{"id":2530,"date":"2022-09-30T08:16:04","date_gmt":"2022-09-30T05:16:04","guid":{"rendered":"https:\/\/worknhuman.com\/?p=2530"},"modified":"2023-02-23T12:37:51","modified_gmt":"2023-02-23T09:37:51","slug":"insana-yakisir-is","status":"publish","type":"post","link":"https:\/\/worknhuman.com\/en\/human-worthy\/","title":{"rendered":"Decent Work"},"content":{"rendered":"

\u00a0<\/p>\n

\n

\u0130\u015f kavram\u0131, ya\u015fam\u0131n devam etmesi i\u00e7in yap\u0131lan bedensel ve zihinsel u\u011fra\u015flar olarak tan\u0131mlanmaktad\u0131r. Bu bir \u201ceylem\u201d olabilece\u011fi gibi bu eylem sonunda elde edilen \u201ceser\u201d veya yap\u0131lmas\u0131 gereken \u201cvazife\u201d de olabilir. \u0130\u015f kavram\u0131 olduk\u00e7a uzun bir ge\u00e7mi\u015fe sahiptir ve g\u00fcnl\u00fck ya\u015fam\u0131m\u0131z\u0131n da ayr\u0131lmaz bir par\u00e7as\u0131d\u0131r. \u00c7al\u0131\u015fan ki\u015filerin hem ya\u015fam tarz\u0131n\u0131 hem de toplumdaki yerini belirleyen i\u015f ayn\u0131 zamanda bir ge\u00e7im kayna\u011f\u0131 olarak insanlar\u0131n varl\u0131klar\u0131n\u0131 s\u00fcrd\u00fcrmelerini sa\u011flad\u0131\u011f\u0131 i\u00e7in hayat\u0131m\u0131z\u0131n merkezinde \u00f6nemli bir yere sahiptir.[1]<\/sup><\/p>\n

\n

G\u00fcn\u00fcm\u00fczdeki \u00e7al\u0131\u015fma ko\u015fullar\u0131nda bir\u00e7ok imk\u00e2n ve f\u0131rsat \u00e7al\u0131\u015fanlara ula\u015fmamaktad\u0131r. \u201c\u0130nsana yak\u0131\u015f\u0131r i\u015f\u201d kavram\u0131 1999 y\u0131l\u0131nda ilk defa Uluslararas\u0131 \u00c7al\u0131\u015fma \u00d6rg\u00fct\u00fc (International Labour Organization-ILO) taraf\u0131ndan g\u00fcndeme getirilmi\u015ftir ve amac\u0131 \u00e7al\u0131\u015fma ko\u015fullar\u0131ndaki bir\u00e7ok imk\u00e2n ve f\u0131rsat\u0131n her \u00e7al\u0131\u015fana ula\u015ft\u0131r\u0131lmas\u0131d\u0131r.[2]<\/sup>\u00a0\u201c\u0130nsana yak\u0131\u015f\u0131r i\u015f\u201d, bireylerin \u00e7al\u0131\u015fma ve istihdam haklar\u0131na, i\u015f sa\u011fl\u0131\u011f\u0131 ve g\u00fcvenli\u011fi ko\u015fullar\u0131na, sosyal g\u00fcvenlik olanaklar\u0131na, sendikalar ya da di\u011fer temsil ve kat\u0131l\u0131m mekanizmalar\u0131 arac\u0131l\u0131\u011f\u0131yla kendilerini ifade etme haklar\u0131na at\u0131fta bulunan bir kavramsal \u00e7er\u00e7eveyi nitelemektedir.[3]<\/sup>\u00a0\u0130nsana yak\u0131\u015f\u0131r i\u015f kavram\u0131 \u00e7al\u0131\u015fanlar\u0131n i\u015f ya\u015fam\u0131ndaki isteklerini yans\u0131tmaktad\u0131r. Bu da kad\u0131nlara ve erkeklere e\u015fit imkanlar\u0131n sunularak e\u015fit davran\u0131ld\u0131\u011f\u0131; \u00e7al\u0131\u015fanlar\u0131n \u00fcretken olabildikleri ve adil bir gelire sahip, i\u015fyerinde g\u00fcvenlik ve aileler i\u00e7in sosyal koruma sa\u011flayan, ki\u015fisel geli\u015fim ve sosyal b\u00fct\u00fcnle\u015fme i\u00e7in daha iyi olas\u0131l\u0131klar sunan, insanlar\u0131n endi\u015felerini ifade edebilmelerini, \u00f6rg\u00fctlenmelerini ve kendilerini etkileyen kararlara kat\u0131lma \u00f6zg\u00fcrl\u00fc\u011f\u00fcn\u00fc sa\u011flayan i\u015f f\u0131rsatlar\u0131n\u0131 i\u00e7ermektedir.[4]<\/sup><\/p>\n

\n

\u0130\u015f sa\u011flaman\u0131n yan\u0131 s\u0131ra kabul edilebilir nitelikte i\u015f yaratmak da ILO\u2019nun hedeflerinden biridir. Bunu ger\u00e7ekle\u015ftirmek i\u00e7in de istihdam, sosyal g\u00fcvenlik, \u00e7al\u0131\u015fma ya\u015fam\u0131na ili\u015fkin temel haklar ve sosyal diyalog olmak \u00fczere d\u00f6rt hedef belirlemi\u015ftir. Bu d\u00f6rt hedefin kar\u015f\u0131l\u0131kl\u0131 etkile\u015fimi ve birlikte varl\u0131\u011f\u0131 ile insana yak\u0131\u015f\u0131r i\u015f i\u015flevsel hale gelmektedir.4<\/sup>\u00a0Ayr\u0131ca ILO \u00e7al\u0131\u015fma hayat\u0131 i\u00e7in bir g\u00fcndem geli\u015ftirmi\u015ftir. \u00dclkelere, kendi bile\u015fenleriyle koordineli bir \u015fekilde haz\u0131rlam\u0131\u015f oldu\u011fu entegre \u0130nsana Yak\u0131\u015f\u0131r \u0130\u015f \u00dclke Programlar\u0131 arac\u0131l\u0131\u011f\u0131yla destek vermektedir. \u0130nsana Yak\u0131\u015f\u0131r \u0130\u015f G\u00fcndeminin ya\u015fama ge\u00e7irilmesi, toplumsal cinsiyet hedefinin di\u011fer t\u00fcm hedeflerle kesi\u015fti\u011fi, ILO\u2019nun d\u00f6rt stratejik hedefine y\u00f6nelik uygulamalarla ger\u00e7ekle\u015ftirilmektedir:<\/p>\n

\n

\u0130stihdam<\/strong><\/h2>\n

ILO \u00fcretken istihdam olmadan, insana yak\u0131\u015f\u0131r i\u015f hedeflerine ula\u015f\u0131lamayaca\u011f\u0131n\u0131 belirtmektedir. ILO\u2019nun amac\u0131; yaln\u0131zca i\u015f yaratmak de\u011fil, yarat\u0131lan i\u015flerin ayn\u0131 zamanda kabul edilebilir nitelikte olmas\u0131n\u0131 da sa\u011flamakt\u0131r.4<\/sup>\u00a0Yani istihdam niceli\u011fi ve niteli\u011fi birlikte d\u00fc\u015f\u00fcn\u00fclmesi gereken \u015feylerdir. Bir ba\u015fka deyi\u015fle, yap\u0131lan i\u015flerin miktar\u0131 kadar, niteliklerinin kabul edilebilir olmas\u0131 da son derece \u00f6nemlidir. Niteliksel boyutu ele ald\u0131\u011f\u0131m\u0131zda, \u00e7al\u0131\u015fma kar\u015f\u0131l\u0131\u011f\u0131nda uygun gelir elde edebilmek ve bu gelirin devaml\u0131l\u0131\u011f\u0131n\u0131 sa\u011flayabilmek[5]<\/sup>\u00a0gibi; gece \u00e7al\u0131\u015fmas\u0131, hafta tatili, \u00fccretli izin, \u00e7al\u0131\u015fma saatleri gibi konular\u0131 kapsayan \u00e7al\u0131\u015fma ko\u015fullar\u0131 da \u00f6nemli yer tutmaktad\u0131r.[6]<\/sup>\u00a0Bu ba\u011flamda olmas\u0131 gereken \u00f6zelliklerinden bir di\u011feri ise asgari ya\u015f belirlenerek \u00e7ocuk eme\u011finden yararlanmay\u0131 \u00f6nlemek ve bu ya\u015f\u0131n alt\u0131nda \u00e7al\u0131\u015ft\u0131rman\u0131n yasaklanmas\u0131n\u0131 sa\u011flamakt\u0131r. Ayr\u0131ca yar\u0131 zamanl\u0131 veya tam zamanl\u0131 \u00e7al\u0131\u015fma da \u00e7al\u0131\u015fanlar\u0131n iradesiyle ger\u00e7ekle\u015fmelidir.[7]<\/sup><\/p>\n

\n

Sosyal G\u00fcvenlik (Sosyal Koruma)<\/strong><\/h2>\n

Sosyal g\u00fcvenlik (Sosyal koruma), bir \u00fclkede sosyal devlet ilkesinin ve sosyal adaletin ger\u00e7ekle\u015fmesine arac\u0131l\u0131k eden en \u00f6nemli sistemlerden biridir. Bu sistem fizyolojik, sosyoekonomik veya mesleksel bir risk sebebiyle, kazanc\u0131 s\u00fcrekli veya ge\u00e7ici olarak kesilmi\u015f ki\u015filerin ge\u00e7inme ve ya\u015fam ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131lar.[8]<\/sup>\u00a0Sosyal risklere kar\u015f\u0131 ekonomik g\u00fcvence herkese ayr\u0131m g\u00f6zetmeksizin sa\u011flanmal\u0131d\u0131r; sosyal g\u00fcvenlik bireyi hastal\u0131k, sakatl\u0131k, ya\u015fl\u0131l\u0131k, i\u015fsizlik ve i\u015ften kovulma durumlar\u0131nda korumaktad\u0131r.[9]<\/sup>\u00a0Buna ek olarak, i\u015f kazalar\u0131n\u0131 ve meslek hastal\u0131klar\u0131n\u0131 \u00f6nleme, a\u011f\u0131r \u00e7al\u0131\u015fma ko\u015fullar\u0131ndan ve s\u00fcrelerinden korumay\u0131 da kapsamaktad\u0131r.[10]<\/sup><\/p>\n

\n

\u00c7al\u0131\u015fma Ya\u015fam\u0131na \u0130li\u015fkin Temel Haklar<\/strong><\/h2>\n

\u00c7al\u0131\u015fma ya\u015fam\u0131na ili\u015fkin temel ilke ve haklar; \u00f6rg\u00fctlenme \u00f6zg\u00fcrl\u00fc\u011f\u00fc ve toplu pazarl\u0131k hakk\u0131n\u0131n tan\u0131nmas\u0131, zorla ve zorunlu olarak \u00e7al\u0131\u015ft\u0131r\u0131lman\u0131n her t\u00fcrl\u00fc bi\u00e7iminin, istihdam ve meslekte ayr\u0131mc\u0131l\u0131\u011f\u0131n ve \u00e7ocuk i\u015f\u00e7ili\u011finin ortadan kald\u0131r\u0131lmas\u0131 ba\u015fl\u0131klar\u0131 alt\u0131nda toplanabilir.9\u00a0<\/sup>ILO\u2019ya g\u00f6re \u00e7al\u0131\u015fma ya\u015fam\u0131nda birtak\u0131m haklar vard\u0131r. Bunlardan baz\u0131lar\u0131 zorla \u00e7al\u0131\u015ft\u0131rmaya kar\u015f\u0131 korunma, \u00f6rg\u00fctlenme ve toplu pazarl\u0131k hakk\u0131 ile ayr\u0131mc\u0131l\u0131\u011fa kar\u015f\u0131 korunma hakk\u0131d\u0131r. Ayr\u0131ca ulusal k\u00f6ken, cinsiyet, ya\u015f, \u0131rk ve din temelinde yap\u0131lan her t\u00fcrl\u00fc ayr\u0131mc\u0131l\u0131\u011f\u0131n yasaklanmas\u0131 da insana yak\u0131\u015f\u0131r i\u015f a\u00e7\u0131s\u0131ndan \u00f6nem ta\u015f\u0131maktad\u0131r.7\u00a0<\/sup>Bu temel haklar, sadece ILO\u2019nun kabul etmi\u015f oldu\u011fu en \u00f6nemli s\u00f6zle\u015fme ve tavsiye kararlar\u0131 de\u011fildir; ayn\u0131 zamanda ILO\u2019ya \u00fcye devletlerce de en \u00e7ok onaylanan s\u00f6zle\u015fmeler olma \u00f6zelli\u011fi de ta\u015f\u0131maktad\u0131r.[11]<\/sup><\/p>\n

\n

Sosyal Diyalog<\/strong><\/h2>\n

Sosyal diyalog; ekonomik ve sosyal politikalar\u0131n ve \u00e7al\u0131\u015fma hayat\u0131 ile ilgili ortak konular\u0131n m\u00fczakere edildi\u011fi ve bu konular\u0131n bilgi al\u0131\u015fveri\u015fi yap\u0131larak kar\u015f\u0131l\u0131kl\u0131 dan\u0131\u015f\u0131ld\u0131\u011f\u0131 bir s\u00fcre\u00e7tir. Ayn\u0131 zamanda g\u00fc\u00e7 sorunlar\u0131n \u00e7\u00f6z\u00fcm\u00fcne katk\u0131 sa\u011flayan, sosyal b\u00fct\u00fcnl\u00fc\u011f\u00fc geli\u015ftiren bir ara\u00e7 olarak da ifade edilmektedir.4<\/sup>\u00a0Sosyal diyalog genellikle \u00fc\u00e7 farkl\u0131 d\u00fczeyde ger\u00e7ekle\u015fmektedir. Bunlar; i\u015fveren ve i\u015f\u00e7i aras\u0131nda \u00fccret ve \u00e7al\u0131\u015fma \u015fartlar\u0131n\u0131n kararla\u015ft\u0131r\u0131lmas\u0131, i\u015f\u00e7iler ve y\u00f6netim aras\u0131nda i\u015fletmenin fonksiyonlar\u0131na kat\u0131l\u0131mla ilgili olarak g\u00f6r\u00fc\u015f\u00fclmesi ve sosyal taraflar ve h\u00fck\u00fcmet temsilcileri aras\u0131nda sosyal ve ekonomik politikalar\u0131n belirlenmesi ve uygulanmas\u0131d\u0131r.[12]<\/sup><\/p>\n

\n

Conclusion<\/strong><\/h2>\n

\u0130nsana yak\u0131\u015f\u0131r i\u015f g\u00fcn\u00fcm\u00fczde k\u00fcresel gereksinim olarak kabul g\u00f6rmektedir. \u0130nsana yak\u0131\u015f\u0131r i\u015f hedefini benimseyen ILO, buna ihtiya\u00e7 oldu\u011funu ancak insana yak\u0131\u015f\u0131r i\u015fler yaratmada ba\u015far\u0131l\u0131 olunamad\u0131\u011f\u0131n\u0131 belirtmektedir.[13]<\/sup>\u00a0\u0130stihdam, sosyal koruma, \u00e7al\u0131\u015fma ya\u015fam\u0131na ili\u015fkin temel haklar ve sosyal diyalog unsurlar\u0131ndaki aksakl\u0131klar ekonomik geli\u015fme ile sosyal geli\u015fme aras\u0131ndaki ba\u011f\u0131 kopartarak e\u015fitsizlik ve dengesizlikleri giderek artt\u0131rmaktad\u0131r. Buna ek olarak \u00f6zellikle ekonomik olarak zengin \u00fclkelerde i\u015fle ilgili e\u015fitsizlikler bir \u015fekilde g\u00f6r\u00fcnmez kald\u0131\u011f\u0131ndan, istikrarl\u0131 veya standart olmayan istihdam ko\u015fullar\u0131n\u0131n psikolojik sa\u011fl\u0131\u011fa etkileri ihmal edilmeye devam etmektedir.[14]<\/sup>\u00a0\u0130nsana yak\u0131\u015f\u0131r i\u015f g\u00fcndemi resmi olarak psikolojiyle b\u00fct\u00fcnle\u015ftirilmemi\u015ftir ancak bu konuyla ilgili baz\u0131 psikolojik teoriler ve ara\u015ft\u0131rmalar bulunmaktad\u0131r. Holland teori geli\u015ftirme a\u015famas\u0131nda, iyi bir insan-\u00e7evre uyumunun do\u011fas\u0131n\u0131 anlamak ve tahmin etmek i\u00e7in yo\u011fun \u00e7aba harcam\u0131\u015ft\u0131r.[15]<\/sup>\u00a0Ayr\u0131ca, i\u015f doyumuna sahip bireylerin, psikolojik olarak iyi olma olas\u0131l\u0131klar\u0131 daha y\u00fcksektir.[16]<\/sup>,[17]<\/sup><\/p>\n

\u0130nsanlar\u0131n hem ge\u00e7inebilecekleri kadar gelir elde ettikleri hem de makul bir g\u00fcvencenin oldu\u011fu ve ki\u015fisel geli\u015fim i\u00e7in gerekli f\u0131rsatlar\u0131n d\u00fczenli olarak artt\u0131\u011f\u0131 bir ortamda bask\u0131 g\u00f6rmeden \u00e7al\u0131\u015fmalar\u0131n\u0131 sa\u011flayacak yasa, d\u00fczenleme ve kurumlar\u0131n yarat\u0131lmas\u0131 sonucu bu problemler azalacakt\u0131r. Bu y\u00fczden ulusal ve k\u00fcresel \u00f6l\u00e7ekte ILO\u2019nun insana yak\u0131\u015f\u0131r i\u015f hedefi benimsenmeli ve ger\u00e7ekle\u015ftirilmesi i\u00e7in \u00e7abalanmal\u0131d\u0131r.<\/p>\n

\n

\"\"<\/a>\"\"<\/a><\/p>\n

\n

[1]<\/sup>\u00a0T\u0131nar M. Y. (1996).\u00a0\u00c7al\u0131\u015fma Psikolojisi.<\/em>\u00a01. Bask\u0131, \u0130zmir.<\/p>\n

[2]<\/sup>\u00a0K\u0131l\u0131\u00e7 C. (2014).\u00a0Y\u00fcksek Kaliteli \u0130\u015fler Ekonomide At\u0131l\u0131m Yapt\u0131r\u0131r.<\/em>\u00a0Milliyet Gazetesi.\u00a0https:\/\/www.milliyet.com.tr\/yazarlar\/cem-kilic\/yuksek-kaliteli-isler-ekonomide-atilim-yaptirir-1894960<\/a>.<\/p>\n

[3]<\/sup>\u00a0I\u015f\u0131\u011f\u0131\u00e7ok, \u00d6. (2005).\u00a0XXI. Y\u00fczy\u0131lda \u0130stihdam ve \u0130nsana Yak\u0131\u015f\u0131r \u0130\u015f.<\/em>\u00a0Bursa: Ezgi Kitapevi Yay\u0131nlar\u0131.<\/p>\n

[4]<\/sup>\u00a0Somavia, J., & General, I. D. (1999). Decent work. In\u00a0Report of the Director-General to the 87th Session of the International Labour Conference. (Geneva: ILO)<\/em>.<\/p>\n

[5]<\/sup>\u00a0Anker, R., Chernyshev, I., Egger, P., Mehran, F., Ritter, J. A. (2002). Measuring Decent Work with Statistical Indicators.\u00a0International Labour Review<\/em>, Geneva, 142 (2).<\/p>\n

[6]<\/sup>\u00a0Palaz, S. (2005). D\u00fczg\u00fcn \u0130\u015f (Decent Work) Kavram\u0131 ve \u00d6l\u00e7\u00fcm\u00fc: T\u00fcrkiye ve OECD \u00dclkelerinin Bir Kar\u015f\u0131la\u015ft\u0131rmas\u0131,\u00a0Sosyal Siyaset Konferanslar\u0131 Dergisi<\/em>, Say\u0131: 50, ss. 479-505.<\/p>\n

[7]<\/sup>\u00a0Kapar R. (2004).\u00a0Uygun \u0130\u015f Ba\u011flam\u0131nda \u00c7al\u0131\u015fan Yoksullar.<\/em>\u00a0Sosyal Siyaset Konferanslar\u0131 48. Kitap, \u0130stanbul \u00dcniversitesi Yay\u0131n No: 4531, 185-204.<\/p>\n

[8]<\/sup>\u00a0Talas C. (1997).\u00a0Toplumsal Ekonomi<\/em>. Ankara: \u0130mge Yay\u0131nevi.<\/p>\n

[9]<\/sup>\u00a0I\u015f\u0131\u011f\u0131\u00e7ok \u00d6. (2009). K\u00fcreselle\u015fme S\u00fcrecinde \u0130nsana Yak\u0131\u015f\u0131r \u0130\u015f.\u00a0Sosyal Siyaset Konferanslar\u0131 Dergisi<\/em>, 56. Kitap, 307-331.<\/p>\n

[10]<\/sup>\u00a0Sengenberger, W. (2001). Decent Work: The International Labour Organization Agenda,\u00a0Dialogue and Cooperation<\/em>.<\/p>\n

[11]<\/sup>\u00a0Erdut, Z. (2003).\u00a0K\u00fcreselle\u015fme Ba\u011flam\u0131nda Uluslararas\u0131 Sosyal Politika ve T\u00fcrkiye<\/em>. Dokuz Eyl\u00fcl Yay\u0131nlar\u0131, 2. Bas\u0131m, Kas\u0131m, \u0130zmir.<\/p>\n

[12]<\/sup>\u00a0Ghai D. (2003). Decent Work: Concept and Indicators.\u00a0International Labour Review,<\/em>\u00a0142 (2), 113-146.<\/p>\n

[13]<\/sup>\u00a0Y\u0131ld\u0131r\u0131malp, S. and \u0130slamo\u011flu, E. (2014). \u201c\u0130nsana Yak\u0131\u015f\u0131r \u0130\u015f\u201d Kavram\u0131 Ba\u011flam\u0131nda T\u00fcrkiye\u2019de Ev Hizmetinde \u00c7al\u0131\u015fan Kad\u0131nlar.\u00a0SGD-Sosyal G\u00fcvenlik Dergisi<\/em>, 4 (2), 145-175.<\/p>\n

[14]<\/sup>\u00a0Benach, J., Solar, O., Santana, V., Castedo, A., Chung, H., and Muntaner, C. (2010). A micro-level model of employment relations and health inequalities.\u00a0Int. J. Health Serv.<\/em>\u00a040, 223\u2013227.<\/p>\n

[1<\/sup>5<\/sup>]<\/sup>\u00a0Holland, J. L. (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments. Odessa. FL: Psychological Assessment Resources, Inc.<\/p>\n

[16]<\/sup>\u00a0Lent, R. W., & Brown, S. D. (2013). Promoting work satisfaction and performance.\u00a0Career Choice and Development: Putting Theory and Research<\/em>, 621-652.<\/p>\n

[17]<\/sup>\u00a0Swanson, J. L. (2012). Work and psychological health. In N. A. Fouad, J. A. Carter, & L. M. Subich (Eds.),\u00a0APA handbook of counseling psychology, Vol. 2. Practice, interventions, and applications<\/em>\u00a0(pp. 3\u201327). American Psychological Association.<\/p>\n<\/blockquote>\n\n\n