vancouver Öz Ö, Büyükkılıç Şeren D. LOGIC MODEL AS A TOOL TO IMPROVE THE EMPLOYEE MOTIVATION. Ufuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi. 2013;2(3):145-52.