Culture and Consequences in the Cockpit: An Empirical Research Studies in Turkish Air Lines Companies

Abstract

Results show that organizational culture is basic factor which shapes the Crew Resource Management (CRM) based behaviors. Some of the value, which Turkish Airlines Companies organizational cultures have, supports the CRM. Some doesn’t. If Clan tendency level increased, Air crew may disregard the authority of the captain pilot and break the chain of command in the cockpit. On the other hand high clan tendency might require to care and sustain flight crew relationship and this burden too many extra responsibilities on captain pilots shoulders. Unfortunately this might cause high stress level in the cockpit. Additionally, if hierarchy tendency level increased, then communication can only be started by the patron of the cockpit. And also, if leadership becomes autocratic then leader in the cockpit might focus on results but nothing else. These results warn that Turkish Airlines Companies should revise their organizational culture and place some of the value which supports the CRM liked behaviors.

Keywords

• Flight,Flight Crew,Crew Resource Management,Culture,Organizational Culture,Airlines Accidents

Kültür ve Kokpitteki Sonuçları: Sivil Havayolu Firmalarında Görgül Bir Araştırma

Öz

Özet:

Çalışmadan elde edilen sonuçlar örgüt kültürünün, Ekip Kaynak Yönetimi davranış biçimlerinin temel belirleyicilerinden olduğunu göstermektedir. Türk sivil havayolu firmalarının sahip olduğu örgüt kültürüne ait bazı değerlerin EKY prensiplerini desteklediği, bazılarının ise desteklemediği görülmektedir. Örneğin, Klan eğilimi arttığında, uçuş ekibi üyelerinin samimi ilişkileri yanlış değerlendirip kokpitteki emir komuta zincirini bozabilirler. Aynı zamanda klan eğilimi yüksek olduğunda kokpit ilişkilerini düzeltmek kaptan pilot ve diğer uçuş ekibi üyelerinin görev sorumluluklarını artıracağından stres düzeyinin artmasına neden olabilecektir. Hiyerarşi eğilimi arttığından sadece kaptan tarafından başlatılabilen bir iletişim görülebilir.  Buna ek olarak liderlik otokratikleştiğinde sadece sonuçlara yönelme söz konusu olup diğer tüm EKY prensipleri göz ardı edilebilir. Türk sivil havayolu firmalarının örgüt kültürlerini gözden geçirmeleri ve EKY prensiplerini destekleyen değer ve inanışları kültürlerine kazandırmalarını göstermektedir.

 

Anahtar Kelimeler

• Uçuş,Uçuş Ekibi,Ekip Kaynak Yönetimi,Kültür,Örgüt Kültürü,Havayolu Kazaları

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