JOURNAL OF DEVELOPMENT & EVOLUTION MANAGEMENT
Year:2011 | Volume:3 | Issue:6|Papers Count:8

Training and improvement of manpower Leads to deep insights and visions, higher Knowledge and awareness, and more abilities and skills of staffing organization in order to implement their tasks and job duties at a higher level. The organizations are required to exploit adequate instructional planning and this needs to be materialized in such a way that with development on skills and knowledge of individuals as well as meeting the professional needs of the staff and work difficulties, it can respond to variable organizational environment. In the present study, the researchers aim to probe the question whether training courses offered to experts are indeed compatible with their training needs. The methodology is descriptive–correlative. The data were collected through a questionnaire and analyzed using S.P.S.S software. The results attested to the gap between theatrical knowledge and skill in terms of effectiveness of training courses. It can also be claimed that the experts of the above-mentioned company have been able to build up their skills using training courses whereas they have scored lower marks in terms of theoretical knowledge.

Ethical issues have been extensively discussed in management discipline for around three decades. The ways in which different organizations are expected to determine their policies so that they are ethical, in a broad sense, is disputed in business ethics. In this paper, Rule-Utilitarianistic approach is utilized in order to help the civil society in concretizing ethical standards in organizations. To do so, the significant role of customers is illustrated, as far as supply sides policies are concerned. In conclusion, in order to concretize supply sides policies in organizations, some suggestions are put forward.

Currently, outsourcing is recognized as one of the useful strategies in the world of business. In this respect, business processes outsourcing is one of the most common forms of outsourcing. The purpose of the present study is to provide a Multi Attribute Decision Making model in order to outsource the process of Azin-Tane Company. To this end, 19 effective attributes were driven after doing initial researches and providing some scientific documents. Among those attributes, just four including consistency, cost, quality, reputation, and supplying credit were taken into account by industry experts. Their great significance resulted in selecting and studying the outsourcing strategy concerning the Azin-Tane Company. Regarding the particular characteristics associated with ANP including its use in safe places as well as relationships among the attributes, it is used for giving priority to three alternatives: on-shore outsourcing, off-shore outsourcing, and non outsourcing. The results indicate that on-shore outsourcing was superior to the other two and took priority over them.

This study was conducted to examine the obstacles of performing suggestion system at executive organizations of Zanjan province, Iran, in order to recognize the problematic areas. To this end, executive organizations were divided into two groups on the basis of performing given suggestions: successful and unsuccessful groups. From each group, four organizations were studied. Similarly, performing obstacles were divided into two groups: structural elements and Behavioral elements, and four variable for every category of elements were introduced. To test and measure the obstacles of performing of suggestion system in Zanjan province executive organizations, we designed a questionnaire. The questionnaires were delivered to employees in different executive organizations. Data analysis included descriptive analysis and inferential statistics (i.e. Independent t-test, Mann-whitney U test and Wilcoxon Rank Sum test) using SPSS software. The findings showed that structural elements pose more significant obstacles on performing suggestion system in executive organizations than behavior elements. There were meaningful differences between two successful and unsuccessful groups in terms of six variables out of eight.

In this paper, we introduce ergonomic system in assembly department of Irankhodro as a case study, and then we measure its role in employees' health and improving efficiency and productivity. To this end, we studied the effective factors including environmental, physical, safety, mental, psychological, and training. This research is descriptive–applicative in nature. Data were collected through observation, interview, and questioners. We used t student, ANOVA, and multi-dimensional comparing statistical techniques for analyzing the data. The results of t student trial showed that there is a meaningful relationship between employees' mental and psychological factors at 0.05. There is also a meaningful difference between environmental, ventilation, and physical factors and the rate of carrying the goods. Beside, the results of ANOVA trial showed that there is a relationship between different levels of managers, and employees' judgments regarding environmental, physical, and mental factors. The results of multi-comparison trial also confirmed differences among employees' ideas, and the judgments of medium, and executives' managers of the organization. After analyzing the opinions of employees and managers, we concluded that ergonomic system cannot apply to some employees' needs. So, we tried to examine the difficulties and hindrances in the application of environmental ergonomic system. Finally, some suggestions for promoting the ergonomic systems are provided.

The identification and application of the effective factors for improving the efficiency of organization's operations are the most important aspects of each organization. Developmental approaches in human resource management are a typical example of these factors which clearly indicate the importance of human resource as the organization's main investment and a vital competitive factor. The present research aimed to investigate the effective factors in employee empowerment that may play significant roles in the development of human resource management. Spreitzer's model was employed to evaluate psychological empowerment in which the attitudes and feelings of employees related to their endowments. Through using this approach, the effective factors in creating of empowerment feeling in employees were recognized as three levels of individual, group and organization. Consequently, an appropriate model can be proposed in order to apply in further research. For this purpose, a descriptive-correlative method was used to determine the effective factors. Also, multiple regression method was conducted to measure the influence of these factors. The research was performed in National Iranian Oil Products Distribution Company-Tehran Region. By using the final obtained results, the priority of each factor was determined in the statistical community and subsequently a local model was established in order to describe the influence of effective factors on the creation of the psychological empowerment feeling in employees of this company at three levels of individual, group and organization.

This article reports part of the results of a research conducted at Lorestan University of Medical Sciences in 1389. The study aimed at comparing the employee performance appraisal results in terms of current methods and 360-degree feedback and examining their possible relationship with employee satisfaction. Accordingly, based on the nature of research, the sample was taken from four groups: staff (N=113), managers (N=41), subordinates and patients (N=300) and colleagues (N=300). The samples were selected based on random sampling and quota sampling methods. Data were collected through standard questionnaires. The findings indicated that there is a significant difference among the results of performance appraisal by traditional method and 360- degree feedback in the four groups: colleague's appraisal, staff evaluation, self-assessment and manager's appraisal. The performance appraisal by 360-degree feedback method has a greater impact on employee satisfaction.

Bankruptcy anticipation is a phenomenon which has been increasingly favored by investors, banks and financial and credit institutes. Since the potential signs of bankruptcy would be understood a few months before the real appearance of it, so the timely and accurate anticipation of this crisis will give the opportunity to managers and creditors in order to adopt preventable activities. The aim of this study was to explore the applicability of the Zaougin, Zmijewski and Shirata's models. Initially, the independent variables of the two samples were investigated, using F test to review the accuracy of segregation of two bankrupted and un-bankrupted  samples and then to examine the difference in importance of independent variables models, the magnitude of cooperation in group between variables. Sample selection and suitability of variables with less error criteria and meaningful cooperation test was carried out. Data were run using two statistical difference analysis and logistic regression (in three methods, inter, forward and backward). The results indicate the accuracy of Shirata's model at 98.6%, Zaougin's model at 87% and Zmijewski model at 89.6% in accordance with Iran environmental conditions.