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Örgütlerde Zenginliğin Kaynağı Olarak Farklılıkların Yönetimi: Kavramsal Bir İnceleme

Diversity Management as a Source of Wealth in the Organization: A Conceptual Analysis

Journal Name:

  • Çankırı Karatekin Üniversitesi Sosyal Bilimler Enstitüsü Dergisi

Publication Year:

  • 2016

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
Today, it is an accepted fact that the organizations also are consist of people who are absolutely multinational, and from different religions, political view, ethnicity, gender and knowledge, according to structure of the society. Human resource which we can call humanly capital is the primary wealth of a country among other resources. The countries that could comprehend the significance of that humanly capital, and make true investments through it, have been becoming wealthier while the ones that ignore the issue have been getting poorer. Just because of that, it has a real importance for those organizations to see the diversity not as a problem but as an opportunity, and to prepare an effective human resources management strategy. Especially within the process of globalization, the managers, considering the fact that it is inevitable the diversity in labour, should turn the diversity into a synergy by developing effective policies programs and strategies to ensure the conditions and environment which are needed to develop human resources. In this respect, in this study, the “diversity” which is accepted as the source of wealthin the organizations was examined within the frame of human resources management and the importance of the issue was pointed.
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Abstract (Original Language): 
Günümüzde toplumların yapısına bağlı olarak örgütlerin de farklı bilgi, yetenek, etnik, cinsel, politik, dini vb. özelliklere sahip çalışanlardan oluştuğu bilinen bir gerçektir. Ülkelerin zenginlik kaynaklarının başında beşeri sermaye olarak nitelendirdiğimiz insan sermayesi gelmektedir. Bu sermayenin önemini kavrayan ve buna yönelik yatırımlar yapan ülkeler giderek zenginleşirken, bu durumu ihmal eden ülkeler ise giderek fakirleşmektedirler. Bu nedenle örgütlerin farklılığı bir sorun değil, bir fırsat olarak görmeleri ve buna dönük etkili bir insan kaynakları yönetimi stratejisi geliştirmeleri büyük önem taşımaktadır. Özellikle küreselleşme süreci kapsamında yöneticilerin, işgücü profilinde farklılaşmaların kaçınılmaz olduğu gerçeğinden hareketle insan kaynakları gelişimi için gerekli olan koşulları ve ortamı sağlayacak stratejiler, politikalar ve programlar geliştirerek farklılığı bir sinerjiye dönüştürmeleri gerekir. Bu bağlamda yapılan çalışmada, örgütlerde zenginliğin kaynağı olarak kabul gören “farklılıkların” insan kaynakları yönetimi çerçevesinde ele alınarak konunun önemi ortaya konulmuştur.
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