Publication: The performance appraisals and motivation relationship
Abstract
Bu çalışma sigorta sektöründe çalışanların, motivasyon açısından performans değerlendirme sistemleri ile ilgili tutumlarını ölçmek amacıyla yapılmıştır. Yıllardır ülkemizde, özellikle büyük ölçekli organizasyonlarda performans değerlendirme çalışmaları başlamış bulunuyor. Diğer sektörlere paralel olarak sigorta sektörü de kendi sistemlerini oturmaya başladılar. T.C. Başbakanlllık Hazine Müsteşarlığı Sigorta Denetleme Kurulu'nun 1999 yılı raporlarına göre 100,000 kadar işgörene sahip olmak sektörü yeni organizasyon yapılandırmalarına gitmeye zorlamıştır. Tüm bunlardan sonra, sekktör firmalarından biri de organizasyonael etkinlik ödülünü ile onurlandırılmıştır. Çalışma literatür taramasının ardından performans değerlendnirmeleri ve motivasyon başlıklarını içeren bir ön test ile sürdürüldü. Finans, eğitim, sağlık, hizmet ve üretim gibi farklı sektörlerden firmalarla görüşüldü ve anket uygulandı. Bu aşamada iki sınırlama göz önüne alındı; firmanın insan kaynakları bölümünün olması ve performans değerlendirmelerinin uygulanıyor olması. Ön anket sonuçlarının alınmasının ardından son anket hazırlandı. Final anketinde ilk ankette var olan iki sınırlamanın yanında üçüncü bir sınırlama daha getirildi ve son anket sadece sigorta şirketlerine uygulandı. Ankette yaş, cinsiyet, medeni durum, eğitim, genel ve son işindeki deneyimi ile unvanı ve unvanındaki deneyimi gibi demografik değişkenler kullanılmıştır. Elde edilen veriler analiz edilmiş ve performans değerlendirmeleri ile şu sonuçlara ulaşılmıştır. Yaş faktörü göze alındığında anlamlı bir fark ortaya çıkmazken, erkek ve kadınlar arasındaki karşılaştırmalarda, erkeklerin performans değerlendirmelerine daha olumlu baktığı yönünde sonuçlar alıntır. Değerlendirmeler süresi boyunca kurulan iletişim konusunda ise, evli grup, bekar grup karşısında daha olumlu tutumlar göstermiştir. Eğitim durumları karşılaştırıldığında, üniversite mezunu çalışanların değerlendirme sürecindeki kariyer planlama ve motivasyon konularında tatmin düzeyleri diğer gruplara göre daha yüksek çıkmıştır. Unvan göz önüne alındığında ise değerlendirme yapanların çalışanlara oranla daha olumlu fikirlere sahip oldukları gözlenmiştir.
This is a research about to measure the employees' attitude towards performance appraisal systems in the terms of motivation in insurance companies. Performance appraisal process has been started using in many, especially large-scaled companies in our country for years. As a parallel trend with the other sectors, insurance-sector companies have also settled their schemes. According to the reports of Prime Ministry Undersecretary of Treasury Insurance Supervisory Board Reports, having about 100,000 employees let the companies establish new organization approaches. After all these work, one of the companies has honored with the reward of organizational efficiennncy. The study has been started with literature survey on the topics of performance appraisal and motivation. Meanwhile, some useful ideas have been taken by experts. Survey and expert opinion supported the pre-questionnaire. Some different sectors (finance, education, health, service and production) have been visited to test it. There have been two limitations in this stage: having a human resources department and applying performance appraisal for the employees. The final questionnaire has been developed following the previous results. For the final form, there is another limitation plus two ones (to have human resources department and to apply performance appraisaal) that is about applying condition again and the final form has been applied only for the innsurance companies. The questionnaire has age, gender, marital status, educational background, two different experience values as totally and of the current work, title annd the title experience as demographic variables. The dependent variables have been selected on personal view about appraisal system and motivational terms. All the collected data have been analyzed and findings about performance appraisals have shown that there is no significant difference between ages. The results between male and female groups have shown that males have the highest mean scores in the motivational terms for appraisals. Married employees group has the highest scores on the communicational terms during the performance appraisal process. On the educational scores, university-graduated employees heve significannt values in career planning and motivation of performance appraisal scheme. For title scores, appraiseers' higher mean scores than appraisees have been realized.
This is a research about to measure the employees' attitude towards performance appraisal systems in the terms of motivation in insurance companies. Performance appraisal process has been started using in many, especially large-scaled companies in our country for years. As a parallel trend with the other sectors, insurance-sector companies have also settled their schemes. According to the reports of Prime Ministry Undersecretary of Treasury Insurance Supervisory Board Reports, having about 100,000 employees let the companies establish new organization approaches. After all these work, one of the companies has honored with the reward of organizational efficiennncy. The study has been started with literature survey on the topics of performance appraisal and motivation. Meanwhile, some useful ideas have been taken by experts. Survey and expert opinion supported the pre-questionnaire. Some different sectors (finance, education, health, service and production) have been visited to test it. There have been two limitations in this stage: having a human resources department and applying performance appraisal for the employees. The final questionnaire has been developed following the previous results. For the final form, there is another limitation plus two ones (to have human resources department and to apply performance appraisaal) that is about applying condition again and the final form has been applied only for the innsurance companies. The questionnaire has age, gender, marital status, educational background, two different experience values as totally and of the current work, title annd the title experience as demographic variables. The dependent variables have been selected on personal view about appraisal system and motivational terms. All the collected data have been analyzed and findings about performance appraisals have shown that there is no significant difference between ages. The results between male and female groups have shown that males have the highest mean scores in the motivational terms for appraisals. Married employees group has the highest scores on the communicational terms during the performance appraisal process. On the educational scores, university-graduated employees heve significannt values in career planning and motivation of performance appraisal scheme. For title scores, appraiseers' higher mean scores than appraisees have been realized.