{"id":2841,"date":"2026-07-02T16:52:17","date_gmt":"2026-07-02T13:52:17","guid":{"rendered":"https:\/\/www.gultekinaltuntas.com\/?p=2841"},"modified":"2026-07-02T17:16:17","modified_gmt":"2026-07-02T14:16:17","slug":"is-yerinde-en-buyuk-risk-hata-yapmak-degildir","status":"publish","type":"post","link":"https:\/\/www.gultekinaltuntas.com\/?p=2841","title":{"rendered":"\u0130\u015f Yerinde En B\u00fcy\u00fck Risk Hata Yapmak De\u011fildir!"},"content":{"rendered":"\n<p style=\"text-align: justify;\"><strong>(Y\u00f6netim \u00dczerine D\u00fc\u015f\u00fcnceler)<\/strong><\/p>\n<p style=\"text-align: justify;\">Son d\u00f6nemde dikkatimi \u00e7eken birka\u00e7 yeni kavram ortaya \u00e7\u0131kt\u0131.<\/p>\n<p style=\"text-align: justify;\"><strong><i>Task Masking.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong><i>Coffee Badging.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong><i>Quiet Cracking.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong><i>Job Hugging.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\">Bunlara yak\u0131n zamanda <strong>Bare Minimum Monday<\/strong>, <strong>Revenge Quitting<\/strong> ve <strong>Conscious Unbossing<\/strong> gibi yeni kavramlar da eklendi.<\/p>\n<p style=\"text-align: justify;\">LinkedIn&#8217;de tarzlar\u0131n\u0131 be\u011fendi\u011fim ve izlemeye ald\u0131\u011f\u0131m y\u00f6neticilerin bir k\u0131sm\u0131 bu kavramlar\u0131 tart\u0131\u015f\u0131yorlar.<\/p>\n<p style=\"text-align: justify;\">\u0130nsan kaynaklar\u0131 profesyonelleri de bunlara \u00e7\u00f6z\u00fcm ar\u0131yor.<\/p>\n<p style=\"text-align: justify;\">Gazete ve dergilerde de neredeyse her g\u00fcn g\u00f6rd\u00fc\u011f\u00fcm\u00fcz bir ba\u015fl\u0131k var:<\/p>\n<blockquote><p><strong>Yeni nesil \u00e7al\u0131\u015fmak istemiyor.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Peki, ger\u00e7ekten \u00f6yle mi?<\/p>\n<p style=\"text-align: justify;\">Yoksa yanl\u0131\u015f soruyu mu soruyoruz?<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc dikkat ederseniz, bu kavramlar\u0131n tamam\u0131 \u00e7al\u0131\u015fanlar\u0131n davran\u0131\u015flar\u0131n\u0131 tan\u0131ml\u0131yor.<\/p>\n<p style=\"text-align: justify;\">Hi\u00e7biri bu davran\u0131\u015flar\u0131 ortaya \u00e7\u0131karan y\u00f6netim anlay\u0131\u015f\u0131n\u0131 sorgulam\u0131yor.<\/p>\n<p style=\"text-align: justify;\">Oysa y\u0131llard\u0131r savundu\u011fum temel d\u00fc\u015f\u00fcnce tam da burada devreye giriyor:<\/p>\n<blockquote><p><strong>Belki de sorun \u00e7al\u0131\u015fanlar de\u011fildir.<\/strong><\/p><p><strong>Tasarlad\u0131\u011f\u0131m\u0131z sistemlerdir.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">\u00d6rg\u00fctsel davran\u0131\u015f literat\u00fcr\u00fc bize uzun zamand\u0131r ayn\u0131 \u015feyi s\u00f6yl\u00fcyor.<\/p>\n<p style=\"text-align: justify;\">Bireylerin davran\u0131\u015flar\u0131 yaln\u0131zca ki\u015fisel \u00f6zellikleriyle a\u00e7\u0131klanamaz.<\/p>\n<p style=\"text-align: justify;\">Davran\u0131\u015f;<\/p>\n<ul>\n<ul>\n<li style=\"text-align: justify;\">\u00d6d\u00fcl sistemlerinden,<\/li>\n<li style=\"text-align: justify;\">Performans de\u011ferlendirme anlay\u0131\u015f\u0131ndan,<\/li>\n<li style=\"text-align: justify;\">Liderlik tarz\u0131ndan,<\/li>\n<li style=\"text-align: justify;\">\u00d6rg\u00fct k\u00fclt\u00fcr\u00fcnden,<\/li>\n<li style=\"text-align: justify;\">Psikolojik g\u00fcvenlikten etkilenir.<\/li>\n<\/ul>\n<\/ul>\n<p style=\"text-align: justify;\">Chris Argyris, i\u015fletmelerin \u00e7o\u011fu zaman \u00f6\u011frenmeyi de\u011fil, mevcut d\u00fczeni koruyan savunma mekanizmalar\u0131 geli\u015ftirdi\u011fini y\u0131llar \u00f6nce belirtmi\u015fti.<\/p>\n<p style=\"text-align: justify;\">Amy Edmondson ise \u00e7al\u0131\u015fanlar\u0131n hata yapmaktan korktuklar\u0131 ortamlarda \u00f6\u011frenmenin, yenilik\u00e7ili\u011fin ve a\u00e7\u0131k ileti\u015fimin ciddi bi\u00e7imde azald\u0131\u011f\u0131n\u0131 ortaya koydu.<\/p>\n<p style=\"text-align: justify;\">K\u0131sacas\u0131, bireyler \u00e7o\u011fu zaman istedikleri gibi de\u011fil, sistemin \u00f6d\u00fcllendirdi\u011fi bi\u00e7imde davran\u0131rlar.<\/p>\n<p style=\"text-align: justify;\">Bu nedenle gelin, son d\u00f6nemin en pop\u00fcler kavramlar\u0131na biraz da bu g\u00f6zle farkl\u0131 bir bi\u00e7imde bakal\u0131m.<\/p>\n<p style=\"text-align: justify;\"><strong><i>Belki de bu davran\u0131\u015flar \u00e7al\u0131\u015fanlar\u0131n problemi de\u011fildir.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong><i>Belki de bunlar yanl\u0131\u015f tasarlanm\u0131\u015f y\u00f6netim sistemlerinin do\u011fal sonu\u00e7lar\u0131d\u0131r.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong>Task Masking: \u00c7al\u0131\u015f\u0131yor Gibi G\u00f6r\u00fcnmek Neden Gerekir?<\/strong><\/p>\n<p style=\"text-align: justify;\">Son d\u00f6nemin en dikkat \u00e7ekici kavramlar\u0131ndan biri hi\u00e7 ku\u015fkusuz <strong>Task Masking<\/strong>.<\/p>\n<p style=\"text-align: justify;\">En basit tan\u0131m\u0131yla;<\/p>\n<blockquote><p><strong>\u00c7al\u0131\u015fmaktan \u00e7ok \u00e7al\u0131\u015f\u0131yor gibi g\u00f6r\u00fcnmeye \u00e7al\u0131\u015fmak.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Bilgisayar ekran\u0131n\u0131 s\u00fcrekli a\u00e7\u0131k b\u0131rakmak\u2026<\/p>\n<p style=\"text-align: justify;\">\u00c7evrim i\u00e7i g\u00f6r\u00fcnmek\u2026<\/p>\n<p style=\"text-align: justify;\">Takvimi gereksiz toplant\u0131larla doldurmak\u2026<\/p>\n<p style=\"text-align: justify;\">S\u00fcrekli me\u015fgul izlenimi vermek\u2026<\/p>\n<p style=\"text-align: justify;\">\u0130lk bak\u0131\u015fta bu davran\u0131\u015f etik d\u0131\u015f\u0131 gibi g\u00f6r\u00fcnebilir.<\/p>\n<p style=\"text-align: justify;\">Ama y\u00f6neticilerin kendilerine sormas\u0131 gereken soru bence \u00e7ok farkl\u0131d\u0131r:<\/p>\n<blockquote><p><strong>\u00c7al\u0131\u015fanlar neden ger\u00e7ekten de\u011fer \u00fcretmek yerine, de\u011fer \u00fcretiyormu\u015f gibi g\u00f6r\u00fcnmeye ihtiya\u00e7 duyuyor?<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Belki de cevap d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcm\u00fczden daha rahats\u0131z edicidir.<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc baz\u0131 i\u015fletmeler \u00e7\u0131kt\u0131y\u0131 de\u011fil, g\u00f6r\u00fcn\u00fcrl\u00fc\u011f\u00fc \u00f6d\u00fcllendiriyor.<\/p>\n<p style=\"text-align: justify;\"><strong>Coffee Badging: Ofise \u00c7al\u0131\u015fmaya m\u0131, G\u00f6r\u00fcnmeye mi Gidiyoruz?<\/strong><\/p>\n<p style=\"text-align: justify;\">Bir ba\u015fka kavram ise <strong>Coffee Badging<\/strong>.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlar\u0131n sabah ofise gelip kartlar\u0131n\u0131 okutmalar\u0131, birka\u00e7 meslekta\u015f\u0131yla kahve i\u00e7meleri ve ard\u0131ndan g\u00fcn\u00fcn geri kalan\u0131n\u0131 uzaktan \u00e7al\u0131\u015farak ge\u00e7irmeleri bu davran\u0131\u015f\u0131 tan\u0131ml\u0131yor.<\/p>\n<p style=\"text-align: justify;\">\u0130lk bak\u0131\u015fta bu durum \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131n\u0131n azald\u0131\u011f\u0131n\u0131 d\u00fc\u015f\u00fcnd\u00fcrebilir.<\/p>\n<p style=\"text-align: justify;\">Ancak ben bunun farkl\u0131 bir a\u00e7\u0131dan da de\u011ferlendirilmesi gerekti\u011fine inan\u0131yorum.<\/p>\n<blockquote><p><strong>E\u011fer \u00e7al\u0131\u015fanlar yaln\u0131zca g\u00f6r\u00fcnmek i\u00e7in ofise geliyorsa, belki de i\u015fletmenin \u00f6d\u00fcllendirdi\u011fi \u015fey katk\u0131 de\u011fil, fiziksel varl\u0131kt\u0131r.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Y\u0131llar boyunca bir\u00e7ok i\u015fletme \u00e7al\u0131\u015fanlar\u0131n\u0131 ofiste ge\u00e7irdikleri s\u00fcreyle de\u011ferlendirdi.<\/p>\n<p style=\"text-align: justify;\">Oysa dijitalle\u015fme ve uzaktan \u00e7al\u0131\u015fma modelleri bize \u00f6nemli bir ger\u00e7e\u011fi yeniden hat\u0131rlatt\u0131.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlar\u0131n nerede \u00e7al\u0131\u015ft\u0131\u011f\u0131ndan \u00e7ok, nas\u0131l de\u011fer \u00fcretti\u011fi \u00f6nemlidir.<\/p>\n<p style=\"text-align: justify;\">E\u011fer performans sistemi h\u00e2l\u00e2 fiziksel g\u00f6r\u00fcn\u00fcrl\u00fc\u011f\u00fc bir ba\u015far\u0131 g\u00f6stergesi olarak kabul ediyorsa, \u00e7al\u0131\u015fanlar\u0131n da buna uyum sa\u011flamas\u0131 \u015fa\u015f\u0131rt\u0131c\u0131 de\u011fildir.<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc \u00e7al\u0131\u015fanlar \u00e7o\u011fu zaman ger\u00e7ekten ba\u015far\u0131l\u0131 olmaya de\u011fil, ba\u015far\u0131l\u0131 g\u00f6r\u00fcnmeye \u00e7al\u0131\u015f\u0131rlar.<\/p>\n<p style=\"text-align: justify;\"><strong>Quiet Cracking: Sessizce K\u0131r\u0131lan \u00c7al\u0131\u015fanlar<\/strong><\/p>\n<p style=\"text-align: justify;\">Bence son y\u0131llar\u0131n en \u00f6nemli kavramlar\u0131ndan biri ise <strong>Quiet Cracking<\/strong>.<\/p>\n<p style=\"text-align: justify;\">Bu kavram, \u00e7al\u0131\u015fan\u0131n i\u015ften ayr\u0131lmadan \u00f6nce psikolojik olarak i\u015finden kopmas\u0131n\u0131 ifade ediyor.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fan h\u00e2l\u00e2 ayn\u0131 masada oturuyor.<\/p>\n<p style=\"text-align: justify;\">Toplant\u0131lara kat\u0131l\u0131yor.<\/p>\n<p style=\"text-align: justify;\">G\u00f6revlerini yerine getiriyor.<\/p>\n<p style=\"text-align: justify;\">Ancak art\u0131k eskisi kadar \u00fcretmiyor.<\/p>\n<p style=\"text-align: justify;\">Yeni fikir geli\u015ftirmiyor.<\/p>\n<p style=\"text-align: justify;\">Sorumluluk alm\u0131yor.<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc zihinsel olarak \u00e7oktan uzakla\u015fm\u0131\u015f durumda.<\/p>\n<blockquote><p><strong>Sessizlik, her zaman huzur anlam\u0131na gelmez.<\/strong><\/p><p><strong>Bazen g\u00f6r\u00fcnmeyen t\u00fckenmi\u015fli\u011fin en g\u00fc\u00e7l\u00fc g\u00f6stergesidir.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Amy Edmondson&#8217;\u0131n psikolojik g\u00fcvenlik ara\u015ft\u0131rmalar\u0131 bu noktada olduk\u00e7a \u00f6nemli bir \u00e7er\u00e7eve sunuyor.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlar hata yapmaktan korkuyorsa, ele\u015ftirilece\u011fini d\u00fc\u015f\u00fcn\u00fcyorsa veya fikirlerini rahat\u00e7a ifade edemiyorsa zamanla sessizle\u015fiyor.<\/p>\n<p style=\"text-align: justify;\">\u00d6nce fikirlerini payla\u015fm\u0131yorlar.<\/p>\n<p style=\"text-align: justify;\">Sonra katk\u0131 sa\u011flamay\u0131 b\u0131rak\u0131yorlar.<\/p>\n<p style=\"text-align: justify;\">En sonunda ise yaln\u0131zca g\u00f6revlerini yerine getiren \u00e7al\u0131\u015fanlara d\u00f6n\u00fc\u015f\u00fcyorlar.<\/p>\n<p style=\"text-align: justify;\">Bu durum bireysel bir motivasyon sorunu gibi g\u00f6r\u00fcnse de \u00e7o\u011fu zaman \u00f6rg\u00fctsel iklimin do\u011fal bir sonucudur.<\/p>\n<p style=\"text-align: justify;\"><strong>Job Hugging: Sevmedi\u011fimiz \u0130\u015flere Neden Tutunuyoruz?<\/strong><\/p>\n<p style=\"text-align: justify;\">Son d\u00f6nemde s\u0131k\u00e7a duydu\u011fumuz kavramlardan biri de <strong>Job Hugging<\/strong>.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fan i\u015finden memnun de\u011fildir.<\/p>\n<p style=\"text-align: justify;\">Ancak yine de ayr\u0131lmaz.<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc belirsizlik, de\u011fi\u015fimden daha korkutucu g\u00f6r\u00fcnmektedir.<\/p>\n<p style=\"text-align: justify;\">Elbette ekonomik ko\u015fullar bunun \u00f6nemli nedenlerinden biridir.<\/p>\n<p style=\"text-align: justify;\">Ancak tek neden de\u011fildir.<\/p>\n<p style=\"text-align: justify;\">Baz\u0131 i\u015fletmeler \u00e7al\u0131\u015fanlar\u0131na geli\u015fme umudu sunmad\u0131\u011f\u0131nda insanlar yeni f\u0131rsatlar aramak yerine mevcut durumlar\u0131na tutunmay\u0131 tercih edebilir.<\/p>\n<blockquote><p><strong>\u00c7al\u0131\u015fanlar \u00e7o\u011fu zaman sevdikleri i\u015fte de\u011fil, en az riskli g\u00f6rd\u00fckleri i\u015fte kal\u0131rlar.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Bu nedenle Job Hugging yaln\u0131zca ekonomik bir davran\u0131\u015f de\u011fildir.<\/p>\n<p style=\"text-align: justify;\">Ayn\u0131 zamanda \u00f6rg\u00fctsel g\u00fcvenin, kariyer f\u0131rsatlar\u0131n\u0131n ve gelecek alg\u0131s\u0131n\u0131n da bir g\u00f6stergesidir.<\/p>\n<p style=\"text-align: justify;\"><strong>\ud83c\udf0d Adobe Ne Yapt\u0131?<\/strong><\/p>\n<p style=\"text-align: justify;\">Bu noktada Adobe&#8217;nin yakla\u015f\u0131m\u0131 olduk\u00e7a dikkat \u00e7ekicidir.<\/p>\n<p style=\"text-align: justify;\">\u0130\u015fletme y\u0131llar \u00f6nce geleneksel y\u0131ll\u0131k performans de\u011ferlendirme sistemini terk ederek <strong>Check-In<\/strong> modeline ge\u00e7ti.<\/p>\n<p style=\"text-align: justify;\">Ama\u00e7 \u00e7al\u0131\u015fanlar\u0131 daha s\u0131k denetlemek de\u011fildi.<\/p>\n<p style=\"text-align: justify;\">Y\u00f6neticiler ile \u00e7al\u0131\u015fanlar aras\u0131nda d\u00fczenli geri bildirim k\u00fclt\u00fcr\u00fc olu\u015fturmakt\u0131.<\/p>\n<p style=\"text-align: justify;\">Bu de\u011fi\u015fim sonras\u0131nda i\u015fletme g\u00f6n\u00fcll\u00fc i\u015ften ayr\u0131lma oranlar\u0131nda azalma ve \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131nda art\u0131\u015f oldu\u011funu a\u00e7\u0131klad\u0131.<\/p>\n<blockquote><p><strong>Bazen performans\u0131 art\u0131ran \u015fey daha s\u0131k de\u011ferlendirmek de\u011fil, daha s\u0131k konu\u015fmakt\u0131r.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\"><strong>\ud83c\uddf9\ud83c\uddf7 T\u00fcrkiye&#8217;den Bir \u00d6rnek: LC Waikiki<\/strong><\/p>\n<p style=\"text-align: justify;\">Benzer bir yakla\u015f\u0131m\u0131 T\u00fcrkiye&#8217;den de vermek m\u00fcmk\u00fcn.<\/p>\n<p style=\"text-align: justify;\">LC Waikiki, uzun y\u0131llard\u0131r b\u00fcy\u00fcmesini yaln\u0131zca yeni ma\u011fazalar a\u00e7arak de\u011fil, kendi insan kayna\u011f\u0131n\u0131 geli\u015ftirerek de s\u00fcrd\u00fcr\u00fcyor.<\/p>\n<p style=\"text-align: justify;\">\u0130\u015fletmenin insan kaynaklar\u0131 yakla\u015f\u0131m\u0131nda i\u00e7 terfi, lider yeti\u015ftirme ve \u00e7al\u0131\u015fan geli\u015fimi \u00f6nemli bir yer tutuyor.<\/p>\n<p style=\"text-align: justify;\">Bu yakla\u015f\u0131m\u0131n \u00e7al\u0131\u015fanlara verdi\u011fi mesaj olduk\u00e7a net:<\/p>\n<blockquote><p><strong>Burada yaln\u0131zca bug\u00fcnk\u00fc i\u015finiz i\u00e7in de\u011fil, gelecekte \u00fcstlenebilece\u011finiz roller i\u00e7in de de\u011ferlisiniz.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlar geleceklerini g\u00f6rebildikleri i\u015fletmelerde yaln\u0131zca daha uzun s\u00fcre \u00e7al\u0131\u015fm\u0131yor.<\/p>\n<p style=\"text-align: justify;\">Ayn\u0131 zamanda daha fazla sorumluluk al\u0131yor, daha fazla \u00f6\u011freniyor ve kurumun ba\u015far\u0131s\u0131n\u0131 kendi ba\u015far\u0131s\u0131 olarak g\u00f6rmeye ba\u015fl\u0131yor.<\/p>\n<p style=\"text-align: justify;\">Bu nedenle \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 \u00e7o\u011fu zaman maa\u015f politikalar\u0131ndan \u00f6nce kariyer f\u0131rsatlar\u0131yla ilgilidir.<\/p>\n<p style=\"text-align: justify;\"><strong>\ud83d\udcda Atlassian Vakas\u0131<\/strong><\/p>\n<p style=\"text-align: justify;\">Ge\u00e7en g\u00fcn okudu\u011fum ilgin\u00e7 bir vakay\u0131 da burada payla\u015fay\u0131m.<\/p>\n<p style=\"text-align: justify;\">Avustralya merkezli yaz\u0131l\u0131m i\u015fletmesi Atlassian, son y\u0131llarda dikkat \u00e7ekici bir uygulamaya imza att\u0131.<\/p>\n<p style=\"text-align: justify;\">\u0130\u015fletme, \u00e7al\u0131\u015fanlar\u0131n\u0131n zaman\u0131n\u0131n \u00f6nemli bir b\u00f6l\u00fcm\u00fcn\u00fc toplant\u0131larda ge\u00e7irdi\u011fini fark etti.<\/p>\n<p style=\"text-align: justify;\">Toplant\u0131lar artt\u0131k\u00e7a odaklanma s\u00fcresi azal\u0131yor, \u00e7al\u0131\u015fanlar g\u00fcn\u00fcn sonunda ger\u00e7ek i\u015flerini tamamlayabilmek i\u00e7in mesai sonras\u0131na kal\u0131yordu.<\/p>\n<p style=\"text-align: justify;\">Bunun \u00fczerine i\u015fletme, ekiplerini m\u00fcmk\u00fcn oldu\u011funca <strong>asenkron ileti\u015fim<\/strong> kullanmaya te\u015fvik etti ve belirli zaman bloklar\u0131n\u0131 toplant\u0131s\u0131z \u00e7al\u0131\u015fma d\u00f6nemleri olarak planlad\u0131.<\/p>\n<p style=\"text-align: justify;\">Ama\u00e7 toplant\u0131lar\u0131 tamamen kald\u0131rmak de\u011fildi.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlara kesintisiz d\u00fc\u015f\u00fcnme zaman\u0131 kazand\u0131rmakt\u0131.<\/p>\n<blockquote><p><strong>Bilgi ekonomisinde en k\u0131ymetli kaynak zaman de\u011fildir.<\/strong><\/p><p><strong>Kesintisiz dikkat ve odaklanma s\u00fcresidir.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Bu \u00f6rnek bize \u00f6nemli bir ger\u00e7e\u011fi hat\u0131rlat\u0131yor:<\/p>\n<p style=\"text-align: justify;\"><strong><i>\u00c7al\u0131\u015fanlardan daha fazla \u00fcretmelerini beklemeden \u00f6nce, \u00fcretmelerini engelleyen sistemi g\u00f6zden ge\u00e7irmek gerekir.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\"><strong>\ud83d\udd2c O Halde, Bilim Ne S\u00f6yl\u00fcyor?<\/strong><\/p>\n<p style=\"text-align: justify;\">Edward Deci ve Richard Ryan taraf\u0131ndan geli\u015ftirilen <strong>\u00d6z Belirleme Kuram\u0131 (Self-Determination Theory)<\/strong>, s\u00fcrd\u00fcr\u00fclebilir motivasyonun \u00fc\u00e7 temel psikolojik ihtiyaca dayand\u0131\u011f\u0131n\u0131 ortaya koymaktad\u0131r.<\/p>\n<ul>\n<ul>\n<li style=\"text-align: justify;\"><strong>\u00d6zerklik:<\/strong> \u00c7al\u0131\u015fan\u0131n i\u015fi \u00fczerinde belirli \u00f6l\u00e7\u00fcde s\u00f6z sahibi olmas\u0131.<\/li>\n<li style=\"text-align: justify;\"><strong>Yetkinlik:<\/strong> Geli\u015fti\u011fini ve ba\u015far\u0131l\u0131 oldu\u011funu hissedebilmesi.<\/li>\n<li style=\"text-align: justify;\"><strong>Aidiyet:<\/strong> Kendisini anlaml\u0131 bir toplulu\u011fun par\u00e7as\u0131 olarak g\u00f6rebilmesi.<\/li>\n<\/ul>\n<\/ul>\n<p style=\"text-align: justify;\">Bu \u00fc\u00e7 ihtiya\u00e7 kar\u015f\u0131land\u0131\u011f\u0131nda \u00e7al\u0131\u015fanlar yaln\u0131zca daha fazla performans g\u00f6stermiyor.<\/p>\n<p style=\"text-align: justify;\">Ayn\u0131 zamanda daha yarat\u0131c\u0131, daha yenilik\u00e7i ve daha istekli davran\u0131yorlar.<\/p>\n<p style=\"text-align: justify;\">Ancak bu ihtiya\u00e7lar kar\u015f\u0131lanmad\u0131\u011f\u0131nda ortaya \u00e7\u0131kan sonu\u00e7 \u00e7o\u011fu zaman tembellik de\u011fildir.<\/p>\n<blockquote><p><strong>Minimum \u00e7aba g\u00f6steren \u00e7al\u0131\u015fanlar de\u011fil, minimum katk\u0131y\u0131 \u00fcreten sistemler vard\u0131r.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Belki de son y\u0131llarda konu\u015ftu\u011fumuz b\u00fct\u00fcn bu yeni kavramlar, asl\u0131nda y\u0131llard\u0131r bildi\u011fimiz \u00f6rg\u00fctsel davran\u0131\u015f problemlerinin yeni isimlerinden ibarettir.<\/p>\n<p style=\"text-align: justify;\"><strong>\ud83d\udca1 Peki Birey Olarak Ne Yapabiliriz?<\/strong><\/p>\n<p style=\"text-align: justify;\">Sistemi tek ba\u015f\u0131m\u0131za de\u011fi\u015ftiremeyebiliriz.<\/p>\n<p style=\"text-align: justify;\">Ancak kendi \u00e7al\u0131\u015fma bi\u00e7imimizi de\u011fi\u015ftirebiliriz.<\/p>\n<ul>\n<ul>\n<li style=\"text-align: justify;\"><strong>G\u00f6r\u00fcn\u00fcr olmaya de\u011fil, de\u011fer \u00fcretmeye odaklan\u0131n\u0131z.<\/strong><br>Sizi farkl\u0131la\u015ft\u0131racak olan \u00e7evrim i\u00e7i olman\u0131z de\u011fil, ortaya koydu\u011funuz katk\u0131d\u0131r.<\/li>\n<li style=\"text-align: justify;\"><strong>D\u00fczenli geri bildirim isteyiniz.<\/strong><br>Sessizce t\u00fckenmeyi beklemek yerine geli\u015fiminiz hakk\u0131nda konu\u015fun.<\/li>\n<li style=\"text-align: justify;\"><strong>Her y\u0131l yeni bir beceri kazan\u0131n\u0131z.<\/strong><br>\u0130\u015f tan\u0131mlar\u0131 de\u011fi\u015febilir. \u00d6\u011frenme al\u0131\u015fkanl\u0131\u011f\u0131 ise en de\u011ferli kariyer sermayesidir.<\/li>\n<li style=\"text-align: justify;\"><strong>Kendinize her ay \u015fu soruyu sorunuz:<\/strong><br>&#8220;Bug\u00fcn ger\u00e7ekten de\u011fer mi \u00fcrettim, yoksa yaln\u0131zca me\u015fgul m\u00fc g\u00f6r\u00fcnd\u00fcm?&#8221;<\/li>\n<\/ul>\n<\/ul>\n<p style=\"text-align: justify;\"><strong>Sonu\u00e7<\/strong><\/p>\n<p style=\"text-align: justify;\">Task Masking&#8230;<\/p>\n<p style=\"text-align: justify;\">Coffee Badging&#8230;<\/p>\n<p style=\"text-align: justify;\">Quiet Cracking&#8230;<\/p>\n<p style=\"text-align: justify;\">Job Hugging&#8230;<\/p>\n<p style=\"text-align: justify;\">Belki de bunlar\u0131n hi\u00e7biri yeni bir davran\u0131\u015f de\u011fil.<\/p>\n<p style=\"text-align: justify;\">Yeni olan bu davran\u0131\u015flara verdi\u011fimiz isimler.<\/p>\n<p style=\"text-align: justify;\">\u00c7al\u0131\u015fanlar her zaman \u00f6d\u00fcllendirilen davran\u0131\u015f\u0131 sergilediler.<\/p>\n<p style=\"text-align: justify;\">Bug\u00fcn de ayn\u0131 \u015feyi yap\u0131yorlar.<\/p>\n<p style=\"text-align: justify;\">Belki de art\u0131k,<\/p>\n<blockquote><p style=\"text-align: justify;\"><strong>\u00c7al\u0131\u015fanlar\u0131m\u0131z neden b\u00f6yle davran\u0131yor?<\/strong><\/p><\/blockquote><p style=\"text-align: justify;\">yerine<\/p>\n<blockquote><p style=\"text-align: justify;\"><strong>Biz hangi davran\u0131\u015flar\u0131 \u00f6d\u00fcllendiriyoruz?<\/strong><\/p><\/blockquote><p style=\"text-align: justify;\">sorusunu sorman\u0131n zaman\u0131 gelmi\u015ftir.<\/p>\n<p style=\"text-align: justify;\">\u00c7\u00fcnk\u00fc <strong><i>kurum k\u00fclt\u00fcr\u00fc, y\u00f6neticilerin her g\u00fcn \u00f6d\u00fcllendirdi\u011fi davran\u0131\u015flar\u0131n toplam\u0131d\u0131r.<\/i><\/strong><\/p>\n<p style=\"text-align: justify;\">Davran\u0131\u015flar\u0131 de\u011fi\u015ftirmek istiyorsak, \u00f6nce sistemi de\u011fi\u015ftirmemiz gerekir.<\/p>\n<p style=\"text-align: justify;\">Belki de modern i\u015f hayat\u0131n\u0131n en b\u00fcy\u00fck problemi, \u00e7al\u0131\u015fanlar\u0131n de\u011fi\u015fmesi de\u011fil; yanl\u0131\u015f tasarlanm\u0131\u015f sistemlerin yanl\u0131\u015f davran\u0131\u015flar\u0131 \u00fcretmesidir.<\/p>\n<p style=\"text-align: justify;\"><strong>\ud83d\udccc Bug\u00fcn Eve D\u00f6nerken Kullanabilece\u011finiz 3 Ders<\/strong><\/p>\n<ul>\n<ul>\n<li style=\"text-align: justify;\"><strong>\u0130\u015fletmeler \u0130\u00e7in:<\/strong> \u00d6d\u00fcllendirdi\u011finiz davran\u0131\u015flar zamanla kurum k\u00fclt\u00fcr\u00fcn\u00fcz\u00fc olu\u015fturur.<\/li>\n<li style=\"text-align: justify;\"><strong>Y\u00f6neticiler \u0130\u00e7in:<\/strong> \u00c7al\u0131\u015fanlar\u0131 kontrol etmeye de\u011fil, g\u00fcven ve geli\u015fim \u00fczerine kurulu sistemler tasarlamaya odaklanman\u0131z gerekir.<\/li>\n<li style=\"text-align: justify;\"><strong>\u00c7al\u0131\u015fanlar \u0130\u00e7in:<\/strong> Kariyerinizi me\u015fgul g\u00f6r\u00fcnmek \u00fczerine de\u011fil, de\u011fer \u00fcretmek \u00fczerine in\u015fa etmelisiniz.<\/li>\n<\/ul>\n<\/ul>\n<p style=\"text-align: justify;\"><strong>\ud83d\udcad D\u00fc\u015f\u00fcnmeye De\u011fer Bir Soru<\/strong><\/p>\n<blockquote><p><strong>Bug\u00fcn kurumunuzda ger\u00e7ekten \u00f6d\u00fcllendirilen \u015fey de\u011fer \u00fcretmek mi?<\/strong><\/p><p><strong>Yoksa de\u011fer \u00fcretiyormu\u015f gibi g\u00f6r\u00fcnmek mi?<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\"><strong>\u270d\ufe0f Ki\u015fisel Not<\/strong><\/p>\n<blockquote><p><strong>Belki de sorun insanlar de\u011fildir.<\/strong><\/p><p><strong>Tasarlad\u0131\u011f\u0131m\u0131z sistemlerdir.<\/strong><\/p><\/blockquote>\n<p style=\"text-align: justify;\">Siz ne dersiniz?<\/p>\n<p style=\"text-align: justify;\">De\u011ferli yorumlar\u0131n\u0131z\u0131 bekliyorum.<\/p>\n<p style=\"text-align: justify;\">Bir sonraki yaz\u0131mda tekrar g\u00f6r\u00fc\u015fmek \u00fczere, selam ve sevgilerimle&#8230;<\/p>\n<p style=\"text-align: justify;\"><strong>Kaynak\u00e7a<\/strong><\/p>\n\n<ul>\n<ul style=\"text-align: justify;\">\n<li>Argyris, C. (1990). <em>Overcoming Organizational Defenses: Facilitating Organizational Learning.<\/em> Boston, MA: Allyn &amp; Bacon.<\/li>\n<li>Deci, E. L., &amp; Ryan, R. M. (2000). The &#8220;what&#8221; and &#8220;why&#8221; of goal pursuits: Human needs and the self-determination of behavior. <em>Psychological Inquiry, 11<\/em>(4), 227\u2013268. https:\/\/doi.org\/10.1207\/S15327965PLI1104_01<\/li>\n<li>Edmondson, A. C. (2019). <em>The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth.<\/em> Hoboken, NJ: John Wiley &amp; Sons.<\/li>\n<li>Argyris, C., &amp; Sch\u00f6n, D. A. (1996). <em>Organizational Learning II: Theory, Method, and Practice.<\/em> Reading, MA: Addison-Wesley.<\/li>\n<li>Adobe Inc. (2012). <em>Adobe Abolishes Annual Performance Reviews.<\/em> Adobe Blog.<\/li>\n<li>Kelly, D. (2015). How Adobe Got Rid of Annual Performance Reviews. <em>Harvard Business Review.<\/em><\/li>\n<li>Atlassian. (2024). <em>Teamwork Lab: Meetings, Focus Time and Distributed Work.<\/em> Atlassian Teamwork Lab Reports.<\/li>\n<li>LC Waikiki. (2024). <em>Sustainability Report 2023.<\/em> \u0130stanbul: LC Waikiki.<\/li>\n<li>Vuori, T. O., &amp; Huy, Q. N. (2016). Distributed attention and shared emotions in the innovation process: How Nokia lost the smartphone battle. <em>Administrative Science Quarterly, 61<\/em>(1), 9\u201351. https:\/\/doi.org\/10.1177\/0001839215606951<\/li>\n<li>World Economic Forum. (2025). <em>The Future of Jobs Report 2025.<\/em> Geneva: World Economic Forum.<\/li>\n<\/ul>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>(Y\u00f6netim \u00dczerine D\u00fc\u015f\u00fcnceler) Son d\u00f6nemde dikkatimi \u00e7eken birka\u00e7 yeni kavram ortaya \u00e7\u0131kt\u0131. Task Masking. Coffee Badging. Quiet Cracking. Job Hugging. Bunlara yak\u0131n zamanda Bare Minimum Monday, Revenge Quitting ve Conscious Unbossing gibi yeni kavramlar da eklendi. LinkedIn&#8217;de tarzlar\u0131n\u0131 be\u011fendi\u011fim ve izlemeye ald\u0131\u011f\u0131m y\u00f6neticilerin bir k\u0131sm\u0131 bu kavramlar\u0131 tart\u0131\u015f\u0131yorlar. \u0130nsan kaynaklar\u0131 profesyonelleri de bunlara \u00e7\u00f6z\u00fcm ar\u0131yor.<\/p>\n","protected":false},"author":1,"featured_media":2846,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"jetpack_seo_schema_type":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_hide_featured_image":false,"_jetpack_featured_image_duplicate_dismissed":0,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[153,1],"tags":[543,466,751,54,753,462,329,328,749,542,497,460,752,34,750,544,16,548],"class_list":["post-2841","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogum","category-duyuru","tag-calisan-bagliligi","tag-calisan-deneyimi","tag-coffee-badging","tag-insan-kaynaklari","tag-job-hugging","tag-kurum-kulturu","tag-liderlik","tag-motivasyon","tag-organizasyon-kulturu","tag-orgutsel-davranis","tag-performans-yonetimi","tag-psikolojik-guvenlik","tag-quiet-cracking","tag-stratejik-yonetim","tag-task-masking","tag-yetenek-yonetimi","tag-yonetim","tag-yonetim-bilimi"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5nO7q-JP","jetpack-related-posts":[],"amp_enabled":true,"jetpack_featured_media_url":"https:\/\/i0.wp.com\/www.gultekinaltuntas.com\/wp-content\/uploads\/2026\/07\/dr.-gultekin-altuntas-6a466cb359029.png?fit=1024%2C1024&ssl=1","_links":{"self":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2841","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2841"}],"version-history":[{"count":4,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2841\/revisions"}],"predecessor-version":[{"id":2849,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/posts\/2841\/revisions\/2849"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=\/wp\/v2\/media\/2846"}],"wp:attachment":[{"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2841"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2841"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.gultekinaltuntas.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2841"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}