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Yayın Export potential of Turkish SMEs(Suat Teker, 2024-07-30) Teker, Suat; Teker, Dilek; Orman, IrmakPurpose- Digital channels are gaining more and more share from trade and commerce, especially after Covid 19 pandemic. People have adopted to online buying and marketplaces became important retailing tools for manufacturers. E-commerce is rising not only in closed commercial areas but also across different countries, even continents with developments in cross-border e-commerce. Governments, global digital platforms, consumer habits are creating and supporting the demand of buying online from anywhere and numbers are showing that this creates an opportunity for Turkish businesses to become exporters. This study aims to highlight the potential for small and medium sized businesses in Turkey to become exporters. Methodology- The study examines historical export growth data of Turkey in detail using secondary data. The historical data is used to make a projection for future and highlight the potential of growth for Turkish SMEs. Current marketplace platforms’ business models are also examined and carefully analyzed to present an understanding of the potential business models. Findings- The numbers are showing that Turkish exports are growing in Europe and USA. Capex heavy industries have the highest share among the exports but e-commerce is also growing. Some industries like textile, jewellry and small appliences has a higher growth potential withing cross border e-commerce. Conclusion- Adoption to online retail is getting higher and higher. More people are buying from online marketplaces and the origin of the transaction is losing its importance with one-day deliveries. It is important to open shops not only physical but also on different platforms. It is easier for business owners to sell across the world and become exporters. By having international customers, businesses distribute regional risks and also become financially stronger. It is important for Turkish SMEs to understand their risks and seek international growth opportunities, such as doing exports. Turkey’s unique geographical location is a very important asset but Turkish businesses should keep in mind that all international producers are now seeking opportunities to create through online platforms.Yayın Ageism and glass ceiling: barriers to advancement for women in Turkish banking(Suat Teker, 2024-07-30) Dönmez, Sena; Tuncay Çelikel, AslıPurpose- The Turkish banking industry is known for its dynamism, where customer issues demand swift resolution, decisions must be made expeditiously, and employees are persistently pressured to meet targets. This engenders a highly stressful and demanding work environment. This paper examines the role of ageism in this industry, emphasising how gender and age-related biases intensify the “glass ceiling” as a chronic syndrome for employees. The objective of the research is to comprehend the impact of these biases on women across different age groups. Methodology- In-depth interviews were conducted with 20 female banking employees in Istanbul, Turkey. The participants included managers and branch employees from 16 different banks. A convenient sampling method was employed, and participants were invited to respond to open-ended questions regarding their experiences and motivations. Findings- The banking sector is characterised by a high level of stress, tight deadlines and the pressure to achieve key performance indicators (KPIs), which can have a significant impact on the well-being of women employees across all age groups. The study revealed a generational divide in motivations and expectations. Younger women prioritised favourable work conditions and salary, while senior women expressed a desire for early retirement due to burnout. Despite this, women of all age groups articulated a desire for career advancement and recognition, underscoring the pivotal role of managerial support and transparent expectations for future success. While extrinsic rewards remained a primary motivator, intrinsic rewards also played a role. Additionally, generational differences in expectations regarding motivation were observed. Conclusion- The dissolution of the glass ceiling necessitates the creation of an environment wherein individuals from disparate generational cohorts are able to provide mutual support, and age-based discriminatory practices are reduced. The acknowledgement and remuneration of employees’ competencies and expertise, in conjunction with the promotion of collaborative endeavours, can facilitate the development of a more equitable and nurturing work environment.
