PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT)
Year:2017 | Volume:10 | Issue:39 |Papers Count:10

Nowdays, a great number of organizations with small and medium dimensions are active in the industry that manufactures oil company’s parts and has significant effects on financial growth and job creation in national arena. According to full-competitive atmosphere resulting from the number of these companies and lack of production process complexity of these parts in mass production, these organizations, in order to countinue their life in full-competitive atmosphere of mentioned industry, requires gaining desirable conditions and acceration of their production efficiency, because presence of different rivals, being production-oriented and copious problems of production process, will subject them to damages. It seems a practical model to deal with these obstacles. In this paper for identifying the influential indexes on efficiency of manufacturing required parts in oil industry and presenting an applied model for reaching a desired level of it, four small and medium organizations, with peronnel less than 150 employees, were studied, and subsequently for increasing the production’s efficiency, 16 indexes were identified and surveyed in 5 dimensions. Relations between these indexes are identified based on Interpretative Structural Model and a novel model was edited and represented systematically. The result indicated the importance of obtaining striking certification and standards related to the industry and their periodic monitoring, in the secondary step will be to educate key personnel and improve raw materials used to produce more.

In recent years, regarding human resources has been considered as human capital and empowerment and developing them toward achieving human resource productivity. This study aims at an exploratory study of aspects of human resource productivity from employee's attitude of Mashhad municipal. Thereby using qualitative method and content analysis approach with 20 persons of scientific and administrative experts from Mashhad municipal organization, deep interviews was conformed. The results of semi-structured interviews was classified in seven themes namely organizational indifference, human resource development, human resource empowerment, problems of structure and job, managerial remissness, organizational health and Islamic context that each item comprising other related concepts. In fact, the findings are providing a ground for developing this field in organizational studies from employee's point of view and increasing human resource productivity.

Organizational processes today are markedly different from decades ago. When processes become old and inefficient and can' t deliver results that they were originally designed, for they must be redesigned or replaced. Business Process Reengineering (BPR) is a process-based management tool that can deliver, redesign or replace inefficient processes, as required.Despite high effectiveness of reengineering, the implementations of these projects often fail. The purpose of this study was to investigate the effect of components of BPR projects implementation on the success of these projects. The developed model included business process reengineering project success, as the dependent variable and top management support, organizational culture, education, communication, ICT infrastructure and BPR project management as the independent variables. Research population included individuals who involved in the reengineering projects in organizations that have recently implemented these projects. By using manual and electronic questionnaires, the data of 150 persons involved in BPR projects were collected. To analyze the data, structural equation modeling was performed, using the R software. Because these projects are in their early stage of implementation in Iran, only the effect of ICT infrastructure and BPR project management was approved.

Nowadays, the importance of human resource is very evident and crucial for the organizations. The proper use of human resources has been considered very valuable for the government. In other words human being is both the means and target for development. The research method was descriptive survey correlations. To gather the data three questionnaires were used namely: Human resources strategy (Lepak & Snell); manpower productivity (Hersey & Goldsmith); cost leadership strategy (Dess & Davis). The Cronbach’s alphas respectively were 0.94, 0.92 and 0.93. To analyze the data structural equation modeling and PLS software were used. The results showed that according to the value obtained for the path coefficient and T-statistics, commitment, productivity and collaboration Strategy associated with labor productivity, and cost leadership strategy as moderating variable, moderate the relationship between human resources and manpower productivity.

Objective: The aim of the present study was to investigate the psychological capital and job motivation in promoting the employee productivity of Tabas Coal Company. Due to the nature and objectives of the study, it was an applied research and the correlation method was used for carrying it out. The statistical population of this research consisted of Tabas coal company‘s employees in 2015. Although on the basis of logic calculation of sample size in limited communities the sample size was 350 numbers, after visiting the site and collecting the questionnaires only 200 of them were completely and accurately answered and they were qualified for scoring. For collecting the data the Luthanz’s psychological capital questionnaire (2007), Amabayl and et al. job preference questionnaire (1994), and human resources productivity questionnaire based on the Chyv model by Hersey and Goldsmith (1980) whose validity and reliability were confirmed. To analyze the data in inferential statistics level, correlation coefficient, stepwise regression, and path analysis were used. The result showed that there was a significant positive relationship between all aspects of psychological capital with job productivity.Conclusion: Also the result showed that motivation in the relationship between psychological capital and job productivity plays a mediating role.

Relationship between personality traits and productivity with emphasis on mediator role of emotionality in teaching of Tabriz Azad University faculty members. Among the factors that causes the increase of organizational performance and productivity is the personality of the People. Compromising and harmony between type of personality and type of environment would be more compatible with the profession, which in turn leads to positive organization performance.Emotionality also can reveal an important predictor for some organizational outcomes such as upgrade or reduce labor productivity. The purpose of this study was to examine the relationship between personality characteristics and productivity with emphasis on the mediator role of emotionality in faculty members teaching of Tabriz Azad University. This is a correlation study. The population included 504 members of Tabriz Azad University faculty members in 2016. The size of the sample was 272 person from Morgan; table. The method of sampling was stratified-random sampling. To measure the variables of study NEO personality questionnaires were used. Characteristics with 60 questions form, emotionality scale in Vilavisnesyo teaching, and Achiv productivity questionnaire. The Pearson correlation method and regression and the path analysis were used. The results showed that there are relationships between productivity and personality characteristics with compatibility, conscience, neuroticism, extraversion and agreeableness respectively with confidence level of 0.372, 0.412, 0.112, 0.371, 0.215. Personality characteristics with compatibility, conscience, neuroticism, extraversion and agreeableness respectively with confidence level of 0.271, 0.351, 0.412, 0.371 and 0.341 has relationship with emotionality in teaching. Also emotionality in teaching with 0.149 confidence level has relationship with productivity. The researcher concluded that productivity is affected by characteristics of personality, and emotionality in teaching can be increased or decreased productivity.

Employees' empowerment is one of the most effective techniques to increase employees' productivity and optimal use of their individual and group capacities and capabilities in line with organizational goals. Accordingly, today issues and findings related to employees' empowerment have attracted attentions of many researchers to focus on organizational issues. This article aims at providing employees' empowerment model aiming at productivity promotion from the managers' point of view in small and medium industries located in East Azarbaijan province. The research method was applied and the statistical population included all managers in small and medium industries in East Azarbaijan province. Using Cochran's formula the sample size included 601 people. To collect the data a questionnaire was used.In order to analyze the data the exploratory and confirmatory factor analyses have been used. The results showed that "individual growth and job designing", "formality recognition and transparency of tasks", "considering environment and decentralization", "leadership style" and "man-power issues, working teams were indicated as employees' empowerment methods for aforementioned population.

The aim the present study was to determine the effect of human resource management procedures on organizational learning capability with the human capital mediation. In order to achieve this goal, using the simple random sampling method, 80 members from the research and development active units were selected as the sample size. To collect the data questionnaire was used. To analyze the data, PLS statistical software was used. The indexes of conceptual model showed that this model enjoys the optimal fitness. The research results showed that human resource management procedures (selection, improvement, development, and merit based assessment) and human capital have positive significant effect on organizational learning capability. The results also showed that human capital plays a mediating role among these procedures.

Nowadays, human admits that knowledge is an inseparable part of life in all pillars.Transferring, creating and using knowledge management caused creativity in staff and improved their innovation and performance. This study, analyzed the structural model of knowledge management features on improvement of staff performance in the Sepahan Manufacturing Equipment Company using Chan and Chao model. This was an applied study, and in terms of method it was descriptive-correlation. A questionnaire containing 61 questions was utilized in order to collect the data, and testing the hypothesis. The statistical population of this study included 160 people who were working in the Sepahan Manufacturing Equipment Company from 2014 to 2015, and using Cochrane's formula, the sample size was 114 people. Results showed that the effectiveness of the structural model of knowledge management features on staff performance improvement was significant. Moreover, conversion, technology and application had the most weight to organize knowledge management among other variables.Furthermore, the results showed that knowledge management features explained the 29% changes in staff performance. Hence, the Sepahan Manufacturing Equipment Company can help to survive and grow in the competitive area using in-service courses in order to more awareness of staff and managers in the field of knowledge and updated skills related to the technology.

The aim of the present study was to investigate the relationship between managerial talent, investment efficiency, and also, the management ability interaction and financial reporting quality with stock price crash risk.To this end, the data from 124 companies accepted on the Stock Exchange in Tehran were used for a span of five years (2009-2014). To measure managarial talnet, Demirchian & et al. (2012) model, which was based on accounting variables; Chen & et al. (2011) model, to measure investment efficiency; Kothari & et al. (2005) model, to measure financial reporting quality; Chen& et al. (2001) model, to measure stock price crash risk were used. To test the hypotheses, the multiple regression statistics was used. The results confirmed the theory of rent extraction and showed that firms with more talented managers making inefficient investment decisions. these firms, take opportunistic approach and manupulate financial reports in order to hid bad news to increase stock price crash risk.