Organisational democracy
Künye
Çankaya, M. (2018). Organisational democracy. H. Eriş ve F. Bucak (Ed.), New Approaches in Health Sciences (s. 6-40) içinde. Gaziantep: İKSAD Publications.Özet
Organisations are both sociological and psychological
structures since they have relations with a wide environment
such as government, state, suppliers, financiers, partners,
competitors and national/international society and have a
structure containing human factor. While the relations of the
organisation with its environment bring a sociological
character, the psychological quality emerges rather as a result
of focusing on the organisation-employee relationship.
One of the issues addressed in the organisation-employee
relationship is the concept of “organisational democracy”
explaining the democratic practices in the organisation. It
would be appropriate to assert that this concept first appeared
in Paris towards the late 19th century. After a while, this
practice in organisations have started to be used in many
countries for reasons such as the proliferation of socio-cultural
developments and the improvement of communication
possibilities with technology. Detailed information about the
concept will be mentioned in the following sections.
In the general view of a century ago, employees were
considered as a machine for organisations and the fact that they
were social beings were being ignored. With the changes in organisational structures and the implementation of
organisational democracy in organisations, employees had
some rights within the organisation over time. The
organisation-employee relationship has changed together with
organisational democracy. It can be said that with
organisational democracy, employees have gained some rights
such as participating in organisational decisions, criticising the
organisation policies, accessing information in the organisation
in a timely manner, demanding a fair duty distribution,
demanding to be equally treated about promotion, and
accounting for administrative activities.
Hospitals are differentiated from many organisations since
they are the institutions where occupational group having many
different expertise renders service together and continuously.
Organisation-employee fit is very important in order for the
hospitals to carry on their activities effectively in
organisational sense. From this point of view, organisational
democracy practices we think that they have a positive effect
on organisation-employee fit have a special importance for
hospitals.
Kaynak
New Approaches in Health SciencesBağlantı
https://docs.wixstatic.com/ugd/614b1f_e40343e60fd64fa699038223bff46503.pdfhttps://hdl.handle.net/11491/453