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

Yıl 2018, Cilt: 5 Sayı: 10, 94 - 113, 20.07.2018

Cengiz Mengenci

Öz

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.

Anahtar Kelimeler

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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