چکیده:
The improvement of organizational processes, as well as their homogeneity, is the new essence of the theory of organization. Manifestation of the concept of Extended Enterprise (EE) which convinces the organization to find homogeneous solutions has been realized for this reason. Different methods have contributed to the development of this concept and during the recent years the method of Supply Chain Management (SCM) has taken the most impressive steps. This method needs to be developed and modified because of its limitations and weak points. One of the ways to improve this method is through the integration of this method with other methods. Regarding the needs of this method, one of the impressive ways of integration is the Theory of Constraints (TOC). So the main research questions of this study are as follows:1. How can we integrate the method of supply chain management with the theory of constraints and what are the integration cases?2. Does the integrative method of SCM and TOC meet the needs of Extended Enterprise method and help its new construction? Thus the present study attempts to extend the concept of Extended Enterprise, Supply Chain Management, and Theory of Constraints, and tries to present a new method by integrating these methods and proposes a new construction model for Extended Enterprise. The research hypotheses are as follows: A: Method of Supply Chain Management and Theory of Constraints can be integrated by means of their basic elements and key diminutions.B: Integrative method of SCM and TOC leads to a new construction of Extended Enterprise and can meet the essential needs of this method.This research is about the relationship between principals' personality characteristics and their effectiveness in Sarab guidance and high schools during 2004 - 2005.The statistical population consisted of 290 teachers and 27 managers. The sampling metod was random stratified. For data gathering we used two types of questionnaires with 0.94 reliability.In this research,7 hypotheses were tested by (t-test), and the correlation coefficient and the results indicate there is a meaningful difference between the effectiveness of the principals with warmhearted and coldhearted personalities, and also between the effectiveness of the principals with suspicious and trustful personalities.But there is no meaningful correlation between the principals' effectiveness and objective thought and, there is no meaningful difference between the male and female principals' effectiveness.has been separately specified. In order to answer the questions, two questionnaires containing 49 and 21 questions were compiled, and after their validity and reliability (94% and 95%) were confirmed, the necessary data were collected. To answer the question number one, the single-sample T-test was used, according to which the six components extracted from the review of literature were confirmed. To answer question number two, the factor analysis was used, and after the professors and experts' evaluation, the specific values were named and confirmed in the following order : 1- job analysis, 2- human resources planning ,3- finding managers, 4- Employing human resources, 5- Maintaining human resources, and 6- Performance evaluation. In order to answer question number three, the independent T-test was used. The results showed that there was no difference between the two groups' (professors and experts) views. To answer question number four, α-Chronbach test was used, according to which the model was confirmed with the reliability of 94% and the mean of 9.4 out of 10.The present research has been carried out with the aim of codifying a model of human resources management for the school principals of Ajabshir.With regard to the aims of the research, the research questions are as follows:1. What are the components of the human resources management concerning the school principals?2. Which model could be suggested based on the specified components?3. Is there a discrepancy between the ideas of professors and the experts regarding the suggested model?4. What is the compatibility rate of the suggested model from the view point of the professors and the experts?The research model is descriptive-survey. The research population consists of all academic staff of educational management and pedagogical sciences of the universities in Tabriz, totalling 30 people, and 150 education adininistration experts of Ajabshir. The relative-stratified sampling method has been used to select the samples, and the sampling has been estimated with 28 academic staff members and 106 educational experts, based on Morgan table.On the basis the of theoretical foundations and global studies, the components of human resources management have been extracted and afterwords, the sub-categories of each component and 28.3 percent were single. The employees were identified as office head, deputy department manager, and common employees, who made up the highest percent (42.6%). From the view point of educational stand, the employees holding diplomas and bachelor degrees formed the highest percent (35.2%), and from the viewpoint of employment status, the permanent employees were in majority (50.9%). According to the results, the average work commitment of the employees was 50.51 10.3, and their average job satisfaction was 59.28 7.44. We concluded that there is direct correlation between the employees' work commitment and job satisfaction (p=0.00); that is, with the increase of the employees' job satisfaction, their work commitment increases.One of the major problems of our society in accessing cultural, ecomical, and social development is the lowness of work conscience, or work commitment, among a considerable part of the country's employees. This has been addressed as a social problem since lack of work commitment exists as an actual reality (way of behavior) that has been put forward by the officials especially those who maintain the social values, as a social problem that can be solved. On the other hand, enquiry into the place of the power of work commitment within the conceptual hierarchy of the employees and understanding the mechanisms of its effectiveness are the necessary first step in any planning and executing suitable policies to promote work commitment. It seems that creating, reinforcing, and accelerating work commitment will have numerous positive results in the different areas of society.Therefore, this research aims to study the relationship between work commitment and the job satisfaction of the employees of Iran Insurance Company in East Azarbaijan Province.The research method is correlational survey, and it is cross-sectional from the view point of time. The research population consists of 55 employees of Iran Insurance Company in East Azarbaijan Province. Data collection was carried out using field research and filling out questionnaires, and Likert Scale was used to measure the job satisfaction and work commitment.The data were analyzed using the statistical software SPSS, and correlation and t-test Anova. The results showed that the average age of the employees was 33.18 7.63, and 77.8 percent of them were male, 22.2 percent were female, 77.7 percent were married This article aims to study the interplay between public culture and public administration from various angles. The public administration is evolved in the cultural breeding-ground on the one hand and the social culture is formed and developed with an eye to the mechanisms governing the public administration on the other. The culture of every society resembles a tree, with its own roots, trunks, branches, boughs, leaves and fruits, which is distinct from other cultures. This cultural tree is crystallized with principles and values in its roots, concepts and structures in its trunk, and outside manifestations in its leaves. With the help of this allegory and metaphor, we can easily delve into the complicated concept of culture which has been discussed by the theorists of the social sciences and then make an assessment of the public administration status. Based on this viewpoint, the public administration in every society may also be regarded as the components of a cultural tree in the same society emerging with its own endemic and particular characteristics. This tree will obviously sprout and develop in a special soil conditioned by various elements such as geographical, ecological, political, economic, social, legal and technological features and systems as well as security and military factors. In this way, an administrative system is born, evolves and develops a sense of direction. With the perception of such elements, an administrative system, being more effective and efficient, can be established so as to run and regulate the communal affairs more rationally.In a rapidly changing world, it is necessary for organizations to maximize their return of assets. One of the less applied assets is knowledge which is inherent in people and organizational groups. It is possible to create an organization which has systems, structure, and suitable culture for enhancing knowledge. This is what knowledge management is about to access.This article is about to analyze knowledge culture and the way of measuring such a culture in a knowledge organization. Knowledge culture addresses values and beliefs that facilitate knowledge management activities in an organization.The findings of this research in three higher education institutes indicate that knowledge culture exists at a moderate level. Although knowledge culture is different in the three institutes, the dimensions of knowledge culture are deteriorating in all of them. Hence, it is necessary to adopt an appropriate mechanism to develop knowledge culture in these organizations.In this paper we have examined the characteristics of learning organizations in a production system. To do this, first, we studied the characteristics of learning organizations by reviewing the existing theories. Then, we used a questionnaire to measure the state of the firm under study in terms of learning organizations' characteristics. After determining the validity and reliability of the questionnaire, the data were gathered and the mean score of each characteristic was calculated. Finally, the firm's state was inspected in terms of the characteristics using the Radar chart and some suggestions were given to improve the firm's situation.Management in the modern age requires different skills including strategic thinking, customer-orientation and so on. Of course, these skills are prioritized taking into account the type of the activity of the organization and its environment.In this research, by studying the focus group the skills effective on the success of the marking manager are determined in the Tile and ceramic industry, and after a survey in this industry, the necessary modifications are made in the variables.Finally, considering the optimal combination of skills, a suitable model is offered for the selection of marketing managers in this industry.
خلاصه ماشینی:
"In order to improve the concept of methods of Extended Enterprise, Supply Chain Management and Theory of Constraints, extensive library studies and interviews with experts have been done and it has helped the formation of the primary results.
On the basis of this integrated method, and for the construction of Extended Enterprise, some characteristics of organization construct, conceptual pattern of decision processing, decision making tool, characteristics of impressive leadership and organizational culture have been proposed.
) Abstract Key Words: Measuring Knowledge Culture: A Case Study Farajollah Rahnavard (Ph. D.
) Abstract Key Words: Examining Learning Organizations' Characteristics in a Production System : A Case Study Houshang Taghizadeh (Ph. D.
A. ) Abstract Key Words: Presenting an Efficient Model for the Selection of Marketing Managers in the Tile and Ceramic Industry (Regarding strategic thinking, innovation orientation, customer focuse and internet knowledge) Soleyman Iranzadeh (Ph. D."