STUDYING OF TENDENCY TO SPECİFİC DEGREES ERRORS’ IN TERMS OF ADLERS’ INDIVIDUAL PSYCHOLOGY SCHOOL AXIS
Performance evaluation has recently been studied in various disciplines to a great extent. Considered a topic worth focusing on in the field of management sciences, performance evaluation is dealt with in this study within the framework of Alfred Adler’s (1880-1937) publications and ideas. Adler mad...
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| Formato: | article |
| Lenguaje: | DE EN FR TR |
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Fırat University
2019
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| Acceso en línea: | https://doaj.org/article/e4d2048135bd4521a8bfc34fd242ae37 |
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| Sumario: | Performance evaluation has recently been studied in various disciplines to a great extent. Considered a topic worth focusing on in the field of management sciences, performance evaluation is dealt with in this study within the framework of Alfred Adler’s (1880-1937) publications and ideas. Adler made determinative explanations about the effects of psychological phenomena on individuals. The ability to reveal such meaningful determinations is due to the fact that the psychological explanation mechanisms that it has based on are intended to contribute to both theoretical and vital issues. Although his works do not directly focus on management sciences, the books he wrote and the speeches he made involved various issues focusing on behaviors of managers and employees in working environments and how these behaviors are reflected on individual performances. The evaluations in this study were based on the Individual Psychology school, where Adler was the founder, and a qualitative study was carried out. The issue of performance evaluation, which is included in the field of management sciences, can provide meaningful contribution from the psychology science is explained in detail in this study and presented to reader's attention. The individual must at least have knowledge and awareness about it in order to avoid any mistake or misjudgment. Even if information and awareness is provided to prevent possible mistakes for administrator-based performance appraisal mistakes, it is unlikely that these mistakes can be eliminated altogether. However, performance appraisal mistakes and even psychological sources of these mistakes should be known by the managers at the basic level of knowledge. It is foreseen that the desired level of knowledge and awareness for the managers can be achieved to a considerable extent by the increase of this study and similar studies. |
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