One of the main issues in human resource management is employees' discipline that concentrates on controling and preventing the employees from misconducting. There are three approaches of discipline including traditional, progressive and positive. In traditional approach, when any unaccepted ...
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One of the main issues in human resource management is employees' discipline that concentrates on controling and preventing the employees from misconducting. There are three approaches of discipline including traditional, progressive and positive. In traditional approach, when any unaccepted behavior happens, the managers react immediately and punish the non-obedient worker, but in progressive approach, the managers do a progressive and step-wise action. In positive approach, not every kind of punishment is accepted; the workers should have time to correct their unaccepted behavior. In this paper, we tried to show the social science propositions of these three approaches as ideal types of employees' discipline and suggest new type of discipline according to Quranic instructions. Strategy of this research is qualitative; and we used analytical approach to reconcept the discipline in a typological framework through management, social science thinkers and Quran text. Finally, four approaches were suggestedto employees' discipline through ontological dichotomy. At the end of this paper, we explained the transcendental employee discipline as Quranic approach to discipline.
Objective: The purpose of the present research is to study the relationship between the alignment of different typologies of strategies for organizational change strategies (structure, technology, culture, human resources and goals) with improving the performance .
Methodology: The sampling ...
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Objective: The purpose of the present research is to study the relationship between the alignment of different typologies of strategies for organizational change strategies (structure, technology, culture, human resources and goals) with improving the performance .
Methodology: The sampling of the present study was done on foreign airlines, which are operating in Iran and the total population way under examination as the subjects of the research. This study was done through both qualitative and quantitative methods. The qualitative method included the grounded theory and the data collection for this research was made by observation, interview and Literature review. The applied quantitative method was a correlational field study. The instrumentation was made through three researcher-made questionnaires.
Results: Applying of the qualitative and quantitative methods approved that the more the performance of the airlines improves, the more the typologies of strategic reference points and strategic change variables will increase. Meanwhile, the more the alignment among the typologies of organizational change strategies increases, the more will be their performance (efficiency and effectiveness).
Conclusion: The results gained in both qualitative and quantitative methods are in harmony with each other and it can be declared that making alignment between the typologies of organizational change strategies (structure, technology, culture, human resources and goals) can improve the performance.
In order to evaluate and select the appropriate knowledge management strategy, a lot of organizational factors must be considered. On the other hand, in the approach of dynamic knowledge management strategy; the processes of creation and transferring of knowledge have direct effects on the selected ...
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In order to evaluate and select the appropriate knowledge management strategy, a lot of organizational factors must be considered. On the other hand, in the approach of dynamic knowledge management strategy; the processes of creation and transferring of knowledge have direct effects on the selected strategies. The human-oriented and system-oriented approaches of knowledge management strategy are essentially different and need different infrastructures, methods and tools. In this research, the related literature about developing knowledge management strategy has been reviewed. The effective factors on knowledge management strategy have been extracted from different conceptual frameworks, models and methods. Then a comprehensive methodology for developing knowledge management strategy has been presented.
The factors of this methodology, which have direct effects on the final chosen strategy, include: general business strategy, organizational structure, cultural factors and knowledge creation process in knowledge intensive area of the organization. Also in this methodology, the interrelated effect of information technology strategy and human resource strategy on the knowledge management strategy is considered and the final strategy is shown ranging from human oriented approach to system oriented approach. The elements of this methodology have been validated in the form of the research hypothesis by asking the viewpoints of experts and all of them have been accepted. Three companies have used this methodology for developing
This paper focuses on the measurement of justice perception using fuzzy logic. The measurement of justice perception is not a simple matter, because it is a subjective, complex, vague and ambiguous construct, which is also involved with the judgmental process. Therefore, the low accuracy and ...
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This paper focuses on the measurement of justice perception using fuzzy logic. The measurement of justice perception is not a simple matter, because it is a subjective, complex, vague and ambiguous construct, which is also involved with the judgmental process. Therefore, the low accuracy and reliability of the measurement are among the main concerns in using justice perception measurements. The object of this paper was to develop a new method for measuring justice perception in the frame of the Fairness Theory with three types of fairness: distributive, procedural and interactional. It was performed in a Iranian Bank (Melat Bank) with the aim of decreasing the measurement bias and increasing its reliability. The outputs of this fuzzy measurement are significantly different to those of the other conventional methods. The reliability and the construct validity of this fuzzy measurement were confirmed by statistical results. Comparison of the means of the crisp and fuzzy scores using two-paired T- test showed a significant difference between the means of crisp and fuzzy scores in the distributive, interactional and general justice, but there was no not significant difference in this regard in the procedural justice. It also could represent the latent factors of human cognitive judgment and, therefore, contribute to improve the justice perception process in organizations.
This research has examined the effect of change process variable on commitment to change with attention to emotional involvement as a mediator variable. Statistical population contained all managers and specialists of Khorasan Regional Electric Company (mashhad, Iran). Randomize stratified sampling ...
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This research has examined the effect of change process variable on commitment to change with attention to emotional involvement as a mediator variable. Statistical population contained all managers and specialists of Khorasan Regional Electric Company (mashhad, Iran). Randomize stratified sampling was selected as a way of research sampling. A questionnaire containing 6 variables based on Likert’s five scales for collecting data, was used. Validity and reliability of the questionnaire were supported by face validity and calculating the Cronbakh’s the Alpha´s coefficient for each variable. Normality of the variables distribution was confirmed by Kolmogorov – Smirnov test. Structural equations model and Path analysis by using Lisrel software were used for data analysis.
The results of this researched show that, the level of commitment to change and emotional involvement was upper than medium. Also, emotional involvement had a mediator role on the commitment to change between all of the process variables except the time variable. Further, there was a meaningful difference between managerial level and specialist level related to the variables of commitment to change, emotional involvement, support of top management, participating in decision making and line leadership, but there was no meaningful difference between the two managerial levels in none of the above mentioned variables.
This paper shows that stakeholders attempt to rely on the reports issued by experts for demonstrating their corporate reputation. On the other hand, experts can affect our attitude and understanding about organizations by using their own criteria. This paper tries to introduce Fortune model ...
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This paper shows that stakeholders attempt to rely on the reports issued by experts for demonstrating their corporate reputation. On the other hand, experts can affect our attitude and understanding about organizations by using their own criteria. This paper tries to introduce Fortune model and Fombrun Reputation Quotient, which are used for reputation measurement in the western countries. Furthermore, it introduces the Industrial Management Institute Index (IMI100), since there is no other similar list of superior companies in use.
The reader will find out that in today’s conditions, the most favorable streams toward reputation measurement are based on social expectations, whereas there are other reputation measurement streams like reputation measurement that are based on company personality or trust to company. We will try explore the weak and strong points of the IMI100 and bring out some suggestions to improve this model according to social expectations measurement.
The purpose of this research is to explore the effects of three stressor variables including role ambiguity, role conflict and role overload on the use of the three major tactics of impression management, which are ingratiation, supplication and intimidation. The effect of utilizing these three ...
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The purpose of this research is to explore the effects of three stressor variables including role ambiguity, role conflict and role overload on the use of the three major tactics of impression management, which are ingratiation, supplication and intimidation. The effect of utilizing these three tactics on the two major job variables of job tension and the appraisal of employee performance has also been considered. Impression management is a subcategory of political behaviors, during which individuals try to control their influences on the others and in fact, form their own image in the other people’s minds and influence the decisions in their own interests. The findings of this research suggest that in response to the role stressor elements, tactics related to impression management are used, which somehow affect the stress felt by employees and the appraisal of their performance by their supervisors. The statistical population includes is all employees of Qom Education Departments. This correlative survey research is definitely based on structural equations modeling. The implementation of structural equations modeling will show the confirmation of most of the hypotheses and validation of the conceptual model of the research.
Meeting IT-business strategic alignment effectively in an organization becomes very difficult task for top managers. Because, managers should apply their best knowledge to understand the most important factors affecting such strategic alignment in their organizations.
As a matter of the ...
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Meeting IT-business strategic alignment effectively in an organization becomes very difficult task for top managers. Because, managers should apply their best knowledge to understand the most important factors affecting such strategic alignment in their organizations.
As a matter of the fact, there are few studies conducted to highlight such factors. Therefore, we studied the critical success factors affecting IT-business alignment. In this regard we conducted a survey to analyze the experts’ view to help to bridge such a gap.
This editorial is a summary of the result of the research on “Recruitment Strategy for Military Operational Personnel” The experience of the eight-year imposed war and the neutralization of the internal clashes by the military forces after the victory of the Islamic Revolution proved that ...
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This editorial is a summary of the result of the research on “Recruitment Strategy for Military Operational Personnel” The experience of the eight-year imposed war and the neutralization of the internal clashes by the military forces after the victory of the Islamic Revolution proved that some percentage of the operational personnel encountered problems engaging with the enemy. It was then admitted that they had not taken up the right job to occupy for their life.
Accordingly, the researcher attempted to study the type of personalities that fit these kinds of high-risk engagements, with a view of screening the right persons before they are employed for such high-risk operations. Recruiting the individuals rightly fitting the job would ensure that the work done for their improvement will be highly efficient, as intended by the rule of “Compatible Work Environment with Personality Type” for employees “efficiency”, corresponding with the most important factor of “Combat Readiness” as reckoned in the military organizations. Besides military personnel, the research was extended to other high-risk areas including firefighters maybe other rescue workers, and the findings maybe recommended for all such instances.
No need to emphasize that individual’s personality matching with the job, brings the strongest relation with the enhancement of whole organizational efficiency and effectiveness, which, in turn, means optimizing in the use of the whole resources in the organization.
This research has been identified a backdrop of 82 factors as connected with efficiency, “Personality Fitness with the Job” among them being chosen for expounding.
Examining this factor, it was resolved that out of the 16 types, introduced by Isabel Myers and Katherine Briggs, types ESTP, ISTJ, and ISTP are the best one with regards to the operational personnel and should be taken into consideration in the course of selections and recruitment
Public accountability is an indication of modern and democratic Governance. If governments are not responsive to their people in relation to their actions, mistakes and decision making, democracy will be maxim. Therefore, public accountability as an institution, is complementary to public administration ...
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Public accountability is an indication of modern and democratic Governance. If governments are not responsive to their people in relation to their actions, mistakes and decision making, democracy will be maxim. Therefore, public accountability as an institution, is complementary to public administration in a modern and democratic Governance. Accountable government in a society provides the citizens with public trust, increasing thier public participation in political and social context.
Therefore, this research investigated the impact of public accountability on increasing the citizens´ public trust and public participation in the 22 areas of Tehran city. Methodology of this research is measurable-correlation, which is based on structural equation modeling. The findings of this research indicated that public accountability can affect both public trust and public participation.
