I Will Be An Astranout When I Grow Up, But How?

When asked what is wished to be in future, people would reply a well-reputed occupation that theyonly know by the environment but a little about the fact. As time goes by, especially in college yearswhen the students start to know about the professions related with their departments, financial andemployment situation of the home country, they realize that there is either none or weak relationshipamong their dream jobs and the reality which results in whole life-disappointment. For people todetermine the best career path, they first should be aware of themselves and then the professionalenvironment. In this research the aim is to analyze the effect of personal SWOT analysis in careerplanning process by principal component analysis in university students. The results showed studentsmostly determine their career path by the awareness of their strengths as a 38.1% importance degree.The least determining factor is the awareness of close environmental threats by 10.25%. Thissituation is interpreted in the conclusion part

EXAMINATION OF WORK ALIENATION IN EMPLOYEES IN TERMS OF SOME DEMOGRAPHIC VARIABLES

Bilgi ve teknolojik gelişmelerin hızlı bir şekilde arttığı bu çağda, çalışanların bu teknoloji ile birlikte üretkenlikleri ile var olabilmesi oldukça zorlaşmaktadır. Endüstrileşmenin getirdiği birçok teknolojik icatlar üretimi hızlandırmakla birlikte daha az çalışana ve emeğin daha az talebine sebep olmuştur. Bu gelişmeler insanın varlığının en büyük göstergesi olan “emek” kavramının tekrar tartışılmasına ve insanın emeğinin yabancılaşması konularını gündeme getirmiştir. Bu çalışmada yabancılaşma kavramı kavramsal olarak incelenerek, çalışanların demografik özelliklerinin yabancılaşma olgusu üzerindeki yansımalarının ele alınması amaçlanmıştır. Bu amaçla, Kırıkkale Valiliği ve Valiliğe bağlı kamu kurumlarında çalışan 435 personele anket form uygulanmıştır. Uygulanan anket formunda araştırmacı tarafından geliştirilen “İşe Yabancılaşma Ölçeği” ve demografik bilgileri içeren sorular kullanılmıştır. Elde edilen verilen SPSS 16.0 programında analiz edilmiş, ANOVA, t-testi, frekans analizleri kullanılmıştır. Araştırma sonucunda çalışanların cinsiyeti, medeni durumu, çalışma süreleri ile işe yabancılaşma alt boyutları arasında bazı anlamlı farklılıklara rastlanmıştır.In this era, where informational and technological developments are rapidly increasing, it is very difficult fort he employees to exist with their productivity together with this technology. Many technological inventions brought about by industrialization have accelerated production, but have led to fewer employees and to the demand for less labor. These developments brought about the discussion of the concept of “labor” which is the biggest indicator of human existence and alienation of human labor. The aim of this study is to examine the concept of alienation and to examine the effects of demographic characteristics of the workers on alienation phenomenon. For this purpose, a questionnaire was applied to 435 personnel working in the governorship of Kırıkkale and public institutions affiliated to the governorship. In the applied questionnaire, the questionnaire which was developed by the researcher and questions containing demographic information were used. ANOVA, t-test, frequency analysis were used and the they data gathered were analyzed in the SPSS 16.0 program. As a result of the research, the researcher found out, some significant differences between the gender, marital status, working time and alienation of the workers

Find the hidden crab; research on destructive behaviors at the managerial levels of the accommodation business

Purpose - The human-oriented service approach, which is one of the structural features of the tourism sector, causes destructive behaviors of employees to have more negative effects on work efficiency and effectiveness, so it is of great importance to identify and prevent these behaviors. The main objective of this study is to determine the expression of Crab Barrel Syndrome (CBS) among lower, middle and upper managers of employees in the tourism sector. For this purpose, a scale was developed to measure the behaviors of employees with CBS who tend to engage in unethical behaviors in tourism. In addition to our main objective, the differences in the demographic characteristics of CBS employees will also be identified. Design/Methodology - Data were collected using a random sample. A questionnaire was sent to 310 tourism employees. Findings - Analysis of the data revealed that the CBS level (CBSL) of the participants was low, with the CBSL of lower management being the highest and the CBSL of individual employees being the highest. CBSL differed significantly by employee hierarchical levels. In addition, CBSL was not found to differ significantly by gender, educational status, or institution, but CBSL decreased with increasing employee age and hours worked in the sector. Originality of the research - his study provides a solid foundation for a better understanding of CBS and the relationships between workers. It is crucial to identify the negative employee behaviors in advance and take necessary precautions, especially in service sectors such as tourism where employee behaviors have a great impact on service quality.

Developing Competitive Strategies Based on SWOT Analysis in Porter’s Five Forces Model by DANP

In such a competitive business area, companies which are especially pioneers in the sector try to develop sustainable and competitive strategies to retain their positions in the market. In this purpose, in literature many theories have been developed. Because each of those strategies have their own strong and weak sides, developing new strategical analyses keeps on. In this research an integrated model of SWOT (StrengthsWeakness-Opportunities-Threats) Analysis and Porter’s Five Forces Model has been used to develop a competitive strategy model for a business firm in food sector by DEMATEL (Decision Making Trial and Evaluation Laboratory) and ANP (Analytic Network Process) techniques. Based on results, in regards of relative important items those are related to strengths and opportunities in competitors force which have considerable weights in the global weights table, maxi-maxi type competitive strategies have been developed for the company

BETTER BUSINESS LIFE: SORTING ORGANIZATIONAL TOXICITY FACTORS HIERARCHICALLY BY AHP METHOD

Bu araştırma; iş dünyasının her alanında karşılaşılabilecek olan örgütsel toksisite olgusuna etki eden faktörleri akademik bağlamda incelemek amacı ile üniversitelerin akademik kadrolarında hiyerarşik olarak en altta yer alan araştırma görevlileri kapsamında yapılmıştır. Örgütsel toksisiteye neden olan faktörler temel olarak; yöneticiden, iş arkadaşlarından ve kurumdan kaynaklanan olmak üzere 3 ana faktörde ve her bir ana faktör altında dört alt faktör olmak üzere toplamda 12 faktör; literatür taraması sonucunda elde edilerek Analitik Hiyerarşi Prosesi (AHP) yöntemi ile hiyerarşik olarak sıralanmıştır. Araştırma neticesinde ilgili örnekleme göre örgütsel toksisiteye neden olan en önemli etmen ana faktör bağlamında yönetici olurken; alt faktör bağlamında kurumdan kaynaklı kurum kültürü ile yöneticiden kaynaklı etik dışı davranışlar olmuştur. Elde edilen bulgulara göre örgütsel toksisitenin engellenmesine veya azaltılmasına yönelik çeşitli önerilerde bulunulmuştur.This study is made among research assistants who are at the lowest level of academic staff of universities hierarchically for purpose of investigating the factors causing organizational toxicity, which can be seen in any area of business world, in academic conceptual. Basically, the factors causing organizational toxicity are due to manager, colleagues and corporation; and each main factor has four sub factors which results in 12 factors at total are gathered by literature review and analyzed by Analytic Hierarchy Process (AHP) to order hierarchically. Results based on the sample show that the most important factor mainly which causes organizational toxicity is the manager; while corporate based organizational culture and manager based unethical behaviors are the most important sub factors. Due to results, either for preventing or reduce organizational toxicity, some offers are made

Investigating Social Loafing Behavior in Higher Education Institutes: A Case of Public University

Bu araştırmanın amacı sosyal kaytarma davranışını etkileyen faktörleri önem sırasına göre hiyerarşik olarak sıralayarak, bu tür faktörlere bağlı olarak ortaya konan sosyal kaytarma davranışına karşı önlem alma ve bu faktörlerden kaynaklı sosyal kaytarma davranışını yönetme eylemleri sunmaktır. Bu bağlamda bir kamu üniversitesindeki 11 akademisyen, literatür ve yazar destekli olarak belirlenmiş üç ana faktör altındaki 19 faktörü ikili olarak karşılaştırmış ve karşılaştırılan bu kriterler Analitik Hiyerarşi Prosesi (AHP) tekniği ile hiyerarşik olarak sıralanmıştır. Araştırma, akademisyenler tarafından ileri sürülen sosyal kaytarmayı etkileyici faktörlerin belirlenmesi ve böylesine üretkenlik karşıtı davranışlar üzerinde etkili olan faktörlere bağlı olarak nasıl önlenebileceği konusunda yol gösterici olması açısından önemlidir.The purpose of this study is to order the factors determining social loafing hierarchically based on their importance levels, and then suggest cautions against social loafing caused by those factors and managing social loafing actions caused by them. In this concept, 11 academic staff in a public university, have made pairwise comparisons of 19 factors under three main factors determined by both literature and authors, and these compared factors are analyzed and ordered by Analytic Hierarchy Process (AHP) method. The research is important in terms of determining the social loafing factors proposed by academicians and determining how to prevent them depending on the factors that influence this counterproductive behaviors

Learning Organization Approach in Business Enterprises

Örgütlerin öğrenme ihtiyacı, çevredeki sürekli ve hızlı değişimlerden kaynaklanmaktadır. Sürekli değişen ve gelişen bir çevre içinde yaşayan örgütler, bir taraftan stratejik amaçlarını belirlemekte iken diğer taraftan teknolojik ve yapısal olarak bu değişikliklere uyum sağlamak zorundadırlar. Örgütler teknolojik, ekonomik ve sosyal alanlardaki değişikliklere uyum sağlayabilmek için ayakta kalabilmenin formülünü aramaktadırlar. İşte bu örgütlerden kendilerini daha hızlı bir şekilde değiştirebilenler yarının örgütleri olarak yaşamlarını sürdürebileceklerdir. Öğrenen örgütler bu hızlı değişimi yakalayabilen ve ihtiyaç duyulan dönüşümleri gerektiği anda gerçekleştirerek kendi kendini yenileyebilen, örgütsel öğrenme yetersizliklerinin olmadığı örgütlerdir.The need of learning for the organizations results from the continual and rapid changes in environment. While the organizations designate their strategical goals, in a continuously changing and improving environment, they also have to adopt themselves to these changes both technological and structural. The organizations have been looking for surviving in order to accompany changes in technological, economical and social fields. Of the organization which can keep pace with changes would be able to survive as the organizations of the future. The learning organizations are the organization which are able to keep up with the change and renew them by accomplishing necessary transformation when needed, and in which there are no organizational learning insufficiencies

The ımpact of ımage management on viewers of tv series

Günümüzde hayata dair her şey teknoloji, küreselleşme ve bilgi toplumu kavramlarından etkilenmekte, değişmekte ve gelişmektedir. Diğer yandan giderek daha da şiddetlenen rekabet ortamı, sürekli değişim ve gelişim işletmelerin rakiplerine üstünlük sağlayabilmeleri için mevcut imajlarını gözden geçirmelerini ve kurumsal imajlarını geliştirmek üzere çalışmalara girmelerini zorunlu kılmıştır. Bu yüzden işletmelerin amaçlarına ulaşmada imaj ve kurumsal imaj yönetimi kaçınılmaz ve bir o kadar da gerekli hale gelmiştir.Today everything about life changes and develops and is being affected by technology, globalization and information society concepts. On the other hand, continuously increasing and intensifying competition, and continuous change as well as development has forced companies to review their images for having competitive advantage over their rivals and to engage in very serious work to improve thir institutional image. Therefore, image management and comporate image management has become inevitable and at least as much reguired for companies to attain their goals

The impact of image management on viewers of TV series

Günümüzde hayata dair her şey teknoloji, küreselleşme ve bilgi toplumu kavramlarından etkilenmekte, değişmekte ve gelişmektedir. Diğer yandan giderek daha da şiddetlenen rekabet ortamı, sürekli değişim ve gelişim işletmelerin rakiplerine üstünlük sağlayabilmeleri için mevcut imajlarını gözden geçirmelerini ve kurumsal imajlarını geliştirmek üzere çalışmalara girmelerini zorunlu kılmıştır. Bu yüzden işletmelerin amaçlarına ulaşmada imaj ve kurumsal imaj yönetimi kaçınılmaz ve bir o kadar da gerekli hale gelmiştir.Today everything about life changes and develops and is being affected by technology, globalization and information society concepts. On the other hand, continuously increasing and intensifying competition, and continuous change as well as development has forced companies to review their images for having competitive advantage over their rivals and to engage in very serious work to improve thir institutional image. Therefore, image management and comporate image management has become inevitable and at least as much reguired for companies to attain their goals

Factors stimulating open innovation

The term innovation which is about the novelty on products, processes, services, technologies, on strategies or organizational structures is important for companies to stay in the competition and run their businesses well to gain both financial and organizational achievements. By the changing and globalizing world, innovation may require some interaction and cooperation which is called open innovation. In this research, five factors including brainstorming, feedback, benchmarking, open-minded mentality and relationship with supply chain elements triggering open innovation are investigated and ranked by one of the multi-criteria decision making models called ELECTRE III according to two criteria of inbound and outbound innovations