No abstract

Bu çalışma Bingöl Emniyet Müdürlüğü'nün sosyal medya kullanımına karşı davranışı, sosyal medyanın polisin itibarına etkisi, polis-halk ilişkileri, ve sosyal medyanın nasıl daha etkili olabileceği konularını araştırmaktadır. Bu amaç doğrultusunda, çalışmada Bingöl Emniyet Müdürlüğü'nün değişik birimlerinde sosyal medya araçlarını kullanan 18 personel ile odak grup mülakatı yapılmıştır. Çalışma sonuçlara göre; polis birimlerinde sosyal medya kullanımının yeni bir olgu olduğu ancak sosyal medyanın kullanımının polisin güvenilirliğine olumlu anlamda katkı sağladığı, polis-halk ilişkilerini olumlu etkilediği ve arttırdığı, bunun yanında polis birimlerinde sosyal medya kullanımının polis teşkilatlarının içlerindeki iletişimi de artırdığı bulguları elde edilmiştir. Ancak diğer taraftan istenmeyen sonuçların ortaya çıkmasının engellenebilmesi içinde iyi bir şekilde kontrol edilmesi gerekmektedir. Bütün bunlara ek olarak da polis teşkilatlarının sosyal medyadan maksimum faydayı elde edebilmeleri için mülakatta ortay çıkan tavsiyelere yer verilmiştir.

The main aim of this report is to become familiar with Elfreda A. Chatman and her major works and theories. She has contributed information science by producing several theories such as "the theory of information poverty," "the normative behavior theory" and "the theory of life in the round" and implemented many studies about information seeking behavior of ordinary people. Although her major is library and information science, she focused on women in prison, the feminist movement, poor workers and janitors at large universities by using an ethnographic perception. She emphasized their information seeking behaviors in small communities and tried to describe their approach about information poverty. Also, she studied public libraries and the role of mentorship of the library leaders. The findings she found in her studies are useful not only for information science but also other disciplines such as sociology and psychology.

This study aims to reduce the citizens' waiting time by increasing employees' performance in the Turkish General Consulate (TGC). The current waiting time to complete processes for citizens is not satisfactory. Therefore, both the TGC administration and citizens complain about this issue. In this study, the client is the TGC administration. The first step is performance analysis. It includes organizational analysis, environmental analysis, and gap analysis. The first step also includes examining the TGC's mission, vision, human resources policies, workflow and other aspects. The second step is investigating the gap between current waiting time and ideal waiting time. The third step is finding out the reasons that cause the gap between current and desired performance by implementing cause analysis. The interview questions are based on Gilbert's Behavior Engineering Model (BEM). Telephone interviews are conducted with 16 employees to collect data. According to findings, the employees perceive the long waiting time as the most critical problem. The factors that cause the long waiting time can be stated as follows: inappropriate physical and psychological work environment, the lack of materials, tools, and time, inadequate financial and non-financial incentives. In this study, human performance technology model's performance analysis and cause analysis stages are practiced.Keywords: performance increasing; employee engagement; job satisfaction Literature ReviewElliott (1996) points out that Human Performance Technology (HPT) helps organizations to increase employees' performance by conducting analyses and tests. HPT also assists companies in selecting employees, training and motivating them, as well as reorganizing the work environment.According to Elliot, understanding organizations' business and goals is the most important part of HPT. In addition, employees should know their effects to achieve organizational goals. He emphasized the importance of star performers in an organization to optimize employees' work performance. According to him, standardization of quantity, quality, or cost on outputs leads to high performance.

It is clear that the New Public Management (NPM) approaches which are mostly themes of private sector, would impact/contribute to the Turkish National Police (TNP) that has a workforce over 200 thousand. This study attempts to identify how far the NPM applications are implemented and how is it perceieved by the managing level officials in the TNP. To the aforementioned ends, this study conducted several interviews with open ended questions and found at the first place that mid and upper level managers of the TNP believe that the NPM has resulted in managers questioning of shared values, functions, services and the role of the TNP and in turn strive for making progress on the role of the organization. This study also found that the NPM approaches has made notible changes in the TNP and its services/fuctions such as de-bureaucratization to certain levels, increased citizen satisfaction. It however identified that these NPM changes are not based on systematic and structural