Papers by Kadire Zeynep Sayım
Friedrich-Ebert-Stiftung, 2013
Friedrich-Ebert-Stiftung, 2013
Friedrich-Ebert-Stiftung (FES) 1925'ten bu yana Sosyal Demokrasi ilkelerine ba¤l› kalarak Almanya... more Friedrich-Ebert-Stiftung (FES) 1925'ten bu yana Sosyal Demokrasi ilkelerine ba¤l› kalarak Almanya'da ve Almanya d››ndaki ülkelerde yürüttü¤ü siyaset, e¤itim ve dan›manl›k alanlar›ndaki çal›malar›yla demokrasiyi ve kalk›nmay› dünya çap›nda tevik etmeyi, bar›a ve güvenli¤e katk›da bulunmay›, küresellemeyi dayan›ma içerisinde ekillendirmeyi ve Avrupa Birli¤i'nin genileme ve köklemesini desteklemeyi amaçlamaktad›r. FES, Türkiye'deki temsilcili¤i arac›l›¤›yla yirmi y›ldan uzun süredir Türkiye ve Almanya'da kendilerini toplumsal bir amaca adam› bireylerin ve sivil toplum kurulular›n›n diyalo¤unu ve ibirli¤ini tevik etmektedir.
Over the past decade Global Union Federations have signed an increasing number of Global Framewor... more Over the past decade Global Union Federations have signed an increasing number of Global Framework Agreements, most of which -over 80 per cent -have been with European-based Transnational Corporations. But while Global Framework Agreements are slowly, but continually, increasing in numbers, the results of our empirical research reveal extensive deficits in their implementation. This article begins with a review of these implementation problems and challenges. Drawing on two exemplary case studies, we introduce our multi-organizational practice perspective to illuminate how the contents of Global Framework Agreements as negotiated are linked to implementation, conflict monitoring and resolution procedures. We conclude that there is a need for a systematic and integrated implementation procedure as a means of dealing with the complexity of the Global Framework Agreement process. Our proposal is built on three sets of practices -information dissemination and communication; training programmes; and operational Downloaded from Praktiken, die es uns erlaubt, die Ergebnisse von Verhandlungen (die Vereinbarungsinhalte) mit den Prozessen ihrer Umsetzung sowie der Bearbeitung und Lösung von Konflikten zu verbinden. Wir kommen zu dem Schluss, dass ein systematisches und integriertes Umsetzungsverfahren erforderlich ist, das die Komplexität der Prozesse globaler Rahmenabkommen berücksichtigt. Unser Vorschlag baut auf drei Gruppen sozialer Praktiken auf -Information und Kommunikation, Weiterbildungsprogramme, operative Verfahren -und beinhaltet sowohl unilaterale als auch gemeinsame Strategien und Handlungen der globalen Gewerkschaftsverbände und des Managements transnationaler Unternehmen.
ABSTRACT Global framework agreements (GFAs) – signed and implemented by labour and management – c... more ABSTRACT Global framework agreements (GFAs) – signed and implemented by labour and management – create arenas for labour relations that are based on the Core Labour Standards of the International Labour Organization (ILO). As such, they are a step towards building a transnational arena for global labour relations. Global Union Federations (GUFs) and their affiliates are driving this process, in particular by building transnational union networks (TUNs) that link unions and employee representatives at strategic nodes in the global production networks of transnational corporations. A special challenge of TUNs is that they must link unions that have differing labour relations systems as well as diverse political, cultural, and institutional contexts. Today, there are 85 active GFAs worldwide. In many cases their implementation "on the ground" is, however, limited. A comparative analysis of existing agreements shows that the key to the success of GFAs lies in their joint implementation by unions and management. In this respect, the full involvement of local level unions and management at all stages of the GFA process – from its initiation through to negotiations, implementation, and feedback – is crucial.
Journal of Industrial Relations, 2012
an' IHRM. The case study presented at the end of this chapter provides insights into convergence ... more an' IHRM. The case study presented at the end of this chapter provides insights into convergence and divergence of HR practices, drawing on evidence from multinational companies operating in a developing country.
Student-centred university classrooms not only support student learning but also provide a forum ... more Student-centred university classrooms not only support student learning but also provide a forum to practise the skills of democratic participation, a particularly important set of skills for citizens in young democracies like Turkey where this study takes place. Yet, often classroom assessment methods do not match these innovative teaching methods and, therefore, do not encourage students to increase and learn from their participation. This paper describes how two professors bridged innovative classroom instruction and student participation through the use of a detailed, written description of in-class participation. They document the changes in their classroom practices and the student responses to these innovations and assessments.
Bu makalede çokuluslu şirketlerin doğrudan sermaye yatırımı yaptıkları ülkelerdeki yönetimsel pol... more Bu makalede çokuluslu şirketlerin doğrudan sermaye yatırımı yaptıkları ülkelerdeki yönetimsel politika ve uygulamaları yönünden 'yenilikçiliği' irdelenmiştir. Bu amaçla Amerikan sermayeli firmaların merkezlerinde geliştirip Türkiye'de faaliyet gösteren şirketlerine aktardıkları insan kaynakları (IK) yönetimi alanındaki 'yenilikçi' politika ve uygulamaları araştırılmıştır. Yönetimsel politika aktarımında en önemli etkenler olan ulusal iş sistemleri ve bu bağlamda ülkeler arasındaki 'üstünlük' ve iş sisteminin değişime açıklığı gibi makro düzey etkenlerin yanında sektörel ve örgütsel değişkenlerin etkileri geniş kapsamlı nitel örnek olay çalışması yöntemiyle araştırılmıştır. Bulgular Amerikan şirketlerinin merkezde geliştirilen ĐK politika ve uygulamalarını Türkiye'ye aktararak bu alanda 'yenilikçi' olduklarını göstermiştir. Bu aktarımda en önemli etkenlerin makro düzeyde Türk iş sisteminin yapısı ve en ayırt edici özelliklerinden biri olan holdinglerin etkisi, mikro düzeydeyse şirketlerin çeşitli özellikleri ve bilhassa Türk yöneticilerinin yönetimsel 'yenilikçiliğe' olan açıklığı olarak bulunmuştur.
In this article, ‘innovativeness’ of multinational corporations in managerial policies and practices in their foreign subsidiaries are investigated. For this purpose, ‘innovative’ human resource management policies and practices of American multinationals in Turkey have been researched. Influences of the most significant factors on the transfer of ‘innovative’ policies between countries, such as national business systems, and
within that perspective their openness to change and ‘dominance effects’, are investigated as well as sectoral
and organisational factors using a qualitative case study method. The findings indicate that the most significant factors for the transfer of ‘innovative’ human resource management policies and practices to American multinationals’ Turkish subsidiaries are the characteristics of the Turkish business system and, in particular, the holdings’ influences at the macro level, in addition to Turkish managers’ positive attitudes
towards ‘innovativeness’ in management.
This paper investigates the transfer of reward management policies using case studies of American... more This paper investigates the transfer of reward management policies using case studies of American multinationals operating in Turkey. Extensive evidence suggests smooth
transfer of a similar set of sophisticated home-grown corporate policies to a developing European ‘periphery’ country. Strong ‘pull’ and ‘dominance’ effects as a result of the
willingness of Turkish companies and managers to ‘import’ most recent developments in human resource management (HRM) from the US operating within the permissive
business system are found as the most significant explanatory factors.
The extant research on policy transfer insufficiently addresses two issues. First, transfer to le... more The extant research on policy transfer insufficiently addresses two issues. First, transfer to less-advanced countries. Second, micro-institutional pressures on subsidiaries, particularly the role of local partners in joint ventures (JVs). This study investigates the transfer of labour market orientations by American multinational enterprises to their Turkish subsidiaries by focusing on the influences of macro-and micro-institutional factors when the 'transferor' is an advanced and 'transferee' is a less-advanced economy, 'dominance effects', and the role of local JV partners. Case study findings provide evidence for 'smooth' transfer of the policy. This uncommon finding is discussed as a result of 'ideal combination' of 'encouraging pressures' at the macro-and micro-institutional levels, including role of local JV partners and the nature of the policy transferred.
While behavioral research on forecasting has mostly examined the individual forecaster, organizat... more While behavioral research on forecasting has mostly examined the individual forecaster, organizationally-based forecasting processes typically tend to rely on groups with members from different functional areas for arriving at 'consensus' forecasts. The forecasting performance could also vary depending on the particular group structuring utilized in reaching a final prediction. The current study compares the forecasting performance of modified consensus groups with that of staticized groups using formal role-playing. It is found that, when undistorted model forecasts are given, group forecasts (whether they are arrived at through averaging or by a detailed discussion of the forecasts) contribute positively to the forecasting accuracy. However, providing distorted initial forecasts affects the final accuracy with varying degrees of improvement over the initial forecasts. The results show a strong tendency to favor optimistic forecasts for both the staticized and modified consensus group forecasts. Overall, the role modifications are found to be successful in eliciting a differential adjustment behavior, effectively mimicking the disparities between different organizational roles. Current research suggests that group discussions may be an efficient method of displaying and resolving differential motivational contingencies, potentially leading to group forecasts that perform quite well.
Forecasting plays a special role in supply chain management with sales forecasts representing one... more Forecasting plays a special role in supply chain management with sales forecasts representing one of the key drivers for collaborative planning and decision making in the organisations involved. We review the important role played by judgemental forecasts in this area, focusing on group predictions. Noting the scarcity of research using group forecasts, we present the results of an experiment where consensus forecasts are elicited from structured groups with and without role-playing. Comparisons with groups without any assigned roles show that getting into tailored organisational roles does have a significant effect in the resultant forecasts. In particular, members of the role-playing groups show less agreement with consensus forecasts and display a strong commitment to their assumed roles and scripts. Furthermore, role-playing groups leave a higher percentage of model-based forecasts unad-justed and when they do make an adjustment, it is significantly less than the groups, whose members are not assigned roles. Differences between the role-playing conditions are interpreted as highlighting the importance of role framing on forecast adjustment and group forecasting behaviour. Future research directions are proposed to improve the accuracy and acceptance of group forecasts.
Today's business environment provides tougher competition than ever before, stressing the importa... more Today's business environment provides tougher competition than ever before, stressing the important role played by information and forecasts in decision-making. The scenario method has been popular for focused organizational learning, decision making and strategic thinking in business contexts, and yet, its use in communicating forecast information and advice has received little research attention. This is surprising since scenarios may provide valuable tools for communication between forecast providers and users in organizations, offering efficient platforms for information exchange via structured storylines of plausible futures. In this paper, we aim to explore the effectiveness of using scenarios as channels of forecast advice. An experimental study is designed to investigate the effects of providing scenarios as forecast advice on individual and group-based judgmental predictions. Participants are given time series information and model forecasts, along with (i) best-case, (ii) worst-case, (iii) both, or (iv) no scenarios. Different forecasting formats are used (i.e., point forecast, best-case forecast, worst-case forecast, and surprise probability), and both individual predictions and consensus forecasts are requested. Forecasts made with and without scenarios are compared for each of these formats to explore the potential effects of providing scenarios as forecast advice. In addition, group effects are investigated via comparisons of composite versus consensus predictions. The paper concludes with a discussion of results and implications for future research on scenario use in forecasting.
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Papers by Kadire Zeynep Sayım
In this article, ‘innovativeness’ of multinational corporations in managerial policies and practices in their foreign subsidiaries are investigated. For this purpose, ‘innovative’ human resource management policies and practices of American multinationals in Turkey have been researched. Influences of the most significant factors on the transfer of ‘innovative’ policies between countries, such as national business systems, and
within that perspective their openness to change and ‘dominance effects’, are investigated as well as sectoral
and organisational factors using a qualitative case study method. The findings indicate that the most significant factors for the transfer of ‘innovative’ human resource management policies and practices to American multinationals’ Turkish subsidiaries are the characteristics of the Turkish business system and, in particular, the holdings’ influences at the macro level, in addition to Turkish managers’ positive attitudes
towards ‘innovativeness’ in management.
transfer of a similar set of sophisticated home-grown corporate policies to a developing European ‘periphery’ country. Strong ‘pull’ and ‘dominance’ effects as a result of the
willingness of Turkish companies and managers to ‘import’ most recent developments in human resource management (HRM) from the US operating within the permissive
business system are found as the most significant explanatory factors.
In this article, ‘innovativeness’ of multinational corporations in managerial policies and practices in their foreign subsidiaries are investigated. For this purpose, ‘innovative’ human resource management policies and practices of American multinationals in Turkey have been researched. Influences of the most significant factors on the transfer of ‘innovative’ policies between countries, such as national business systems, and
within that perspective their openness to change and ‘dominance effects’, are investigated as well as sectoral
and organisational factors using a qualitative case study method. The findings indicate that the most significant factors for the transfer of ‘innovative’ human resource management policies and practices to American multinationals’ Turkish subsidiaries are the characteristics of the Turkish business system and, in particular, the holdings’ influences at the macro level, in addition to Turkish managers’ positive attitudes
towards ‘innovativeness’ in management.
transfer of a similar set of sophisticated home-grown corporate policies to a developing European ‘periphery’ country. Strong ‘pull’ and ‘dominance’ effects as a result of the
willingness of Turkish companies and managers to ‘import’ most recent developments in human resource management (HRM) from the US operating within the permissive
business system are found as the most significant explanatory factors.