DANESHVAR RAFTAR
Year:2008 | Volume:15 | Issue:29 (SPECIAL EDITION ON MANAGEMENT 10)|Papers Count:9

To get their goals and to influence on employees behavior, manager uses certain leadership styles. These styles maybe effective on increasing or reduction of job stress in employees. Character variances (A, B) of employees on the other hand, may play a role in reducing or increasing job stress.Considering character variances (A, B) of subjects (independent variable), this research has studied the relationship between manager leadership styles (independent variable) and the degree of employees' job stress (dependent variable). To perform this research a state organization, located in Tehran, was elected as the statistical population.After determining statistical sample (n=80) though an unproportional stratified random sampling method, questionnaires instrument (questionnaire for assessing leadership styles, questionnaire for assessing job stress and questionnaire for setting character variances) were used to collect the necessary data. The collected data were tested by Eexcel and SPSS soft wares. The result of testing research hypotheses and inferential and descriptive statistical analysis show that there is a significant or relation between leadership styles of managers in studied organization and the degree of job stress in its employees.In other words, acceptance of additional hypotheses show the acceptance of main hypothesis.Considering the results founded in every one of the leadership styles and the degree of prevalence of job stress among character variances (A, B) these relations are different. According to the results of this research, job stress, in general, is the most in Authoritarian Style of leadership (despotic-exploitative) and the least in consultative-participative on in terms of the degree of job stress prevalence, the supportive (parental) and delegative affirmative syles of leadership stand in research second and third places, respectively.

Experience, being the result of successes and failures, is by itself the essence of organizational learning.Experience documentation is one of the important resources for knowledge development and experience transfer. Scientific system of experience documentation and documentation of Iranian managers experiences, gives some hopes for the localized knowledge management.Public and private executives have valuable experiences, and its documentation adds to th management prosperity in Iran. So identifying behavioral and cultural factors and mechanisms in the process of experience documentation is very important that the article addresses this.First the literature is reviwed and the conceptual model is provided, the study' s variables and identified, experts, views are collected and analyzed by a survey.Finally some suggestions are presented base on the study's results.

One of the most important tasks of the Human Resource Management (HRM) is employee retention. Hence, turnover rate is used to evaluate the HRM’s performance, and it is considered to be ok where the turnover rate is normal.However there exists another side for the coin which has got a lot to do with the reasons why the employees remain in the organization. By no doubt, the employee retention backed by any likely (weak) reason is not of value for the management. There would be no more tension for the managers in this case ust by some justified reasons coming into force for the employees to remain in the organization. In other words, the management performance has been considered to be perfect to the level of motivational factors being influential in this regard. Three main types of factors are identified and analyzed in this paper to influence the employee retention, naming motivational factors (job satisfaction), internal environmental factors, and lastly external environmental factors. Findings show that internal environmental factors, external environmental factors, and finally motivational factors influence the employees retention in the decreasing order. Moreover, the influence of motivational factors from one side, and the external environmental factors from the other side is reversely associated. That is, the more the influence of motivational factors on the employee retention decreases, the more the influence of the external environmental factors on the employee retention increases. It means that many of those unsatisfied of their job remain in the organization longer, just due to being forced to do so because of the external environmental factors.If it is so, then it would not be an ideal stand for the organization management.Moreover, the research findings show that the management performance in employee retaining has not been optimum. Therefore, it is necessary to make the motivational factors playing more active role.

In this research, the role of the effective management parameters on the performance of four IRGC commanders (Sardaran) is examined during the imposed war, holy defense in the of 1360-1365.To identify the influencing parameters and their effectiveness, the research design explains the six management parameters in the form of research hypotheses. These parameters are: Management styles bused on the X, Yand Z propositions, which are named, "herald and pioneer" principle, "cultural cooperation" principle and "individual characteristics" principle. The study population includes all the commanders of 14th, 17th, 27th, 31th divisions of the IRGC Army, 130 commanders have been chosen as the sample. The measurement tool is a question air whose reliability is calculated 0.79, based on Koronbach Alpha. After analyzing process, the effectiveness of six mentioned management parameters on commanders' function was confirmed. But this effectiveness was not identical in such a way that the effectiveness of said parameters from the most to the least are: herald and pioneer principles, Methode of Z theory, Methode of Y theory, individual characteristic, cultural cooperation, Methode of X theory.

Knowledge management is one of the new approaches in management discipline. This approach is changed with the current trends in information technology and artificial intelligence.But, one of the most important thing that is neglected in this analysis is using of suitable tools such as expert system.On the other hand, in human resources management domain, job career planning is very important subject.In this study the review of expert system and its elements in job career is emphasis. In job career domain, the definitions and concepts are considered, and then with describing a case study, in banking system expert system design is considered. Affective variables consist of experience, education, prior position, personnel skills and on the job test are analyzed.These variables are recognized by work group using, the basic variable are consist of promotion, stability, and notation. Job-database and personnel data based is designed they related to knowledge based-So, the job career path expert system is designed and it can be as consultant to manger for decision making.

The study evaluates the effectiveness of conducting general training programs, knowledge improvement, a Hitudg and skill development for employees of IRMO in for areas: "religious knowledge, social and administrative knowledge", "job satisfaction", "behavioral indicators" and "a Hitude toward the training".Two groups of employees naming experimental group which participated in the courses and control group that did not participated in the courses were used to determine the effect. The method of research was causal-comparative and knowledge assessment together with a survey were applied to collect data.According to the results of the research, except for some behavioral indicators including commitment and being responsible, there was no difference between the trained employees and untrained employees.

Organizational learning is the process that updates and changes organizational shared mental models that in turn results in competitive advantage, profitability growth and ultimately organizational performance development by acquiring data, using information, creating and institutionalizing knowledge within organization. In the other words, organizational learning essentially aims the organization to adapt with external environment much effectively and promote its consistency in comparative situations.This article develops indicators for measuring the four stages of organizational learning process and examines content validity, construct validity, convergent validity and discriminate validity of measurement device by using Delphi, confirmatory factor analysis and variable analysis methods.Proved indicators in this study, forms one questionnaire that can be used for measuring amount of organizational learning in different firms and organizations.

The modern public administration as one of the reforming strategies in government section, provides the governments with several solutions. Since, this strategy is considered as a keystone for administrative reforms in Iran, hence the study on its consequences is urgent. Having a review on the theoretical bases of modern public administration and Iran's experiences on that, in this article an analytical approach is taken to answer the question of if the government downsizing has been effective as a strategic measure of modern public administration in Iran. Finding suggest some mixed results.