Suchergebnisse

In this study, where a holistic view of organizational disciplinary processes in education management is examined, the conceptual framework of disciplinary theory will be discussed. As it is known, discipline refers to compliance with the existing law, rule, order and meets the meanings of words such as order, order, obedience. The concept of discipline is a concept that comes across at home, at work, on the street and at many other points. Although there are changes in their definitions depending on where they are used, the most important common point is that the current order should be protected. Discipline is a concept that literally outweighs the quality of compliance with predetermined rules, but in terms of inclusiveness, it is a concept that includes both the student and the teacher within the limits of compliance with the rules. At the same time, it is a concept that allows the student to develop behaviors that will not create unrest in accordance with the living conditions of the society in which the student is located thanks to discipline, and provides environments that can control this negativity experienced under the relevant conditions when otherwise. Discipline is a concept that ensures the order in which a person can continue the usual process without harming both himself and someone else, without disturbing the order of the classroom and the school. Thanks to discipline, it is possible to comply with the rules set out in schools and the protection of both the person himself and the person in front of him is taken as a basis. The concept of protection contained here includes only both physical and psychological protection. Keywords: Educational Institutions, Educational Management, Organizational Disciplinary Processes

In this study, where a holistic view of the organizational problem elements in education management is examined, the conflict processes that we encounter as the main problem experienced in organizational processes will be addressed. Although the principles of management do not change according to the country, according to the region, the forms of management change. Every manager has different ways and methods in terms of making decisions, planning, implementing them, mobilizing his subordinates, motivating and controlling them. If there are significant differences between the manager and his subordinates on these issues, they may be a cause of Deconfliction. For this reason, the first job that a newly appointed manager should do in an organization is to explain his own management style to his subordinates. Members of organizations that have come together to perform various tasks need these resources in order to perform their tasks more effectively and fully achieve their goals Decently. If these resources are not enough for everyone and the side that will get these resources will cause the loss of the other side, a conflict will arise. Human relations are of great importance in determining the organizational climate. It is a fact that general attitude and understanding will have an increasing or decreasing effect on conflicts. If the principal and the vice principal are in a conflict between themselves in a school and they do not show an attempt to Deconstruct it, it is obvious that teachers will not hesitate to get into a conflict either. By creating an effective school climate, the school administrator can increase teachers' job satisfaction and motivation and help develop a healthy school personality. An important source of conflict for all social systems is the fact that the responsibilities and spheres of influence of individuals in the system are not clearly determined or overlap with each other. In general, verbal determination of the powers and responsibilities of individuals in non-formal groups and written determination of the powers and responsibilities of individuals in formal groups will prevent the emergence of many conflicts, especially role uncertainty. Keywords: Educational Institutions, Educational Management, Organizational Problem Elements

Günümüzde; yenilik yapmak, ekonomi dâhil tüm alanlarda problemlerin giderilmesinde akla gelen
çözümlerin başında yer alır. Gelişmiş ülkeler de dâhil tüm ülkelerin gelecekteki rekabette başarılı olmalarının,
yenilik kapasiteleri tarafından belirleneceği ileri sürülmektedir. Bu yüzden gelişme yolundaki tüm ülkelere de
göreli olarak avantajlı oldukları alanlarda yenilik yapmaları tavsiye edilmektedir. Tek tek ülkelerin gelişme
hikâyelerinde yeniliğin önemli yer tutması, tüm ülkelere yenilik yapma tavsiyesini gayet meşru hale
getirmektedir. Ancak her ülkenin kendine özgü ve farklı başlangıç koşulları, yeniliğin ülke içi, bölgesel ve
küresel ölçekte taraflılığının olası sonuçları ile tek tek ülkeler için geçerli olabilecek olan bazı durumların tüm
ülkeler için aynı anda geçerli olup olmayacağı konularında belirsizlikler sözkonusudur. Bu makalede
belirsizlikler; başlangıç koşulları, yeniliğin yanlılığı ve terkip yanılgısı bağlamında tartışılmaktadır.