Yrd.doç.dr.hüseyin YILMAZ, Doç.dr.atila KARAHAN

İşletmelerde Liderlik Performansının Geliştirilmesi ve Yönetsel Başarıya Etkisi

Liderler, çalışanların verimliliği, işgücü devri ve örgütsel moral üzerinde etkilidirler. Özellikle, örgütler arasında liderlik performansının geliştirilmesine ilgi güçlüdür. Literatürde, liderlik geliştirme uygulaması ve onun bilimsel temeli arasında bağlantısızlığın yanı sıra lider ve liderlik geliştirme arasındaki ayrımlar konusunda bir kavram karışıklığı bulunmaktadır. Bu araştırma, üç bağlamsal boyutla liderlik geliştirme alanını incelemektedir: (1) liderlik geliştirmeyi kavrama (kavramsal bağlam); (2) devam eden örgütsel çalışma bağlamında gelişimsel durumu (teori bağlamı); ve (3) liderlik performansının geliştirilmesinin örgütlere etkilerinin özetlenmesi (araştırma bağlamı). Bu araştırmanın kapsamlı amacı, örgütlerdeki önemini göstererek, liderlik performansının geliştirilmesi ve uygulama yöntemleri arasında bir köprü kurmaktır. 360 derece geri besleme (feedback), yönetici koçluğu, mentorluk, şebeke kurma, işlere görevlendirme ve yaparak öğrenme dahil spesifik konular incelenmektedir. Liderlik performansını geliştirme, bir sonuç değil, sistemik bir süreçtir. Etkili liderlik performansını geliştirme uygulamaları spesifik işletme zorunluluklarıyla ilişkilidir.

Anahtar Kelimeler:

Liderlik, Liderlik Geliştirme, Liderlik Performansı, Yöntemler, Süreç

Development of Leadership Performance in The Firms And Its Impact To Managerial Success

Leaders have an impact on employee productivity, labour turnover, and organizational morale. Interest in leadership performance development is strong, especially among organizations. In literature there is conceptual confusion regarding distinctions between leader and leadership development, as well as disconnection between the practice of leadership development and its scientific foundation. This study review examines the field of leadership development through three contextual dimensions: (1) understanding leader development (conceptual context); (2) reviewing how state-of-the-art development is being conducted in the context of ongoing organizational work (theory context); and (3) summarizing that has implications for the organizations of leadership performance development (research context). For this study the overall purpose is to bridge the practice methods and development of leadership performance by showing the importance in organizations. Specific practices that are reviewed include 360- degree feedback and executive coaching, mentoring and networking, and job assignments and action learning. Leadership performance development must become a systemic process, not an event. Effective leadership performance development practices are tied to specific business imperatives.

Keywords:

Leadership, Leadership Development, Leadership Performance, Methods, Process,

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