﻿{"id":17381,"date":"2024-08-26T09:00:07","date_gmt":"2024-08-26T06:00:07","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=17381"},"modified":"2024-08-22T17:16:06","modified_gmt":"2024-08-22T14:16:06","slug":"orgutsel-miyopi-nedir-nasil-onlenir","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/orgutsel-miyopi-nedir-nasil-onlenir\/","title":{"rendered":"\u00d6rg\u00fctsel Miyopi nedir, nas\u0131l \u00f6nlenir?"},"content":{"rendered":"<p><strong>G\u00fcn\u00fcm\u00fczde gelece\u011fi g\u00f6remeyen ve de\u011fi\u015fime uyum sa\u011flayamayan organizasyonlar\u0131n risk alt\u0131nda oldu\u011funu biliyoruz. &#8220;\u00d6rg\u00fctsel Miyopi&#8221; de denilen bu durum, nas\u0131l ortaya \u00e7\u0131k\u0131yor, \u015firketler bu konuda hangi \u00f6nlemleri alabilir vb. sorular\u0131n cevab\u0131n\u0131 Kariyer.net E\u011fitim Dan\u0131\u015fman\u0131 Merve Noyan, \u0130K Blog okurlar\u0131 i\u00e7in payla\u015ft\u0131.<\/strong><\/p>\n<p>Antik Yunan filozoflar\u0131ndan Heraklitos taraf\u0131ndan milattan \u00f6nce s\u00f6ylenen bir s\u00f6z evrenin de\u011fi\u015fmeyen kurallar\u0131ndan biri gibi ge\u00e7erlili\u011fini koruyor ve hatta g\u00fcnden g\u00fcne daha da anla\u015f\u0131l\u0131r oluyor.<\/p>\n<blockquote><p><strong>\u201cDe\u011fi\u015fmeyen tek \u015fey de\u011fi\u015fimin kendisidir.\u201d\u00a0 <\/strong><\/p><\/blockquote>\n<p>H\u0131zla de\u011fi\u015fen ve geli\u015fen d\u00fcnyada her canl\u0131 uyum sa\u011flayabilmek ad\u0131na, s\u00fcrekli olarak kendini yenilemek ve de\u011fi\u015ftirmek zorunda. \u00c7\u00fcnk\u00fc uyum sa\u011flayabilmek hayatta kalmay\u0131 m\u00fcmk\u00fcn k\u0131l\u0131yor. Bu bak\u0131\u015f a\u00e7\u0131s\u0131yla de\u011fi\u015fimin en \u00fcst seviyede ya\u015fand\u0131\u011f\u0131 g\u00fcn\u00fcm\u00fczde, canl\u0131 bir yap\u0131 olarak ele al\u0131nan \u015firketlerin de risk ve f\u0131rsatlar\u0131 g\u00f6rebilmesi, k\u0131sa ve uzun vadeli aksiyonlar alarak de\u011fi\u015fen ve geli\u015fen ko\u015fullara uyum sa\u011flamas\u0131, kendini s\u00fcrekli yenilemesi ve gelecek y\u0131llara haz\u0131rlanarak mevcudiyetini korumas\u0131 gerekiyor. \u00d6zetle, ayakta kalabilmek i\u00e7in de\u011fi\u015fime ayak uydurmak gerekiyor!<\/p>\n<p>Pandeminin ba\u015flang\u0131c\u0131n\u0131 hat\u0131rlayal\u0131m; kimi \u015firketler h\u0131zla uyum sa\u011flayarak i\u015f s\u00fcre\u00e7lerini minimum verim kayb\u0131yla devam ettirmi\u015f hatta geli\u015ftirerek \u00e7ok daha fazla verim ald\u0131klar\u0131 aksiyonlar\u0131 hayata ge\u00e7irebilmi\u015fken, kimi \u015firketler de\u011fi\u015fime ayak uyduracak ad\u0131mlar\u0131 atmakta gecikerek belki de ilerleyi\u015fini engellemi\u015f ve hatta varl\u0131klar\u0131n\u0131 devam ettirebilmeleri imkans\u0131z hale gelmi\u015ftir.<\/p>\n<p>Pek tabii de\u011fi\u015fime ayak uydurmak kadar \u00f6nemli bir yetkinlik daha var ki o da <strong>de\u011fi\u015fimi \u00f6ng\u00f6rebilmek.<\/strong><\/p>\n<p>\u0130\u015fte tam da bu noktada <strong>\u201c\u00d6rg\u00fctsel Miyopi\u201d<\/strong> kavram\u0131 \u00f6n plana \u00e7\u0131k\u0131yor. &#8220;\u00d6rg\u00fctsel miyopi nedir?&#8221; sorusunu a\u00e7\u0131klayarak ba\u015flayal\u0131m:<\/p>\n<p>\u00d6rg\u00fctsel miyopi; \u015firketlerin gelece\u011fi g\u00f6rememelerini, gelecekte kar\u015f\u0131la\u015fabilecekleri risk ve f\u0131rsatlar\u0131 de\u011ferlendirememelerini ifade ediyor. Bunun yan\u0131 s\u0131ra kal\u0131c\u0131 ve fayda sa\u011flayacak bir vizyon geli\u015ftirememe, stratejik hedefleri net olarak belirleyememe ya da belirlenen hedeflere ula\u015fmada sorun ya\u015fama gibi problemlere neden oluyor.<\/p>\n<p>De\u011fi\u015fime a\u00e7\u0131k olmayan organizasyonlarda daha s\u0131k kar\u015f\u0131la\u015f\u0131lan bu durum, esnek y\u00f6netim stratejilerini benimseyen \u015firketlerde ise rutin i\u015fleyi\u015flere al\u0131\u015fma halinde kendini g\u00f6steriyor.<\/p>\n<h2>\u00d6rg\u00fctsel Miyopi nas\u0131l ortaya \u00e7\u0131kar?<\/h2>\n<p>\u00d6rg\u00fctsel Miyopi temelde \u00fc\u00e7 e\u011filimle olu\u015fuyor.<\/p>\n<h3><strong>1- Uzun vadeli stratejileri g\u00f6rmezden gelme e\u011filimi<\/strong><\/h3>\n<p>K\u0131sa vadeli \u00e7\u00f6z\u00fcmlere ve\/veya k\u0131sa vadeli k\u00e2rl\u0131l\u0131\u011fa odaklanarak uzun vadeli stratejik yat\u0131r\u0131mlar\u0131n ihmal edilmesi, \u00f6rg\u00fctsel miyopinin olu\u015fmas\u0131na zemin haz\u0131rlayan etmenlerden en kuvvetlisi. Kanayan bir yaraya tampon yapmak umuduyla al\u0131nan k\u0131sa vadeli aksiyonlar ya da bu ama\u00e7la verilen tavizler, uzun vadede \u015firketlerin k\u00e2rl\u0131l\u0131\u011f\u0131n\u0131 ve stratejik yat\u0131r\u0131mlar\u0131n\u0131 olumsuz olarak etkileyebiliyor.<\/p>\n<p>\u00d6rne\u011fin; k\u0131sa vadeli k\u00e2rl\u0131l\u0131\u011f\u0131 maksimize edebilmek i\u00e7in yap\u0131lan b\u00fct\u00e7e kesintileri, kesintinin yap\u0131ld\u0131\u011f\u0131 d\u00f6nemde do\u011fru bir yakla\u015f\u0131m olarak de\u011ferlendirilebilirken, bu kesintinin geli\u015fimi engelleyen bir fakt\u00f6r oldu\u011fu g\u00f6z ard\u0131 edilmi\u015f oluyor. E\u011fitim ve geli\u015fim yat\u0131r\u0131mlar\u0131ndan vazge\u00e7mek, Ar-Ge ya da teknoloji b\u00fct\u00e7elerinden kesintiler yaparak teknolojik geli\u015fimi yava\u015flatmak, uzun vadede elde edilebilecek k\u00e2rl\u0131l\u0131k ve geli\u015fim s\u00fcrecini geciktirmi\u015f ya da engellemi\u015f oluyor.<\/p>\n<h3><strong>2- B\u00fcy\u00fck resmi g\u00f6rmezden gelme e\u011filimi<\/strong><\/h3>\n<p>Sadece mevcut sorunlar\u0131n ele al\u0131nd\u0131\u011f\u0131, sorunlar\u0131n kayna\u011f\u0131n\u0131 ke\u015ffedip uzun vadede olumlu etki yaratacak aksiyonlar\u0131n al\u0131namad\u0131\u011f\u0131 durumlarda b\u00fcy\u00fck resmi g\u00f6rememek ka\u00e7\u0131n\u0131lmazd\u0131r.<\/p>\n<ul>\n<li>Riskten ka\u00e7\u0131nma,<\/li>\n<li>F\u0131rsatlar\u0131 ve tehditleri alg\u0131layamama,<\/li>\n<li>&#8220;\u0130\u015f s\u00fcre\u00e7lerinde yeni neler yapabiliriz?&#8221; bak\u0131\u015f a\u00e7\u0131s\u0131yla yenilik\u00e7i yakla\u015f\u0131mda bulunamama,<\/li>\n<li>Monoton yap\u0131ya al\u0131\u015fma gibi nedenlerle geli\u015ftirici aksiyon ve kararlar\u0131n al\u0131namad\u0131\u011f\u0131 ve k\u00f6k neden analizinin yap\u0131lmas\u0131 gereklili\u011finin fark edilemedi\u011fi durumlar\u0131 \u00f6rnek olarak verebiliriz.<\/li>\n<\/ul>\n<p>K\u0131sa vadeli finansal bask\u0131lar, belirsizli\u011fin ve risklerin minimize edilmesi beklentisi daha g\u00fcvenli g\u00f6r\u00fcnen; ancak \u015firketin b\u00fcy\u00fck resimdeki hedeflerine hizmet etmeyen kararlar\u0131n al\u0131nmas\u0131na neden olabilmekte, haliyle \u00f6rg\u00fctsel miyopinin olu\u015fmas\u0131na zemin haz\u0131rlamaktad\u0131r.<\/p>\n<h3><strong>\u00a03- <\/strong><strong>Ba\u015far\u0131s\u0131zl\u0131klar\u0131 g\u00f6rmezden gelme e\u011filimi<\/strong><\/h3>\n<p>Ba\u015far\u0131s\u0131zl\u0131klar\u0131m\u0131z en de\u011ferli \u00f6\u011fretileri bar\u0131nd\u0131r\u0131r. Ba\u015far\u0131s\u0131zl\u0131\u011f\u0131 fark edip ge\u00e7mi\u015fe d\u00f6n\u00fcp neleri farkl\u0131 yapabilece\u011fimizi sorgulamak geli\u015fimi destekleyen \u00f6nemli fark\u0131ndal\u0131klardand\u0131r. Sadece bireysel olarak de\u011fil organizasyonel s\u00fcre\u00e7lerde de ba\u015far\u0131s\u0131zl\u0131klar ola\u011fand\u0131r. \u00d6nemli olan bu ba\u015far\u0131s\u0131zl\u0131klara neden olan etmen, karar ya da aksiyonlar\u0131 do\u011fru tan\u0131mlay\u0131p benzer bir durum kar\u015f\u0131s\u0131nda nelerin farkl\u0131la\u015ft\u0131r\u0131lmas\u0131 gerekti\u011finin analiz edilmesidir. \u00d6rg\u00fctsel miyopi e\u011filimlerinden biri olan ba\u015far\u0131s\u0131zl\u0131klar\u0131 g\u00f6rmezden gelme ve hatta ba\u015far\u0131s\u0131zl\u0131k olarak g\u00f6r\u00fcnmemesi ad\u0131na \u00e7aba harcama hali; uzun vadede tekrar eden hatalar\u0131n meydana gelmesi, inovasyon eksikli\u011fi, \u00e7al\u0131\u015fan ba\u011fl\u0131l\u0131\u011f\u0131 gibi \u00f6nemli konular\u0131 olumsuz olarak etkiliyor.<\/p>\n<h2><strong>Bireysel Miyopi<\/strong><\/h2>\n<p>\u00d6rg\u00fctsel Miyopi ba\u015fl\u0131\u011f\u0131nda ele ald\u0131\u011f\u0131m\u0131z e\u011filimler, benzer nedenlerden \u00f6t\u00fcr\u00fc bireylerde de g\u00f6zlemleniyor.<\/p>\n<ul>\n<li>K\u0131sa vadeli tatmin aray\u0131\u015f\u0131,<\/li>\n<li>Geli\u015fim fark\u0131ndal\u0131\u011f\u0131n\u0131n yeterli d\u00fczeyde olmamas\u0131,<\/li>\n<li>Geli\u015fim f\u0131rsatlar\u0131n\u0131n de\u011ferlendirilememesi,<\/li>\n<li>Risk almaktan ka\u00e7\u0131nmak,<\/li>\n<li>H\u0131zl\u0131 sonu\u00e7lara odaklanmak,<\/li>\n<li>F\u0131rsatlar\u0131 ve riskleri de\u011ferlendirmede g\u00fc\u00e7l\u00fck,<\/li>\n<li>Deneyimden \u00f6\u011frenmenin g\u00f6z ard\u0131 edilmesi gibi nedenlerden \u00f6t\u00fcr\u00fc bireysel miyopi ortaya \u00e7\u0131kmaktad\u0131r.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"wp-image-17385 aligncenter\" src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu.jpg\" alt=\"\" width=\"574\" height=\"364\" srcset=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu.jpg 900w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu-300x190.jpg 300w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu-768x487.jpg 768w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu-450x286.jpg 450w, https:\/\/www.kariyer.net\/ik-blog\/wp-content\/uploads\/2024\/08\/sirket_kulturu-780x495.jpg 780w\" sizes=\"(max-width: 574px) 100vw, 574px\" \/><\/a><\/p>\n<h2><strong>Miyopi\u2019yi ekarte etmek i\u00e7in neler yap\u0131labilir?<\/strong><\/h2>\n<h3><strong>Uzun vadeli hedeflere odaklanmak<\/strong><\/h3>\n<p>Hem \u00f6rg\u00fctsel hem de bireysel miyopi sorununa kar\u015f\u0131 ilk al\u0131nabilecek \u00f6nlem; uzun vadeli hedefler belirlemek ve bu hedeflere hizmet edecek ad\u0131m ve aksiyonlara odaklanmakt\u0131r. \u00d6zellikle organizasyonlarda belirlenen uzun vadeli hedeflerin \u00e7al\u0131\u015fanlar taraf\u0131ndan da bilinmesi, ortak hedef bilincini k\u00f6r\u00fckleyece\u011finden bir motivasyon unsuru olarak \u00f6n plana \u00e7\u0131kar.<\/p>\n<h3><strong>Uzun vadeli hedeflere performans sisteminde yer vermek<\/strong><\/h3>\n<p>Takip kolayl\u0131\u011f\u0131 sa\u011flad\u0131\u011f\u0131 i\u00e7in performans sistemlerinde k\u0131sa vadeli hedeflerin yaz\u0131lmas\u0131 \u00e7o\u011funlukla tercih edilen bir y\u00f6ntemdir. \u00a0Bunun yan\u0131 s\u0131ra b\u00fcy\u00fck resme hizmet eden, uzun vadeli hedeflere ait g\u00f6stergelere yer vermek ve bu noktadaki geli\u015fimi takip etmek te\u015fvik edici olaca\u011f\u0131ndan, miyopi sorunun \u00f6n\u00fcne ge\u00e7mekte yard\u0131mc\u0131 olacakt\u0131r.<\/p>\n<h3><strong>Deneyimden ve birbirinden \u00f6\u011frenme k\u00fclt\u00fcr\u00fcn\u00fc yayg\u0131nla\u015ft\u0131rmak<\/strong><\/h3>\n<p>\u00c7al\u0131\u015fanlar aras\u0131nda ileti\u015fim ba\u011f\u0131n\u0131 g\u00fc\u00e7lendiren ve geli\u015fimi olduk\u00e7a destekleyen deneyimden ve birbirinden \u00f6\u011frenme k\u00fclt\u00fcr\u00fc, ba\u015far\u0131s\u0131zl\u0131klar\u0131 nas\u0131l ba\u015far\u0131ya d\u00f6n\u00fc\u015ft\u00fcrebilece\u011fimiz konusunda yol g\u00f6sterici oluyor. Deneyimlerin payla\u015f\u0131ld\u0131\u011f\u0131 \u201cen iyi uygulama \u00f6rnekleri\u201d gibi bulu\u015fmalar d\u00fczenlemek, ihtiyaca g\u00f6re kurum i\u00e7i mentorluk veya ko\u00e7luk seanslar\u0131 planlamak yap\u0131labilecekler aras\u0131nda say\u0131labilir.<\/p>\n<h3><strong>Motivasyonu disiplinle beslenmek<\/strong><\/h3>\n<p>Bug\u00fcn bizi yataktan kald\u0131ran, yapmak istediklerimiz i\u00e7in bize enerji sa\u011flayan, i\u015f listemize birer birer tik att\u0131ran en temel etmen <strong>motivasyon<\/strong>. Ancak motivasyon sadece ilk ad\u0131mlar\u0131 atmam\u0131z\u0131 sa\u011fl\u0131yor. \u0130stikrarl\u0131 \u015fekilde di\u011fer ad\u0131mlar\u0131 atmaya devam etmek, kal\u0131c\u0131l\u0131k ve s\u00fcreklilikten bahsetmek sadece disiplinle m\u00fcmk\u00fcn oluyor. Motivasyon ve disiplinin kesi\u015fti\u011fi tam bu noktada yola devam etmemizi sa\u011flayan disiplin bireysel miyopinin panzehiri oluyor.<\/p>\n<p>Sonu\u00e7 olarak \u00f6rg\u00fctsel ve bireysel miyopiyi \u00f6nlemek, hem organizasyonlar hem de bireyler i\u00e7in uzun vadeli ba\u015far\u0131y\u0131 garanti alt\u0131na almak a\u00e7\u0131s\u0131ndan kritik \u00f6neme sahip.<\/p>\n<p>K\u0131sa vadeli d\u00fc\u015f\u00fcnme e\u011filimini a\u015fmak, kal\u0131plar\u0131n d\u0131\u015f\u0131nda d\u00fc\u015f\u00fcnerek stratejik planlamalar ger\u00e7ekle\u015ftirmek, uzun vadeli hedefler belirlemek \u00f6nemli. Unutmamal\u0131 ki yenilik\u00e7i yakla\u015f\u0131mla bilgiyi payla\u015fan, disiplin ve \u00f6z-fark\u0131ndal\u0131kla s\u00fcrekli \u00f6\u011frenmeye a\u00e7\u0131k organizasyon ve bireyler, hem yak\u0131n\u0131 hem de uza\u011f\u0131 net bir \u015fekilde g\u00f6rebilirler. Bu yakla\u015f\u0131mlar, organizasyonlar\u0131n ve bireylerin uzun vadeli s\u00fcrd\u00fcr\u00fclebilir ba\u015far\u0131ya ula\u015fmalar\u0131n\u0131 m\u00fcmk\u00fcn k\u0131lar.<\/p>\n<p><strong>Kaynaklar:<\/strong><\/p>\n<ul>\n<li>Catino, M. (2013). Organizational Myopia: Problems of Rationality and Foresight in Organizations. Cambridge University Press.<\/li>\n<li>Levinthal, D.A. &amp; March, J. G. (1993). The Myopia of Learning. Strategic Management Journal, 95-112<\/li>\n<li>Yi\u011fit B. (2023). \u0130\u015f Hayat\u0131nda Pozitif ve Negatif Davran\u0131\u015flar. Nobel Bilimsel (1-9)<\/li>\n<\/ul>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID17381\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"17381\"\n         id=\"da-reactions-slot-post-17381\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>G\u00fcn\u00fcm\u00fczde gelece\u011fi g\u00f6remeyen ve de\u011fi\u015fime uyum sa\u011flayamayan organizasyonlar\u0131n risk alt\u0131nda oldu\u011funu biliyoruz. &#8220;\u00d6rg\u00fctsel Miyopi&#8221; de denilen bu durum, nas\u0131l ortaya \u00e7\u0131k\u0131yor, \u015firketler bu konuda hangi \u00f6nlemleri alabilir vb. sorular\u0131n cevab\u0131n\u0131 Kariyer.net E\u011fitim Dan\u0131\u015fman\u0131 Merve Noyan, \u0130K Blog okurlar\u0131 i\u00e7in payla\u015ft\u0131. 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