{"id":2572,"date":"2025-12-28T16:00:22","date_gmt":"2025-12-28T13:00:22","guid":{"rendered":"https:\/\/gokselaksel.com\/blog\/?p=2572"},"modified":"2025-12-28T16:50:24","modified_gmt":"2025-12-28T13:50:24","slug":"yoneticin-iki-yuzlu-mu","status":"publish","type":"post","link":"https:\/\/gokselaksel.com\/blog\/yoneticin-iki-yuzlu-mu\/","title":{"rendered":"Y\u00f6neticin \u0130ki Y\u00fczl\u00fc m\u00fc?"},"content":{"rendered":"<p style=\"font-weight: 400;\"><strong>Y\u00f6netici Dostlu\u011fu: Samimiyet mi, ayr\u0131mc\u0131l\u0131k m\u0131?<\/strong><\/p>\n<p style=\"font-weight: 400;\">Baz\u0131 y\u00f6neticiler ekibin i\u00e7inden birka\u00e7 ki\u015fiyle yak\u0131n ili\u015fki kuruyor; onlarla \u00f6\u011fle yiyor, daha s\u0131k ileti\u015fimde kal\u0131yor, daha h\u0131zl\u0131 onay veriyor, daha iyi projelere dahil ediyor.<br \/>\nD\u0131\u015far\u0131dan bak\u0131nca \u201cdo\u011fal yak\u0131nl\u0131k\u201d gibi durabiliyor.<!--more--><\/p>\n<p style=\"font-weight: 400;\">Ama ekip taraf\u0131nda bu durum \u00e7o\u011fu zaman \u015f\u00f6yle alg\u0131lan\u0131yor:<br \/>\n<strong>\u201cBurada performans de\u011fil, yak\u0131nl\u0131k kazand\u0131r\u0131yor.\u201d<\/strong><\/p>\n<p style=\"font-weight: 400;\">Ve bu alg\u0131 olu\u015ftu\u011fu anda ekipte \u00fc\u00e7 \u015fey h\u0131zl\u0131ca ba\u015fl\u0131yor:<\/p>\n<p style=\"font-weight: 400;\"><strong>1) G\u00fcven erozyonu<\/strong><\/p>\n<p style=\"font-weight: 400;\">\u00c7al\u0131\u015fanlar, adil davran\u0131lmad\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcnde liderli\u011fe ve kuruma olan g\u00fcvenleri d\u00fc\u015f\u00fcyor. \u201cFavoritizm alg\u0131s\u0131\u201dn\u0131n; \u00f6rg\u00fcte g\u00fcven, ba\u011fl\u0131l\u0131k, memnuniyet ve ses \u00e7\u0131karma (speak-up) iste\u011fiyle negatif ili\u015fkili oldu\u011funa dair bulgular var.<\/p>\n<p style=\"font-weight: 400;\"><strong>2) \u201cBiz-onlar\u201d iklimi<\/strong><\/p>\n<p style=\"font-weight: 400;\">Literat\u00fcrde bunun \u00e7er\u00e7evesi genellikle\u00a0<strong>LMX (Leader\u2013Member Exchange)<\/strong>\u00a0\u00fczerinden anlat\u0131l\u0131r: Liderlerin herkesle ayn\u0131 kalitede ili\u015fki kurmamas\u0131 (LMX differentiation) ekipte adalet iklimini zay\u0131flatabiliyor. Bu da ekip d\u00fczeyinde problemli davran\u0131\u015flar\u0131 ve \u00e7at\u0131\u015fmay\u0131 tetikleyebiliyor.<\/p>\n<p style=\"font-weight: 400;\"><strong>3) Sessiz \u00e7ekilme ve \u201cg\u00f6r\u00fcnmez protesto\u201d<\/strong><\/p>\n<p style=\"font-weight: 400;\">\u0130nsanlar kavga etmek yerine yava\u015f yava\u015f geri \u00e7ekilir: daha az inisiyatif, daha az \u00f6neri, daha az aidiyet. \u201c\u00d6rg\u00fctsel sinizm\u201d ve g\u00fcven ili\u015fkisi \u00fczerine \u00e7al\u0131\u015fmalar, adalet\/g\u00fcven d\u00fc\u015ft\u00fc\u011f\u00fcnde bu t\u00fcr tutumlar\u0131n g\u00fc\u00e7lendi\u011fini g\u00f6steriyor.<\/p>\n<p style=\"font-weight: 400;\"><strong>\u201cDostluk\u201d nerede bitiyor, \u201cayr\u0131cal\u0131k\u201d nerede ba\u015fl\u0131yor?<\/strong><\/p>\n<p style=\"font-weight: 400;\">Samimiyet sorun de\u011fil.<br \/>\nSorun \u015fu \u00fc\u00e7 alan\u0131n \u201cyak\u0131nl\u0131k\u201d \u00fczerinden \u015fekillenmesi:<\/p>\n<ul style=\"font-weight: 400;\">\n<li><strong>G\u00f6r\u00fcn\u00fcr i\u015fler ve kritik projeler<\/strong><\/li>\n<li><strong>Geri bildirim s\u0131kl\u0131\u011f\u0131\/kalitesi<\/strong><\/li>\n<li><strong>Hata tolerans\u0131 ve f\u0131rsat da\u011f\u0131t\u0131m\u0131<\/strong><\/li>\n<\/ul>\n<p style=\"font-weight: 400;\">Yani mesele \u201cy\u00f6neticinin sevmesi\u201d de\u011fil;<br \/>\n<strong>sistematik farkl\u0131 muamele<\/strong>.<\/p>\n<p style=\"font-weight: 400;\"><strong>Y\u00f6neticiler i\u00e7in 6 maddelik h\u0131zl\u0131 kontrol listesi<\/strong><\/p>\n<p style=\"font-weight: 400;\">Kendinize (d\u00fcr\u00fcst\u00e7e) \u015funlar\u0131 sorun:<\/p>\n<ol style=\"font-weight: 400;\">\n<li>1:1 g\u00f6r\u00fc\u015fmelerim ekip i\u00e7inde\u00a0<strong>dengeli<\/strong>\u00a0mi?<\/li>\n<li>Proje\/prim\/\u00f6vg\u00fc gibi \u00f6d\u00fcllerin kriteri\u00a0<strong>yaz\u0131l\u0131 ve \u015feffaf<\/strong>\u00a0m\u0131?<\/li>\n<li>\u201cBilgiye eri\u015fim\u201d (toplant\u0131, karar, \u00f6ncelik) herkes i\u00e7in\u00a0<strong>e\u015fit<\/strong>\u00a0mi?<\/li>\n<li>Ayn\u0131 hataya verdi\u011fim tepki ki\u015fiye g\u00f6re\u00a0<strong>de\u011fi\u015fiyor<\/strong>\u00a0mu?<\/li>\n<li>Ekipte \u201ci\u00e7 halka\u201d hissi var m\u0131?<\/li>\n<li>Bir ki\u015fi ayr\u0131ld\u0131\u011f\u0131nda ekip \u201coh be\u201d mi diyor, \u201cyaz\u0131k oldu\u201d mu?<\/li>\n<\/ol>\n<p style=\"font-weight: 400;\">Bu sorular\u0131n \u00e7o\u011funa net cevap veremiyorsan\u0131z, ekip zaten bunu hissediyor olabilir.<\/p>\n<p style=\"font-weight: 400;\"><strong>\u0130K i\u00e7in pratik \u00e7\u00f6z\u00fcm: \u201cAdalet mimarisi\u201d<\/strong><\/p>\n<p style=\"font-weight: 400;\">Bu ba\u015fl\u0131k e\u011fitimden ibaret de\u011fil; k\u00fc\u00e7\u00fck sistem dokunu\u015flar\u0131 b\u00fcy\u00fck etki yarat\u0131yor:<\/p>\n<ul style=\"font-weight: 400;\">\n<li>G\u00f6rev\/rol da\u011f\u0131t\u0131m\u0131 i\u00e7in\u00a0<strong>kriter seti<\/strong><\/li>\n<li>Geri bildirim i\u00e7in\u00a0<strong>standart ritim<\/strong>\u00a0(\u00f6rn. ayl\u0131k 1:1)<\/li>\n<li>Proje se\u00e7imi\/atamas\u0131 i\u00e7in\u00a0<strong>kay\u0131tl\u0131 gerek\u00e7e<\/strong><\/li>\n<li>\u201cTakdir\u201d i\u00e7in\u00a0<strong>g\u00f6r\u00fcn\u00fcr ve \u00f6l\u00e7\u00fclebilir \u00e7er\u00e7eve<\/strong><\/li>\n<li>Y\u00f6neticiler i\u00e7in\u00a0<strong>LMX fark\u0131ndal\u0131\u011f\u0131<\/strong>\u00a0ve tak\u0131m iklimi \u00f6l\u00e7\u00fcm\u00fc<\/li>\n<\/ul>\n<p style=\"font-weight: 400;\">LMX ve LMX farkl\u0131la\u015fmas\u0131n\u0131n ekip \u00e7\u0131kt\u0131lar\u0131yla ili\u015fkisini inceleyen meta-analiz ve derlemeler, bu fark\u0131ndal\u0131\u011f\u0131n neden kritik oldu\u011funu a\u00e7\u0131k\u00e7a ortaya koyuyor.<\/p>\n<p style=\"font-weight: 400;\">Ekip \u201cadalet\u201d hissini kaybedince, y\u00f6neticinin en iyi niyeti bile yanl\u0131\u015f okunur.<br \/>\nVe bu, en pahal\u0131 kay\u0131p t\u00fcr\u00fcd\u00fcr:\u00a0<strong>g\u00fcven kayb\u0131<\/strong>.<\/p>\n<p style=\"font-weight: 400;\">E\u011fer kurumunuzda \u201ci\u00e7 halka\u201d hissi olu\u015fuyorsa, bunu \u00e7at\u0131\u015fmaya d\u00f6nmeden \u00e7\u00f6zmek m\u00fcmk\u00fcn.<br \/>\n\u0130sterseniz bu konuyu\u00a0<strong>\u0130K ve y\u00f6neticiler i\u00e7in<\/strong>\u00a0k\u0131sa bir mini oturum + kontrol listesi format\u0131nda \u00e7al\u0131\u015fabiliriz.<\/p>\n<p style=\"font-weight: 400;\"><strong>Kaynaklar<\/strong><\/p>\n<ul style=\"font-weight: 400;\">\n<li>Yu, A., Matta, F. K., &amp; Cornfield, B. (2018).\u00a0<em>Is Leader\u2013Member Exchange Differentiation Beneficial or Detrimental?<\/em>\u00a0Academy of Management Journal.\u00a0<a href=\"https:\/\/journals.aom.org\/doi\/10.5465\/amj.2016.1212?utm_source=chatgpt.com\">Academy of Management Journals<\/a><\/li>\n<li>Buengeler, C., et al. (2021).\u00a0<em>LMX Differentiation and Group Outcomes<\/em>\u00a0(review). Journal of Management.\u00a0<a href=\"https:\/\/journals.sagepub.com\/doi\/pdf\/10.1177\/0149206320930813?utm_source=chatgpt.com\">SAGE Journals<\/a><\/li>\n<li>Kang, S. M. (2023).\u00a0<em>LMX differentiation \u2192 justice climate \u2192 team CWB<\/em>. Organizational Behavior and Human Decision Processes.\u00a0<a href=\"https:\/\/www.sciencedirect.com\/science\/article\/pii\/S0001691823002664?utm_source=chatgpt.com\">ScienceDirect<\/a><\/li>\n<li>Lasisi, T. T., et al. (2022).\u00a0<em>Workplace Favoritism and Workforce Sustainability<\/em>. Sustainability (MDPI).\u00a0<a href=\"https:\/\/www.mdpi.com\/2071-1050\/14\/22\/14991?utm_source=chatgpt.com\">MDPI<\/a><\/li>\n<li>\u201cFavoritism in the Federal Workplace\u201d (friendship favoritism bulgular\u0131: g\u00fcven\/ba\u011fl\u0131l\u0131k\/konu\u015fma iste\u011fi).\u00a0<a href=\"https:\/\/www.researchgate.net\/publication\/383199672_Favoritism_in_the_Federal_Workplace_Are_Rules_the_Solution?utm_source=chatgpt.com\">ResearchGate<\/a><\/li>\n<li>Chiaburu, D. S., et al. (2013).\u00a0<em>Organizational cynicism and trust network<\/em>. Journal of Vocational Behavior.\u00a0<a href=\"https:\/\/www.sciencedirect.com\/science\/article\/abs\/pii\/S0001879113000973?utm_source=chatgpt.com\">ScienceDirect<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Y\u00f6netici Dostlu\u011fu: Samimiyet mi, ayr\u0131mc\u0131l\u0131k m\u0131? Baz\u0131 y\u00f6neticiler ekibin i\u00e7inden birka\u00e7 ki\u015fiyle yak\u0131n ili\u015fki kuruyor; onlarla \u00f6\u011fle yiyor, daha s\u0131k ileti\u015fimde kal\u0131yor, daha h\u0131zl\u0131 onay veriyor, daha iyi projelere dahil ediyor. D\u0131\u015far\u0131dan bak\u0131nca \u201cdo\u011fal yak\u0131nl\u0131k\u201d gibi durabiliyor.<\/p>\n","protected":false},"author":4,"featured_media":2573,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[68,21],"tags":[823,37,824,822,825,32,826,639],"class_list":["post-2572","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-is-dunyasi","category-blog","tag-ayrimcilik-yapan-yoneticiler","tag-goksel-aksel","tag-ik-cozumleri","tag-ikiyuzluluk","tag-kisisel-ve-kurumsal-gelisim","tag-kurumsal-egitimler","tag-ld","tag-mobbing"],"_links":{"self":[{"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/posts\/2572","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/comments?post=2572"}],"version-history":[{"count":2,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/posts\/2572\/revisions"}],"predecessor-version":[{"id":2582,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/posts\/2572\/revisions\/2582"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/media\/2573"}],"wp:attachment":[{"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/media?parent=2572"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/categories?post=2572"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gokselaksel.com\/blog\/wp-json\/wp\/v2\/tags?post=2572"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}