{"id":946,"date":"2018-03-11T11:03:53","date_gmt":"2018-03-11T08:03:53","guid":{"rendered":"http:\/\/aslantozcan.com\/?p=946"},"modified":"2020-05-17T18:15:54","modified_gmt":"2020-05-17T15:15:54","slug":"yuksek-performansli-ekip-olusturmanin-zorluklari","status":"publish","type":"post","link":"https:\/\/aslantozcan.com\/?p=946","title":{"rendered":"Y\u00fcksek performansl\u0131 ekip olu\u015fturman\u0131n zorluklar\u0131"},"content":{"rendered":"<p>Organizasyonlarda zaman zaman y\u00fcksek performansl\u0131 ekipler olu\u015fturma giri\u015fimleri iyi niyetle ve cesaretle ba\u015flat\u0131l\u0131r. Ancak beklenen sonu\u00e7lar al\u0131namaz. Bu durumun baz\u0131 temel nedenleri bulunmaktad\u0131r.<\/p>\n<p>Her \u015feyden \u00f6nce, \u00e7al\u0131\u015fanlar\u0131n bir &#8220;ekip olma&#8221; ve &#8220;ekip \u00e7al\u0131\u015fmas\u0131&#8221; fikrini benimsemeleri ve katk\u0131da bulunmak istemeleri gerekir. Bunun i\u00e7in de ekip \u00e7al\u0131\u015fmas\u0131n\u0131n onlara neler kazand\u0131raca\u011f\u0131n\u0131 a\u00e7\u0131k\u00e7a g\u00f6rmek isterler.<!--more--><\/p>\n<p>Ekip \u00e7al\u0131\u015fmas\u0131n\u0131 zorla\u015ft\u0131ran di\u011fer nedenler aras\u0131nda da \u015funlar say\u0131labilir:<\/p>\n<ul>\n<li>Uzunca bir s\u00fcredir ayn\u0131 g\u00f6revlerde \u00e7al\u0131\u015fanlar\u0131n kariyer platosuna ula\u015fm\u0131\u015f olmalar\u0131 yani mesleki beklentilerinin bitmi\u015f olmas\u0131, i\u015fe adanmalar\u0131n\u0131 ve katk\u0131da bulunma isteklerini olumsuz y\u00f6nde etkileyecektir.<\/li>\n<li>\u00c7al\u0131\u015fanlar aras\u0131nda s\u0131k de\u011fi\u015fiklikler, yani eleman devir h\u0131z\u0131n\u0131n y\u00fcksekli\u011fi bir tak\u0131m ruhunun olu\u015fmas\u0131n\u0131 engeller. Ayn\u0131 durum, belirli bir kadronun g\u00f6revlerinde ve gerek duyulan beceri ve yetkinliklerindeki de\u011fi\u015fikliklerin s\u0131kl\u0131\u011f\u0131 halinde de s\u00f6z konusudur.<\/li>\n<li>Ekiplerin \u00e7al\u0131\u015fmalar\u0131n\u0131 &#8220;birbirinden t\u00fcm\u00fcyle ba\u011f\u0131ms\u0131z&#8221; s\u00fcrd\u00fcrme e\u011filimleri ve mevcut yap\u0131 ve i\u015fleyi\u015fin de\u011fi\u015fmesi ile bir \u015feylerini kaybedeceklerini d\u00fc\u015f\u00fcnen y\u00f6neticilerin ve di\u011ferlerinin sabote etme giri\u015fimleri de tak\u0131m olu\u015fumunu olumsuz etkiler. Baz\u0131 \u00e7al\u0131\u015fanlar\u0131n eski davran\u0131\u015f ve al\u0131\u015fkanl\u0131klar\u0131ndan kurtulamamalar\u0131 yeni ili\u015fki tarzlar\u0131n\u0131n yerle\u015fmesini geciktirmektedir.<\/li>\n<li>Ekip liderinin rol\u00fcn\u00fcn a\u00e7\u0131k ve anla\u015f\u0131l\u0131r olmamas\u0131, baz\u0131 y\u00f6neticilerin ve \u00e7al\u0131\u015fanlar\u0131n ekip \u00e7al\u0131\u015fmas\u0131 i\u00e7in ko\u015ful \u00f6ne s\u00fcrmeleri ya da tak\u0131m\u0131n karar ve eylemlerinin sorumlulu\u011funu \u00fcstlenmek istememeleri, ekip anlay\u0131\u015f\u0131n\u0131n geli\u015ftirilmesini engelleyen di\u011fer fakt\u00f6rlerdir.<\/li>\n<li>Bunlar\u0131n \u00f6tesinde, ama\u00e7 ve hedeflerin a\u00e7\u0131k tan\u0131mlanmam\u0131\u015f olmas\u0131 ve organizasyonun yap\u0131s\u0131n\u0131n ve i\u015fleyi\u015f s\u00fcre\u00e7lerinin ekip \u00e7al\u0131\u015fmas\u0131na uygun olmamas\u0131 \u00e7al\u0131\u015fanlar aras\u0131nda bir ekip \u00fcyeleri ve lider ili\u015fkisinin do\u011fmas\u0131n\u0131 engelleyecektir.<\/li>\n<\/ul>\n<p><em>Kaynak: Y\u00f6neticinin Y\u00f6netimi Prof. Dr \u0130smet Baru\u00e7cugil.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Organizasyonlarda zaman zaman y\u00fcksek performansl\u0131 ekipler olu\u015fturma giri\u015fimleri iyi niyetle ve cesaretle ba\u015flat\u0131l\u0131r. Ancak beklenen sonu\u00e7lar al\u0131namaz. Bu durumun baz\u0131 temel nedenleri bulunmaktad\u0131r. Her \u015feyden \u00f6nce, \u00e7al\u0131\u015fanlar\u0131n bir &#8220;ekip olma&#8221; ve &#8220;ekip \u00e7al\u0131\u015fmas\u0131&#8221; fikrini benimsemeleri ve katk\u0131da bulunmak istemeleri gerekir. Bunun i\u00e7in de ekip \u00e7al\u0131\u015fmas\u0131n\u0131n onlara neler kazand\u0131raca\u011f\u0131n\u0131 a\u00e7\u0131k\u00e7a g\u00f6rmek isterler.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[16],"tags":[],"_links":{"self":[{"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/posts\/946"}],"collection":[{"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=946"}],"version-history":[{"count":2,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/posts\/946\/revisions"}],"predecessor-version":[{"id":1097,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=\/wp\/v2\/posts\/946\/revisions\/1097"}],"wp:attachment":[{"href":"https:\/\/aslantozcan.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=946"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=946"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/aslantozcan.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=946"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}