Reza Vaezi; Farzaneh Sedaghatpour
Volume 21, Issue 67 , April 2012, Pages 1-17
Abstract
Agility is one of the newest concepts in the field of organizations management that is presented for using of environmental changes and satisfying customers' needs and it only cannot be considered in private sector. Thus, government organizations need to be agile because of multiplicity clients and the ...
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Agility is one of the newest concepts in the field of organizations management that is presented for using of environmental changes and satisfying customers' needs and it only cannot be considered in private sector. Thus, government organizations need to be agile because of multiplicity clients and the more need to meet their needs and demands and in order to development and excellence in the areas of speed, quality and the most of all in the costs. The aim of study is survey information and communication technologies (e-government) as the best means of increasing the speed and quality of service and the central role of information technology on organization agility. Statistical population is Civil Registration Organization of Tehran province and it's territory. The main tool for data collection, is questionnaire. Questionnaire were distributed for more of 196 person of Statistical sample and we were collected and analyzed 132 questionnaires. Finally, in order to analyze the data was used from the confirmatory factor analysis and structural equation modeling methods and Lisrel & Spss software. Results suggest that there is a significant relationship beetwen organization agility & it's dimentions with e-government.
Nader Mazloomi; Ali Motevalli
Abstract
Strategic management contains three major stages, planning, implementation, and control, assessment. Implementation the strategies is the general stage of strategic management. setting up a strategy which never gone to be Implemented, is a waste. So the next step after setting the strategy is implementation, ...
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Strategic management contains three major stages, planning, implementation, and control, assessment. Implementation the strategies is the general stage of strategic management. setting up a strategy which never gone to be Implemented, is a waste. So the next step after setting the strategy is implementation, to transform long strategies to short activities and optimal targets. The implementation stage is the most difficult stages, since the ideas and strategic approach should transform to the practice. Many strategy plans just documented in organizations but there is no implementation, because manager dose not focuses to the implementation as well as setting the strategy. This paper emphases and focused to the specifications which can act as the variable to simplify implementation of strategies. In the other word the target of this study is to identify and determine suitable conditions in organizations to implement a strategy. In this paper two manufacturing companies (a public stock and a private stock) and a servicing company (private stock) is studied deeply and interviewed with more than 23 manager, advisor and, strategy planer across the companies. These companies had the documented strategy plan and implemented that strategy. Then by utilizing the fundamental Theory research methodology, the interviews texts were coded and various concepts and categories exported. These categories again approved by the interviewers and finally delivered a model base on the paradigm model framework. The constitutive factors of this model have shown how the strategic plans can implemented in a rational view. Actually this model has shown the transformation stage of strategy plan to the practice. In the other word the model determines the suitable conditions for implementation of the strategy. Using this model can fill the gap between setting a strategy and to put it in practice and make it implementable.
Iraj Soltani; Reihaneh Bahrami Nejad Joneghani
Volume 21, Issue 67 , April 2012, Pages 47-64
Abstract
The formation bases of a community are shared understanding, similar perspective, and shared beliefs and values. Information conveyance is one of the mechanisms of providing a shared language and its responsibility lies on the shoulder of all authorities and employees. There is a group of people playing ...
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The formation bases of a community are shared understanding, similar perspective, and shared beliefs and values. Information conveyance is one of the mechanisms of providing a shared language and its responsibility lies on the shoulder of all authorities and employees. There is a group of people playing roles in effective information conveyance systems in order to create a shared mentality. Such a mentality is one of the factors of creating organizational cooperation for the achievement of goals. The presence of an organizationally shared mental framework means the transference of the organization's main concerns into different organizational layers (managers, employees, experts, operators and repairmen) which need nearly same reactions. In today's business, the presence of an organizationally shared mental framework, as a capability, plays a vital role in competitive advantage. The present study aims at investigating the level of significance of the company's major issues from the viewpoint of the managers, employees, experts, operators and repairmen as well as the level of shared understanding of Mobarakeh Steel Company's major issues in 2011.Asample of 246 people has been randomly selected from amongst the statically population of 650 managers, employees, experts, operators and repairmen of the company. A questionnaire, related to the shared understanding of the organization's major issues, was devised and after the process of data collection, these data was submitted to and analyzed by using T-test, TUKEY test and ANOVA. The findings of the study suggest that, in general, the employees' shared understanding of the major issues gets to 76.01%.The investigation of the test's internal validity suggests that the reliability of the questionnaire is 0.979.
Seyed Hossein Abtahi; Kaveh Teymurnejad; Ahmad reza Sanjary
Abstract
Performance appraisal is the key part of performance management in urban management and a process throughwhich we can get useful and beneficial information about acheivment of policies, putting plans into action, urban services and effectivness of activities such as: socio–cultural activities and ...
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Performance appraisal is the key part of performance management in urban management and a process throughwhich we can get useful and beneficial information about acheivment of policies, putting plans into action, urban services and effectivness of activities such as: socio–cultural activities and accountability for citizen needs and expectations. The purpose of this paper based on a scietific, applied research project is: Designing And pilot study of assessment and rating performance appraisal system at Tehran Municipality Deputy for socio – cultural affairs applying AHP & Anthropy techniques (Now, this project is operational and mechanized there) . First, the conceptual model has derived from and developed after using theoretical, explorative, comparative studies and reviewed of research literature. Afterward. the model was explained and confirmed, it is implemented. Research data were collected by means of FGD (Focus Group Discussion) and two quistionaires distributed among population, a random sample group of 196 managers and experts of departments and offices of deputy for socio-culture affairs and 60 socio-culture vice presidents of 22 districts of Tehran municipality. Data were analyzed basis quantitative and qualitative statistical methods. Results showed that there were performance gaps between desired and status que situations according organizational struture, resources, technologies, values, organizational culture and admimistration. Also founded that internal factors affecting on performance are: goals, policies, strategies, structures, processes, functions, human resources, management and leadership style. External factors affecting on performance are: values, environment, technology, outputs, citizen satisfaction and effectivness. Applying inferential statistics t. test and ANOVA indicated that there were no significant relationship between managers and experts responses. using multi-dimensional decision techniques, AHP & Anthropy exclusively showed that management process, professional process, procurement process, citizenary process and their indices have high priority and are most important in the headquarters and staff, while professional process, management process, citizenary process, procurement process, and their indices have most preferences in the line and operational levels.
Nabi Allah Dehghan; Samad Fathi; Somayyeh Garjami; Hosein Valivand Zamani
Volume 21, Issue 67 , April 2012, Pages 97-128
Abstract
This research has done for studying the effect of management commitment to service quality on organizational commitment, job satisfaction and employees’ performance. We measured management commitment to service quality with training, empowerment and reward factors.
This research is a descriptive ...
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This research has done for studying the effect of management commitment to service quality on organizational commitment, job satisfaction and employees’ performance. We measured management commitment to service quality with training, empowerment and reward factors.
This research is a descriptive research that has done by using of survey and correlation methods. The statistical populations are west Tehran’s Branches personnel of considered bank, which selected 200 samples by one stage cluster sampling. The required data has gathered by using of questionnaire tool and has analyzed via statistical techniques such as spearman correlation coefficient, linear multiple regression and stepwise regression tests. Also, we show the direct and indirect effects of variables on themselves by using of path analysis graph.
The empirical results show that top management to service quality effect on organizational commitment and job satisfaction. But, only job satisfaction variable effect on employees’ performance. Other results indicate training, empowerment and reward factors as management commitment dimension to service quality have significant relation with organizational commitment and job satisfaction. But, empowerment and reward factors have cause and effect relations with their
Mir Ali Seyed Naghavi; Mahdi Haghighi Kaffash; Vahid Najafi Kalyani
Volume 21, Issue 67 , April 2012, Pages 129-153
Abstract
Human resource flexibility has become an undeniable imperative in the uncertainty and dynamic environment of today since it gives organization the appropriate response to the fast environmental changes. While researchers in strategic human resource management consider human resource flexibility as a ...
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Human resource flexibility has become an undeniable imperative in the uncertainty and dynamic environment of today since it gives organization the appropriate response to the fast environmental changes. While researchers in strategic human resource management consider human resource flexibility as a source of sustainable competitive advantage for the firms, the process through which human resource flexibility have been affected organizational performance has not been empirically investigated. Based on the study of 123 organizational units in 17 insurance companies operating in Iran, this paper tries to clarify the content of the causal relationship between human resource flexibility and organizational performance by extending and testing the causal model. Evidence indicates that HR flexibility has a positive effect on the organizational performance in insurance companies. Results of structural equation modeling of the causal model indicate that all the path’s coefficients are significant, so all the research hypotheses are supported. The research findings suggest that, between the dimensions of HR flexibility, skill flexibility has the greatest effect on the organizational performance. Therefore, employee skills and their ability to acquire new skills, play an important role in competitive advantage and performance in insurance companies.
Abdolreza Miri; Esmaeil Sabzikaran; Hussein Rezai
Volume 21, Issue 67 , April 2012, Pages 155-177
Abstract
Variety and complexity of current era, managing of organizations is faced by special problems and difficulties for managers. The problems are associated with human resources parts such as common issues in all organizations. Managers are always looking for employees whom are fit to work conditions and ...
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Variety and complexity of current era, managing of organizations is faced by special problems and difficulties for managers. The problems are associated with human resources parts such as common issues in all organizations. Managers are always looking for employees whom are fit to work conditions and act in high level of productivity. In fact, one of the most important issues in managing of organizations is employees’ interactions with their duties, responsibilities and work conditions. As yet, many studies have been conducted in development of human resources. “Empowerment” and “Organizational Citizenship Behavior” are more proportional with organization conditions at this time. The concepts that have positively effect on promoting quantitative and quality of employees’ organizational performances.
In this paper by investigating society of 522 personnel in Iran Khodro Supply Parts' Automobile Company, tried to exploring relationship between employees’ empowerment and organizational citizenship behavior. Based on this, it is supported by correlated coefficient technique and path analysis to perceive relationship between these concepts; due to studying and observing of their acts in studied society, present some solutions to using the both concept in research society.
Samaneh khajvand; Mohammadtaghi Taghavifard; Esmaeil Najafi
Volume 21, Issue 67 , April 2012, Pages 179-200
Abstract
One of the important challenges in customer-based organizations is customer cognition, understanding difference between them and ranking them. Customer need-based segmentation was common in past years, but recently customer value as a quantifiable parameter could be used for customer segmentation. The ...
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One of the important challenges in customer-based organizations is customer cognition, understanding difference between them and ranking them. Customer need-based segmentation was common in past years, but recently customer value as a quantifiable parameter could be used for customer segmentation. The main goal of this research is present a framework for customer segmentation based on customer value. In this regard, the information of thirty thousand customers of Saderat Bank from April 2010 to April 2011 was received. The data was used for segmenting customers based on Weighted RFM which was adapted with retail banking scope using two step algorithm. Then hidden patterns between the data of retail banking product ownership and customer value-based segmentation was discovered using C5.0 algorithm. In the conclusion, customers were divided to four groups and then features of each segment were analyzed. The result of this study could be used as a guideline for marketing strategies and developing of services and products for each group.
Seyed Yaghoub Hosseini; Seyed Abass Mousavi; Abolfazl Ebrahimi
Volume 21, Issue 67 , April 2012, Pages 200-226
Abstract
The role of human resource management in achieving competitive advantage has been analyzed in the past studies. But fewer researches have been attempted on the compatibility between human resource management strategies and business Strategies and its impact on organizational Performance. It seems that ...
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The role of human resource management in achieving competitive advantage has been analyzed in the past studies. But fewer researches have been attempted on the compatibility between human resource management strategies and business Strategies and its impact on organizational Performance. It seems that absence of such compatibility in many companies could affect decreasingly on the performance. So we need more researches in this field. The aim of this study is surveying compatibility between human resource management strategies and business strategies and its impact on organizational performance. Statistic society of this research is companies located in special economic zone of Bushehr. The main hypothesis of this study is that we can promote organizational performance through creating compatibility between human resource management strategies and business strategies. The type of this research is applied in terms of purpose; its approach is quantitative in terms of research procedure. This study is based on library and survey method. Data have been analyzed through structural equation modeling (averages comparison method. The results show that the performance is higher in the companies with compatibility between human resource management strategies and business Strategies, in comparison with the companies that don’t have this compatibility
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. ...
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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.
