Management Studies in Development and Evolution

A model for balancing resource allocation costs

mohammad ali khatami firouz abadi

Volume 5, Issue 17.18 , September 1995, , Pages 187-207

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Rationality and organization theory

behrooz rezaeimanesh

Volume 6, Issue 21.22 , September 1999, , Pages 187-198

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Survey of the influence of spirituality on efficiency of the banking industry

shams-o- sadat zahedi; ali alipanah

Volume 19, Issue 58 , March 2008, , Pages 191-209

Abstract

  In recent years, the place of spirituality in organizations has been increasingly considered by managers, excecutives, employees, and researchers to be essential to the organization, s interactions with employees, customers, and the community. However, little attention has been paid in the literature ...  Read More In recent years, the place of spirituality in organizations has been increasingly considered by managers, excecutives, employees, and researchers to be essential to the organization, s interactions with employees, customers, and the community. However, little attention has been paid in the literature to the investigation of spirituality as a cultural phenomenon that might influence organizational behavior It seems clear from the spirituality literature that people with higher levels of spirituality are healthier, happier, and more productive at work. The purpose of this thosis is considering the relationship between spirituality and efficiency of banking industry.

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The main factors to assess the implementation of ISO 14000 environmental management system standards

hamid safaei

Volume 6, Issue 23.24 , March 1999, , Pages 195-211

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A QFD Application in Satisfying Customers' Exceptions in Higher Education

faraj - o laah rahnavard; bagher abbaspour

Volume 11, Issue 41.42 , September 2004, , Pages 209-222

Abstract

  QFD is a comprehensive quality tool specifically aimed at translating customers ‘voices into  operations  requirement  .This technique   is applied not only  in production  operations , but also in service  operations  including education  services. In    ...  Read More QFD is a comprehensive quality tool specifically aimed at translating customers ‘voices into  operations  requirement  .This technique   is applied not only  in production  operations , but also in service  operations  including education  services. In     this     article      service     -based     quality     function      development (QFD)methodology  was   applied    in   higher    education    at   the   State Management Training   Center  (SMTC).The  first  step  was  to  gather  the voices   of  customers    (students).   The   voices   of  customers  were   then translated  into   service   characteristics  known   as   service   elements    . Findings   of this  research   reveals   that  the  most  training   requirements must  be searched  in course  content  , course  structure ,  and  professors  of management training  courses.

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The empowerment of human resources

mohammed mohammedi

Volume 8, Issue 32.31 , March 2002, , Pages 211-232

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the Study of Information Process, Control and Learning in Multinational and Transactional Organization

manijeh bahrainizadeh

Volume 11, Issue 43.44 , August 2004, , Pages 217-242

Abstract

  The international and transnational  organizations are the most complex organizations  that need especial  mechanism  of control and management.  In these  organizations  regarding  the international structure  and  global environment,  communication  ...  Read More The international and transnational  organizations are the most complex organizations  that need especial  mechanism  of control and management.  In these  organizations  regarding  the international structure  and  global environment,  communication   between   units  that  are  speard  around   the world, require  different informational processing  methods. Control  in these organization   are  very   complex   because   of cultural  diversity   in  global environment.  Thay need to create competitive  innovation for theire  survival in   the   global   competitive    environment    and   thay   must   be   learning organizations.  Through  learning,  the units  and subsiders  exchange  science and knowledge and result in synergy and the speared of new science. In  resent  decades  the  study  of these  organizations  has  obtained  a special position  in organization  study and every  scholar  regard to his  interest and experience    uses   different   social   and   economical   theories   to   explain functional  and  structural  dimensions  of this  organizations.  In  this  article communication,  control,  learning and information .process in these organizations  are discussed. To analyzing, the following theories are uses: The institutional theory. The economic organization theory

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Investigation of Effective Mediator Variables on Relation of Contextual and Organizational Factors with Reaction to Change and its Outcomes

Hamidreza Oreyzi; Behrooz Dorry; Hajar Barati

Volume 24, Issue 77 , July 2015, , Pages 221-240

Abstract

  The success of change depends on the appropriate context for it because organizational context  and  features prepares organization for change and make commitment to change. Hence, The aim of current research is todetermine contextual and organizational factors affecting on reaction to change ...  Read More The success of change depends on the appropriate context for it because organizational context  and  features prepares organization for change and make commitment to change. Hence, The aim of current research is todetermine contextual and organizational factors affecting on reaction to change and its outcomes and  also investigation of  mediator variables affecting on this relation in Bandare-Emam Petrochemical Company employees.The sample research consisted of 383 employees of this company who were selected  by stratified random sampling  method. Then, they responded to research instruments.Fordata analyzing,path analysis  and  mediator  analysis were used. The results showed that the informational justice(β=0.42), innovative climate(β=0.34) and organizational policy(β=0.31),predict change effectiveness and change effectiveness(β=0.80) predicts reaction to change and is mediator variable. Also, reaction to change predict change support(β=0.89), and change resistance(β=-0.30). According to findings, Organizationsshouldintroducethe change as effective and in this way increasing positive reaction to change until more change support and less change resistance be achieved

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Presentation of information and the impact on the quality of the decision-making process

mohsen khoshtinat; rafic baghumian

Volume 10, Issue 37.38 , August 2003, , Pages 221-252

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Vision Building for Profitable Organizations

Ali mollahosseini; Bahram jabbarzadeh karbasi; Mohammad Hassan abdolzahraei

Volume 21, Issue 67 , April 2012, , Pages 227-244

Abstract

  Having a common and comprehensive vision will lead to a series of units or parts of a whole industry to form coherent and integrated. In this study the authors tried to achieve the shared vision for different parts of factory. To achieve this goal the model presented by Collins and Porras (1996) is used. ...  Read More Having a common and comprehensive vision will lead to a series of units or parts of a whole industry to form coherent and integrated. In this study the authors tried to achieve the shared vision for different parts of factory. To achieve this goal the model presented by Collins and Porras (1996) is used. ALMAS KAVIR RAFSANJAN CO was selected as case study and the sample of study is consist of all managers and experts of factory. This study was conducted in three stages. Firstly by distributing open questionnaire, model’s component were identified and categorized within the factory by managers. In the second stage, to determine the importance and priority of model’s components the (AHP) method was used. In the third phase those components of the landscape model that had importance according to high executives were selected and located on vision statement of factory. Finally, becoming the best industry in the Middle East, achieving First or second place in the market, adherence to the principles and creating jobs, selected as the most important strategies.

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The relationship between organizational learning and personnel readiness for change in insurance companies

Seyyed Ali Akbar Afjei; Neda Rezaee Abyaneh

Volume 22, Issue 70 , July 2013, , Pages 231-247

Abstract

  Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for ...  Read More Considering the importance of learning organization and readiness for change, current study has been done to examine the relationship between organizational learning and readiness for change according to the dimensions of learning organization in the insurance industry. The statistical population for this study is private insurance companies in Iran. 110 managers of these companies were selected as the case study. To collect data, Watkins`s and Marsick`s DLOQ (dimensions of the learning organization questionnaires), and also Dunham`s et al questionnaire were used. To test hypothesis with regard to the questionnaire data, Test Kolmogorov-Smirnov, T-test student, structural equations test were used. Findings suggest that there is organizational learning culture in insurance companies, so that different dimensions of organizational learning in insurance companies are above average. Considering the total results of hypothesis tests and also with regard to the standard regression coefficient, it can be argued that the relationship between organizational learning and readiness for change in private insurance companies is not in good condition, particularly in relation to the dimension of promote inquiry and dialogue, which is one of the important dimensions of the model

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Usefulness of the deferred tax method

salam toloui

Volume 10, Issue 39.40 , March 2004, , Pages 231-244

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Small and medium enterprise management features

jahanyar bamdad sofi

Volume 7, Issue 25.26 , March 2000, , Pages 1-19

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Investigating the Effects of Social and Intellectual Capital on Productivity of Human Resources

Saeed Ghiasi Nodoushan; Ehsan Aminalroaya

Volume 25, Issue 80 , June 2016, , Pages 183-209

https://doi.org/10.22054/jmsd.2016.4035

Abstract

  Nowadays, the new types of organizational capitals are developed, such as social and intellectual capital; that physical capitals cause the promotion of organization through them. The purpose of this paper is to investigate the simultaneously effect of social and intellectual capital on Productivity ...  Read More Nowadays, the new types of organizational capitals are developed, such as social and intellectual capital; that physical capitals cause the promotion of organization through them. The purpose of this paper is to investigate the simultaneously effect of social and intellectual capital on Productivity of human resources in the Melli Bank branches at Yazd province. Based on the literature review and theoretical literature, a conceptual model and research hypotheses were presented. Then the required data through questionnaires distributed among 265 employees of the Melli Bank branches in Yazd were collected. Finally, assumptions and conceptual model was tested by the stepwise regression method on the basis of the data. Results of the analysis showed that all research hypotheses individually accredited. However, when the effect of all dimensions of social and intellectual capital on productivity of human resources was tested, effects of human and communicational capital in Intellectual capital and communicational and organizational capital in social capital on Productivity of human resources were accredited.  

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Is it possible theories of organization and management have a universal theory?

abas samadi

Volume 7, Issue 27.28 , March 2000, , Pages 185-198

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Teleworking, An effective approach for creating employment opportunities

mohsen chashm beraah; akbar soleimani fard

Volume 9, Issue 35.36 , March 2002, , Pages 201-218

Abstract

  At the present time, unemployment (presence or insufficiency of appropriate employment opportunities for the job  seekers, and unbalanced work force supply and demand) is one of our country's basic problems. As an approach, based on information technology (telephone, fax, electronic mail, voice ...  Read More At the present time, unemployment (presence or insufficiency of appropriate employment opportunities for the job  seekers, and unbalanced work force supply and demand) is one of our country's basic problems. As an approach, based on information technology (telephone, fax, electronic mail, voice mail, LAN, WAN, MAN, such as internet) and assuring special fundamentals, concepts, frameworks, laws and particular necessities, teleworking can be considered as an effective approach for creating new employment opportunities (especially for the educated community). In this paper,   while scanning the role of technology revolution, especially the information revolution, on the jobs and their infrastructures, teleworking and the subjects concerned (social and economic effects, advantages and disadvantages, and the jobs having the capability of teleworking, and... ) are thoroughly viewed, and a suggestive pattern of initiating the  system of teleworking in Iran is presented, evidently, creating and putting in use the system of teleworking in our country, requires some presuppositions like the related technology training (computer, scan, internet, fax, and ... ), English language learning and maintaining the system of teleworking in the country, and providing the related frameworks, laws, instructions, and legislative concerns.

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Research in Organizational Culture

seyed mohammad zahedi

Volume 11, Issue 41.42 , September 2004, , Pages 223-246

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Improvement of human resources in research organizations through job rotation

gholamreza asili

Volume 8, Issue 32.31 , March 2002, , Pages 233-248

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Review the topics of organizational behavior in the electronic age

asghar sarafizadeh

Volume 11, Issue 43.44 , August 2004, , Pages 243-266

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Selection criteria Experience in documenting the experiences of managers

saeed jafari moghadam

Volume 10, Issue 39.40 , March 2004, , Pages 245-272

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Stock Exchange and the privatization process in Iran

parviz golestani

Volume 7, Issue 25.26 , March 2000, , Pages 21-34

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Internet search engines

hasan javanshir

Volume 7, Issue 27.28 , March 2000, , Pages 199-206

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NGOs: definition and classification

mohammad mohammadi

Volume 11, Issue 41.42 , September 2004, , Pages 247-263

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Accepted auditing standards

mohsen sohrabi

Volume 8, Issue 32.31 , March 2002, , Pages 249-254

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The Customer's Satisfaction, the potentiality of the Empoyees' servics and the quality of the servieces

seyed mehrab arabi; ahmad akrami

Volume 10, Issue 39.40 , March 2004, , Pages 273-292

Abstract

  Adding value (Profit) depends on the satisfaction of the customers. Satisfaction of the customers depends on the quality received by the employees. This research tries to identify the internal factors which might affect the satisfaction of the customers. These factors are called " The eight internal ...  Read More Adding value (Profit) depends on the satisfaction of the customers. Satisfaction of the customers depends on the quality received by the employees. This research tries to identify the internal factors which might affect the satisfaction of the customers. These factors are called " The eight internal quality factors". Measuring these qualities is necessary to determine the activities needed for improving the internal services of the organizatam. In short the quantity and quality of the services of the Organization  depends on the satisfactory of the employees. Research shows there is direct relationship between the quality of the internal services, and ability to deliver services to the customers (by the employees). Therefore. in order to identify the current situation. It iS necessary to know the views of the employees.

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