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K. Konishi, M. H. (1998). Sliding mode control for a class of chaotic systems. Phys. Lett. A,
vo1.245 , pp.511-517.
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S. Emiroğlu, Y. U. (2010). Passivity based Chaos Control of the T System,. IMS 2010 (s.
118-125). Sarajevo, Bosnia Herzegovina: International University of Sarajevo.
X. Chen, C. L. (2010). Passive control on a unified chaotic system. Nonlinear Analysis: Real
World Applications 11 , 683-687.
Y.Zeng, S. N. (1997). Adaptive control of chaos in Lorenz system. Dynamic Contr., vol. 7 ,
pp 143 - 154.
Yu, W. (1999). Passive equivalence of chaos in Lorenz system. IEEE Trans.Circuits Syst. I,
vo1.46, no.7 , pp.876-878.
Synchronization of a chaotic finance system via active control
Zekeriya Özdemir, Selçuk Emiroğlu, Yılmaz Uyaroğlu
Sakarya University, Electrical Electronics Engineering Department, Turkey
E-mails: zozdemir@sakarya.edu.tr, selcukemiroglu@sakarya.edu.tr,
uyaroglu@sakarya.edu.tr
Abstract
This paper discusses chaos synchronization of the three dimensional finance system based on
active control technique. Using active control theory, chaos synchronization of three
dimensional chaotic finance system is realized with three input. The designed controllers
ensure the stability of error dynamical system between two identical chaotic finance systems.
Also, the controllers provide that the error dynamical system converges to zero equilibrium.
Numerical simulations show that the proposed method is effective for chaotic finance system.
Keywords: Chaotic finance system, chaos synchronization, active control
1. INTRODUCTION
Since the control of chaotic systems is firstly proposed by Ott, Grebogi and Yorke, chaos
control has become one of the much interesting research subject. Also, chaos synchronization
has received a huge increasing interest and has been studied in the past two decades, after
Pecora and Carroll introduced the synchronization method. Recently, many control methods
are proposed to the control and the synchronization of the chaotic systems. The control
strategies applied to control and synchronization of chaos such as OGY method (E. Ott, C. G.
1990), linear feedback control (A.E. Matouk, 2008), passive control (S. Emiroğlu and Y.
Uyaroğlu, 2010; X. Chen, C. L. 2010), active control (S. Emiroğlu, Y. Uyaroğlu, 2011) etc..
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In this paper, we study the control of chaos in a nonlinear finance chaotic system which was
proposed by reference (Guoliang Cai, 2007). The state equations of chaotic finance system are
written below Eq 1. (Guoliang Cai, 2007)
x z ( y a) x
y 1 by x 2
(1)
z x cz
where variable x represents the interest rate in the model; variable y represents the investment
demand and variable z is the price exponent. The parameter a is the saving. b is the perinvestment cost. c is the elasticity of demands of commercials. And they are positive
constants.
Mathematical model of a finance system is constructed by using Matlab-Simulink program as
shown in Figure 1.
u
2
x
z
y
1
1
s
1
x
s
z
1
s
a
b
c
y
Figure 17. Matlab-Simulink model of finance system
Chaotic time series and phase portraits of the system are shown in Figure 2.
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Figure 18. Phase portraits of the system
2. SYNCHRONIZATION OF CHAOTIC FINANCE SYSTEM
In this section, the synchronization of finance chaotic system (2) is achieved using active
control theory. The active control scheme is employed to realize chaos synchronization.
Suppose the drive system below,
x1 z1 ( y1 a) x1
2
y1 1 by1 x1
(2)
z1 x1 cz1
and the response system,
x 2 z 2 ( y 2 a) x 2 u1
2
y 2 1 by 2 x 2 u 2
z 2 x 2 cz 2 u 3
(3)
where ui(i = 1,2,3) is active control function to design.
Then the error dynamical system between the drive system (2) and the response system (3) is
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e1 e3 y 2 x 2 y1 x1 ae1 u1
2
2
e2 be2 x 2 x1 u 2
(4)
e3 e1 ce3 u 3
in which e1 = x2 - x1, e2 = y2 - y1 and e3 = z2 - z1.
The active control functions can be designed as
u1 e3 y 2 x 2 y1 x1 (a 1)e1
u 2 (b 1)e2 x 2 x1
2
2
(5)
u 3 e1 (c 1)e3
When the controllers are added to chaotic system, then the eigenvalues of the closed loop
system are -1, -1 and -1. Hence, in light of the linear system theory, our choice can ensure that
the origin of the error dynamical system is asymptotically stable.
Numerical simulation of synchronization of chaotic finance system which has different initial
conditions is performed. The initial conditions of the drive system and the response system
are (0.1 0.23 0.3) and (0.1 0.5 0.7) respectively. Figure 3 shows time series of drive and
response system and error between drive and response system. As can be seen from Figure 3,
after controllers are activated t=50s, the synchronization of two chaotic finance system with
different initial conditions is realized and also, can be seen that the error between drive and
response system converges to zero.
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4
x1-x2
2
0
-2
-4
0
20
40
60
80
100
60
80
100
60
80
100
60
80
100
60
80
100
60
80
100
t
4
y1-y2
2
0
-2
0
20
40
t
2
z1-z2
1
0
-1
-2
0
20
40
t
4
e1
2
0
-2
-4
0
20
40
t
4
e2
2
0
-2
-4
0
20
40
t
4
e3
2
0
-2
-4
0
20
40
t
Figure 3 Time series of the drive and response system and error between drive and
response system when active controllers are activated at t=50s
3. CONCLUSION
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This work discusses chaos synchronization of the finance chaotic system. Synchronization
between the two finance chaotic systems with different initial conditions is achieved by using
active control scheme. Finally, numerical simulations are provided to verify the theoretical
analysis and also show that the proposed method works effectively.
REFERENCES
E. Ott, C. G. (1990). Controlling chaos. Phys.Rev.Lett.,vol.64 , pp.1196-1199.
A.E. Matouk, (2008) Dynamical analysis, feedback control and synchronization of Liu
dynamical system, Nonlinear Analysis 69 3213–3224
S. Emiroğlu and Y. Uyaroğlu, (2010). Control of Rabinovich chaotic system based on passive
control, Scientific Research and Essays Vol. 5(21), pp. 3298-3305.
X. Chen, C. L. (2010). Passive control on a unified chaotic system. Nonlinear Analysis: Real
World Applications 11 , 683-687.
Selçuk Emiroğlu, Yılmaz Uyaroğlu (2011), Kaotik Burke-Shaw Çekicisinin Aktif Kontrol İle
Senkronizasyonu, e-Journal of New World Sciences Academy, Volume: 6, Number: 1, Article
Number: 1A0154
Guoliang Cai, J. H. (2007). A New Finance Chaotic Attractor. International Journal of
Nonlinear Science Vol. 3 (2007) No. 3 , pp. 213-220.
Feedback control of chaos in a hyperchaotic finance system
Yılmaz Uyaroğlu1, Recep Temel2, Hilmi Kırlıoğlu3
1Sakarya University, Electrical Electronics Engineering Department, Turkey
2Bozok University, Turkey
3Sakarya University, Faculty of management, Turkey
E-mails: uyaroglu@sakarya.edu.tr, hilmik@sakarya.edu.tr
Abstract
Based on the mathematical model of a nonlinear finance chaotic system, the complicated
dynamical behavior of the model is further investigated. Firstly, the complicated dynamical
behaviors of the system are analyzed. Moreover, the feedback control of the nonlinear finance
chaotic system is presented. We settle the nonlinear finance chaotic system to equilibrium
point with only one controller.
Keywords: Hyper chaotic finance system, chaos control, feedback control
1. INTRODUCTION
135
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Synchronization of a chaotic finance system via active control
Author
Author
Zekeriya , Özdemir
Abstract
A summary of the resource.
This paper discusses chaos synchronization of the three dimensional finance system based on active control technique. Using active control theory, chaos synchronization of three dimensional chaotic finance system is realized with three input. The designed controllers ensure the stability of error dynamical system between two identical chaotic finance systems. Also, the controllers provide that the error dynamical system converges to zero equilibrium. Numerical simulations show that the proposed method is effective for chaotic finance system. Keywords: Chaotic finance system, chaos synchronization, active control
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General),HB Economic Theory,HG Finance,HJ Public Finance
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Ram, S. and Sheth, J. N. (1989) Consumer resistance to innovations: the marketing problem
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Yang, B., Lester, D. and James, S. (2007) British and American attitudes toward buying
Online, Oxford Journal, 6(1), 18-27.
Zukowski, T. and Brown, I. (2007) Examining the Influence of Demographic Factors on
Internet Users’ Information Privacy Concerns, In Proceedings of SAICSIT Conf.'2007, 197204.
A Study About Mobbing On Students, The Relationship Between Their Personality
Traits And Mental Status
Zeki Akinci, Osman Nuri Demirel, Yusuf Yilmaz
Akdeniz University, Turkey
E-mails: zakinci@akdeniz.edu.tr, onuridemirel@mynet.com, yusufyilmaz@akdeniz.edu.tr
Abstract
The purpose of this study is to assess the effect of psychological violence (mobbing) on the
mood of students attending colleges and on how the mood affects their traits. In this context,
the effect of the violence level as psychological impact on the mood of students was
examined in the process of personality traits. The sample group of the study consists of 250
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�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
last class students studying at a social sciences vocational school in Antalya, Turkey.
Behaviour scale for psychological violence, scale of personality characteristics and
depression scale were used in the study. Perceptions of mobbing of the students came from
rural areas with low-income are higher than city dwellers students with normal or high
income levels. However, it was observed that male students were exposed to mobbing more
than female students.
Keywords: Psychological violence, personality traits, mood
BACKGROUND
1. MOBBING
According to the International Labour Organisation (ILO), mobbing is defined as, "
behavior in attitudes for the purpose of manifesting individual or group sabotage, revenge,
cruel, malicious or insulting " (Karavardar, 2009). At the same time, mobbing is identified as
a problem rapidly growing in workplaces by International Labour Organization. Mobbing,
constituting behavior to the target person for humiliating and intimidating. This type of
behavior are laid out with the open or secret using verbal or nonverbal behaviors (Lewis et
al., 2002).
Mobbing is done expressing hostile and unethical communication in a systematic way in
working life that is applied by one or a few people against a person to make one helpless and
defenseless according Leymann'a (1996). Mobbing behavior is usually performed, covering a
long period.
According Tınaz (2008), eight chapters are grouped under the facts underlying the
mobbing behavior. These are:
Enforcing individual to get the rule of group accepted
To enjoy from hostility
Only the pleasure
Boredom
Reinforce prejudices
Believe that they have exclusive rights
Selfishness
The risk of mobbing targets is valid for everyone in all businesses and cultures. Although
mobbing process mechanism in the process develops in different ways in different offices
typically it is observed in a very typical and a similar way. Four different types of individual
are in danger of being victimized in workplaces (Huber, 1994):
Only one person: This person can be a single male / female working in an office whether
he/she works with the large numbers of female or visa versa in a workplace.
A different person: any person who is non-fusible and different from others, This can be an
individual dressed in a different manner as well as impaired or foreign person. Sometimes,
being just one single person within married persons in an office, or being a married person
within singles is a sufficient reason to be victim of mobbing. Mobbing possibility is very high
of minority people to be involved in a group.
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�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Successful people: has a major achievement, winning the admiration of the supervisor or
direct administration of a customer or a person who praises, can easily envied by colleagues.
All kind of games are played from behind of individuals, rumors can be removed and expose
to work sabotage.
New particapated person: Prensence of a popular person working in that position before, or
have very much liked than the new arrival one with higher quality than the other persons
working there increases the risk of being victim of mobbing.
Workplace mobbing, takes place in four phases (Tınaz et al, 2008).
In the first stage, the conflict is in question
The second stage, there is the start of the workplace psychological harassment
The third stage, the introduction of business management and false ascription and definitions
could be mentioned
In the fourth stage, there are moving away from working life
Mobbing, as the results of both the victim exposed to mobbing is of great importance both
in terms of business (Tinaz, 2008). According to the report of the International Labour
Organisation (1998), mobbing in terms of business, medium-and long-term, interpersonal
relations, and undermine the entire business environment.
2. PERSONALITY
Personality is the own image factors affecting behaviors on thinking and feeling. The
personality encompasses all the behaviors, which are constantly under the influence of
internal and external stimuli of the individual constituting psychological, biological, genetic
properties and all the abilities acquired, motives, emotions, desires, habits. (Tınar, 1999:93).
However, people built distinctive form of a relation with other members which can be
defined as a consistent and structured in internal and external environment (Cüceoğlu, 1997:
404).
Personality is the complex of the ensemble of a number of features. But all this came
together and combined with an individual on the basis of features, mainly the issues related to
the three main divisions. Generally, a double function, which may be associated with one of
three slice. In fact, in this issue it is not possible to make a distinction in the form of clear and
precise lines. This is an abstraction and generalizations to better understand the formation of
personality. By such an approach, the concept consists of three slices. These are the character,
temperament and talent. Interpersonal differences, differences in the relationship of these
features will lead to differences or features (Erdogan, 1994: 244-245).
Character: Personality and the concept "character" is the most frequently used in the same
sense, Character, refers to the social and moral property of personality. Character, is like a
skeleton of personality. The concept of the character is closely related to social values and
moral rules with its environment (Zel, 2001: 27).
Temperament: The second aspect of personality is mood. In fact, character significantly
depends on temperament (temperament). Temperament is a significant aspect of continuous
and cyclical. The behavior is seen as the evolution of social, moral aspects, temperament,
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which is the continuous part of these aspects. The hereditary aspect of the property show
individual attitudes, which should be considered as the propert of person.
Talent: is the most important skill constituting the third slices of personality. Talent, owned
by an individual refers to the entire mental and physical abilities. It is all of the form of
features to analyze, realize outcome and perform some of the facts, such as the totality of
mental properties.
2.1. Personality Type A and B
The stress was firstly revealed by two cardiologists Friedman and Rosenman in the late
1960s. It is perceived to be the concept of "type A" and "type B" personality styles that has
today wide acceptance (Luthans, 1995:406). Personality type has been closely associated
with daily lives of individuals and at the levels of exposured stress. According to the findings
on this subject, type A has higher heart disorders probability then type B. (Vecchio, 1995:
498).
In addition, in middle and lower echelons of organizations type A personality were more
successful than individuals, but B personality individuals are more successful than A toplevel, since they are patient and detailed thought. In this case, it is possible to say that might
be more successful by making shifts individuals with Type A and type B in accordance with
the requirements of time and environment,. However, it should be known that the probability
of achieving seems within the individuals (Luthans, 1995: 407).
Behaviors of type A are aggressive, impatient and very much intended. They want to be
more successful as quickly as possible. Lively, energetic feel, and hold themselves do not
tolerate. With the behavior of type B is the individual, on the contrary less competitive, less
devoted to work and less susceptible to time. Such people are in less conflict with time and
more balanced to life and has very comfortable. Running in a stable speed and feel more
confidence in himself. It can not be said A type more or less successful than B type person. In
addition, Friedman and Rosenman said that there was no pure people as type A or type B,
instead, it might have expressed more inclined to one of two types. For example, one often
exhibits a type A personality traits, but can be a calm and quiet for a short time, in some cases
he can even forget the time (Moorhead and Griffin, 1992: 463).
Personality type of discovered by researchers has been associated closely with eachother
at both levels of exposure to stress in their daily lives of individuals. Following lists is the
"Feel and the complex motion referred to as the properties of persons " type A and B by
Rosenman Friedman and (Luthans, 1995: 304):
Tablo 1: A and Type B Personality Traits
Type A Personality Traits
Type B Personality Traits
They are in action every time.
They are interested in time
Quick walk.
Patient
Quick eat.
Do not like to brag.
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Quick walk.
Do for fun, not to win games and sports.
Impatient.
Inside of a comfortable way to rest.
Do two things at a time.
Are not under the pressure of finishing the job
immediately
There is no free time.
They are earnest persons.
The numbers are against the obsessions.
Never do not rush
Numbers tend to measure success
Aggressive.
Competitive.
Are under continuous pressure of time
3. DEPRESSION
Depression is a feeling of deep gloom, in a state of thought, speech and motion slowdown,
recession, worthlessness, smallness, weakness, reluctance, thoughts and feelings of
pessimism is a syndrome with symptoms such as slowing down the physiological functions
(Öztürk, 1985). For example, fail in get a job, fall in entered an exam, losing-close relatives
cause emotionally depression in situations. State of emotional distress can be short put,
sometimes days, it can also take weeks or even months. Here are some of the features in
humans depression (South, 2009: 307-308):
oneself to feel worthless and inadequate,
to lose the joy of life,
self-constantly feeling tired,
to look at people and events pessimistically,
the person's continuous speech,
to complain constantly.
The outer appearance of the person who is neurotic depression, usually depressed, sad and
hopeless. There is a fake-view of depressive person with grotesqueness or expression-less
face. Each event is seen from the pessimistic direction, he has no interested in any activity
giving pleasure, may not be alone, can sit for hours by staring. He can complain of
difficulties living in low concentrating. Sleep disturbances, restlessness, can cause symptoms
such as irritability and internal tension (Kutash, 1965: 967).
According to the theory developed by Beck and his colleagues, depression is not mainly
disorder of feeling it is a cognitive disorder. Three important cognitive disorders are refered
to the formation of depression (Beck, 1979):
Person's self negative view: Depressive people feel algae itself, incomplete, defeated, serves
as worthless and inadequate. Believes, and sees itself being no-loved rejects himself due to
omissions.
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Negative overview to experiences: Depressed people interpret it as an indication of the lack
of environment interaction.
Negative look to the future: People desperate future, in the dark, deprived and feels
frustrated.
Personality traits may be a risk factor for depression. Difficulty in coping with stress and
interpersonal relationships throughout the life of an individual creates a neurotic, dependent,
obsessive, introverted, low self-esteem, non-aggressive, anxious, pessimistic personality
traits, which are reported to be developing things more on the depression (Unal, 2000).
4. METHOD
4.1. Population and Sampling
The study population were consisted of students in the Akdeniz University. The sampling
was done from the last grade students attending School of Social Sciences in Akdeniz
University. Students was chosen from ones since students had spent more time. They could
also better evaluate the school and their spiritual status behavior containing the mobbing. A
total of 300 questionnaires were distributed to students, and of 300 questionnaire 271 could
be received and was statistically evaluated by 90.3% ratio as re-cycle.
4.2. Data Collection Tool
Personal Information Form. In this form, questions are asked in order to obtain information
the participants age, gender, reading program, income level, family, school and
accomodation. Furthermore, questions were asked as "had they the opportunity what would
be their choice?" to the students and to choose between two options was requested. The
answers were evaluated to be "choice opportunity" score to these questions.
Mobbing Survey In the first running of questionnaire 45 questions covering the
"psychological intimidation Leymann (LIPT) Scale" developed by the first researcher
Leymann (1996) and 14 questions of Rakness Einarsen (1997) on mobbing and appropriate
40 questions of "Negative Behavior (NAQ) Scale" developed by Denise Salin (Salin, 2001)
were used. These issues in the form of judgments took place in survey and answering were
asked as the one mark of the options related to himself ¨to be "always", "often", "sometimes",
"rarely" and "never". "5-point Likert Scale " was used to be scaling method of basic research.
Personality Questionnaire Personality type, is a modified version of the Jenkins activity
survey (Jetkins, Ayzanski and Rosenman, 1971). In this study, to identify the personality on
the structure of A and B, personality scale of Durna were used (Durna, 2004). 20 items were
considered (Moorhead and Griffin, 1992: 465; Baltaş and Baltaş: 2000: 148-150) to be the
personal characteristics of a scale containing. habits, attitudes towards time under various
conditions, environment, relationships, thoughts and feelings about.
These issues in the form of judgments took place in survey and answering were asked as
the one mark of the options related to himself ¨to be "always", "often", "sometimes", "rarely"
and "never". "5-point Likert Scale " was used to be scaling method of basic research.
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Analysis of Mental Status Questionnaire. Beck Depression Index (BDI) developed in order to
measure emotional, cognitive, somatic, and motivational components by a self-report scale
(Beck, 1961). BDI is one of the most frequently tools used giving information about himself
on research and clinics. Although the main objective is to evaluate the symptoms of
depression in a comprehensive way it is allow the assessment of cognitive content. The scale
is composed of 21 items, two items on emotions, eleven items on cognitions, two-material
behavior, five-item on physical symptoms, an item is divided to the symptoms within
persons. A questionnaire consisting of 21 questions were used in the evaluation of BDI. Each
item is composed of four head.
4.3. Data Analysis
For the purpose of the study, independent sample t test (Independent Samples T-Test) and
one-way analysis of variance (ANOVA) were used. In making binary comparisons, Scheffe
cases in homogeneity of variance; Tamhane test was used in cases not provided. The data was
analyzed using SPSS 17.0 sofware by 0.05%. 0.05-0.01 levels of significance were
considered during investigation.
5. RESULTS AND COMMENTS
5.1. Demographic Properties
Demographic findings on individuals included in the study are given in Table 1.
Table 1: Demographic Characteristics of Participants
Variable
Gender
Age
Programme
Income level
52
N
%
Female
142
52,4
Male
128
47,2
Total
270
99,6
18-19
70
25,8
20-21
135
49,8
22 and above
64
23,6
Total
269
99,3
Education in the Daytime
143
52,8
Education in the Evening
128
47,2
Total
271
100
Low
54
19,9
Medium
193
71,2
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Family's
residence
place
Staying with family
Choose a school
High
23
8,5
Total
270
99,6
of Village
44
16,2
County
32
11,8
City
195
72,0
Total
271
100
Yes
138
50,9
No
132
48,7
Total
270
99,6
1-4
183
67,5
5-8
35
12,9
9-12
37
13,7
13 and above
16
5,9
Total
271
100
105
38,7
166
61,3
271
100
What would be your Same school
choice
if
the
Different school
opportunity
Total
In examining the demographic characteristics of respondents, 52.4% of respondents
indicating gender females, 47.2% percent is composed of males. 25.8% of the participants
examined the age groups' range as 18-19 ages, 20-21 ages by 49.8% and the age above of 22
by 23.6%. 52.8% of the participants are attending day-school, 47.2% percent are in the night academic programs. In terms of income levels, 19.9% of respondents were reported to be
low, 72.2% percent moderate and 8.5% is seen to have high levels of income. Participants'
families, 16.2% percent in the villages, and 11.8% lived in towns by 72% in cities of the
respondents live together with their families by 50.9% and 48.7% lives in an environment
separated from their families. The participants prefers are examined in view of attending
school as a choice, 67.5% percent of those who chose the first of four preference, 12.9%
percent of those who chose between the fifth and the eighth choice, those who choose
between nine and twelve chosen by 13.7%, and 5.9% is between 13 and further chooser.
Participants had the opportunity to make a choice again, 38.7% was stated to "would choose
the same school", and 61,3% had "would choose another school,".
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5.2. Results on gender differentiation
Table 2: The Independent Samples T Test Results of The Students Regarding Their
Personality, Depression and Perception of Mobbing According to Gender Variable
Level
N
Mean
Std. Deviation Std. Error Mean df
Personality Female 132 61,9167 10,22274
Male
Mobbing
,88978
127 63,8976 9,12943
P
257
-1.643
,102
263
-4,198
,000**
259
-,864
,388
,81011
Female 140 50,1786 12,93162
1,09292
Male
2,66260
125 61,8000 29,76873
Depression Female 134 30,3209 8,26588
Male
t
,71406
127 31,2520 9,13563
,81066
**. The mean difference is significant at the 0.01 level.
When the Table 2 is examined, a significant difference is not found between personality and
depression according to gender variable. On the other hand, perception of male students on
mobbing are higher than female students at 0.01 significant level.
5.3. Results on differentiation by age
Table 3: ANOVA Analysis on Personality, Depression and Perception of Mobbing in terms
of Age.
Sum
Squares
Age
Personality Between Groups 361,885
Mobbing
df
Mean Square
F
Sig.
2
180,943
1,913
,150
94,588
,391
,677
,061
,941
Within Groups
24119,882
255
Total
24481,767
257
Between Groups 423,625
2
211,813
Within Groups
141383,068
261
541,698
Total
141806,693
263
Depression Between Groups 9,349
Within Groups
54
of
19579,155
2
4,674
257
76,183
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Sum
Squares
Age
of
Personality Between Groups 361,885
Mobbing
df
Mean Square
F
Sig.
2
180,943
1,913
,150
94,588
,391
,677
,061
,941
Within Groups
24119,882
255
Total
24481,767
257
Between Groups 423,625
2
211,813
Within Groups
141383,068
261
541,698
Total
141806,693
263
Depression Between Groups 9,349
2
4,674
76,183
Within Groups
19579,155
257
Total
19588,504
259
When the Table 3 is examined, a significant difference is not found between depression,
personality and mobbing according to age variable of the students in ANOVA analysis.
5.4. Findings related to differentiation by program category
Table 4: The Independent Samples T Test Results of The Students Regarding Their Personality,
Depression and Perception of Mobbing According to Program Category Variable
Level
Personality
Mobbing
Depression
N
Mean
Std. Deviation
Std. Error Mean
Daytime
137
61,7372
9.63547
0.82321
Evening
123
64,0407
9.80415
0.88401
Daytime
139
54,2518
22.85274
1.93834
Evening
127
57,2677
23.47658
2.08320
Daytime
135
30,1630
8.65957
0.74530
Evening
127
31,4803
8.70582
0.77252
df
t
P
258
-1,909
,057*
264
-1,061
,290
260
-1,227
,221
*. The mean difference is significant at the 0.05 level.
When the Table 4 is examined, a significant difference is not found between mobbing and
depression according to program category variable. On the other hand, perception of evening
program students on personality are slightly higher than daytime program students at 0.05
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�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
significant level. Accordingly, the evening education students can be said to be prone to Type
A students of daytime education can be said to be prone to Type B personality traits.
5.5. Implications for differentiation according to the category of income Level
Table 5: ANOVA Analysis on Personality, Depression and Perception of Mobbing in terms of
Family Income.
Income
N
Personality
Low
52
64,6731
184
62,4076
High
23
Total
Low
Deviation
Squares
10,12611 B. Groups
Mean
df
Square
2
129.506
9,61227 W. Groups
24207.089
256
94.559
61,3478
9,69821 Total
24466.100
258
259
62,7683
9,73806
54
61,4074
27,20399 B. Groups
6312.071
2
3156.036
188
52,7074
17,27366 W. Groups
135784.555
262
518.262
High
23
66,8696
43,04575 Total
142096.626
264
Total
265
55,7094
23,20010
Low
54
34,5185
10,54504 B. Groups
957.217
2
478.608
184
29,7500
7,70866 W. Groups
18715.895
258
72.542
High
23
30,2174
9,40965 Total
19673.111
260
Total
261
30,7778
8,69861
Middle
Depression
Sum of
259.011
Middle
Mobbing
Mean
Std.
Middle
F
P
1,370
,256
6,090
,003**
6,598
,002**
**. The mean difference is significant at the 0.01 level.
When the Table 5 is examined, there is no differences between the income levels of students
and perceptions of the personality. A significant difference were observed between
perceptions of depression and mobbing at the 0.01 level. High income group to the students'
exposure to mobbing rate is higher than others. Depression levels of low-income group are
higher than other income groups of students.
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�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
5.6. Findings about where her family lives differentiation by category
Table 6: ANOVA Analysis on Personality, Depression and Perception of Mobbing in terms of
Family’s Place of Residence.
Family's place of
residence
Personality
Mobbing
Depression
N
Mean
Std.
Sum of
Deviation
Squares
Village
42
63.5000
9.83337 B. Groups
County
32
64.4063
City
186
Total
Mean
df
Square
132.235
2
66,117
8.59429 W. Groups
24564.977
257
95,584
62.4032
9.94872 Total
24697.212
259
260
62.8269
9.76504
Village
44
65,5227
29.93286 B. Groups
5143.399
2
2571.699
County
30
52,5667
15.15138 W. Groups
136975.323
263
520.819
City
192
53,9271
21.92216 Total
142118.722
265
Total
266
55,6917
23.15809
Village
41
33,7073
11.44387 B. Groups
444.633
2
222,316
County
32
31,2188
8.48427 W. Groups
19267.047
259
74,390
City
189
30,1005
7.92152 Total
19711.679
261
Total
262
30,8015
8.69044
F
P
,692
,502
4,938
,008**
2,989
,052*
*. The mean difference is significant at the 0.05 level.
**. The mean difference is significant at the 0.01 level.
When the Table 6 is examined, there is no differences between family’s place of residence
and perceptions of the personality. A significant difference is observed between perceptions
of mobbing at the 0.01 level and a partial difference is observed in the perceptions of
depression at 0.05 level. Rural origin students' perceptions of mobbing were higher than other
students. However, students’ with rural origin perceptions of depression were slightly higher
that of the other students.
5.7. Implications for School Choice Opportunity differentiation by category
Table 7: ANOVA Analysis on Personality, Depression and Perception of Mobbing in terms of the
Opportunity to Choose.
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�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
your choice if the
opportunity
N
Mean
Personality
1,00
103
63,1359
9,77296
,96296
2,00
157
62,6242
9,78579
,78099
1,00
103
54,8835
21,06773
2,07586
2,00
163
56,2025
24,43640
1,91401
1,00
104
30,0288
8,11741
,79598
2,00
158
31,3101
9,03701
,71895
Mobbing
Depresyon
Std.
Std. Error
Deviation
Mean
df
t
P
258
,413
,680
264
-,452
,652
260
-1,168
,244
6. CONCLUSION
School life, constitutes an environment in which students spend a large portion of their
days. The Students who have different ideas, expectations, experiences, personalities, lives
and the life plans come together in the school life. Despite these differences, unintended
consequences can occur within these persons who have to do training together. Students can
exhibit undesirable behavior against student friends due to the problems living in private
lives, targets they want to reach.
Due to differences in behavior lasting persistent and long period may cause psychological
intimidation and mobbing. For this reason, students are exposed to many adverse conditions
and behaviors under intense stress experienced in the school environment. This behavior
causes being unhappy of students exposed to mobbing, which leads to both psychologically
and physically disorder.
At the end of this study it has been understood that many students against negative
behavior exhibit different responses by the effect of personality traits. According to results of
study, type A personality characteristics which have higher prone to perceptions of mobbing
than students prone to personality related to type B.
Perceptions of mobbing of the students came from rural areas with low-income are higher
than city dwellers students with normal or high income levels. However, it was observed that
male students were exposed to mobbing more than female students.
As a result, school boards should support the students on how begining and continue of
mobbing process can be prevented. Psychological resistance, searching of possessed rights,
perceived social support and measurements to copy with stress and awareness should be
raised by education programs.
58
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
REFFERENCES
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İstanbul.
Erdoğan, İ. (1994). İşletmelerde Davranış. Beta Basım Yayım, İstanbul.
Güney, S. (2009). Davranış Bilimleri. Nobel Yayınevi, Ankara.
Huber, B. (1994). Mobbing: Psychoterror am Arbeitsplatz, Niedernhausen, Falken.
Karavardar, G. (2009). İş Yaşamında Psikolojik Yıldırma ve Psikolojik Yıldırmaya Direnç
Gösteren Kişilik Özellikleri ile İlişkisi. Yayınlanmamış Doktora Tezi. İstanbul Üniversitesi
Sosyal Bilimler Enstitüsü, İstanbul.
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of Work and Organizational Psychology, 5(2): 165-184.
Luthans, F. (1995). Organizational Behavior. Literatür Yayıncılık, İstanbul
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Company, Boston.
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Tınaz, P. (2008). İşyerinde Psikolojik Taciz. Beta Yayıncılık, 2.Baskı, İstanbul.
Tınaz,P., Bayram, F. & Ergin,H. (2008). Çalışma Psikolojisi ve Hukuki Boyutlarıyla
İşyerinde Psikoljik Taciz (Mobbing), Beta Yayınevi, İstanbul.
Ünal, Y. (2000). Depresyon ve Kişilik. Duygudurum Bozuklukları Dizisi, 1(2): 72-76.
Vecchio, R.P. (1995). Organizatioanl Behavior, Fort Worth: Dryden Press, England.
Zel, U. (2001). Kişilik ve Liderlik: Evrensel Boyutlarıyla Yönetsel Açıdan Araştırmalar,
Teoriler ve Yorumlar. Seçkin Yayıncılık, Ankara.
59
�
Dublin Core
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Extent
The size or duration of the resource.
1148
Title
A name given to the resource
A Study About Mobbing On Students, The Relationship Between Their Personality Traits And Mental Status
Author
Author
Zeki , Akinci
Abstract
A summary of the resource.
The purpose of this study is to assess the effect of psychological violence (mobbing) on the mood of students attending colleges and on how the mood affects their traits. In this context, the effect of the violence level as psychological impact on the mood of students was examined in the process of personality traits. The sample group of the study consists of 250 last class students studying at a social sciences vocational school in Antalya, Turkey. Behaviour scale for psychological violence, scale of personality characteristics and depression scale were used in the study. Perceptions of mobbing of the students came from rural areas with low-income are higher than city dwellers students with normal or high income levels. However, it was observed that male students were exposed to mobbing more than female students. Keywords: Psychological violence, personality traits, mood
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
-
https://omeka.ibu.edu.ba/files/original/c24ebd095c2325ac4c2846f14d5bc87b.pdf
e697e1a7e3e2bd10de0141b4d95cbd1a
PDF Text
Text
The Effect Of Information Technologies On Private School Workers’ Work Stresses
Çetin Hakan, Taş Sebahattin,
Akdeniz University, Antalya, Turkey,
E-mails: hakanc@akdeniz.edu.tr, sebahattintas@akdeniz.edu.tr
Abstract
In this study, the effect of information technologies on private school teachers and
administrators work stress was reviewed. Besides education and training, private schools,
unlike public schools, are business organizations. Customer satisfaction is the most important
key factor for business organizations to survive. Private schools should use essential
information technologies in education and training facilities to satisfy their customers.
Information technologies are used effectively not only in indoor education but also in school
administration and outdoor education facilities. Concerning the intensive use of ICT
(Information and Communications Technology), what kind of effect does it leave on
educational staff and administrators? Does it have a positive or negative effect on teachers
work stress in a competitive school environment? To answer this question, Organizational
Stress Questionaire (VOS-D), translated into Turkish by Meral Türk, was adapted to
information technologies and was used as a data collection tool in this study. Data gathered
from 10 private schools in Antalya district and 164 staffs, was entered into SPSS program.
Both inferential and descriptive statistical methods were used in the analyses of these data. As
a result of these analyses, it is revealed that the effect of information technologies on private
school staff are as follows, responsibility, overwork, psychological symptoms and fear of
unemployment.
Keywords: Information Technologies, Work Stress, Private Schools, Education, Computer
1.INTRODUCTION
The most significant factor that influences the level of development is the investment made
for education. The return of this investment can take many years. The administrators who
know that making an investment on education will doubly contribute to their country as a plus
value in return and whatever it may cost, they make that investment and wait.
The development thrust in education of Turkey with the announcement of republic has gained
a new momentum at the end of the 20th century. As a result of the effect of liberalism the free
capital in the country has inevitably get involved in education and started to open private
schools. This situation has required new rules, regulations and strict controls. All these have
been dealt with and by the year 2012, with the dynamism of private schools a new impetus
has been given to state school.
There is a cost of the contributions of private schools to themselves. Private schools have to
continue their profits by increasing the quality level of their education, in other words, they
have to survive in the sector by doing this. Teachers play a leading role in this regard, because
the efficiency and effectiveness of the teacher are the most important elements providing the
quality. The factor to be considered here whether the case of maintaning the quality will
570
�cause a stress on the teacher or not. While private schools are aiming at the maximum quality
in education, they have to consider possible pressure that may occur on teachers and must
take measures against them.
However, the development in information technologies can alleviate the workload of the
people, with the wrong decisions and applications it can cause stress on employees. In the
sense of quality and applications of the corporations, the administration should convince the
employees and ensure the active participation of them for the placement of the sense of
quality into the corporation. To prevent stress loads that may arise from the wrong
perceptions of the emloyees and even force them to leave from the establishment, to be
correctly able to measure the impact of information technology, which is thought to facilitate
working life, on the employees is one of the primary concern of the administration.
Job Stress, Its Causes and Effects on Teaching
The factor that helps people realize and learn how to use their inherent skills is education.
Education begins from family and continues with the environment; however the most
important period in education is the school period. The effect of the education given in
schools increases thanks to the teacher who are efficient and experts in their subjects.
Teacher is the person who teaches other people to live better through gaining new and
various behaviours51. Teachers performs the actions of planning and evaluating teaching
materials, selection and use of teaching strategy, establishing a relationship with the learner
for educational purposes52. Problems that may occur in the field of education can have more
effect on education than all the other areas.
2.Job Stress
More and more people have in paralel with the increase of the speed of life difficulty in
maintaining their physical and mental state of health because of more responsibilities,
strenuous workload and the relationships getting difficult. As a result, in the human life, it
has become a phrase frequently used in everyday language recently; the effort which is spent
beyond one’s physical and psychological boundaries due to the incompatible conditions
resulting from stress and an individual’s physical and social environment53.
People who mostly spend much more time at work than with their family get stressed due to
various reasons related to business environment; it is associated with the person’s perception
of work and work place. The factors which cause stress in a person may not in another one54.
Job stress is a psychological condition that occurs as a result of work-related factors and
disrupts normal function of an individual, changes psychological and physical behaviours55.
51 KILBAŞ,Ş., “2000’li Yıllarda Etkili Öğretmen Nasıl Olmalıdır?”, Çukurova Üniversitesi Eğitim
Fakültesi Dergisi, S. 19, C. 2, 2000, s. 34.
52 ÜLGEN, G., Eğitim Psikolojisi, Birey ve Öğrenme, Bilim Ya., Ankara, 1995, s. 254.
53 CÜCELOĞLU, D., (1993), İnsan ve Davranış, 4.Ba., Remzi Kitabevi, İstanbul, s. 321.
54 ERDOĞAN,İ., (1996), İşletme Yönetiminde Örgütsel Davranış, İstanbul Üniversitesi İşletme
Fakültesi Ya., No: 266, İstanbul, s. 289.
55 IŞIKHAN, V. (2004), Çalışma Hayatında Stres ve Başa Çıkma Yolları, Sandal Ya., Ankara, s. 73.
571
�Within each organization, stress occurs depending on the use of technology, environmental
conditions, tendencies and experiences of the members, grouping and conflicts within the
organization and the reasons specific to the organization56.
Teachers also have stress related to their jobs. This stress may occur depending on
management, the materials used, students and their families and other various factors. Teacher
stress is defined in the literature as “ a reaction which has a negative effect resulting from
such emotions as anger, tension, excitement and depression as a consequence of complexity
and diversity of the teachers’ works and taking on various roles”57. Stress has quite
important in terms of being able to effect teacher’s attitudes and behaviours. The teachers who
are stressful can reflect some negative attitudes like tension, nervousness. In the event that
stress level can psychologically, socially and cognitively damage the teacher, that person will
have difficulty in performing his profession58. However it may appear as the task of
governments to prevent this situation, because of the teachers’s commitment to their work
will make difficult to recognize the problem, it should be tried to be prevented by means of
researches and observations periodically done before the stress does not reach the level of
burnout.
2.1.Causes of Job Stress
As people’s reactions to events and viewpoints on them will differ, during enumeration of the
factors that cause job stress, individual differences come to mind first. Since the system of all
organizations, from the management to physical conditions, will be different from each other,
other organizational factors that may also cause job stress are grouped under organizational
factors.
The biggest factor underlying the different responses of two people in the face of the same
event is that the individual differences along with the styles of coping with stress. There are
personality structures that make people more sensitive or more resistant to stress. People
more impatient, active, not allocating time for rest and more competitive are those prone
to stress. In addition to this,
personalities tend to negative emotionality and social
withdrawal, can find the business environment more stressful than others59.
The different perspectives about life of those thinking that their own power directs the life,
with an internal locus of control and having and personalities with more fatalistic belief and
external locus of control is another cause of stress. The lifestyles climbing out of the natural
life is one of the personal factors that increase the stress60. On the other hand, personnel
56 ERTEKİN, Y., (1993), Stres ve Yönetim, Ankara, Türkiye ve Ortadoğu Amme İdaresi Enstitüsü
Yayınları No:253, s. 7.
57 ÜNAL, S., (1999), Okullardaki Stres Kaynakları-Verimlilik İlişkisi, Marmara Üniversitesi Eğitim
Fakültesi Dergisi, S. 11, s. 366.
58 BEKTAŞ,H., (2003), İş Doyum Düzeyleri Farklı Olan Öğretmenlerin Psikolojik Belirtilerinin
Karşılaştırılması, Yüksek Lisans Tezi, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, Erzurum, s. 3.
59 JEPSON, E., FORREST, S. (2006), “Indivudual Contributory Factors in Teacher Stres: The Role of
Achievement Striving and Occupational Commitment”, British Journal of Educational Psychology, 76,
2006, s. 183.
60 EREN, E., (2006), Örgütsel Davranış ve Yönetim Psikolojisi, Beta Ya., 9. Baskı, İstanbul, s. 295.
572
�believed to having social support that is, having healthy relationships and friendships have
less stress.
Some of the features in organizations will result in increased work stress. Uncertainties in the
role are chief among these. This situation that may also be in the main actor position of the
conflict in the organization will cause stress load to the employee not knowing what to do and
how to do61. While Excessive work load loaded persons a stress factor that everyone will
regard very natural, few people realize that less workload can also cause stress. This is
because that the disregard for selfhood idea of the individual doing business with monotonous
tasks and monotonous working order under his capabilities62. Difficulties brought by the
irregularity due to the changing working hours, inadequacies or disturbing factors of the
physical working environment, and the idea of the wage return for work done is insufficient
are other stress causes related to organization / institution.
2.2. Job Stress in Teachers and Its Effects
In the process of individuals’ becoming a member of society and an individual, the most
important social environment where the individual is school. The importance of the school's
results from its having a regular, disciplined and specialist organization and its being able to
keep the individual from early childhood for a long time within itself63. People acquire a
place for themselves in society through the knowledge, attitude and behavior they learnt from
their teachers. Therefore, the role of training process, and of course teachers in human life is
very important64.
The most important condition that there can be an effective education depends on efficiency
of all aspects related to education. The more prominent element at this point is the
teacher's mental health and personality characteristics. The teacher's personality and mental
health is mostly more important than knowledge65.
The teachers’ socio-economic status in society, and job stress may arise from a variety of
reasons are one of the main factors which affect efficiency. Teachers, play an extremely
important role in affecting students and their attitudes toward classes. Teachers are able to
control working conditions to a large extent, help students to facilitate their work, and choose
suitable task and method for the students. Even, they can also help extra scholastic problems
of students a lot. However, it is known that a teacher who is patient, exhausted, soulless, or an
unstable is prone to make their students soulless, bored, unstable, inefficient, and restless, as
61 ROSS, R. R. ve E. M. ALTMAİER, (1994), Intervention in Occupational Stres, London, SAGE
Publications, s. 37.
62 BALCI, A., (2000), Öğretim Elemanının İşStresi: Kuram ve Uygulama, Ankara, s. 13.
63 EKİNCİ,Y., (2006), İlköğretim Okulu Yöneticilerinin Sosyal Beceri Düzeylerine Göre Öğretmenlerin İş
Doyumu ve İş Stresinin Karşılaştırılması, Yüksek Lisans Tezi, Gaziantep Ün. SBE, Gaziantep, s. 5.
64 DRUCKER, P., (1998), Gelecek İçin Yönetim, 1990’lar ve Sonrası, (Çev: ÜÇCAN, F.), İş Bankası Ya., 5.
Ba., İstanbul, s. 6.
65 HARRIS, K.R., HALPIN, G., (1985), “Teacher Charesteristics and Stress”, The Journal of Educational
Research, July, Vol. 78, No. 61, s. 346.
573
�well66. Therefore, the schools which want to get the maximum efficiency of teachers,
especially the private schools for which the profitability is the chance of them maintaining
their lives should pay attention to factors that stress teachers out and remove these negative
factors.
3. Information Technology and Its Affects to Job Stress of the Teachers
Informatics is an information science and technology that contains the necessary systems,
networks, functions, processes and activities for the transfer, organization, storage, retrieval,
assessment and distriution of the information67.
Information technologies is the application of technology in business processes to collect data
and generate valuable information, and in general consists of resources and personnel
supporting them, in conjunction with hardware, software, communication tools68. These
technologies are referred to a shift of techno-economic paradigm in other words a transitional
period as well as result in renovations in economic fields69.
Changes in information technologies are one of the most important factors affecting
education. The rapid development in addition to providing convenience to all concerned with
the subject, in some cases may also cause problems. Roughly a perspective may say that the
biggest stress source of teachers is the students. However, the element of intelligence aware
of the teaching profession and being able to recognize that teachers have professional idealism
initially or over time, will also admit that the students are the greatest pleasure of this
profession. Thus, the factors that stress teachers out are that all the factors preventing them
from doing their jobs as they wish.
It is obvious that the development of information technologies will affect the systems of
teachers spent considerable time in their professions and in particular to the technological
imperatives shall stress them out. Particularly management pressures and the attitudes of
students regarding the technological shortcomings can lead the subject up to the point that
teachers review the decisions on continuing their profession.
At this point the issue to be investigated is raised. Do the changes brought by ICT on the
workload or education system, or these technologies so the perspectives of the management,
66 PRESSEY, S. L., ROBİNSON, F. P., (1991), Psikoloji ve Yeni Eğitim, (Çev: TAN, H.), Milli Eğitim
Basımevi, İstanbul, s. 151.
67 ULUÇ, G., (2003), “Bilişim Teknolojileri, Küreselleşme ve Kalkınma”, EKEV Akademi Dergisi, Y. 7, S.
16, s. 255.
68 BİNGÖL, M., (2006), İşletmelerde Bilişim Teknolojileri ve Yenilikçilik, Yüksek Lisans Tezi, Atatürk
Üniversitesi Sosyal Bilimler Enstitüsü, Erzurum, s. 14.
69 BAŞARAN, F., GERAY, H., (2005), İletişim Ağlarının Ekonomisi: Telekomünikasyon, Kitle İletişimi,
Yazılım ve İnternet, Siyasal Kitabevi, Ankara, s. 71.
574
�colloquies, students and parents on teachers’ compliance with technology affect more? In the
application, the impact of information technology on job stress of teachers working in the
private sector has tried to be measured by looking at various angles.
3.1. Application
3.1.1.Educational Status of Research Participants
Educational Status of Research Participants
Percentage
High School
18,2
Bachelor’s Degree
78,8
Master’s Degree
3,0
Total
100,0
Bachelor graduates are 79% of the
research participants.
Service Years of Research Participants
Service Years of Research Participants
Percentage
1-5 Years
12,1
6-10 Years
12,1
11-15 Years
36,4
16-20 Years
33,3
575
36% of the research participants have
served 11-15 years, 33% of those have
served 16-20 years.
�21+ Years
6,1
Total
100,0
In-service Training Status of Participants
Percentage
YES
42,4
NO
57,6
Total
100,0
42% of the participants have received
in-service training while %58 of those
have not.
Daily Computer Usage Times of the Participants in the Workplace
Percentage
Not using
3,0
Less than an hour
24,4
1-2 hours
30,3
576
42.3% of the research participants use
computer more than 3 hours at their
workplaces
�More than 3 hours
42,3
Total
100,0
4. Crosstabs
The distribution of responses given to the question of “do you know exactly what other people
expect from you at your workplace?” is remarkable and is an issue to be examined.
Percentage
I know exacty
24,2
I know almost exactly
33,3
I know roughly
36,4
I don’t know very well
3,0
I don’t know at all
3,0
TOTAL
100,0
36,3% of the employees gave the response of “I know roughly”, 33,3% of them gave the
response of “I know almost exactly”
When we exemined the reasons of that response, we had following results:
When it is compared with the positions of employees;
Your Position
577
�ViceTeacher principal Principal
I know exactly
22,2
50,0
-
I know
exactly
37,0
-
50,0
33,3
50,0
50,0
I don’t know well 3,7
-
-
I don’t know at all 3,7
-
-
TOTAL
100,0
100,0
almost
I know roughly
100,0
While 50% of the principals were stating that they know “almost exactly” what other people
expect from them at workplace, 50% of those stated that they “roughly” know it. 50% of
vice-principals stated that they know “roughly” what people expect from them at workplace
while 50% of those were stating that they know it “exactly”. While 37.7 of the teachers were
stating that they know “almost exactly” what the other people expect from them at workplace,
33,3 of those stated that they know it “roughly”.
It is remarkable that none of those who serve as principal don’t know the expectations
exactly.
When it is compared with the service years of employees;
Service Years of Employees
1-5
578
6-10
1115
1620
21+
�I know exactly
25,0
50,0
16,7
18,2
50,0
I know almost exactly 25,0
25,0
33,3
36,4
50,0
I know roughly
50,0
25,0
33,3
45,5
-
I don’t know well
-
-
8,3
-
-
I don’t know at all
-
-
8,3
-
-
TOTAL
100,0 100,0 100,0 100,0 100,0
When we examined it in terms of service years, 25% of (1-5 years) employees considered as
newly appointed by us stated that they know “exactly”, 50% of those stated that they know
“roughly”.
As the service years of people increase, it is expected from them to realize what the other
people expect from them and the rate of the option chosen “I know exactly” increases, on the
contrary, it was observed that this rate decreased in people who served 11-15 years and 16-20
years.
It is remarkable that 50% of the people who are in service for 11-15 years and 45% of the
people who are in service for 16-20 years gave the responses of “I know roughly”, “I don’t
know well” and “I don’t know at all” .
When it is compared with “the receiving of in-service traning” of the employees;
Did you receive in-service
training?
I know exactly
579
Yes
No
21,4
26,3
�I
know
exactly
almost
28,6
36,8
I know roughly
42,9
31,6
I don’t know well
-
5,3
I don’t know at all
7,1
-
TOTAL
100,0
100,0
As 50,0% of the employees who received in-service training were giving the responses of “I
know exactly” and “I know almost exactly”, 42,9% of those stated that they were roughly
aware of the expectations expected from them.
On the contrary to that, it is seen that 63,1% of the employees who did not receive in-service
traning gave the responses of “I know exactly” and “I know almost exactly”. In addition, as it
is considered that 7,1% of the employees who received in-service training gave the response
of “ I don’t know at all” such questions as “for what purposes in-service trainings done,
whether they are suitably performed for their purposes, in what subject they receive in-service
traning and whether they reach their goals or not” come to the minds.
When it is compared with status of feeling anxiety from the level of agreement with
colleagues or principals;
Do you know exactly what your colleagues expect
from you at your workplace?
I know
I
don’t
I know
I know I
don’t
almost
know at
exactly
roughly know well
exactly
all
580
�Very often
---
9,1
-
-
100,0
Often
Are you anxious about
the level of agreement
Sometimes
with your colleagues or
your managers?
Never
---
18,2
8,3
-
-
75,0
45,5
66,7
100,0
-
25,0
27,2
25,0
-
-
100,0
100,0
100,0
100,0
100,0
TOTAL
In the responses given to the question of “Do you know what other people expect from you at
your workplace?” with 36,4%, “roughly” got the highest value, 66,7 of those giving that
response state that they sometimes feel anxious about the level of their agreement with their
colleagues and their managers. This result shows that these two problems substantially
comfirm eachother.
It is seen that of the vast majority of the people who stated that they know exactly(75%) or
almost exactly(45,5%) what they are expected “sometimes” feel anxious about the level of
agreement with their colleagues and their principals.
“This means that they know what they are expected to but they don’t do it or they personally
can’t get on well ,but do their jobs”.
The most attractive part of the table is the area shown by green colour. 27,3% of the ones who
know almost exactly what they are expected are “very often” or “often” anxious about the
agreement with their colleagues and their managers.
5. CORRELATION
It seen that there are medium and high degrees of correlation at the significance levels of
0,01 and 0,05 among the issues related to challenges of IT use.
581
�Related To The Use Of Information Technologies
Does
it
Do you find it
Do
you
Does
it enhance
difficult
and
find
it
make you your
incomprehensible
boring?
nervous? productivity
?
?
Do you find it difficult and
incomprehensible?
r 0,716
p 0,000
r 0,637
0,524
p 0,000
0,002
Does it make you nervous?
Does
it
creativity?
dampen
your
r 0,442
0,442
-0,386
p 0,010
0,010
0,026
Information Technologies;
Between those who think that it is difficult and incomprehensible, and boring, it is seen that
there is a high and significant correlation. (r=0,716 p<0,01)
Those who think that it’s boring get nervous while using IT(r=0,637,p<0,01)
Those who think that it is boring state that it dampens their creativity(r=0,442,p<0,05)
Those who find it difficult and incomprehensible get nerveous in using(r=0,524,p<0,01)
Those who get nerveous in using IT state that it dampens their creativity (r=0,442,p<0,01)
While increasing their productivity it dampens their creativity (r= -0,386,p>0,05)
are remarkable outcomes .
As we examine defining where the responsibility begins and ends, in other words, defining
“Job Descriptions” correctly in terms of factors that are considered as signs of stress;
The Amout of correlation between the conditions of whether knowing where the
responsibility begins and where it ends and other variables affected by these conditions.
Pearson
Sig.
Correlation (2tailed)
Do you have to do a difficult work for you even if it is occasionally?
-0,563
Do you know exactly what the other people expect from you at your 0,345
582
0,001
0,049
�workplace?
Do you know exactly what your managers think about your
0,366
responsibilities?
0,036
Is it clear in your mind what exactly your job consists of?
0,018
0,409
Do you have to do a work in a quite different format than you want to do? -0,469
0,006
Do you enjoy doing your job?
0,653
0,000
Were your hands trembled enough to bother you before?
-0,674
0,000
Did you have any sudden heart palpitations that bother you before?
-0,468
0,006
Did you have dizziness before?
-0,464
0,007
Did you sometimes feel a pain around your chest or your heart?
-0,381
0,029
Did you feel that you get tired faster than ever?
-0,385
0,027
I feel so hopeless
-0,362
0,039
I feel calm
0,493
0,004
It is seen that those who know where their responsibilities begin and ends didn’t have to do a
difficult work for them (may be they think so)(r=-0,563 ,p<0,01), they know exactly what
they are expected (r=0,345 ,p=), they know what exactly their managers think about their
responsibilities(r=0,366 ,p=), the descriptions of job are clear in their minds(r=0,409 ,p=),
They didn’t have to do a job different in a different format than they wanted. to do.(r=-0,469
,p=), they enjoy doing their jobs(r=0,653 ,p=), Their hands were never trembled(r=-0,674
,p=), they had no sudden heart palpitations(r=-0,468 ,p=), they had no dizziness(r=-0,464
,p=),they didn’t feel any pain on their chests(r=-0,381 ,p=), they didn’t get tired(r=-0,385 ,p=),
they didn’t feel hopeless(r=-0,362 ,p=) and they feel calm(r=0,493 ,p=)
As we investigate the correlation table in order to examine the effect of stress on the
employees, we understand that hand trembling at medium and high degrees has inverse and
linear correlations at 0,05 and 0,01 values with other variables.
The comparison of the responses given for the question of were your hands trembled enough to bother
you before? and the questions having medium and high correlation among them.
Pearson
Sig.
Correlatio (2n
tailed)
What do you think about that work pace?
583
0,440(*)
0,010
�Do you sometimes have to do more than one work?
0,412(*)
0,017
Do you have difficulty in your job as it is getting complex gradually?
0,403(*)
0,020
Do you have to do any work difficult for you to do even if it is occasionally?
0,433(*)
0,012
Do you know where your responsibilities begins and where it ends?
-0,674(**) 0,000
Is it clear in your mind what exactly your job consists of?
-0,404(*)
0,020
Do you sometimes get commands that you don’t approve?
0,351(*)
0,045
Do you have to do a work in a quite different format than you want to do?
0,384(*)
0,027
Is your job routinised and boring?
0,383(*)
0,028
Do you have an effect on adjusting the work pace?
-0,365(*)
0,037
Do you enjoy doing your job?
-0,745(**) 0,000
Do you sometimes get worried about the future of the enterprise?
0,462(**)
0,007
Do you sometimes get anxious about the level of agreement with your colleagues
0,458(**)
and managers?
0,007
Do you get worried when you have to do the works that you don’t approve?
0,520(**)
0,002
Did you have any dizziness?
0,447(**)
0,009
I feel hopeless.
0,473(**)
0,005
I feel calm.
-0,610(**) 0,000
According to the results, it is seen that the emloyees who have shivering hands of working at
private schools ;
Find the work pace high (r=0,440 ,p=0,010 )
sometimes have to do more than one work (r=0,412 ,p=0,017 )
have difficulties as it is getting comlex gradually (r=0,403,p=0,020)
have to do a difficult work for them even if it is occasionally (r=0,433 ,p=0,012 )
don’t know where their responsibilities begin and endi (r=-0,674 ,p=0,000 )
have not a clear idea about what exactly their jobs consists of(r=-0,404 ,p=0,020 )
sometimes have commands that they don’t approve(r=0,351 ,p=0,045 )
have to do a work quite different than they want to do. (r=0,384 ,p=0,027 )
think that their jobs are routinised and boring (r=0,383 ,p=0,028 )
584
�don’t have any effect on adjusting the work pace(r=-0,365 ,p=0,037 )
don’t enjoy doing their jobs(r=-0,745 ,p=0,000 )
get worried about the future of the enterprise (r=0,462 ,p=0,007 )
anxious about the level of agreement with their colleagues and managers(r=0,458 ,p=0,007 )
get worried about doing works that they don’t approve(r=0,520 ,p=0,002 )
have dizziness (r=0,447 ,p=0,009 )
feel hopeless (r=0,473 ,p=0,005 )
don’t feel calm(r=-0,610 ,p= )
6. REGRESSION
As we investigate how much it can be explained that the status of employees’ enjoying their
jobs by doing regression analysis among the responses given to the question of “do you enjoy
doing your job?” which is seen a high inverse and linear correlation between it and hand
shivering;
Variables Entered/Removed(b)
Mode
Variables Entered
l
Variables
Removed
Method
1
.
Enter
F40(a)
a All requested variables entered.
b Dependent Variable: B26
Model Summary
Model R
R Square
Adjusted R Square
Std. Error
Estimate
1
0,555
0,540
0,61391
-0,745(a)
of
the
a. Predictors: (Constant), F40
ANOVA(b)
Model
1
585
Regression
Sum of Squares
df
Mean Square
F
Sig.
14,559
1
14,559
38,629 ,000(a)
�Residual
11,684
31
Total
26,242
32
0,377
a. Predictors: (Constant), F40
b. Dependent Variable: B26
Coefficients(a)
Unstandardized Coefficients
Model
B
Std. Error
(Constant)
0,380
0,212
F40
0,720
0,116
Standardized
Coefficients
t
Sig.
Beta
1,797 0,002
1
0,745
6,215 0,000
a. Dependent Variable: B26
As we investigate the results of the analysis it is seen that shivering of the hands is a
meaningful predictor of the status of emloyees’ enjoying their jobs. (R=-0,745, R2=0,555,
F=38,629, P<0,01). It is seen that 56% of the total variance related to enjoying job is
explained by the hand shivering.
7. CONCLUSION
It is obviously seen that in our age in which Information Technologies are actively used, there
are widely online services, every data enreted is usually published as online and there is no
place for fault, in terms of increasing of work productivity, it is very important that in what
subject in-service trainings are performed and whether the emloyees’ ideas are taken while
choosing training subjects.
“Job Descriptions” done clearly can provide a relaxion on the employees. Because it is seen
that the people whose job descriptions were not explained clearly, can overcome the anxiety
of making a mistake only sfter years, when they get experienced. The anxiety of making a
mistake shows the use of computer technologies as boring, annoying and difficult. However,
the people using these technologies widely have not such problems. It is also seen that
incomplete job descriptions can cause the anxiety of not understanding or misunderstanding
of the pecking-orders.
It is understood that the people who don’t exactly know where their responsibilities begin and
end or are not clearly explained about their responsibilities have such health problems as
difficulty in focusing on their jobs and hand shivering, dizziness, sometimes palpitations
around their chests, get tired easily and are not calm in despair.
586
�It casuses the people who don’t exactly know their responsibilities to think that they have to
do more than one work in the high work pace and their jobs get more complex gradually,
sometimes they get commands that they don’t want to do. This creates a concern for the
future and causes such problems as not enjoying the job and getting bored with the job,
dizziness, heart palpitation, hand shivering due to stress.
Finally: Everything begins with enjoying what you are doing… (%55)
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Dergisi, Y. 7, S. 16.
587
�BİNGÖL, M., (2006), İşletmelerde Bilişim Teknolojileri ve Yenilikçilik, Yüksek Lisans Tezi,
Atatürk Üniversitesi Sosyal Bilimler Enstitüsü, Erzurum.
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İletişimi, Yazılım ve İnternet, Siyasal Kitabevi, Ankara.
Obstacles in collaborative consumption websites’ development: A case from Bosna and
Herzegovina
Merima Bejtagic-Makic1 , Suncica Hadzidedic2
International Burch University, Sarajevo, Bosnia and Herzegovina
Sarajevo School of Science and Technology, Sarajevo, Bosnia and Herzegovina
E-mails: merima.bejtagich@gmail.com, suncica.hadzidedic@ssst.edu.ba
Abstract
According to Rachel Botsman, a renowned social innovator, the 21st century will be
characterized by collaborative consumption. It is a new mode of business backed up by
network technologies and based on the ancient methods of trading by bartering and swapping.
Collaborative consumption websites engage and specialize in information, service and goods
sharing, swapping, renting, lending, and trading. The power of these new marketplaces is in
changing the way people view ownership and consumption, alleviating the hardship of
economic recession, freeing the flow of knowledge and information, and creating a business
model which supports the reuse of goods and space for a greener world.
The content of this research paper provides an understanding of the drivers for collaborative
consumption technology in a developing country in economic recession time, precisely
Bosnia and Herzegovina (B&H). The key research question to be addressed in this study is:
What are the issues faced in B&H when embarking on a collaborative consumption website
development project?
Keywords: collaborative consumption (CC), swapping, website development, green
technologies, emerging technology issues, system requirements, case study, empirical
approach, collaborative technologies
1. INTRODUCTION
1.1 Collaborative Consumption
Global economic crisis, environmental issues, social and economic inequality, hyper
production have lead to assets such as skills, time, goods, services, land, gardens, and "stuff"
to be in a state of "idle capacity" i.e. under-utilization. Therefore, this created a need for an
alternative way of obtaining goods and services which is through collaboration consumption.
588
�
Dublin Core
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Extent
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1214
Title
A name given to the resource
The Effect Of Information Technologies On Private School Workers’ Work Stresses
Author
Author
Çetin, Hakan
Abstract
A summary of the resource.
In this study, the effect of information technologies on private school teachers and administrators work stress was reviewed. Besides education and training, private schools, unlike public schools, are business organizations. Customer satisfaction is the most important key factor for business organizations to survive. Private schools should use essential information technologies in education and training facilities to satisfy their customers. Information technologies are used effectively not only in indoor education but also in school administration and outdoor education facilities. Concerning the intensive use of ICT (Information and Communications Technology), what kind of effect does it leave on educational staff and administrators? Does it have a positive or negative effect on teachers work stress in a competitive school environment? To answer this question, Organizational Stress Questionaire (VOS-D), translated into Turkish by Meral Türk, was adapted to information technologies and was used as a data collection tool in this study. Data gathered from 10 private schools in Antalya district and 164 staffs, was entered into SPSS program. Both inferential and descriptive statistical methods were used in the analyses of these data. As a result of these analyses, it is revealed that the effect of information technologies on private school staff are as follows, responsibility, overwork, psychological symptoms and fear of unemployment. Keywords: Information Technologies, Work Stress, Private Schools, Education, Computer
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General),T Technology (General)
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3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
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Kitap, Çeşitli İdare Hukuku Konuları, Ankara, 1-4 Mayıs 1990,
Woolf, Harry, The Protection of the Public-a New Challenge, London, Stevens, 1990.
Next Step Of Corporate Governance: Appreciative Inquiry In Corporate Governance
Çiftçi Münire, Öztürk Umut Can
Süleyman Demirel University- Faculty Of Economics And Administrative SciencesTurkey/Isparta
E-mails: munireciftci@sdu.edu.tr,umutcn.ozturk@gmail.com
Abstract
It was seen in the last decade that traditional management system and models cannot meet the
needs of today. Crisis and scandals have proved the need for a more transparent and
participatory structure. Governance met this need for a certain period of time and presented a
more useful model. However through the end of 2000s negative effects of modern structures
were seen; such as being quantitative and unnecessarily rational which make participants fear
of doing wrong. In this case postmodern approaches came into agenda. One of them is
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appreciative inquiry approach based on realized successes and collective decisions. In this
study, hybridization model is proposed for the concept of Governance, which has got some
problems to harmonize with today’s conditions, with appreciative inquiry as a supportive
updating. On this context “Appreciative Governance” concept is put forward as a theory.
Keywords: Governance, Appreciative Inquiry, Appreciative Management Approaches,
Appreciative Governance
1. INTRODUCTION
Governance is a structure or order composed of results of common efforts of all related actors
in a social-political system. Application has been sufficient for a long period to bandage
wounds of the market. However organizations are living and developing systems and they
change like human beings. Some lacking and limits of governance concept were seen by time,
as the need for human beings and humanistic values for an organization to be successful has
been understood in the recent years and the vitality of these values has been perceived.
Therefore the understanding of “employee and organization are together a systematical
machine”, which was created with traditional management understanding, is leaving its place
to postmodern approaches. Now it will be appropriate today’s complex markets’
organizations to evaluate the most satisfying choices instead of rational and empiric choices
collectively. At this point humanistic opinions and emotions gain importance. Numerical
expression of empirical approaches cannot reflect real emotions of employees completely.
Employees have emotions and dreams. They can shape their lives and the future of
organization.
This change and necessity in frame of mind affected problem solving methods, too.
Appreciative inquiry was developed, by being away from traditional approach, to find a more
motivating process and to take decisions by adding health and strong values in this process.
Appreciative inquiry is one of many appreciative management approaches and it becomes
prominent with its reformative approach for employees’ expectations and institutional change.
Founders of the approach, David Cooperrider and Suresh Srivastva (1987), define
appreciative inquiry, this very new approach, as “a collective action and information research
theory assisting development of normative vision, and developing group, organization and
society’s demands as a whole”. Researchers like Gervase Bushe, Diana Whitney and
Amanda Trosten-Bloom have grounded and developed the thought since 1987, when the
thought came into being. It began spreading in Turkey too, development and consultancy
firms began to use it but it could not find its deserved place among academic environments.
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In this study, Appreciative Inquiry Approach and governance concept are examined, and their
theoretical basis and structure are explained. Advantages of governance, which is founded
with Appreciative Inquiry Approach, over classical approaches, and benefits of using logic
and emotions together on problem solving and transformation process are evaluated.
2. Governance Concept and Its Theoretical Basis
The concept of governance was first seeded in North Europe. Governance, which was seen as
reconciling government with civil society or combining them in 17th Century France
(Yüksel,2000), lived its developing process in Britain; governance was born as a challenge to
Westminster model in the British model (Adıgüzel et al., 2011). Stoker (1998) explained
Westminster model in his study as “Parliament superiority, powerful cabinet government
system and responsibility provided with selections are key elements. Dominating element is
management of unitary state on the context of ministry’s responsibility”. It is seen that the
term began maturating and systemizing at the end of 70s. Its development increased with
democracy waves in Latin America in 1980 and by spreading of this wave to Africa in 1990s
(Özer, 2006). The concept was first used in today’s meaning in a report of the World Bank
which was published in 1989 as “good governance”. An open definition of governance was
not given in the report but the term was used by OECD and United Nations too, and it became
an open formula in various meeting and publications of these tree organizations (Akçagündüz,
2010). When development process of governance is examined it is seen that certain
developments made governance necessary. Toksöz (2008) summarized these developments as
follows;
Globalization – localization
Changes in political participation process
New middle classes and new social movements
Transformation from citizen to sharer
It is difficult to make a certain definition of governance concept. However, when definitions
of governance are examined, it will be possible to give a basic frame of the concept as follows
(Stoker.1998; Yüksel,2000; Adıgüzel et al., 2011);
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Governance takes its basis from governing but also takes attention to a group of actors
and organization
Emphasizes frame and responsibilities of applications on solution of social and
economic problems.
Explains power dependency between organizations participating common works.
A concept of self governing, autonomous relationship networks.
Defends it is possible to do some works without authority of government.
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2.1. Principles of Governance
Certain principles are seen when literature in Turkey and international scale are examined.
Content of governance was added and expanded by the time. Said principles are below
(Adıgüzel et al., 2011).
Table 1: Principles of Governance
1.
PRINCIPLES
CONTENT
Transparency
Transparency in management can be possible by providing
free information flow. It can be possible by accessibility of
methods, institutions and information to people needing them
(Ministry of Finance, 2003:8). There are two dimensions of
transparency in literature. These are:
TRANSMITTER/COMPILER
Accessible, concrete and understandable information
about current condition and events (Dinç and Abdioğlu,
2009)
Realization of decision making processes of public
authorities with the participation of other sharers in an
open way (Toksöz,2008:18)
2.
Accountability
Decision makers in public organizations, private sector and
non-governmental organizations should give accounts to the
general public and institutional partners (Ministry of Finance,
2003). Public authorities will be responsible on usage,
budgeting and reporting issues of public sources, and give
accounts when it is necessary (Toksöz,2008).
3.
Participation
All citizens can join decision making process directly or by
representation of intermediary institutions (Özer,2006)
4.
Superiority of
Law
Superiority of law, which is one of the basic principles of
governance, means institution’s behaving in legal frames and
acceptance of individuals that laws can be applied to their
behaviors (Karabacak,2003)
5.
Efficiency
This is an important principle which proposes that all actors
of governance concept act in cooperation (Soylu,2003).
Kesim and Petek (2005) defined action as “doing right things
and activity in the process of realizing right things”.
Şaylan(1998)
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6.
Responsiveness
With this principle, individuals who become aware of carried
out activities can act with acquired information and
comprehend how to behave towards future (Acar,2003).
7.
Equality
Not doing favoring applications for any person in decisions of
organization, having clear and neat rules for workers, and
their application to everybody equally creates an emotion of
reliability (Toksöz, 2008).
8.
Strategic
Vision
Strategic visions will be clear and continuous. Vision should
be determined by employees and managers; targets of this
vision should be approachable and employees should believe
this vision (Özer,2006).
9.
Locality
A principle which proposes direct participation of local
people and their taking place in management instead of a
strong central management (Acı,2005).
Özer (2006)
Toksöz (2008)
2.2. What to Do in order to reach Purposes of Governance Process
It is necessary to take care of certain rules and follow some road maps in order to reach
purposes of governance on institutional basis. Some of them are (Bumko,2006);
Determination of effective institutional strategies and planning of mechanisms to
reach these strategies
Determination and management of risks which can prevent realization of this strategy
and planned performance
Measurement and follow up of performance
Creation of institutional values and ethics for realization of strategy and performance –
Making arrangements from the top rank
Providing that institution takes on activities which will support realization of
institutional plan targets
Making sure that managements is educated well, its performance is evaluated well and
they receive a satisfactory salary on context of a success plan
Informing partners about incidents – communication & sharing
Appropriate organization structure especially at higher ranks to reach demanded
results.
3. Appreciative Inquiry Concept and its Theoretical Basis
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The idea for appreciative inquiry approach was first seen in doctorate study of David
Cooperrider in 1980 and he first presented the developing approach to the academic world in
1984 (Watkins and Mohr,2001). Appreciative inquiry met with professional environment in
1987 with Srivastva’s study named "Appreciative inquiry in organizational life" (Demir et al.,
2010). When we consider definitions of Appreciative Inquiry Approach it is defined as
“common search to find the best for human beings, organizations and the world surrounding
them” by the founders Cooperrider and Srivastva (1987). Hammond (1998:6) states in his
study that “it focuses on working status of organization. Inquiry process determines
acceleration moments of organization concretely and defines the point where organization
wants to be at. As current situations are based on real experience and events, by this way
people know how to repeat their successes.” White (1996) defines appreciative inquiry as
follows: “Appreciative Inquiry concentrates on positive conditions in our life and focuses on
solving the negative ones. It is the opposite of problem solving method” (Adıgüzel and
Öztürk, 2011). Shaping the future is based on the reality experienced past (Demir et al.,
2010). Table 2 shows traditional approach and Appreciative Inquiry approach’s points of view
(Yurdakul, 2010).
Table 2: Differences between Traditional Approach and Appreciative Inquiry Approach’s Points of View
Traditional Approach
Appreciative Inquiry Approach
Focuses on lacking and problems
Focuses on excesses and potential
Heads for determination of problem and needs.
Defines the period with the best performance.
Examines causes.
Examines successes.
Aims to solve problems.
Tries to find the best characteristics to emphasize.
Plans things to be done.
Shapes its destiny. Imagines ideal state.
Basic assumption: Our work is to overcome problems
Basic assumption: Our work is to take out our
potential and reach our best performance
Source: Yurdakul, S., (2009) “Olumlu Sorgulama (AI): Teorik temelleri; pratikte uygulanması”
www.ikedaconsulting.com, date of access: 08.04.2012
3.1. Principles of Appreciative Inquiry
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There have been transformations in appreciative inquiry approach in time, as in all system
proposals, in order to work more efficiently. On this context 5 more principles were added
after the first 5 principles of Cooperrider and Whitney (1999. Said principles compiled by
Demir and friends (2010) as below.
Table 3: Principles of Appreciative Inquiry
Table 3: Principles of Appreciative Inquiry
PRINCIPLE
1.
The
Constructionist
Principle
CONTENT
2.
The
Simultaneity
Principle
DEFINER
Reality and Identity are Co-created.
Truth is Local. There is no absolute truth.
We Are Deeply Interconnected as people.
Words Create Worlds. Reality is constructed through
language.
We perceive our environment with our point of view.
We Live in the World Our Questions Create.
Change Begins the Moment We Question.
The Unconditional Positive Question is
transformational.
Develop Your Sense of Wonder.
3.
The Poetic
Principle
Life experience is very rich.
Human beings are born with the emotion of searching.
Whatever We Focus On, Grows
We should be able to appreciate.
Find What We Want More of, Not Less of
4.
The
Anticipatory
Principle
Positive Images Create Positive Futures
Vision is Fateful
Create Vision Before Decisions
What We Believe, We Conceive
Big Change Begins Small
5.
The Positive
Principle
Positive Emotions Broaden Thinking and Build.
Identify and Leverage Strengths and factors that support
them.
Cooperrider and
Whitney (1999)
The Wholeness
Principle
Wholeness Provides More Expansive Thinking Than
Reductionism
Learn to Be Present to the Emerging Whole.
7.
The Enactment
Principle
Embody What You Want
Just Try Something
8.
The Free
Choice
Principle
Freedom from Internal and External Forces is one type
of freedom
The Freedom of Inner Clarity allows us to pursue life
freely
6.
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Whitney and
Trosten-Bloom
(2003)
9.
The Narrative
Principle
We Construct Stories About Our Lives
Stories are Transformative
Barrett and Fry
(2005)
10.
The Awareness
Principle
understanding and integrating the AI principles
Surfacing assumptions is important in good
relationships
Practice cycles of action and reflection
Stavros and
Torres (2005)
3.2. Appreciative Inquiry Process and its Positive-Negative Aspects
The process of appreciative inquiry approach is called 4-D cycle which is composed of:
Discovery, Design, Dream and Destiny (Whitney and Trosten-Bloom, 2003). Appreciative
Inquiry was applied in organizations and arrangements with success. It was applied in a
variety of groups like small societies in Nepal and other developing societies and big and
complex companies in the USA. Application areas are customer queries, new employee
orientation, projects, strategy formulation and vision creating (Pradhan,2000). Figure 1 shows
4-D model of Appreciative Inquiry (Demir et al.,2010;).
The process of appreciative inquiry approach is called 4-D cycle which is composed of:
Discovery, Design, Dream and Destiny (Whitney and Trosten-Bloom, 2003). Appreciative
Inquiry was applied in organizations and arrangements with success. It was applied in a
variety of groups like small societies in Nepal and other developing societies and big and
complex companies in the USA. Application areas are customer queries, new employee
orientation, projects, strategy formulation and vision creating (Pradhan,2000). Figure 1 shows
4-D model of Appreciative Inquiry (Demir et al.,2010;).
DISCOVERY
(Defining the best) Valuation
DREAM
DESTINY
(Creating what can happen)
Supply and sustenance
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Selection
of Positive
Subject
(Dreaming what can happen)
Proposing Results
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DESIGN
(Determining what can happen)
Co-arrangement
Figure 1: 4-D MODEL of Appreciative Inquiry
Source: Adapted from the studies of Whitney and Trosten-Bloom, 2003.
352
Positive Subject Selection: There is title/subject selection at the basis of model. Each
Appreciative Inquiry is an important part of model. It is the answer of the first
question to be asked in the creation process of organizational destiny. It forms the core
of change movement (Whitney and Trosten-Bloom, 2003; Cooperrider and Srivastva
,1987).
Discovery: In this phase successful results which make us happy are discovered;
attendees discover their successful and perfect periods in their past at the end of
detailed interviews (Yurdakul, 2009).
Dream: Dream phase is composed of dreaming to create a result oriented vision of
future. Attendee groups discuss their individual visions for ideal organization and
what will happen in the next few years. And total vision of group is developed
beginning with these discussions (Staron, 2007).
Design: New structure and processes are designed in this phase where short and long
term targets are determined (Yurdakul, 2009).
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Destiny: Developing a positive point of view makes it possible to give hope to all
system around a purpose and accelerate the system. Learning and harmony process is
created in improvisation just like a jazz band (Barrett, 1995).
There will be lacking and weaknesses of each model in application. Post-moderns systems
open to development accept them as feedbacks on renewing themselves. There are
weaknesses and strengths of Appreciative Inquiry applied with 4-D model, too. Nauheimer
(2009 cited by Demir et al.., 2010) states them in his study as follows;
Strengths:
The 4D-model works with what exists already in organizations.
People can easily relate to their past success stories and link them to what they want
for the future.
It is highly participatory and inclusive and respects different views and values.
The results of a 4D process are directly action oriented.
It creates energy and enhances motivation of people involved.
Weaknesses:
The model is more related to the past and present than to the future.
It does not include a wake-up call. Problems and challenges, although not denied, do
not receive the same attention than visions.
Model requires a highly skilled facilitator to make sure that the output of the process
satisfies the expectations of the process owner.
At this point it s important to analyze weaknesses and strengths of two approaches and
creating a hybrid model in order to be more effective.
4. HYBRIDIZATION AND
APPRECIATIVE INQUIRY
STRENGTHENING
OF
GOVERNANCE
WITH
It is proposed that Appreciative Inquiry will give flexibility and partner based participation
spirit to governance. For example instead of saying “we should be transparent”, a meaningful
road map and strategy to be transparent is presented. Table 4 compares principles and gives
an Appreciative Inquiry model proposal in application process.
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Table 4: Appreciative Governance Model Proposal
PRINCIPLES
OF
GOVERNANCE
PRINCIPLES
OF
APPRECIATIVE
INQUIRY
Transparency
Enactment
Accountability
Awareness
Participation
Commenting
APPRECIATIVE GOVERNANCE MODEL
DEFINITION
(Selection of Positive
Subject)
DISCOVERY
(Defining the best)
Defining Neatly
Being Positive
Wholeness
Narration
* Participation
* Responsiveness
Superiority of
Law
Enactment
Effectiveness
Commenting
* Transparency
Wholeness
Awareness
* Accountability
Responsibility
Awareness
Fairness
Enactment
Strategic Vision
Anticipatory P.
Legitimacy
Simultaneity
Being Poetic
DREAM
DESTINY
(Creating what can
happen)
* Fairness
Appreciative
Governance
(Dreaming what can
happen)
* Strategic vision
DESIGN
* Legitimacy
(Determining what can
happen)
* Efficiency
* Superiority of Law
Free Choice
The core value of governance is “participation” idea. The main purpose is to create a transparent and
collective structure involving partners. The target is exciting with its content. However strategies to
follow on the road to reach targets are also important. Appreciative inquiry process and principles will
involve employees without realizing. Employees will become a part of organization and decisions
without feeling any compulsion. Because of the belief that they can manage, targets shaped on
previous successes and strategies coming out of their own experience and memories will be
understood and responded by them more easily. With a simpler expression it is very easy to
correspond processes as understood from Table 4 and go forward on a similar line. Appreciative
Inquiry concept can be put forward by maturing and hybridizing principles to support each other.
5. CONCLUSION
Governance is which stability realized with respect to each other to some extent in providing
stakeholders with an independent approach is used for a long time. In this process, the
hierarchy is the only way top-level decisions, rather than managed mutual among themselves
for a wide range of autonomous governance, compliance and coordination between
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stakeholders is provided. Seen as an interactive process perspective of governance to manage.
Because no single stakeholder capacity and knowledge are not enough resources to solve
problems. The common goal is to find the best for the organization of stakeholders in the
process of governance. Jointly for the best possible approach to querying a positive finding.
For that reason govarnance should hybridize with Appreciative Inquiry. " Appreciative
Governance" called for the hybridization with the stakeholders, the better the organization
will reach a different perspective.
Appreciative Governance Model, the complexity is quite remote, easy to apply, and
understandable interbreeding. Proposal for starting to show deterioration trend of the head
against the negative entropy of governance. All employees and stakeholders, the vision,
objectives and strategies by incorporatinginto the pull to create a common vision of a wellknown. Hybridization of governance’s, disciplinary rules of the modernist framework and
appreciative inquiry’s participatory, easier to see and accept the creative collective, postmodern structure may be the solution to the needs of contemporary organizations. In future
studies, the results of testing and evaluation of the applicability of this theory is
recommended.
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Effects Of Hoshin Kanri And Balance Scorecard With Integrated Strategic Plan To
Sustainable Development: Application To Chamber Of Commerce And Industry
Buket Karatop1 Zeynep Kahraman2 Cemalettin Kubat3 Özer Uygun3
Adem Korkmaz4
1Süleyman Demirel Üniversitesi, Uluborlu Selahattin Karasoy MYO, Elektronik ve
Otomasyon Bölümü, Isparta
2Süleyman Demirel Üniversitesi, Mühendislik Fakültesi, Endüstri Mühendisliği Bölümü,
Isparta
3Sakarya Üniversitesi, Mühendislik Fakültesi, Endüstri Mühendisliği Bölümü, Sakarya
4Isparta Ticaret ve Sanayi Odası, Isparta
E-mails: buketkaratop@sdu.edu.tr, zeynepkhrmn11@hotmail.com,kubat@sakarya.edu.tr
ouygun@sakarya.edu.tr,ademkorkmaz@sdu.edu.tr
Abstract
Strategic management can be defined as an administrative technique in taking decisions for
the future in an organization, implementation and evaluation. In fact, It can be said that,
applications of strategic management provides sustainable development. Strategic
management has a dynamic structure and it requires continuous improvement. When Strategic
management is used integrated with management tools such as Total Quality Management,
Process Management, Hashin Kanri can be more efficient and effective. Using Balance
358
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Next Step Of Corporate Governance: Appreciative Inquiry In Corporate Governance
Author
Author
ÇiFTÇi, Münire
Abstract
A summary of the resource.
It was seen in the last decade that traditional management system and models cannot meet the needs of today. Crisis and scandals have proved the need for a more transparent and participatory structure. Governance met this need for a certain period of time and presented a more useful model. However through the end of 2000s negative effects of modern structures were seen; such as being quantitative and unnecessarily rational which make participants fear of doing wrong. In this case postmodern approaches came into agenda. One of them is appreciative inquiry approach based on realized successes and collective decisions. In this study, hybridization model is proposed for the concept of Governance, which has got some problems to harmonize with today’s conditions, with appreciative inquiry as a supportive updating. On this context “Appreciative Governance” concept is put forward as a theory. Keywords: Governance, Appreciative Inquiry, Appreciative Management Approaches, Appreciative Governance
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2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
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91c23d22498e70e2871d8bf9e7e52a8c
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REFERANCES
Vavouraki A. I. Putnis C. V. Putnis A. and Koutsoukos P. G. (2008) An Atomic Force
Microscopy study of the growth of calcite in the presence of sodium sulfate, Chemical
Geology, 253, 243–251.
http://en.wikipedia.org/wiki/Calcite (2012).
Fernandes H.R. Tulyaganov D.U. and Ferreira J.M.F. (2009) Preparation and characterization
of foams from sheet glass and fly ash using carbonates as foaming agents, Ceramics
International, 35, 229–235.
de Sousa E. Rambo C.R. Hotza D. Novaes de Oliveira A.P. Fey T. and Greil P. (2008)
Microstructure and properties of LZSA glass-ceramic foams, Materials Science and
Engineering A, 476, 89–97.
Hasheminia S. Nemati A. Eftekhari Yekta B. and Alizadeh P. (2012) Preparation and
characterisation of diopside-based glass–ceramic foams, Ceramic interanational, 38, 20052010.
Scheffler M. and Colombo P. (2005) Cellular Ceramics: Structure, Manufacturing, Properties
and Applications, wiley-vch verlag gmbh&co. , Weinheim.
Bernardo E. Cedro R. Florean M. and Hreglich S. (2007) Reutilization and stabilization of
wastes by the production of glass foams, Ceramics International, 33, 963–968.
Liao Y.C. and Huang C. Y. (2012) Glass foam from the mixture of reservoir sediment and
Na2CO3, Ceramics International, 38, 4415–4420.
Sustainable Urbanization And Ecocities
Çiçek Eda, Demirkiran Özlem,
Süleyman Demirel University, Isparta, Turkiye
E-mails: edacicek@sdu.edu.tr,ozlemdemirkiran@sdu.edu.tr
Abstract
Nowadays, fears about leaving a liveable world to next generations are increased. While
sources are decreasing rapidly, demands are increasing more swiftly. In order not to restrict
next generations‘ right to live, some measures must be taken. At this point, sustainable
urbanization concept came forward. Therefore the governments brought ecocities to agenda.
In this study, the phenomena of urbanization, sustainability, sustainable urbanization are
examined briefly. Problems caused by urbanization are detected. And the ecocity approach
that implemented for the realization of sustainable urbanization is discussed. Lastly, sample
ecocities from different places are dealt with.
292
�Keywords: Sustainability, Sustainable Development, Urbanization, Sustainable Urbanization,
Ecocity
1.INTRODUCTION
Urban settlement dates back to five thousands of years before present day. Along with the
population growth and industrial revolution, migration from the countryside to the cities
increased greatly and this brought out the phenomenon of rapid and unplanned urbanization.
This kind of urbanization brought about conclusions such as troubles faced for the use of
resources, increasing environmental pollution, global warming and extinction of some plants
and species. Due to the fact that resources in nature are not limitless and their uncontrolled
use leads the world to the deprivation of resources rapidly, sustainability approach which is
based upon balanced use of current resources occurred.
The term ‗sustainability‘ came up first at the conference on Human Environment held in
Stockholm in 1972.In the conference, the capacity of the environment and the rights of the
future generations were emphasized and the relation of economic and social development
with environment was realized. In 1987, sustainable development was identified in a report
called ‗Our Common Future‘ arranged by Earth and Environmental Development
Commission. According to this, sustainable development is to meet today‘s needs without
restricting the abilities and possibilities of future generations oriented toward covering their
needs. Sustainable development has brought with sustainable urbanization as well.
Unplanned growth of cities leads to serious destruction not only on the natural environment
but also on the human nature. A successful sustainable urbanization is possible on condition
that both physical and social sustainability studies are accomplished in integration with each
other. Cities have continually been destroying nature due to the lack of recycling
technologies, unplanned settlement and desire for constructing houses to green areas, air
pollution and unhealthy infrastructure. This also reveals the importance of physical
sustainability. As a result of the quests and efforts oriented toward physical sustainability of
cities, the idea ‗Ecocity‘ emerged.
Ecocity is a city designing and application approach in which human, city and environment
issues are handled in relation and interaction with each other. The word (ecocity) was first
used in 1987 by Richard Register in his book ‗ Ecocity Berkeley: Building Cities For a
Healthy Future‘. In Ecocity design, some principles such as reducing the effect of cities on
environment, the use of renewable energy sources, the lowest level of waste production and
the use of renewable energy sources have been taken into consideration. Dongtan and Tianjin
in China and Masdar cities in Abu Dhabi desert are a few samples being built with Ecocity
logic. In this study, sustainable urbanization phenomenon and ecocity approach put into effect
for the realization of this phenomenon will be discussed.
2.CITY AND URBANIZATION CONCEPT
The term ―city‖ might be identified in different ways according to the areas it has been used.
In general, cities are settlements the cultural activities, management structure, intrasocial
293
�relations and population density of which differ from country sides where living sources of
the population is out of agriculture and stock raising (Şentürk, 2008).
Urbanization, in its narrow meaning, means the increase in the number of cities and the
population who live in the cities. Yet, it is wrong to identify urbanization only with the
increase of population. While urbanization in demographical sense means the migration of the
population from the country sides and agricultural areas to the cities, urbanization in
economic sense is the move of the population working on agriculture and stock raising,
mainly industry, toward sectors out of agriculture. As for urbanization in socio-cultural sense,
it means adopting of the population the norms and living standards of cities becoming cities
demographically and economically as a style, living it, that is to say, to become urbanized
(Ulusoy, Vural 2007). Urbanization phenomenon is a complex process in which sociological,
technological, economic and political factors affect each other. Via the effect of these factors,
urbanization has not been realized in the same style in every region of a country.
3.PROBLEMS CAUSED BY URBANIZATION
Urbanization phenomenon, appearing as a result of the population increase and
industrialization, has brought along many problems as well. In additional to socio-economic
effects of urbanization such as stress, noise, rising in rental prices, it also has negative effects
on environment such as air pollution, water pollution etc.
We can examine the problems brought by urbanization in four sections (Ulusoy, Vural, 2007).
The initial one out of these is the cost of population increase (Getting crowded). The cost of
getting crowded caused by dense population in cities is on a level that can not be neglected.
For instance, that millions of people change places continually in central transport lead both to
loss of time due to the traffic jam and waste of fuel oil. In addition, the stress experienced
causes the fall of productivity and decrease in production in conclusion.
Secondly, the excessive rise in rental prices. Housing crisis caused by dense population paves
the way for building site speculation right along with causing an increase in rental prices.
Unjust incomes of building site speculators could not be taxed sufficiently; income
distribution has been affected negatively as a result.
Thirdly, the houses put up quickly without proper permissions. Owing to improper housing in
cities brought by haphazard growth and deformations occurring on aesthetic appearance of the
city are such samples. In the solution of problem of the houses put up quickly without proper
permissions, decisive attitude of the politicians is also needed in addition to technical,
administrative and financial precautions.
The final one is the increase of costs. Immeasurable and excessive growth in cities and
increasing costs all bring a supplementary burden both economically and financially. That is
to say, while communication difficulties in local administrations exceed a certain magnitude,
dense bureaucracy and the number of staff increasing as a result of political pressures drop
productivity, it leads to an increase in costs gradually. In the solution of these problems
caused by urbanization, several methods have been suggested. While some parts of these are
called the reducing of dense population in cities and the movement for preventing expansion
(development of cities), some studies suggest constructing new cities.
294
�4.SUSTAINABLE URBANIZATION
In the process of moving from agriculture to industry in developing countries, sustainable
urbanization phenomenon makes itself felt as well. Gradually increasing problems of
outskirts, appearing of infrastructure problems as a result, increase in the rates of crimes, lack
of education and health services etc. all make cities places that cannot be lived by degrees
(Gürlük, 2001)
Sustainability concept was identified in Bruntland Report published by United Nations
Environment and Development Commission in 1987. According to this definition,
sustainability means to be able to meet the needs of current generations without making a
concession from the needs of future generations (Ertan, 2007).
Sustainability concept has entered into scientific studies through sustainable development
concept. For that reason, one should initially examine the meaning of sustainable
development concept in order to identify and apply sustainable urbanization and sustainability
concepts in all other fields. Sustainability in every field is directly related to this concept
(Ertan, 2007).
Sustainable development concept was initially adopted by Earth Protection Strategy dated
1980. Later on, it has been identified with the concept of sustainability in a report in 1987.
Additionally, Rio Summit, Agenda 21 Document and World Businessmen Council have
adopted sustainable development concept in their policies and applications (Ertan, 2007).
Sustainability concept began to be used widely in many areas such as security, energy, city
planning etc. in the years of 1990. It was put forward as an alternative way of application in
the solution of problems occurring out of mutual interactions of concept, economy and
environment (Ertan, 2007).
One of the most significant problems of sustainability is excessively increasing population.
For meeting the needs of the increasing population, the need for supplementary service in
cities reveals the definition of sustainable development on its own. This concept which
envisages a full integration of environmental, economic and social goals meets the needs of
present generation and covers being taken notes of the demands of future generations to
natural sources as well (Bursa Yerel Gündem 21 1997-99 Raporu, 1999). For the realization
of sustainability, four important approaches exist:
1. Eliminating poverty and deprivation. This situation draws the attention of poor persons who
have no remedy but to destroy the environment.
2. Development which does not drop environmental quality. This situation provides the
continuation of the removal of poverty.
3. Widening the idea of the necessity of attempts the centre of which is human.
4. Combining economy and ecology at decisions in every stage, in other words, realization of
institutional change (Richardson, 1995).
Sustainability urbanization consists of harmonious and balanced growth of the city with
ecological system in a way to be reflected toward future. This understanding aims at leaving
cultural, historical and natural inheritance to future generations in addition to living in a
humanely urban environment of societies today (Ertan, 2007). The most important problem
occurring on this stage is at which rate the sustainability of cities could be realized. Because,
295
�horizontal and vertical growth of cities lead to damages both in nature and human‘s nature
dependent upon the recovery of living conditionals. The presence of sustainable urbanization
is possible on condition that both physical and social sustainability are integrated with each
other (Şentürk, 2008).
For providing the continuation of physical sustainability; one should prevent unplanned
construction, save up infrastructure investments providing vertical growth of cities not
horizontal, prevent building houses to green areas, change the transport system (using
transport by sea or tubes instead of highway vehicles) and use recycling technologies in every
field.
Social problems experienced by city human must be removed through social sustainability
(disappearance of contemporary relations among humans, becoming ghetto, the existence of
street gangs).
According to Gow Pidwirny, in order to become sustainable, a city should attempt to
implement the following practices: (Gow and Pidwirny, 1996)
- Reduce Urban Sprawl: To meet the necessity for housing of a constantly increasing
population urban areas should grow upwards rather than outwards. In order to achieve this,
development must shift from single detached homes to multi-storey houses that more than one
family live.
- Conserve Natural Habitats: Lots of species live in habitats like wetlands and marshes.
Wetlands are important in controlling flooding and filtering out water pollutants and
sediments and trees and other forms of vegetation help to purify air.
- Develop Areas With Respect to Environmental Protection: When an area is developed
natural features should be taken into consideration. Urban development should be continued
in areas which are not vulnerable to erosion or other types of natural hazards. Cultivated areas
should be protected.
- Provide Ample Green Space for Urban Citizens: Growing trees in the city can improve air
quality, moderate climate, stabilize soils and provide habitat for bird species, etc. Plants that
grown in rooftops and window sills serve to supplement food sources, provide habitat for
wildlife species, and are aesthetically pleasing.
- Encourage Water and Energy Conservation: People consuming too much water and energy
urban areas. In order to diminishing problems of supply and environmental degradation, the
conservation of these two resources should be promoted.
- Discourage the Use of Motor Vehicles: Motor vehicles, require a lot of energy, contribute to
air pollution and require large amounts of land for roads and parking lots. By designing a
sustainable city that is compact with most things within walking distance, reduces dependency
on motor vehicles. Using fewer vehicles decrease energy consuming, reduces air pollution,
and saves land.
- Initiate Recycling Programs to Reduce Waste: Many different types of wastes products are
produced in large quantities in cities. Recycling is possible for them. Sewage effluents, solid
waste, and hazardous waste can be also be recycled for other uses.
296
�5.ECOCITY
Although city areas cover only 2% of earth, they consume four third of the sources. For
instance, the city of London needs 125 times more earth of its area so as to meet its own
consumption. According to many environmentalists, cities are the main source of many
environmental problems such as pollution and carbon dioxide oscillation. The solution is to
protect the rest part of nature and to start building cities with a new understanding. According
to specialists, city understanding needs a radical change. For that, environmentally friendly
cities that meet its own consumption with its self production must be created (Habitat).
In any way; governments, planners, architects and engineers have begun to realize this idea
and have started to search new ways for environmentally friendly cities. Their approach
depends on two main principles: recycling of anything possible and minimizing the use of
cars. As well as developing energy-activated buildings, it has been paid attention to arrange
integrated working and living areas in a way to form common environments in cities instead
of increasing mass transport and dividing into settlement, trading and industrial areas.
Ecocity concept has occurred as a result of efforts and quests oriented toward the
sustainability of cities. It is a city designing and application approach in which human, city
and environments are taken into consideration in relation and interaction with each other. The
first source of the word used is the book called ―Ecocity Berkeley: Building Cities For A
Healthy Future‖ by Richard Register published in 1987. Four main elements take place on the
basis of Ecocity. These are; making soil, water and air alive and keeping heat under
supervision (Şen, 2008). Ecocity approach is based on two main principles the basic goal of
which is to protect nature and elevating the quality of life standard in developing countries;
recycling anything possible and reducing the use of automobile to minimum. However,
building productive buildings about the use of energy; developing designs paying attention to
climate factor; widening mass transport and approaches such as making working residential
areas close to each other instead of dividing the city into residential area, trading area or
industrial area (Cyprus Newspaper, 2010).
One of the cities aimed to be built with Ecocity logic in the world is the city of Dongtan in
China. The city, just outside of Shangai, has been thought to be built on Chong-ming island
which is on the bed of Yangzi river. According to the project, the ecocity is going to produce
zero carbon as it is self-sufficient on the issues of energy and water. This settlement to be
built on Chong-ming island had been used for agriculture beforehand and there was an
important park for birds. Via the plan, transforming some parts of the agricultural areas into
forest and making the whole agriculture organic has been aimed. In the city, producing energy
out of agricultural wastes and wind tribunes and recycling of wastes have been planned. In the
project, by giving permission only to electrical vehicles in the city centre, it has been thought
that transport would be provided by buses and water taxis working with solar energy and
hydrogen (Zaman, 2009). The building of wind tribunes began in 2006 but only 10 wind
tribunes have been set so far, the first stage of which is thought to have been completed in the
year 2010. The project could not reach at the desired target.
Another ecocity planned to be built in China is Tjanjin which is going to be a product of
China-Singapoure partnership. Tianjin Eco-city, which is going to shelter totally 350.000
persons under its body, stresses strongly the balance of residential towers rising among
valleys, walking tracks and green areas and the features of landscape design. As for urban
297
�transport infrastructure of Tianjin is going to be solved with light railway system at a great
ratio. The regions will be integrated into each other through light railway system. This, at the
same time, is an application to drop carbon oscillation in the city. In addition to the use of
dense landscape and green areas, in the scope of the project, many sustainable technologies,
mainly an effective infrastructure system, oriented toward accumulating solar energy wind
energy
and
rainwater.
The
project
is
still
in
charge
(http:/www.tianjinecocity.gov.sg/index.htm, http://www.yapi.com.tr)
Another environmentally friendly city is Masdar set in Abu Dhabi desert by United Arab
Emirates. The building of the city to cover 7 km2 area in total for 50.000 persons began in
February, 2008. The city to host both trading centers and little industrial businesses has been
aimed to be completed in 2016. Through ―Masdar Initiative‖ developed with supports of
American Massachusetts Technology Institute (MIT), a city with clean energy has been
envisaged. Railway system is to be used instead of cars. The energy need (82% solar energy)
of the city is to be met with a system recycling the food wastes (17%) by burning and wind
tribunes (1%). In the city, the distance of closest local transport vehicles has been designed to
be 200m at most. As for the public inhabiting the city where vehicles with petrol are
forbidden to enter the city, persons are going to wander around with private vehicle or mass
transport systems using clean energy (Zaman, 2009). Rapid Transport System (PRT) is going
to be composed of an electrical vehicle without 2500 drivers in which four persons could
travel 150.000 journeys by following the receptors extending along the railways down the
pedestrian walk. The cars, the buildings and everything else is expected to be powered by
solar photovoltaic panels on the rooftop of every building, solar thermal power plants (which
use the sun to heat liquids that spin turbines and generate electricity) and waste-to-energy
plants (CNN, 2008). Sea water refining system is going to provide some water of 5000m3 and
60% of the water to be used is going to be recycled. Trees to provide clean air and desert wind
to the streets are going to be settled round the city strategically and when thrown into the
litter, vacuum pipe is going to sweep it to a central area and some thrash decomposed there is
to be re-gained (Zaman, 2009).
6.CONCLUSION
Sudden and scary climate changes and the issue of environmental damage experienced today
have become more visible and sensitive in great walks of society. In fact, limitless
consumption of limited sources to create for future generations was on agenda since 1970‘s.
However, large scale measures taken on the levels of government suit to closer duration of
time. In this frame, the concepts ―sustainability‖, ―sustainable development‖ and ―sustainable
urbanization‖ that are connected to each other for leaving a more livable world to future
generations have been started to be pronounced. The application of these three concepts
which cannot be envisaged different from each other will be possible on the level of
urbanization with environmental new cities mentioned as ecocities. Despite the fact that it has
not been completed yet, ecocity projects, still in charge, are promising applications that can
partly remove the ecological problems of future generations if they succeed.
298
�BIBLIOGRAPHY
―Building
the
world‘s
cleanest
city‖,
CNN,
March
7,
2008,
http://money.cnn.com/2008/03/05/news/international/gunther_masdar.fortune/, access time:
24.04.2012.
―Geleceğin
şehirleri:
Eko-kent‖,
Zaman,
January
8
http://www.zaman.com.tr/haber.do?haberno=801144, access time: 24.03.2012.
―Yeni,
Yeşil
Kentsel
Gelişim
Modeli:
Tianjin
http://www.yapi.com.tr/Haberler/yeni-yeşil-kentsel-gelisim-modeli-tianjin-ekokenti_85805.html?Sayfa=1, access time: 24.04.2012.
2009,
Eko-Kenti‖
Bursa Yerel Gündem 21 1997-99 Raporu. (1999) Bursa.
Ertan, K.A. (2007) ―Sürdürülebilir Kent‖, Kent ve Politika Antik Kentten Dünya Kentine,
Editör: Ayşegül Mengi, İmge Kitapevi, Eylül.
Gow, T. and Pidwirny, M. (1996) Land Use and Enviromental Change in the ThompsonOkanagan:
Urbanization,
http://www.livinglandscapes.bc.ca/thomp-ok/envchanges/land/ch4.html#4.4, access time: 19.04.2012.
Gürlük, S. (2001) ― Sürdürülebilir Kentleşme Olgusu Ve Cumalıkızık Örneği‖ Uludağ
Üniversitesi İktisat Fakültesi Dergisi, Cilt: 19, Sayı: 1-2, Bahar-Yaz Dönemi Nisan,
http://homepage.uludag.edu.tr/serkan/sustainable.pdf.
http://www.habitat.org.tr/ekokent.html, access time: 20.03.2012.
―Sürdürülebilir
Yaşam
Örneği:
Ekokent‖,
October
4,
http://www.kibrisgazetesi.com/print.php?news=103202, erişim tarihi: 20.03.2012.
2010,
http://www.tianjinecocity.gov.sg/index.htm, access time: 24.04.2012.
Richardson, M. (1995) Güneydoğu Anadolu‘nun Sürdürülebilir Kalkınma Potansiyeli, Tes-Ar
Yayınları, No: 15, Ankara.
Şen, M. (2008) ―Sürdürülebilir Kentleşmenin Odağı: Ekokentler‖, Yerel Üzerine Aykırı
Yazılar, Okutan Yayınları, Haziran.
Şentürk, H. (2008), ―Sürdürülebilir Kentleşme‖, Merkezden Yerde Siyaset. Okutan
Yayıncılık, Ocak.
Ulusoy, A. and Vural, T. (2007) ―Kentleşmenin Sosyo Ekonomik Etkileri‖, Yerel Siyaset
Dergisi, Haziran.
299
�
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Extent
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1259
Title
A name given to the resource
Sustainable Urbanization And Ecocities
Author
Author
Çiçek , Eda
Abstract
A summary of the resource.
Nowadays, fears about leaving a liveable world to next generations are increased. While sources are decreasing rapidly, demands are increasing more swiftly. In order not to restrict next generations‘ right to live, some measures must be taken. At this point, sustainable urbanization concept came forward. Therefore the governments brought ecocities to agenda. In this study, the phenomena of urbanization, sustainability, sustainable urbanization are examined briefly. Problems caused by urbanization are detected. And the ecocity approach that implemented for the realization of sustainable urbanization is discussed. Lastly, sample ecocities from different places are dealt with. Keywords: Sustainability, Sustainable Development, Urbanization, Sustainable Urbanization, Ecocity
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General),Q Science (General)
-
https://omeka.ibu.edu.ba/files/original/756ac2a769854656bb34b047a4ad9c38.pdf
64046db4ac6fe7333101ff7e5dcb2e35
PDF Text
Text
3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Business Intelligence Systems in BiH
Ozlen Kursad, Peskic Belma,Dedovic Aida,
International Burch University, Sarajevo, Bosnia and Herzegovina
E –mails: kozlen@ibu.edu.ba
Abstract
Organizations today are in a great need in using some tools to sustain their existence. BI
systems are used to facilitate all the important organizational processes and changes through
the organizations in order to achieve their overall goals.
Purpose: This paper illustrates the usage of BI systems within a vast variety of organizations
in Bosnia and Herzegovina. The special attention was paid on measuring the role of BI
analytics and tools which represent key components of BI system.
Methodology: The review of literature from 2005 till today served as a basis for developing
the survey. The survey was conducted and the results were descriptively analysed.
Findings: Results show that BI systems are not well-known among employers and
employees, so their usage is on the low level within companies in B&H.
Keywords: BI system, BI analytics and tools, B&H
1.INTRODUCTION
In today’s business worlds with planning, organizing, and processing activities and full of
information, there has been a need for emerging systems which permit legally gathered and
publically available data for extraction and analysis into ‘business intelligence analytics’, in
order to provide support for management in better decision-making, the process which aims
towards moving from status-quo, improving business processes, and cost and time saving.
These systems are called Business Intelligence (BI) systems, and they are developed with an
aim to stop illegal reporting activities within the economy. The BI systems can be
implemented within any company, which is eager to use 100% of the all data available in the
market, but needs to be extracted and analyzed for talented and eager decision makers to use
and it and therefore achieve benefits.
The goal of this paper is to present the usage of BI systems and its key components by
emphasizing on the companies and organizations in Bosnia and Herzegovina (B&H), where
236
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
there are restricted resources, high environmental uncertainty, decomposition of the value
chain, the customers who are hard to retain, and aggressive international competitors.
Furthermore, this paper will illustrate in which degree companies manage knowledge through
the usage and implementation of BI tools.
1.1.Literature Review
Stated simply, the main tasks of a BI system include “intelligent exploration, integration,
aggregation and multidimensional analysis of data originating from various information
resources”. Implicit in this definition, data is treated as a highly valuable corporate resource,
and transformed from quantity to quality. As a result, massive data from many different
sources of a large enterprise can be integrated into a coherent body to provide ‘360 degrees’
view of its business (Yeoh and Koronios, 2010). Hence, meaningful information can be
delivered at the right time, at the right location, and in the right form to assist individuals,
departments, divisions or even larger units to facilitate improved decision making (Yeoh and
Koronios, 2010). BI model is connected with database and all other external data gathered
from different sources, in order to provide historical, current, and future views of business
operations. The BI system is a cycling activity (Figure 1) including planning and managing,
collection and division of the tasks, data processing and making business intelligence
analytics, and therefore the distribution of the final information.
Figure 1 BI cycle
The managerial view of business intelligence (BI) is about the presentation of the right
information to the right people at the right time to facilitate their decision making capabilities
and to ultimately improve enterprise performance. The technical view of BI usually centers
on the process of, or applications and technologies for, gathering, storing, analyzing and
providing access to data to improve business decisions (Bose, 2009). These enable the
organizations to integrate databases in data warehouses, which represent the core of a welldeveloped BI system.
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Typical BI technologies include business rule modeling, data profiling, data warehousing,
online analytical processing, and data mining (DM). The central theme of BI is to fully utilize
massive data to help organizations gain competitive advantages (Wang & Wang, 2008). On
the other hand, linking it with knowledge management (KM) which represents a set of
practices of the creation, development, and application of knowledge to enhance
organizational performance (Wang & Wang, 2008), BI and KM improve information usage
within the organization. KM and BI, while differing, need to be considered together as
necessarily integrated and mutually critical components in the management of intellectual
capital (Herschel & Jones, 2005). But BI relies on traditional tools of well-organized data
while KM importance lies in its five (The Concours group, 2007) categories: management,
culture, structure positions and responsibilities, IT, and metrics. Both of them should be
integrated to promote organizational learning and effective decision making.
Competitive pressures have dramatically changed the business landscape, forcing
organizations to rethink their decision making and operation styles (CSC, 2008). Today, in
the same time it is hard to have and sustain a competitive advantage, keep your shareholders
aligned with your goals, find a new ways to perform the company business, and have a strong
financial performance. The only option for organizations is to do more with a less, and to
manage that by implementing BI systems, to enhance decision-making capabilities and
shareholders’ value.
Underlying most management decisions are assumed relationships and patterns such as: large
customers are more profitable than small customers; “deluxe” products are more profitable
than “standard” offerings; training will improve quality or safety; etc. Today, it is assumed
that employee learning and growth improve internal process efficiency and effectiveness and
therefore customer satisfaction leading to better shareholder returns. DM and statistical
analysis techniques are the vehicles for understanding these “cause and effect” relationships
(CSC, 2008). The usage of tools such as Balanced Scorecard, the strategic performance
management tool, and technologies such as DM and statistical analysis help managers to
develop frameworks from simple analyses to complex internal processes, e.g. from analyses
of customer behavior to product development, maintenance, quality, and etc.
Today, Business analytics is a simple idea with complex ramifications to leverage the
collected wealth of data to create new powerful ways to perform and compete. Business
analytics is the new frontier of management science and practice (The Concours group,
2007). BI analytics are used mostly for knowledge discovery, leveraging information and
business data, driving business decisions, improving performance and for innovation. The
organizations will excel it where they want to compete and have full strength.
The quality of organizational innovative services and company products don’t matter.
Instead, the capability of an adequate planning structure in place to achieve full performance
is important. By allowing enterprises to allocate their most precious (and finite) resources
(money and people) in response to changing conditions and objectives, today’s enterprise
planning solutions facilitate a dynamic planning process that both promotes best business
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practices and generates new ones. These solutions provide enterprise planning tools for the
organizations to maximize their resources and manage their business strategies (ORACLE,
2008). All these demonstrate that without planning tools management would not be able to
predict future organizational performance changes. Through the use of planning tools,
managerial and organizational decisions can be performed better on every level by focusing
on analysis of information in order to capitalize on business opportunities, optimize
resources, and link goals with operational plans.
Nowadays, with available technologic capability, corporations can address many of their
most complex business problems and competitiveness (The Concours group, 2007).
Competing on analytics entails analytics through the organization and makes analytics and
fact-based decisions key elements of corporate business strategy. Analytics has to be
translated into day-to-day action, and putting analytics into meaningful action requires both
vision and execution (Davenport, 2007). The technology is in a huge progress and
competitors are always exploring the new ways to analytically compete and gain greater
business capability to enhance organizational performance, and become more successful in
financial and technological terms. The executives and employees are willing to adapt changes
and start analytics as quickly as possible. They can realize the payoffs, as analytical
competitors, and then they become leaders in their industries in any possible term.
Many corporations compete on the basis of their ability to initiate, expand, and maintain
relationships with customers. Indeed, customer relationship management is a high potential
domain for business analytics, especially the techniques of predictive modeling (The
Concours group, 2007). The aim of data analysis is to know more about company’s
customers, in order to best serve them. The organizations are measuring and managing
customer relationship through valuation, ‘targeting’, retention or customization. All these
improve the optimization of customer relationship.
Most companies today have sufficient amounts of data, but lack of their integration and
quality. Without qualified data, the needed analytical analysis cannot be created (The
Concours group, 2007). The companies must have high quality technologies to support BI
analytics through which data can be manipulated, because business takes an action based on
its analyses.
The nature of the top benefits and challenges make it clear that today’s technology purchasers
demand comprehensive and integrated BI and performance management solutions to be able
to overcome challenges related to data integration from multiple sources and data quality
(AS, 2007).
2. Research Methodology
As a result of literature review, the identified variables are formed as follows: (1) BIA
(Business Intelligence Analytics), (2) Management Planning Tools, (3) Organisational
competitiveness, (4) Technology, (5) CRM (Customer Relationship Management, and (6)
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Competitor’s Analytics. Each group includes four statements. To measure the identified
statements, a 5-point Likert scale survey was improved and conducted to be able to identify
whether organizations in Bosnia and Herzegovina use BI systems, and if so do they manage
by using those tools to reach their maximum.
2.1.The Sample Space
The participants were kindly asked to fill the demographics information part and to answer
the questions in the survey to be able to observe the real situation in their company.
The survey was conducted in person, particularly with each person, and online. On average it
took 10 minutes per person to read, think, and give the proper answer.
The importance of this survey lies in the results that will illustrate the real image of
companies in B&H, which are technology-oriented in their industries with emphasis on
innovation, and that the studies related to this topic were not conducted before in B&H.
2.2.Demographics
The survey was completed by 165 respondents. The respondents are from 73 different
private, public and governmental organizations. One third of the respondents were females
(Table 1).
Table 1 Gender of the respondents
The mean age of the respondents is 40.15, which means there is an experienced sample
(Table 2).
Table 2 Age
The positions of the respondents are varying (Table 3). It may be important to note that the
majority of the respondents are managers (managers and academic administrators). Academic
personnel and officers follow them by 18,8% and 17,6%.
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Table 3 Respondent positions
The survey was conducted in various types of organizations. Table the sample is represented
by the respondents from Limited Companies (Ltd.) (46.7%) (77 respondents), followed by
Academic Institutions (27.3%), where 45 persons were questioned. Governmental
organisations are represented by 23 respondents (17.6%). Furthermore, from banking and
finance there were 12 respondents (7.3%).
Table 4 Type of Organisations
2.3.Descriptive Statistics
The results about BIA section provide a fair support for the statements (Table 5).
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Table 5 BIA agreement level of respondents
According to Table 6, the managements of organizations are using very little tools to
facilitate their planning, and there is a lack of management support on analytical functions.
Table 6 Management Planning Tools agreement level of respondents
The respondents slightly agreed about their organizations being competitive (Table 7).
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Table 7 Organisational Competitiveness agreement level of respondents
The companies are observed to be using fairly good technologies (Table 8).
Table 8 Technology agreement level of respondents
The organizations are giving slight importance to the relationships (Table 9). Especially, they
have very fair capabilities to detect consumer behavior.
Table 9 CRM agreement level of respondents
According to Table 10, the respondents are neutral on the statement that their competitors are
using some BI tools, but they don’t consider that their competitors’ analytical capabilities
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were in a challenging level. Therefore, they do not think that their company’s performance
can be influenced by the competitors’ technologies.
Table 10 Competitor Analytics agreement level of respondents
In table 11, it can be seen that the respondents slightly agreed that their competitors jump
ahead with analytical capabilities.
Table 11 All sections agreement level of respondents
3.Discussion
The studies and findings show that B&H companies do not use business analytics for
knowledge discovery. Furthermore, their management does not realize the importance of BI
analytics which are used to drive business decisions, to improve organizational performance
and to create innovative structures.
It is not sure if organizations use management planning tools to predict future changes, and to
make better decisions on every level. Furthermore, the executive of analytical function in
management position is not the one that is the closest to business processes, and competitive
optimization according to the results of the survey.
The companies do not choose to compete on the basis of organizational competitiveness,
even if it represents a way to keep organizations viable and successful. The certainty lies in
that the management of company and the shareholders are aligned with company’s goals.
Most companies use sufficiently integrated technology with the aim to measure business
performance, but they do not have the technologies in place to support business intelligence
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analytics in the area of business management. The improvement in company performances
cannot be seen in terms of technology, and in the same manner they do not use qualified data
to be manipulated through existing technologies.
The Customer Relationship Management of the companies is able to initiate, expand, and
maintain relationship with their customers. Some of the companies, even in a small portion,
manage customer relationship through the “targeting” that may lead them to significant
revenue growth, and others are using “valuation” to manage the asset value of their customer
relationship. Throughout this survey, it is revealed that many organizations do not use early
warning systems to detect changes in customer’s behavior that indicates service or retention
issue, even if this could help them to try to retain their customers.
The conclusion led to discovery of the effects that the choices of competitor's analytical tools
on the company performance in the market may have, and in that way may give them
powerful means to be successful in financial terms. The results indicate that respondents do
not have qualified information to estimate whether their competitors use analytics to evaluate
their efforts in terms of improvement of business objectives.
4.CONCLUSION
The final conclusion is that there is a growth in BI market requiring from organizations in
B&H to be furnished with BI systems that will give their management support in better
decision-making aiming towards improvement and innovation, and in the same time enabling
them allocation of resources, better composition of value chain, lower degree of
environmental uncertainty, and most of all fair competition with international companies.
Regarding the directions for future studies, it can be underlined that any kind of study is
welcomed in this field. There is no enough information regarding it and very few studies to
have the BI picture in B&H.
REFERENCES
AS. (2007). Implementation of Business Intelligence and Performance Management Tools
and Solutions. SAS
Bose, R. (2009). Advanced analytics: opportunities and challenges, Industrial Management
and Data Systems. Emerald Group Publishing Limited
CSC.
(2008).
Retrieved
November
http://assets1.csc.com/management_consulting
245
21,
2011
from
www.csc.com:
�3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Davenport, T. (2007). Competing on analytics, The new science of winning. Conference
Report, Harvard Business School Publishing
Herschel, R., & Jones, N., (2005). Knowledge management and business intelligence:
importance of integration, Journal of knowledge management
ORACLE. (2008). Gaining Competitive Advantage through Enterprise Planning Retrieved
November 21, 2011 from www.oracle.com
The Concours group. (2007). Business Analytics: Six questions to ask about information and
competition. Boardroom imperative
Wang, H., & Wang, S. (2008). A knowledge management approach to data mining process
for business intelligence. Industrial Management and Data Systems
Yeoh, W., & Koronios, A. (2010). Critical success factors for Business Intelligence Systems.
Journal of Computer Information Systems
Km Applications In Bosnian Managerial Practices
Ozlen Kursad, Mahmutović Zehra, Mekić Ensar, Herić Emina
International Burch University, Sarajevo, Bosnia and Herzegovina
E –mails: kozlen@ibu.edu.ba
Abstract
Knowledge Management has emerged globally to facilitate sustainability of the organizations
as a result of competitive environment. Organizational learning not only asserts and promotes
organizational outcome and improved performance, but also plays a significant role in
achieving innovation and overall satisfaction through internalization; staff engagement, staff
motivation and empowerment, leadership and configuration.
This paper focuses primarily on its application within Bosnian managerial practices. The
main purpose of this paper is to investigate the presence of Knowledge Management within
246
�
Dublin Core
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Extent
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1173
Title
A name given to the resource
Business Intelligence Systems in BiH
Author
Author
ÖZLEN, M. Kürşad
Abstract
A summary of the resource.
Organizations today are in a great need in using some tools to sustain their existence. BI systems are used to facilitate all the important organizational processes and changes through the organizations in order to achieve their overall goals. Purpose: This paper illustrates the usage of BI systems within a vast variety of organizations in Bosnia and Herzegovina. The special attention was paid on measuring the role of BI analytics and tools which represent key components of BI system. Methodology: The review of literature from 2005 till today served as a basis for developing the survey. The survey was conducted and the results were descriptively analysed. Findings: Results show that BI systems are not well-known among employers and employees, so their usage is on the low level within companies in B&H. Keywords: BI system, BI analytics and tools, B&H
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
-
https://omeka.ibu.edu.ba/files/original/7530cac4312f636c23eeb23689ffdf35.pdf
9e9668ed7ab74e6b45d44ebfef796c6e
PDF Text
Text
3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
E-Government in a Bosnia and Herzegovina Municipality
Ozlen Kursad, Smajic Edin, Ozlen Serife
International Burch University, Sarajevo, Bosnia and Herzegovina,
E –mails: kozlen@ibu.edu.ba, esmajic@ibu.edu.ba, serifeozlen@hotmail.com
Abstract
For the last ten years, e-life has grown up rapidly contingent upon the development of high
speed technology and turbulent world economy. One of e-life applications is e-government
that revolutionary changed the way things were done and procedures were conducted. In this
study, the notion of e-government is examined and some concepts about contents, purposes,
functions and definitions of e-government are given. The evolution of the idea is studied in
light of its practical repercussions.
In this paper, E-Government implementation through one of Bosnia and Herzegovina
municipalities will be researched. A survey-based study is applied to empirically test the EGovernment implementation in Bosnia and Herzegovina administration.
The survey was evaluated descriptively. The conclusion and the discussion respectively
provide the results of the survey and address the future research areas with all its limitations.
Keywords: E-Government, survey, descriptive analysis
1.INTRODUCTION
For the last decades, technology has substantially improved and expanded. Technological
applications and widespread use of technological tools, have affected human being life and
structure of organizations.
The functions of cities and their share in human being life started to change with
technological improvements by the Industrial Revolution started in 1870s. Information and
communication technologies which have improved fast for the last 50 years have changed all
aspects of the life (commerce, production, work, education, home life, law, management
styles, etc.). This change triggered innovation and change in the public management styles
like in governments and municipalities (Coruh, 2008).
Today, one of the most common technological applications is the World Wide Web (WWW)
and computers. The usage of the World Wide Web (WWW) and computers provide the
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organizations to introduce themselves, to give information about the structure of the
organization, to make announcements, to do operations through net, etc. These activities can
be performed in a shorter period of time, with less staff, and can reach more people.
Especially smaller, intelligent and flexible organizations based on productive economies
instead of scale economies have appeared with Information Technologies. Therefore, to
control the autonomous and local management style organizations, based on Information, was
chosen instead of hierarchical and bureaucratic management systems. Expansion of Internet
and computer networks has removed the coordination and control problems of these
autonomous units (Marin, 2004).
Coordination and collaboration are very important for the organizations to be successful.
These are actually, the reasons of the existence of the organization. The organizations should
use the improvements to achieve these goals. The expectations of the society force the
organizations for the improvements. The adaptation of the public for the development in a
short period of time and increased expectation for digital service, from the government, has
increased the speed of transition to internet phase.
According to Steidel (2003), the effect of “Digital Revolution” has increased growingly in
American's daily lives. The citizens now can reach a lot of services which could only be
dreamed before a few years ago. The expectations of the citizens, using electronic services in
their daily lives, have been changed. The governmental offices have realized this situation to
use the chance which has been created by the change in transaction methods among the
citizens (Steidel, 2003).
Creating a service environment by using electronic network systems by government has
developed the definition of e-government.
2. What is E-Government?
There is no common definition of e-government (electronic government, also known as egov, digital government, online government or in a certain context: transformational
government). Briefly, e-government has been referred to as the application of Internet-based
technologies to the commercial and non-commercial activities of the government (OECD,
1998). Broadly, e-government is defined as the different ways in which governments and
public managers contact and interact with their citizens through their Web sites, but also
other Internet uses (e-mail or IRC), and different tools, like video conferencing, touch-tone
data entry, CD-ROM, private intranets, or satellites and antennas (Criado et al., 2002). It can
also be defined as:
. . . the use of information technologies (such as Wide Area Networks, the Internet, and
mobile computing) by government agencies that have the ability to establish the relations
with citizens, businesses, and the other arms of government. These technologies can serve a
variety of different users, better delivery of government services to citizens, improved
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interactions with business and industry, citizen empowerment through access to information,
or more efficient management of the government. The final benefits can be less corruption,
increased transparency, greater convenience, revenue growth, and/or cost reductions (World
Bank Group, 2003).
E-Government is the presentation of the services given by the government in an electronic
environment. By this way, governmental services can be delivered to the citizens very easily,
effectively without interrupted and in a qualified, fast, and safe way. The understanding of egovernment has taken the place of bureaucratic and classic government notions. And it aims
every organization and individual to reach the government by using systems of information
technologies (http://edevlet.turksat.com.tr).
E-Government as understood from the name is electronic government. By this project, some
services and applications of the government can be completed over the internet. By this
means, besides providing an improved and fast service to the citizens, organizations and
corporations, it is also a time and money saving system (http://edevlet.turksat.com.tr).
The citizens have also responsibilities to the government. Therefore, e-Government is
performing mutually all the duties and responsibilities between the government and citizens
on digital environment in a reliable and continuous way (http://www.digitaldevlet.org).
Ever since the Clinton’s presidential administration began to popularize the idea of
reinventing government in the United States, citizens had increased expectations for how
information technology (IT) could help to make government more efficient and to improve
services. In 1993, Vice President Gore gave an effort to explore how the internet could be
employed in the services of the government to revolutionize and reengineer historically
bureaucratic processes, and his report, “Reengineering through Information Technology”,
reflects the key role of business process reengineering (BPR) on these early efforts (US
Government, 1993). As he stated:
. . . the idea of reengineering by using the technology is critical. We didn’t want to automate
the old and worn processes of government. Information technology (IT) was before and is
now the great enabler for reinvention. It allows us to rethink, in fundamental ways, how
people work and how we serve customers (Gore, 1997).
2.1.What is the scope of e-government services?
E-Government projects aim to form a better expansive understanding of a government
structure. E-Government is focused on the works of government except “e”. Basic
fundamental components of the notion are e-company, e-corporation, and e-citizen. Each of
them tries to improve the e-notion inside and they will be affected from each other and
therefore will be more powerful. As a result, e-government can be constructed (http:
www.digitaldevlet.org).
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2.2.Why is e-Government?
There is a need to question the objectives, applications, and benefits and worse outcomes of
the applications. Therefore, the objectives of e-government may be: (1) Transparency of the
government; (2) To provide a fast, effective, and efficient mechanism for the government; (3)
To incorporate all the citizens at every level of the management; (4) To provide the share of
the knowledge; (5) To provide easy life to the citizens; (6) To establish a better environment
for the Decision Makers to make fast and right decisions, etc.
After the implementation, then the expected benefits may be: (1) Time consumption can be
decreased; (2) The costs will be decreased and the efficiency will be increased; (3) The
satisfaction will be improved; (4) Economic improvement will be supported; (5) Life
standards will be higher; (6) Individuals’ share will be better; (7) Dependence on paper and
its use can be lesser; (8) The public information that the citizens want to achieve, can be
reached from anywhere and in a faster way. Therefore the people’s failures can be decreased;
(9) Decisions for both the public and the citizens can be faster and easier; (10) The citizens'
requests can be considered easily; (11) The relations between the government and the citizens
can be improved. And a reliable environment can be created; (12) When the citizens reach
right information in a short period of time, the trust for the government can be higher (The
Premiership of Turkey (Başbakanlık), 2002).
The ICTs impact on public administration is accepted as one of the emergent issues among
the public management styles. In spite of few academic researches on e-government, in one
of his seminal articles Hood (1995) suggested that the term informatization may not be
elegant, but it fulfills a need. The term is used to denote the diffusion of computers connected
through telecommunication networks as a part of newest fundamental technology of public
administration.
The past research indicates that various e-government initiatives have been undertaken, and
have had varied success degrees to achieve the desired outcomes and benefits (Bellamy,
1999). It has also found that there are significant differences between public and private
organizations. Therefore, some necessary steps should be taken to reinvent government and
achieve e-government success (Gulledge and Sommer, 2002).
E-government provides various opportunities for city, county and state governmental units to
facilitate their operational efficiency and improve their influences to satisfy the needs of
citizens. E-government forces organizations to think about specific constituencies, their
problems and their life events to improve solutions through organizational boundaries to
address specific needs of their customers (Fagan, 2006). Studies describing e-government
initiatives that serve a range of constituencies include the applications of: government-tocitizen (G2C), government-to-business (G2B), government-to-employee (G2E), and
government-to-government (G2G) (Fagan, 2006; Erdal, 2004).
Government to citizen (G2C): The applications such as death and birth information, the
procedures related to marriage, transactions of registration for land, finding jobs, searching
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easily all the services which the government provides (much of the citizens are not aware of
these services), health services, (e.g., arranging an appointment with the doctor or to see the
blood analysis online), requesting to governmental offices and searching for requests results,
and so on.
Government to Business (G2B): Following the operations of import and export, taxation
services, auctions announcements, making announcements to encourage the companies in a
short period of time, customs related transactions, bill payments, are some of G2B
applications.
Government and employee relations (G2E): The communication of the government with its
employees through electronic systems is used to regulate the work hours, to give the
information about salary and insurance, to announce staff seminars, and other announcements
(job, death, marriage, etc.)
Relations among the units of the Government (G2G): Government should use internet as a
fast communication tool to provide a continuous relation not only with the environment but
also with its units. In case of an interruption on a service, the other municipality offices can
be aware of this event.
E-government concept has been improved much in many parts of the world. The
Government's response to the Australian public's growing reliance on online government
information services, such as australia.gov.au, as the preferred medium for interacting with
government is one of the successful e-government applications (Nairn, 2007).
Almost all local government institutions, besides internet based applications, have
constructed their web-sites (for commercial use, touristic and local information and services,
discussion boards and action groups) as well as by establishing videotext systems, electronic
kiosks, and intelligent-card systems, they have provided an information environment for
public systems. And they have targeted to increase their service quality and to provide
integration among them. They have opened the local communities for public use by
establishing connections among society centers, public libraries, and schools through internet
(Velibeyoğlu, 2004).
Although, e-government concept has improved much, there are some problems on both the
government side and the stakeholders’ side. In most parts of the world, for many reasons the
concept of e-government hasn’t succeeded yet, even, in England. A research study finds out
that there are a large number of English adults who are ready, willing and able to use echannels, potential early adopters of e-government. On the other hand take-up is low, because
e-channels’ awareness is low. One solution to increase the take-up process is to run
purposeful marketing communication campaigns. The gross potential for take-up market is
about 17.5 million above the age of 15 in England (Mellor, 2006).
There are significant differences among stakeholder groups based on their types of
organizational membership. Stakeholders of local governments are quite less optimistic to
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achieve their goals, and worried more about a variety of organizational, technological, and
financial barriers (Zhang, Dawes and Sarkis, 2005).
Local administrations are citing both what they have done so far and technical problems
which they have met. They are:
development (roads, hospital, school, mosque, etc)
municipal police (fines, public health, clean-up, etc)
fire brigade (forest fires, etc)
infrastructure (water, waste-water, solid waste)
environment (open-space area, parks, forestation)
Disaster management (earthquake, flood, soil erosion etc.)
local taxes (information on rates and application)
health services
public education (http://www.yerelnet.org.tr/yyaem/about_us.php)
While converting the old system into an e-Government system, the primary steps to be taken
can be ordered as:
Legal background: The related legal regulations should be done.
Technological background: The infrastructure of technological background should be created
and the applications should be started rapidly.
Financing e-Government: To finance the government in preparing classical budgeting
methods should be left and the new models should be developed.
Human: Adapting and training the society to the planned and considered systems, and the
Change Management should be run.
Service Background Development: The efficient and effective technologies which the users
can benefit should be determined and the needed structure should be constructed.
Forming The Service Mechanism: An active information share system among all egovernment units should be formed and the content should be constituted.
Confidence and Security: e-Government services should store the information of the users in
a safe environment, and the users should be made sure that the security principles are
regularly performed.
Construction of a Coordination Center: This is one of the most important priorities. All the
public units should be managed from a single Coordination Center and a Government Portal
should be constructed (The Premiership (Başbakanlık), 2002).
3.Research Methodology
A survey study was performed on one of the fastest growing BiH municipalities. The target
population in the municipality was determined by the responsible person in the municipality.
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Therefore the study was restricted to the number of 35 respondents. The respondents are all
selected from the top level positions within the municipality. Ten of the respondents were
men.
According to the survey results, it is obvious that there is an expectation of the citizens from
the municipality to use E-Government applications. On the other hand, the support of the
federal and local administrations seems weak. The respondents in the municipality believe
that the municipality can afford E-Government activities with an additional budget and the
municipality has an available technologic infrastructure to run E-Government applications.
However, they slightly agree that the municipality needs help of a consulting company to
execute an E-Government project (Table 1).
Table 1 E-Government Enablers and Barriers
The staff in the municipality accepts the need for an E-Government application and they
agree that it was a helpful tool to support the work. Furthermore, they believe that the
municipality wants to implement E-Government projects (Table 2).
Table 2 Executive Support
The staff has almost strong belief that E-Government projects can save the money and time,
shorten work in progress time and supplement, facilitate learning, knowledge sharing,
empowering and common vision of the municipality, help the municipality on its
announcements (Table 3).
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Table 3 Productivity of E-Government Projects
It has been strongly shown in the study that E-Government projects are believed to be helpful
on managerial issues such as the integration of the departments, the quality of integrated
information, effective and efficient decision making capabilities, the synchronization between
the units, the control of processes, keeping the data secure, transparency of the works,
incorporating the citizens in every level of the management, etc. (Table 4).
Table 4 Influences of E-Government Activities on Management
E-Government projects can also be helpful on improving the transactions of municipality and
citizen, government, business and municipality staff (Table 5).
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Table 5 E-Government Projects and Governmental Transactions
The respondents strongly agree that there are some difficulties which the municipality might
have during E-Government projects such as legal, technological, financial, training of both
staff and citizens, developing an active information share system among the units,
information security, building a single coordination center, e-channel awareness of the
citizens, etc. (Table 6).
Table 6 Difficulties in E-Government Implementations
4. Discussion
While it was believed that the e-government will be suitable only for wealthy nations and that
the progress to reach developing world will last for a very long time the internet revolution
has proven otherwise. The use of electronic solution has troubled every nation from Vanuatu
to Mali, from Switzerland to Bosnia to Swaziland. They all aspire to improve their services
by using electronic means because, for many, their survival depends on those services.
The worst opponents at the outset of the internet emergence have become the advocates of
the electronic services and electronic solutions generally simply because they realized that
this approach and technology is not only unavoidable but also it is a key to success despite all
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the weaknesses. Hence, those who embraced it and effected the change survived all others
simply perished.
Big nations and their central governments take this issue very seriously and aspire to improve
their e-governance in all affairs and in all levels. The developing ones also aspire to
implement and make use of new technologies in their administrations. However, this is rather
a process in the making and its end results are neither visible nor finite. Thus, if tackled
properly e-governance can make a real difference and may secure survival to some
governments but it can also elevate one nation over the other or others as in the case of
Singapore or some Scandinavian countries.
5. CONCLUSION AND IMPLICATIONS
This paper best illustrate that e-government is equally important in the USA, Turkey, Bosnia
and Herzegovina or any other country. Despite the political, economic, social, technological,
legal and human issues and problems, e-governance enhances the operations of the
administration and brings its services closer to the end-users rather conveniently.
The literature review not only brings the definition and shows the importance of the
Electronic government but it also proves that the e-government greatly improves various
relationships such as: G2C, G2B, G2E, G2G… It also provides an insight that great many
leaders stress the importance of the electronic governance and administration as in the case of
Clinton and Gore per se.
The research findings show that albeit the difficulties in getting appropriate support from
higher authorities, this local Bosnian government shows high respect for new technologies
and new processes in their environment although it may trigger unpleasant change to some of
them.
Unfortunately, although all the heads of the departments and their assistants filed the
questionnaire the number of respondents amounted only to 35. Further research should be
undertaken to examine the wider scope of the stakeholders in order to see the response of the
users and the higher levels of the administration of Bosnia and Herzegovina.
The authors agree that the e-government is a great opportunity for small and developing
nations such as Bosnia and Herzegovina with its complex and multi level governments where
in practice some parts of the government simply look detached from the other. Being a small
country in terms of geography and its population it makes it easier to implement the egovernment provided that there is a will from the government’s head. In the case of this very
municipality this will is rather obvious.
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Kentte Yaşantımız Nasıl Değişiyor?, Ankara.
Criado, J.I., Hughes, O.E. and Teicher, J. (2002). E-government and managerialism: a
second revolution on public management. VI International Symposium on Public
Management, Edinburgh University, Edinburgh, 8-10 April.
Erdal, M. (2004). Electronik Devlet, www.turkiyegov.tr
Fagan, M. H. (2006). Exploring city, county and state e-government initiatives: an East Texas
perspective. College of Business and Technology, University of Texas, Tyler, Texas, USA
Gore, A. (1997). “Introduction”, The Report of the National Performance Review.
Government Information Technology Services Board, Access America, available at: http://
govinfo.library.unt.edu/accessamerica/docs/intro.html.
Gulledge, T.R. and Sommer, R.A. (2002). Business process management: public sector
implications. Business Process Management Journal, Vol. 8 No. 4, pp. 364-76
Hood, C., 1995, “Emerging issues in public administration”, Public Administration, Vol. 73
No. 2, pp. 165-83.
http://edevlet.turksat.com.tr
http://www.digitaldevlet.org
http://www.yerelnet.org.tr/yyaem/about_us.php
Marin, (2004). Elektronik Küresel Mekânlar, Tele-Koloniler Ve Türkiye’deki Kentler.
http://www.bilgiyonetimi.org/
Mellor, N. (2006). E-citizen: Developing research-based marketing communications to
increase awareness and take-up of local authority e-channels. Aslib Proceedings
Nairn, G. (2007). Driving innovation into e-government. Information Age (Australia)
OECD, (1998). Information technology as an instrument of public management reform.
www.oecd.org/puma
Steidel, (2003). EYALET VE YEREL YÖNETİM, Değişikliğe Uyum Sağlamak, A.B.D.
DIŞİŞLERİ BAKANLIĞI ELEKTRONİK DERGİSİ, Demokrasi Konuları, EKİM 2003
CİLT 8 SAYI 2
The Premiership of Turkey (Başbakanlık). (2002). Bilgi Toplumuna Doğru: Türkiye Bilişim
Şurası Taslak Raporu. Türkiye Bilişim Şurası, Ankara,s.212
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US Government. (1993). Reengineering through information technology”, Accompanying
Report of the National Performance Review, Office of the Vice President, September,
available at: http://govinfo.library.unt.edu/npr/library/reports/it.html.
Velibeyoğlu, K. (2004). Bilgi Teknolojileri destekli kentsel gelisme stratejileri. Yapi ve
Kentte Bilisim, Ankara
World
Bank
Group.
(2003).
A
definition
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of
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Zhang, J., Dawes, S., and Sarkis, J. (2005). Exploring stakeholders' expectations of the
benefits and barriers of e-government knowledge sharing. Journal of Enterprise Information
Management
An Assessment on Evolution of Regional Development Concept
Ulu Emriye1, Kiymalioğlu S. Umit2
1Akdeniz University Alanya Business Faculty, Alanya, Turkey
2Akdeniz Univesity Faculty of Economics and Administrative Sciences, Antalya, Turkey
E – mails: emriyeulu@akdeniz.edu.tr, umitk@akdeniz.edu.tr
Abstract
Associating the terms, knowledge, innovation and learning, with development is not a
new process. The innovation as the primary source of competitive advantage in capitalist
economies had been postulated firstly in Marx and Schumpeter’s ideas. But in parallel with
evolution process of development theories and studies, addressing the concepts on regional
level and within the framework of sustainability is a new process. It is seen apparently that
interest in “region” concept has a considerable place in development studies from the early
1990s. Now regions are seen as opened identitites and are exposured to the effects of
international competition directly. Right at this point, the development efforts of lagging
regions by “cut and copy” transfer practice of the development models and policy
instruments of advanced regions have lost their meanings. Prior development models which
used to focus on physical infrastructure and capital endowment have been replaced with
internal models emphasizing the accumulation of intellectual capital and intangible assets.
Key source of competitive advantage is defined as the capacities of regions to support
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1171
Title
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E-Government in a Bosnia and Herzegovina Municipality
Author
Author
ÖZLEN, M. Kürşad
Abstract
A summary of the resource.
For the last ten years, e-life has grown up rapidly contingent upon the development of high speed technology and turbulent world economy. One of e-life applications is e-government that revolutionary changed the way things were done and procedures were conducted. In this study, the notion of e-government is examined and some concepts about contents, purposes, functions and definitions of e-government are given. The evolution of the idea is studied in light of its practical repercussions. In this paper, E-Government implementation through one of Bosnia and Herzegovina municipalities will be researched. A survey-based study is applied to empirically test the EGovernment implementation in Bosnia and Herzegovina administration. The survey was evaluated descriptively. The conclusion and the discussion respectively provide the results of the survey and address the future research areas with all its limitations. Keywords: E-Government, survey, descriptive analysis
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
-
https://omeka.ibu.edu.ba/files/original/765e11c32fe1af9ba3cc690b35e27fef.pdf
7cc11f22c02b0dbe68f06022538f5bda
PDF Text
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3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Davenport, T. (2007). Competing on analytics, The new science of winning. Conference
Report, Harvard Business School Publishing
Herschel, R., & Jones, N., (2005). Knowledge management and business intelligence:
importance of integration, Journal of knowledge management
ORACLE. (2008). Gaining Competitive Advantage through Enterprise Planning Retrieved
November 21, 2011 from www.oracle.com
The Concours group. (2007). Business Analytics: Six questions to ask about information and
competition. Boardroom imperative
Wang, H., & Wang, S. (2008). A knowledge management approach to data mining process
for business intelligence. Industrial Management and Data Systems
Yeoh, W., & Koronios, A. (2010). Critical success factors for Business Intelligence Systems.
Journal of Computer Information Systems
Km Applications In Bosnian Managerial Practices
Ozlen Kursad, Mahmutović Zehra, Mekić Ensar, Herić Emina
International Burch University, Sarajevo, Bosnia and Herzegovina
E –mails: kozlen@ibu.edu.ba
Abstract
Knowledge Management has emerged globally to facilitate sustainability of the organizations
as a result of competitive environment. Organizational learning not only asserts and promotes
organizational outcome and improved performance, but also plays a significant role in
achieving innovation and overall satisfaction through internalization; staff engagement, staff
motivation and empowerment, leadership and configuration.
This paper focuses primarily on its application within Bosnian managerial practices. The
main purpose of this paper is to investigate the presence of Knowledge Management within
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Bosnian managerial practices, its intensity, influences on organizational strategy, and benefits
as well as outcomes coming from it.
As a result of literature review, a 7-point Likert scale survey was developed and the survey
was distributed to the companies by emailing, otherwise companies were visited directly. The
companies vary from private to public, in different areas of business performance. The
respondents have different positions through bottom to the top management.
The data gathered were examined descriptively and the results are discussed accordingly.
Keywords: knowledge management, strategy, decision making, motivation, benefits
1.INTRODUCTION
Over the years, knowledge management research, its implications and benefits have achieved
great popularity. So far, in the twenty- first century knowledge is widely recognized as the
most important single factor in creating and sustaining more effective organizational
performance (Li Hua, 2010). What is evident in this approach is that the effective creation of
knowledge depends upon knowledge transfer, knowledge sharing and organizational
learning. Many organizations nowadays are approaching knowledge as a primary source of
their success, employee engagement and satisfaction. On the other hand, there are many of
others which are refusing to import knowledge based plans into their overall strategy, and in
that way are becoming reluctant to change.
Modern organizations make knowledge management (KM) an explicit part of their strategy in
order to utilize the knowledge and experiences of individuals within the organization. The
underlying assumption for KM in an enterprise context is that the enterprise’s productive
function consists of work to transform organizational knowledge into outcomes in order to
obtain organizational benefits (Burstein and Linger et. al 2003). From this perspective, KM is
a part of organizational value chain and presumed to have a positive impact on the
organization.
This paper will examine knowledge management application in local community of Bosnian
managers. Since Bosnia and Herzegovina is relatively small country with a struggling
economy and in many political disputes over years already, we are willing to see how
Bosnian white and blue collar employees perceive knowledge management, whether they
apply it in their strategy, how open they are to implement this approach in order to improve
the overall quality and efficiency of their businesses.
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1.1.Literature Review
A review of the knowledge management literature was conducted using standard electronic
databases. The literature review has been focused on 15 articles which are considered to be
representatives of the most relevant literature for the study (Table 1). However, besides those
articles, there was instant usage of KM book (Handžić & Zhou, 2003).
Table 1 Summary of relevant articles
Furthermore, a number of relevant case and theoretical studies from Europe, America and
Asia are documented. Frize et. al (2005) describe a KM framework for ethical decision
making support. Their article is based on creating value in health-care organizations through
KM applications. In their article, authors state that “While relatively little attention has been
paid to the use of knowledge management for ethical decision support, a few comparable
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decision tools have been under development for the NICU environment”. Mills and Smith
(2010) approached KM from more organizational perspective. They said that “For many
organizations achieving improved performance is not only dependent on the successful
deployment of tangible assets and natural resources but also on the effective management of
knowledge. As such, investments in knowledge management continue to increase
dramatically from year to year”. Rouse (2002) Conley and Zheng (2009) as well as Coakes et
al (2009) more specifically approached KM implications in terms of decision making,
organizational success and improvement.
2.Research methodology
2.1.Variables
Identified research variables as a result of literature review are shown in Table 2. The survey
questions have been developed according to the variables.
Table 2 List of variables
1. Knowledge enablers refer to the organization environment and communication technology
within the organization.
2. Technology facilitates KM processes through the organisation.
3. Motivation. Each organization within its overall strategy considers one part related to
motivating its employees to obtain best work results. In relation to that certain incentives,
rewards or benefits can be provided in order to make difference between peak and weak
performers. Knowledge management does not fall anywhere behind requiring certain
motivation maintenance in order to stay present in the company. Related to that our interest
was to determine if organization is applying knowledge management in its strategy, how
much of interest is showing, or more precisely what efforts are allocated to maintain it
through high motivation of employees, and stuff.
4. KM Assets. Every enterprise should first of all realize how important it is to "know what
they know" and be able to make maximum use of the knowledge. They need to know what
their KM assets are, and how to manage and make use of these assets to get maximum return.
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Most traditional company policies and controls focus on the tangible assets of the company
and leave unmanaged their important knowledge assets. But the fact is that KM assets in
business environments are quite more important than tangible assets including financial
assets and etc., because they represent a useful mechanism for gaining the competitive
advantage.
5. KM Adoption. To succeed in organisational KM strategy and to meet the business
objectives of the implementation, it is imperative to ensure adoption of the system within the
user base. The focus of the implementation should be on increasing and maintaining the
usage of the system in terms of number of users participating, increasing the number of
transactions on the system and improving the quality of the transactions. There are a lot of
challenges faced through the adoption of KM, so the current research considered the variable
regarding the adoption of KM.
Benefits: There can be populated a long list of benefits which KM and its adoption within the
organization provide. In this study, benefits from KM have been categorized as personal
benefits and organizational benefits.
6. Personal Benefits. When all the people in an organization understand what they already
know, what they need to know and what they don't yet know about something for their tasks,
then people can collaborate better to reach their goals. Individuals will get more
accomplished because of the knowledge shared within a group, and groups can collaborate
better because they have a common goal and a clear starting point. The benefits of
knowledge management can take a company struggling with the information processing
cycle and productivity and therefore make it a much more efficient and success-oriented
workplace.
7. Organisational Benefits. Benefits on the organizational level include overall inclined
productivity and output, better innovation and implementation of new ideas and better
customer service.
2.2.Sample Space
The survey was conducted on several private and public organizations in different industries
per see. Banks are not put into the basket, since they are the branches of the banks from
abroad. Mainly high rank employees in organizational chart such as supervisors, presidents of
board committee, auditors and CEOs were targeted. On the other hand, the other level
employees were also surveyed.
The surveys were distributed by e-mailing several companies and asking whether they found
the survey appropriate to fill out. A response rate of 76% (152/200) was achieved from
distributed surveys.
One experienced difficulty is that the awareness of KM in general. Hence brief explanations
about KM, its pros and cons are given to the respondents. Another challenge was that lack of
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trust towards this kind of surveys which require giving certain internal information about
company (even though that they are not from financial nature). Furthermore, the survey was
distributed both on English and Bosnian language respectively.
Findings
2.3.Demographics
Demographics part includes respondent’s gender, their positions within the department, and
their education levels. Respondents were half from males and half from females (Figure 1).
Figure 1 Gender of the Respondents
The education levels of the respondents are found out to be extremely high. There are only
three high school graduates. Almost one third has master degrees and twelve have PHD
degrees.
Table 3 Education Levels of the Respondents
The positions of the respondents were grouped according to their similar characteristics.
While grouping them, ILO standards have been considered (Budlender, 2003). Nearly half of
the respondents have managerial roles within the organisations. There are 47 lecturers who
are working in two private international universities in BiH.
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Table 4 Positions of the Respondents
The surveyed respondents are asked to state the current KM implementation phase in their
organisations. They could choose more than one option among the given alternatives.
According to the results, 30 organisations are detected to have no KM strategy. 58
organisations have developed KM strategies but they did not or couldn’t start the strategies.
On the other hand, almost one third (49) of the respondents stated that their organisations
have started to implement their KM strategies. 32 of them commented that knowledge share
can be successfully employed in their departments within the organisations. Additionally, 27
of them believe that KM practices have become a part of their organization’s corporate
culture. Furthermore, 35 respondents think that the organisational internal environment is
suitable for KM to emerge. However, 24 of them don’t think that it is not valid for their
external environment.
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Figure 2 KM Implementation Phases of the Surveyed Companies
According to Table 5, it can be identified that the environment for knowledge sharing is
slightly suitable. Therefore, there is a very little amount of knowledge share.
Table 5 KM Enablers
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As observed from Table 6, the companies are investing slightly on technology. So, the
organisations have weak technologies to support KM activities through the organisation.
Table 6 Technology
Motivational issues seem to be extremely weak through the organizations to implement KM
(Table 7).
Table 7 Motivation
When the assets for KM is considered, the organizations are identified that they do not give
importance to KM assets (people, organizational capital, customer relationship, etc.) and
therefore they don’t have satisfactory level of KM embodied with the organization (Table 8).
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Table 8 KM Assets
As observed from Table 9, the organizations have slightly adopted KM processes.
Table 9 KM Adoption
The respondents slightly feel that they get benefit from KM applications. On the other hand,
they seem to adopt and as a result of this adoption they seem happy with the benefits (Table
10).
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Table 10 Personal Benefits
The respondents are less optimistic about organizational benefits compared to personal
benefits. But they are still slightly agreed that KM applications are beneficial for the
organizations (Table 11).
Table 11 Organizational Benefits
3.Discussion
The overall variables are shown in Table 12. The results suggested a slight agreement in
general. It can be understood from the results that KM issue in BiH is in its early phases.
Therefore, it needs more attention to develop KM implementation strategies. First of all, a
knowledge enabling environment within and outside the organisations should be developed.
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Technology tools to facilitate KM processes can be used more. On the other hand, the
motivation to implement KM is very weak. So it needs more attention. Otherwise it may be
difficult to adopt KM solutions. Furthermore, the results implied that the organisations should
enrich their knowledge assets. Finally, if all the conditions are satisfied, it is clear that both
the organisations and the individuals will increase their benefits.
Table 12 Overall Variables
4.CONCLUSION
In practice, the knowledge management function has been improved by the internet and
information technology within and outside the organization (Barney, 1991; Davenport and
Prusak, 1998). Therefore, it has become essential to coordinate different information coming
from different parts of the world and knowledge workers (Amar, 2002; Coakes et. al, 2009).
The current study realized that in order to perform KM effectively, organizations have to
learn how to manage KM as a function rather than as a technical skill. The first step in this
process is to devise a management strategy for carrying out KM and if the strategy is wellunderstood so that everyone in the organization can seek guidance from it pertaining to the
various aspects of management, such as the social and cultural. It is taken for granted here
that a system incorporates both social and technical elements.
In a nutshell, it can be understood that KM in Bosnia and Herzegovina is emerging yet.
Future research may evaluate the value of each type of knowledge exchange and thus
demonstrate the best composition of a successful knowledge management strategy for
different organizations according to the social, cultural, economic and political composition
and placement.
5.Directions for Future Research
The interest of Knowledge management research is expected to substantially increase. In the
current study, the concentration was on the Knowledge management application in BiH
managerial practices. The results have provided useful information considering the awareness
about the importance of KM in BH companies and to which extent Knowledge management
is implied. This study points to several key areas that require further analysis. For example,
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subsequent research might involve conducting a longitudinal study of organizational culture
and knowledge transfer, providing a more empirical causal link between these two
constructs. Along these same lines, a longitudinal case study might involve actual
manipulation of organizational knowledge. Another potential research may attempt to find
out the strategies to maximize knowledge management practices in BiH. Also there could be
conducted researches which would more deeply explain the connection between Knowledge
management practices with the other organizational key parts.
REFERENCES
Barbosa, J. G. P., Gonçalves, A. A., Simonetti, V. and Leitão, A. R. (2009). A Proposed
Architecture for Implementing a Knowledge Management System in the Brazilian National
Cancer Institute. BAR, Curitiba, 6(3), art. 5, p. 247-262
Budlender, D. (2003). Improving occupational classifications as tools for describing labour
markets: A summary of recent national experiences. Retrieved October 23, 2011, from
www.ilo.org:
http://www.ilo.org/integration/resources/papers/WCMS_081752/lang/en/index.htm
Burstein, F. and Linger, H. (2003). Supporting post-Fordist work practices: A knowledge
management framework for supporting knowledge work. Information Technology & People,
16(3), pp.289 – 305
Chen, S.C., Yang, C.C., Lin, W.T., Yeh, T.M., and Lin, Y.S. (2007). Construction of key
model for knowledge management system using AHP-QFD for semiconductor industry in
Taiwan. Journal of Manufacturing Technology Management, 18(5), pp.576 – 597
Coakes, E., Amar, A.D. and Granados, M. L. (2010). Knowledge management, strategy, and
technology: a global snapshot. Journal of Enterprise Information Management, 23(3), pp.282
– 304
Conley, C. A. and Wei, Z. (2009). Factors critical to knowledge management success.
Advances in Developing Human Resources, 11(3): 334-348.
Corrao, S., Arcoraci, V., Arnone, S., Calvo, L., Scaglione, R., Di Bernardo, C., Lagalla, R.,
Caputi, A. P. and Licata, G. (2009). Evidence-Based Knowledge Management: an approach
to effectively promote good health-care decision-making in the Information Era. Internal and
Emergency Medicine, 4(2), 99-106,
Driessen, S., Huijsen, W. O. and Grootveld, M. (2007). A framework for evaluating
knowledge-mapping tools. Journal of Knowledge Management, 11(2), pp.109 – 117
Frize, M., Yang, L., Walker, R. C. and O’Connor, A. M. (2005). Conceptual Framework of
Knowledge Management for Ethical Decision-Making Support in Neonatal Intensive Care.
Information Technology in Biomedicine, 9 (2), pp. 205 - 215
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Gasson, S. and Shelfer, K. M. (2007). IT-based knowledge management to support
organizational learning: Visa application screening at the INS. Information Technology &
People, 20(4), pp.376 - 399
Handzic, M., & Zhou, A. Z. (2005). Knowledge Management: An Integrative Approach,
Chandos Publishing, Oxford, UK.
Meso, P., Troutt, M. D. and Rudnicka, J. (2002). A review of naturalistic decision making
research with some implications for knowledge management. Journal of Knowledge
Management, 6(1), pp.63 – 73
Mills, A.M. and Smith, T.A. (2011). Knowledge management and organizational
performance: a decomposed view. Journal of Knowledge Management, 15(1), pp. 156-171.
Rizzi, C., Ponte, D. and Bonifacio, M. (2009). A new institutional reading of knowledge
management technology adoption. Journal of Knowledge Management, 13(4), pp.75 – 85
E-commerce in Bosnia &Herzegovina
Ozlen Serife, Obralic Merdzana, Cickusic Emir, Ejupi Dzenis, Dzaferovic Emir
International Burch University, Sarajevo, Bosnia and Herzegovina
E –mails: serifeozlen@hotmail.com, mobralic@ibu.edu.ba
Abstract
With the rising of e-commerce in the past few years, distinct buying patterns and preferences
have emerged for specific groups and other demographics.
Since e-commerce is still a relatively new phenomenon in B&H, our goal was to collect
enough information and measure those patterns in order to understand how consumers
connect with the new technology. This paper lays the foundation with brief introduction to
definition of e-commerce, followed by history timeline of e-commerce evolution and some
important trends and factors which are generally known to have influence on people’s
attitude toward online shopping. This is then followed by their general perceptions and
preferences of online shopping including product and payment option selection.
Each of these e-commerce “generalities” is compared to the information achieved as a result
of collected surveys whose respondents are from different regions of Bosnia & Herzegovina.
Furthermore, it will also investigate the favorable as well as negative website characteristics
259
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1174
Title
A name given to the resource
Km Applications In Bosnian Managerial Practices
Author
Author
ÖZLEN, M. Kürşad
MAHMUTOVIC, Zehra
MEKIĆ, Ensar
MEKIĆ, Emina
Abstract
A summary of the resource.
Knowledge Management has emerged globally to facilitate sustainability of the organizations as a result of competitive environment. Organizational learning not only asserts and promotes organizational outcome and improved performance, but also plays a significant role in achieving innovation and overall satisfaction through internalization; staff engagement, staff motivation and empowerment, leadership and configuration. This paper focuses primarily on its application within Bosnian managerial practices. The main purpose of this paper is to investigate the presence of Knowledge Management within Bosnian managerial practices, its intensity, influences on organizational strategy, and benefits as well as outcomes coming from it. As a result of literature review, a 7-point Likert scale survey was developed and the survey was distributed to the companies by emailing, otherwise companies were visited directly. The companies vary from private to public, in different areas of business performance. The respondents have different positions through bottom to the top management. The data gathered were examined descriptively and the results are discussed accordingly. Keywords: knowledge management, strategy, decision making, motivation, benefits
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
-
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3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Customers Loyalty in BH Airlines
Ozlen, Kursad, Obralic Merdzana,Cenanovic Tarik, Ozlen Serife, Kalajdzic, Emina
International Burch University, Sarajevo, Bosnia and Herzegovina,
E-mails: kozlen@ibu.edu.ba, mobralic@ibu.edu.ba, tarikcenanovic@yahoo.com,
serifeozlen@hotmail.com
Abstract
Loyalty is an important issue for the sustainability of business of the companies. Relationships
with the customers should be built well in order to achieve their satisfaction and consequently
loyalty. Furthermore, the airlines sector has its own specific circumstances to be considered in
order to earn the customer satisfaction.
Therefore, the objective of this study was to examine and measure customers’ loyalty to BH
Airlines. The research is empirical. Two hundred people who travel from different parts of
Bosnia and Herzegovina participated in the survey. In responding to the questionnaire, the
participants gave their opinions about the rate of work of the company; the rate of costumer's use
of BH Airlines; the level of satisfaction with the services that this company offers; and their
attitude toward this company.
The collected survey was analyzed descriptively and the results were accordingly discussed. The
results of the study can be a useful resource for future research and help better practical
implementation of IT tools in the sector.
Keywords: Loyalty, BH airlines, sustainability
1 INTRODUCTION
The progress of airlines has a great significance for a country development. In order to be
successful, airline companies must have originally loyal customers and a good market
share. Crucial factors to be ordered in gaining the loyalty of customers are users’ satisfaction,
trust and observed values. Customer loyalty is achieved by following and noting the needs
of consumers which the firm must meet in order to gain their loyalty and thus afford the progress
and development.
The aim of this study is to find out the relationship between B&H Airlines and its customers,
starting with the investigation of their familiarity with the operations of the company and then
checking the frequency of its use during the flights. Moreover, their satisfaction with
the services company offers them and how they feel about this company will be identified.
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The survey was prepared to find out the company's rate of work, the rate of costumers' use of BH
Airlines, the level of satisfaction with the services that the company offers and their opinion
about the company.
2 Literature Review
2.1.Loyalty in air sector
Loyalty in air sector depends on fulfilling completely the needs of customers in order to attract
them. There are two types of customers, the ones who are loyal to the low-cost airline concept,
and the ones who continue to prefer the traditional flag carriers.
For airlines, customer loyalty has become the most important element in their strategies in their
competitive marketplace. Oliver (1997) defines loyalty as the highest level of commitment,
implying the transition from a favorable predisposition (affective loyalty) for repeated purchase
commitment (conative loyalty) as a prior step to the action of purchase.
Oliver (1997) offers four levels of costumers’ loyalty: The first and the weakest link of loyalty is
cognitive, because loyalty is based on functional elements, such as price, quality or the points
program that can always be trumped by a competitor. The second level is the affective one, based
on the feelings and emotions generated on the customer by the company or brand. The third state
is the loyalty which causes a behavior related to repurchase or to recommendation. The final level
is the behavioral loyalty that implies specific behavior, and is a consequence of the previous three
levels.
Airline loyalty programs have sought conative loyalty, offering prizes and price discounts, but
according to Oliver (1997), true loyalty begins with the affective phases, when strong emotional
ties between customer and company are established (Moliner et al., 2007).
The principal antecedents of loyalty that have been identified are satisfaction, trust and perceived
value (Singh and Sirdeshmukh, 2000). Satisfaction has been considered as the principal postulate
of loyalty meaning that if costumers are completely satisfied it leads us to conclude that they will
be loyal, but if the satisfaction is just in the certain extent, they will use it just in case when the
point has a great importance.
Satisfaction is a comparison between the results of the different transactions made and prior
expectations. As a consequence of these experiences, when the level of satisfaction is low, the
customer’s level of loyalty to the airline will suffer. When the consumer experiences an increase
in satisfaction, his loyalty also increases. Therefore, it can be concluded that the users'
satisfaction with an airline is directly influenced by users’ satisfaction in general.
Trust is another indicator of loyalty. Trust appears when one party trusts in the reliability and
integrity of the other party to the exchange (Singh and Sirdeshmukh, 2000; Ulaga and Eggert,
2006).
The users' airline loyalty is directly and positively influenced by users' trust. The third point of
loyalty is a noted value, so the costumers’ loyalty is influenced by the noted values or important
parts for certain groups.
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In general, perceived value is defined as the judgment or evaluation made by the customer of the
comparison between the advantages, or the utility obtained from, a product, service or
relationship and the perceived sacrifices or costs (Zeithaml, 1988). The most recent
conceptualization considers perceived value as a multidimensional construct, incorporating an
emotional component and a social one (Sweeney and Soutar, 2001; Sa´ nchez et al., 2006).
A direct relationship between perceived value and loyalty has been defined by previous
researchers. Therefore, when the value offered by an airline to its users’ increases, latter’s loyalty
increases as well (Sirdeshmukh et al., 2002; Sa´nchez et al., 2006). According to this, costumers’
loyalty consists of three main parts: users’ satisfaction, trust and observed values.
2.2.Air Bosna - BH Airlines
BH Airlines was founded on 12 August 1994 as Air Bosna. On 29th October 2008, Bosnian
government announced that Turkish Airlines had been picked as the best bidder in an auction for
BH Airline’s shares. BH Airlines is operating scheduled services, charter passenger services and
small cargo services. With its home base at the Sarajevo International Airport, the airline is the
flag carrier of Bosnia and Herzegovina.
The airline is jointly owned by the government of the Federaton of Bosnia and Herzegovina
(50.93%), Turkish Airlines (49%) and Energoinvest (0.07%).
Considering the fact that Bosnia and Herzegovina is a country in transition that recently emerged
from war (started in 1993, ended in 1996), the establishment of the airline was a
major step towards its progress. Financial support and good organization of this company
were required to scroll the main needs.
Mayor strength of BH Airlines Company is that this airline is the only national flag carrier. It
provides cheaper service than other companies in some areas. Its weaknesses is the lack
of government support, sometimes understanding of passengers, the lack of planes, people are a
little bit uncertain about domestic agency and strong competition.
3.Research Methodology
A survey study was conducted to examine and measure customers’ loyalty to BH Airlines. The
survey was chosen as a preferred research method due to timeliness, low cost and convenience
factors.
The survey questions were set to find out the profiles of costumers who prefer foreign airlines, to
understand costumers’ expectations of airline services and to relate this to their preferences for
foreign or BH Airlines, to identify the fundamental service dimensions of costumers using the
airline, to measure the average satisfaction level of passengers flying with this domestic company
and to observe costumers loyalty. All questionnaire items used to measure these constructs were
adapted from the prior studies and had proven validity and reliability. The questionnaire
consisted of a mixture of closed and open-ended questions.
The responses were captured on five-point Likert scales with end points 1 — strongly agree and 5
— strongly disagree. Open-ended questions were used to acquire basic demographic information.
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Subjects for this study were costumers of B&H Airlines. A total of 200 people participated in the
current study. Survey forms were distributed to the participants during working hours by one of
the authors. It took between 10 and 15 minutes to answer all survey questions. Then, the
participants’ responses were collected, encoded, entered into the computer file and analyzed
using Microsoft Excel spreadsheet program. The results of the analyses performed are presented
in the following section.
4.Results
The percentage of people using air transport in general is small. Percentage in the survey
showed it.
The most surprising result that we got from the first question where respondents gave their
opinion on an airline sufficiency in B&H. 60% of respondents are not agree that only one airline
is sufficient. Others answered "YES" or even commented that there should not be any, but
however it turned out quite the opposite. It is not certain whether it was the result of the logic
“more is always better” or really thinking about the number of airlines. Summary results are
presented in Figure 1.
Figure 1 Only one airlines is enough in B&H
When the destinations are considered, agreement and disagreement levels are observed to be
almost the same. However, a very common answer was “How will I travel with BH
Airlines when you do not offer travelling to this destination?” So, customers will really
appreciate increasing the number of destinations and working as much as possible on numerous
flights (Figure 2).
Figure 2
satisfaying
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Destinations
offered by BH airlines are
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The way that the passengers select the airline they will travel with, was also one of the
questions of the survey. 61% of the participants said that they choose the cheapest airline (Figure
3).
Figure 3 How often do you choose to travel with BH airlines because of price
Another question was related to whether the prices that BH Airlines provides are affordable
enough. It turned out that the users are not very happy about it. 30% of the participants
responded negatively, whereas many of them didn’t exactly know how to respond, so they
remained neutral in the field. This implies that a relatively small percentage who considers the
importance of prices is seemed to be satisfied.
Very large percentage of customers is found to be satisfied with the services of BH
Airlines. A small percentage was those who are unhappy with all these categories of services: the
comfort of flight and aircraft, kindness of staff, food and field service of BH airlines (Figure
4). The positive ratio is a very good indicator that the firm has high goals and strives to
survive and thrive despite the poor support of government and its instability.
Figure 4 Airlines ground services
Despite the weak support of the government, the survey showed that B&H Airlines achieved
certainly a big support of the citizens and its users. Besides, 88% of participants agree that the
B&H Airlines is very important for the development and progress of B&H (Figure 5).
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Figure 5 Existence of BH airlines for B&H
75% of the participants said that they will use it whenever they need to get on a flight and 71%
said that they will be glad to recommend it to others (Figure 6).
Figure 6 Would you recommend BH airlines to others?
The best indicator of customers’ loyalty was the question about how often they actually travel
with B & H Airlines. 68% of respondents circled always, very often or sometimes. So, only
30% of participants are those who do not really prefer to travel by this airline, which is currently
good, although it can be better (Figure 7). Therefore, we can say that there are a lot of things to
do in this young and promising company to increase the number of consumers even more.
Figure 7 How often do you travel with BH airlines?
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5. CONCLUSION
This study examined and measured customers’ loyalty to BH Airlines. The findings showed that
loyalty is an important issue for the sustainability of business of the companies.
Loyalty is important in any business, but with a perishable product like an airline seat, it is
particularly important to the airline industry. Customer loyalty programs are an integral part of all
major airlines. There are three main principal of costumers’ loyalty: users’ satisfaction, trust and
observed values. Relationships with the customers should be built well in order to achieve their
satisfaction and consequently loyalty.
The findings showed that the principal antecedent of conative loyalty is affective loyalty,
irrespective of the type of company, but there are differences in the antecedents of loyalty
between the low-cost and the conventional operators. Thus, in a low-cost company the quality of
service and the monetary price are the key elements for the passenger’s satisfaction, while in the
conventional airlines the professionalism of the personnel and staff plays a more important role.
All the details of the processes must be analyzed precisely in order to reach the passengers’
satisfaction and positive attitude toward the company. This can reinforce satisfaction which will
lead to a trust and affective loyalty.
Some people refused participate in the survey because they have never traveled by plane. The
reason for it is the prices of air transport which is not affordable to their budget.
Finally, these findings provide a basis for further research that would address current limitations
and extend research to other adoption issues in varying tasks, contexts and participants.
REFERENCES
BH airlines, (2012). The
http://www.bhairlines.ba/local/
web
site
of
BH
Airlines
on
date
22.04.2012.
Daily newspapers Dnevni Avaz (2012). BH Airlines. http://www.scribd.com/doc/49850746/
Dnevni-avaz-broj-5567-2-3-2011.
Konwise E., (2010). How to Master Airline Loyalty Programs. FlightCaster. http://lifehacker
.com/5647117/how-to-master-airline-loyalty-programs
Lorraine G., (2005). Lessons in Loyalty: How Southwest Airlines Does It - An Insider's View.
Auburn, WA, U.S.A.
M. K.,(20 11). Decision of the day: Turk became the director of BH Airlines, Daily newspapers
Dnevni Avaz, 23. May 2011.
Report of Financial Statements BH Airlines (2009). The web site was chacked on 21.04.2012.
Robert G., (2009). Graham Coates and Mike Nicholson „Understanding and profitably managing
customer loyalty“ Durham University, Durham, UK.
Ured Za Reviziju Institucija u FBIH, (2010). Javnog preduzeća “B&H Airlines, Sarajevo.
http://www.saifbih.ba/javni-izvj/j-pred/pdf/Izvj_JP_BH_Airlines_2009.pdf
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Wikipedia, (2012). The main information about BH Airlines in B&H. http://en.wikipedia.org/
wiki/B%26H_Airlines.
Appendix
Measurement of costumers’ loyalty to BH Airlines
Name and
Surname
Survey for project from statistics
Gender
Where do
you live?
What age group are you in?
12-17
18-21
22-29
30-39
40-49
50-59
60 & over
Government/Military
Self
employed
Travel
industry
Salesperson/Buyer
Student
Retired
Your Occupation?
Teacher/Professor
What is the way you choose the airline you will travel with?
a) I choose the cheapest
airline
b) I'm looking for one that
offers a proven good
service and comfortable
flights
c) It is completely unimportant,
I don't bother myself with that
d) I fly with airline that is
included in my tour
package
Did you know?
That BH Airlines is the only national flag carrier?
YES
NO
That in December 2008 was signed an agreement about purchasing 49% shares of BH Airlines by Turkish Airlines?
YES
NO
Only one airline is
enough in Bosnia.
Destinations offered by
BH Airlines are
satisfying.
Prices offered by BH
airlines are accessible.
33
STRONGLY
AGREE
1
AGREE
NEUTRAL
DISAGREE
2
3
4
STRONGLY
DISAGREE
5
1
2
3
4
5
1
2
3
4
5
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How often...
ALWAYS
VERY OFTEN
SOMETIMES
Do you travel by plane?
1
2
Do you travel with BH
Airlines?
You are satisfied with
services of BH Airlines?
1
2
1
Choose to travel with BH
Airlines because of price?
Employees adhere to
professional standards of
conduct.
Comfort of the aircraft and
flight is...
Kindness of employees is...
Food on board is...
Airlines ground services
(ticketing, baggage
handling, check-in, etc.)
is...
NEVER
3
ALMOST
NEVER
4
3
4
5
2
3
4
5
1
2
3
4
5
1
2
3
4
5
5
EXCELLENT
1
VERY GOOD
2
GOOD
3
FAIR
4
POOR
5
1
1
2
2
3
3
4
4
5
5
1
2
3
4
5
COMPLETELY
IMPORTANT
IMPORTANT
NEUTRAL
NOT
IMPORTANT
COMPLETELY
UNIMPORTANT
Existence of BH Airlines for
the development of Bosnia and
Herzegovina is...
1
2
3
4
5
Government support for
development and progress of
this company is...
1
2
3
4
5
DEFINITE
LY
PROBABL
Y
MIGHT OR
MIGHT NOT
PROBABLY
NOT
DEFINITELY
NOT
How likely are you to use this
airline whenever you're in
position?
1
2
3
4
5
Would you recommend it to others?
1
2
3
4
5
34
�
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Title
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Customers Loyalty in BH Airlines
Author
Author
ÖZLEN, M. Kürşad
OBRALIĆ, Merdžana
Tarik, Cenanovic
Ozlen, Serife
Kalajdzic, Emina
Abstract
A summary of the resource.
Loyalty is an important issue for the sustainability of business of the companies. Relationships with the customers should be built well in order to achieve their satisfaction and consequently loyalty. Furthermore, the airlines sector has its own specific circumstances to be considered in order to earn the customer satisfaction. Therefore, the objective of this study was to examine and measure customers’ loyalty to BH Airlines. The research is empirical. Two hundred people who travel from different parts of Bosnia and Herzegovina participated in the survey. In responding to the questionnaire, the participants gave their opinions about the rate of work of the company; the rate of costumer's use of BH Airlines; the level of satisfaction with the services that this company offers; and their attitude toward this company. The collected survey was analyzed descriptively and the results were accordingly discussed. The results of the study can be a useful resource for future research and help better practical implementation of IT tools in the sector. Keywords: Loyalty, BH airlines, sustainability
Date
A point or period of time associated with an event in the lifecycle of the resource
2012-05-31
Keywords
Keywords.
Conference or Workshop Item
PeerReviewed
H Social Sciences (General)
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3rd International Symposium on Sustainable Development, May 31 - June 01 2012, Sarajevo
Spreitzer, G. M. (1992). When organizations dare: The dynamics of psychological
empowerment in the workplace. UMI Microform Number 3011067. Ann Arbor: Bell &
Howell Information and Learning Company
Spreitzer, G. M. (1995a). An empirical test of a comprehensive model of intrapersonal
empowerment in the workplace. American Journal of Community Psychology, 23 (5): 601629.
Spreitzer, G. M. (1995b). Psychological empowerment in the workplace: Dimension,
measurement, and validation. Academy of Management Journal, 38(5): 1442-1465.
Spreitzer, G.M., & Mishra, A.K. 1997. Giving up control without losing control: Trust and its
substitutes’ effects on managers’ involving employees in decision making. Group and
Organization Management, 24(2): 155-187.
Tabachnick, B.G., & Fidell, L.S. (2001). Using multivariate statistics (4th edn.). Boston:
Allyn and Bacon.
Thomas, K. W. & Velthouse, B. A. 1990. Cognitive elements of empowerment: An
"interpretive" model of intrinsic task motivation. Academy of Management Review, 15: 666681.
The Impact Of Information Technology On Human Resource Practices And
Competencies
Ömer Faruk Ünal1, Mehmet Mete2
1Süleyman Demirel University FEAS Social Work Department
2Dicle University FEAS Department of Management
E-mails: omerunal@sdu.edu.tr, mehmetmete@hotmail.com
Abstract
Information Technology (IT) as a structural factor and instrument transforms architect of
organizations, business processes and communication, and is increasingly integrated into
human resource management (HRM).
While IT has impacts on human resource (HR), at the same time managers, employees,
customers and suppliers increase their expectancies for HR functions. The importance of
knowledge and human capital make extra suppression on HR functions and new
competencies for HR professionals are expected.
In this research, the impacts of Information Technology (IT) on HR practices and
competencies of HR professionals are studied.
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1. Human Resource and Information Technology
IT assists HR professionals in the delivery of services and affects all HR practices
(Hendrickson, 2003: 381-394). Each IT tool can be used by different HR functions. For
example, web data bases are used for learning at work, decision making and completing
works (Benson et al. 2002: 392-404).
1.1. Human Resource Information System (HRIS)
HRM generally uses IT as HRIS. HRIS is an integrated system acquiring and storing data
used to make analysis, make decisions in the field of HR (Hendrickson, 2003: 381-394; Luck,
2010).
A contemporary HRIS is a dynamic data base about employees’ performance and
demographic information. HRIS provides information about employees’ data, employment,
application requirement, job characteristics, selection and staffing, procedures of
employment, corporate structure, professional and individual improvement, education costs,
performance appraisal, personnel planning, organizing ect. And these data are used for many
purposes simple or complex (Lippert and Swiercz, 2005, 340–353; Bernik et al. 2007:130133).
1.2. Electronic Human Resource Management (eHRM)
eHRM is an IT application for supporting or connecting at least two people or collective
actors in participating HR activities (Strohmeier, 2007, 19–37). Today, HRIS is accessible
(distance access applications, system intervention, upgrading) for users trough internet
(www. comparehris.com/HRIS-overview/). In other word, eHR(M) is a HRIS which HR
personnel, managers and other employees access via internet or intranet.
2. Benefits of Information Technology
Technology affects organizations and work relations in organizations by enabling to access
information and to join people electronically (Ulrich, 1997, 175-179). With new processes
and providing some benefits HRIS changes traditional HR processes and it is expected that
HRIS will provide functionality for realization of units’ objectives and goals (Hendrickson,
2003: 381-394).
Cost decrease: Effects of IT on HR costs appear in several ways. First, IT reduces costs of
processes and works. For example, transforming from traditional HR to eHR reduces costs of
some HR applications, such as, postal cost, announcement cost and data processing cost (Lin,
2011, 235–257; Hendrickson, 2003: 381-394). Using self service technology reduces the
processing costs of HR up to 75%. E-selections and e-recruiting decrease costs of staffing
and selections due to reduced employee turnover, reduced staffing costs, and increased hiring
efficiency (Strohmeier, 2007, 19–37). Second, using self service HR allows employees to
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perform their own work themselves directly. Thus, HR professionals spend less time on
routine tasks (Baloh and Trkman, 2003: 498-505).
Saving Time: IT allows HR professionals to spent less time on routine tasks (Gardner et al.
2003: 159–179) and make easier to acquire and analyze information (Bell et al. 2003). For
example, researches show that recruiting process shortens twelve days (Baloh and Trkman,
2003: 498-505).
Increase in Efficiency: Intense use of IT aromatizes and standardizes routines. HR
professionals may focus less on administrative activities and more on interpreting
information. HR professionals may spend more time on other aspects of their jobs. Thus, HR
professional can access more information, respond the problems in a timely major from
managers and employees and evaluate the complex information more effectively (Gardner et
al. 2003: 159-179). Comparing with manual processes, reducing data errors, simplifying and
fastening processes of HR practices make HRIS more advantageous (Ulrich et al. 2008: 829850; Hendrickson, 2003: 381-394).
Enabling communication and collaboration: IT is a tool for effective communication and
collaboration. E-mail, messaging, discussion lists, videoconferencing, virtual teams,
electronic workgroups, and teleworking have changed the nature of workplace
communication and collaboration. These make workplace interactions possible for employees
even they are not physically present in the workplace. (Benson et al. 2002: 392-404).
IT improves the skills of workers for collaborating, accessing information and decision
making (Tafti, 2009). Participative decision making becomes an organization-wide activity.
Internet and web based technologies facilitate sharing of decision making responsibility
through the organization hierarchy and structure (Benson et al. 2002: 392-404). HRIS as an
integrated system also increases the capacity of reporting in the organization. (Dessler,
2008:129).
Competency Management: IT tools enable HR professionals both to reach larger candidate
pool and make decision making more objective and effective to employ more relevant and
competent candidates by means of decision making techniques in the selection and recruiting
process. Improving and shortening the recruiting process increases competencies of
incumbents and as a result quality of works. At the same time, because of distance access
eHR can be used to develop human capital of the organization effectively (Lin, 2011, 235–
257).
Knowledge Management: Knowledge management is a systematic process of acquiring,
creating, capturing, synthesizing, learning, and using information, insights, and experiences
to enhance decision making (Ardichvili, 2002: 451-463). Knowledge management system is
a natural extension of HRIS and HR development activities (Hendrickson, 2003: 381-394).
HR professionals should integrate traditional HR functions into knowledge management
(Hendrickson, 2003: 381-394). Because organizations should acquire and manage
organizational knowledge to prevent knowledge looses when employees leave the job.
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Using IT tools such as intranet, virtual collaborations, data storage and data mining can
improve skills for knowledge acquisition and distributions (Ardichvili, 2002: 451-463).
Knowledge Management tools also facilitate knowledge participation and empower the
specific task areas (Tafti, 2009). IT assists HR professionals to access and disseminate
information more efficiently (Gardner et al. 2003: 159-179)
Structuring Strategic HR: Strategic role of HR focuses on aligning HR activities with HR
strategies (Conner and Ulrich, 1996: 38-49). So, HR should work with managers and line
managers in collaborations (Ulrich, 1998: 124-134). IT is accepted as an important impetus
for strategic HR. IT builds stronger HR units and allows HR to engage in more significant
strategic roles. IT solutions free HR from the burden of routine administrative tasks (Haines
III and Lafleur, 2008: 525-540). If HR professionals rely on IT, they hold a more strategic
role. Because they will have time to interpret information, develop strategies and think about
corporal transformation (Gardner et al. 2003: 159-179).
3. New Processes supported by IT
Adaptation of IT in HR functions has created new HR processes. These applications are elearning, virtual recruitment, self service HR and portal technologies and new types of
working.
e-learning: e-training, e-learning (Strohmeier, 2007, 19–37) or web based training is a
growing HR application (Hendrickson, 2003: 381-394). IT tools can be used for formal and
informal education activities. e-mail, mail lists, dash boards, message systems, web pages,
online courses, and media applications are some of BT tools which support learning in
workplace (Benson et al. 2002: 392-404).
Virtual recruitment: Web based recruitment; virtual interview, CV searching, online
psychological test and online job announcements have changed and fastened the recruitment
process. These applications also removed the potential obstacles to reach larger candidate
pool (Hendrickson, 2003: 381-394; Gardner et al. 2003: 159-179).
Self Service HR and portal applications: Employees can perform some of their own HR
activities by means of accessing HRIS. This is called self service HR. Self service
applications can include 60 percent of all HR activities (Ulrich et al. 2008: 829-850).
Employees who use self-services can easily update and verify personal information, have
information about internal job vacancies, access corporate handbooks, and receive notices
about training programs. Managers can analyze candidate profiles, construct salary models,
view benefits programs and monitor absentee trends. Moreover, performance appraisal and
career development can be managed (Lippert and Swiercz, 2005, 340–353). This also
increases perceived quality of supplied HR services (Ulrich et al. 2008: 829-850).
HR portals are complex information technology tools (Ruta, 2005: 35-53). HR portals give
the chance for each individual user to arrange or customize his or her own portal according to
his or her own job responsibility or preferences (Hendrickson, 2003: 381-394).
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New types of working: Development in information and communication technologies created
some new types of working such as teleworking and project based works.
Teleworking as a concept changes the accepted geography of work. That means “moving the
work to workers instead of moving the workers to work”. By means of IT tools efficient
collection of people with similar interest and complementary skills, and their cooperation in
short or long-term projects are possible. Teleworking offers significant advantages: higher
productivity, lower absenteeism, more satisfaction and lower turnover rate (Baloh and
Trkman, 2003: 498-505).
4. Human Resource Competencies
Competencies are defined as an individual’s demonstrated knowledge, skills or abilities
(Ulrich et al. 1995: 473-495). Competencies are personal characteristics about people; who
they are, what they know and what they do, or personal characteristics cause superior
performance (Yeung, 1996: 119-131). Dynamic trends in the external business environment
that companies face, and nature of HR demand that HR professionals develop new
capabilities and competencies (Quinn and Brockbank, 2006: 477-494). In this context
development of technologies in work place, internet and web based IT have very important
impact on HR professionals and affects their functions and activities (Benson et al. 2002:
392-404). To respond new role expectations HR professionals must learn and develop new
skills (Gardner et al. 2003: 159–179).
Technological Competencies: Computer literacy became a prerequisite job skill in HR.
Organizations want HR professional to keep up with development in HRIS and to effectively
implement and manage HR information technology (Kaufman, 1996: 540-548). So HR
professionals need to learn new skills in areas of IT that they do not already have. (Gardner et
al. 2003: 159–179). These are necessities to challenge in the dynamic and competitive
environment (Lin, 2011, 235–257; Meisinger, 2005: 189-194).
HR professionals use IT for acquiring data and must have competencies to transform these
data into strategically valuable knowledge. HR professional should determine technology
needs, mange technology supplier and mobilize technology to evaluate and support HR
functions (Bell et al. 2003). According to Schoonover HR professional should not relay on IT
departments to purchase technologies (Schoonover, 2003). Because, IT experts may focus on
technology design and application rather than business success (Ulrich et al. 2008: 829-850).
Leveraging technology HR professional should use web based/eHR to add value effectively
to organizations (Ulrich, 1997: 175-197; Brockbank et al. 2003).
Business knowledge: eHR plays an important role for HR professionals to focus on strategic
partnership (Bell et al. 2003). Some HR professional can be unsuccessful to adopt technology
to business although they know HR technology. (Ulrich et al. 1995: 473-495). So in order to
be an important player in organizations and add value for organizations HR professionals
must understand the business, industry and business strategies. They need to know about
finance, marketing, supply chain management, manufacturing, logistic, customers,
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competitors, financial markets and globalization (Quinn and Brockbank, 2006: 477-494). The
competencies of HR professionals in business do not necessitate the ability to do all the
business functions, but the ability of understanding businesses (Ulrich at al., 1995: 473-495).
Change management: Adaptation of new IT in firms changes corporal routines, business
processes and business habits (Tafti, 2009). If HR professionals have the competencies of
change management they can help organization members to manage change and add value to
their organization (Ulrich et al. 1995: 473-495). For example, HR professionals must manage
cultural transformation to support self service HR system in the organizations (Bell et al.
2003).
5. Evaluation
Beside IT is an important instrument for realizations of HR functions, widely use of IT in the
HR functions affects HR management in many aspects.
Traditional HR functions: Use of IT within the HR functions increases effectiveness and
efficiency of HR practices, decreases time and costs. Moreover, IT facilitates distributions of
information along the organizational hierarchy, it empowers organizational decision making
and knowledge management.
New HR process: Self service HR, e-learning and e-recruiting are new processes. These are
possible only with IT tools. These new processes regarding effectiveness, efficiency and cost
create more value than traditional HR processes do for the organization
New types of working: Widely use of IT in the business creates new types of works such as
teleworking and web based project contracts.
Strategic impact: IT is a very important force for the transformation of HR functions. IT
decrease transactional burden on the HR functions. So HR professionals devote more time for
the strategic issues to be a strategic partner.
New Competencies: Transforming HR management from administrative functions to
strategic focus defines new competencies of successful HR professionals. These
competencies are business knowledge, change management and technological competencies.
HR professionals can be unsuccessful in adaptation of IT in business although they know
about technology. In order to be an important player in an organization and to create value for
the organization HR professionals need to know about business and its environment.
Adaptation of IT also changes the routines, business processes and work habits. So HR
professionals need to have the competencies of change management. HR mangers need also
new competencies on IT and more knowledge on facilities of IT before they had in the past.
As a result, applications of IT in the HR functions both affect HR practices and make HR
professionals develop new competencies.
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1122
Title
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The Impact Of Information Technology On Human Resource Practices And Competencies
Author
Author
Ömer , Faruk Ünal
Abstract
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Information Technology (IT) as a structural factor and instrument transforms architect of organizations, business processes and communication, and is increasingly integrated into human resource management (HRM). While IT has impacts on human resource (HR), at the same time managers, employees, customers and suppliers increase their expectancies for HR functions. The importance of knowledge and human capital make extra suppression on HR functions and new competencies for HR professionals are expected. In this research, the impacts of Information Technology (IT) on HR practices and competencies of HR professionals are studied.
Date
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2012-05-31
Keywords
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H Social Sciences (General)