MODARRES HUMAN SCIENCES
Year:2002 | Volume:6 | Issue:1(Tome 24)|Papers Count:10

Volatility testShave for some decades been a major toolkit for economists in stock price analysis. While controversies and differences with market efficiency tests are better understood now than before, however the literature still has many examples where fundamental questions have yet to be answered. Here, we offer a starting point in dealing with fundamental issues for share prices in the Tehran Bourse not yet dealt with in previous studies.

Power plants can be considered one of the most important factors and requirements, which play significant roles in the development of any country. Nevertheless, the budget alIocated to build and found.any new power station, due to the costs required and imposed and particularly its reliance on foreign currencies, can be diverted and realIocated to other projects which are suffering the shortage of ready cash, provided that the available resources are used optimalIy.One can raise the folIowingquestion: If the existing power plants are optimalIy and efficiently used to their maximum operational capacity, can more energy be generated and obtained? To provide a possibie answer to the above question, one can evaluate and measure the efficiency and the efficacy of the current power plants in Iran. In this article, the efficiency of thermal power plants which produce more than %90 of the overalI electricity required wiII be considered and dealt with. The Data Envelopment Analysis Approach, which is a non-parametric mathematical approach and the most efficient means to evaluate and to measure the efficacy, has been used. The results show that the average efficacy of the power plants, taking into account the fixed outcome rate and the fluctuating average outcome are %64 and %78 respectively. In other words, with the possibilities available, the capacities of the plants can be elevated and promoted to the level of %36 in the first case and %22 in the second one. On the other hand, taking power plants into account, the complex cycle and gas-turbin show to have led to a promotion to the highest and lowest ranks respectively. One of the most imporatant reasons in the low profile of gas-operated power plants is the high price cost of electricity. The other privilege is the quick on-and-off Dperationalnature of these plants. Therefore by using of some capital and labor, by reducing of output this inputs didnt reduce and then if other factor be constant, by comparing steam or combined cycle by Gas turbin power plant, we have same input but lower output for Gas turbin, therefore this subject Redue Gas turbin plant efficiency. Addition in comparing power plant we must attention of costs and economy efficiency. But the data was limite and we cant taking into account this factors.

This study extended the research to the personal-organizational values congruency phenomenon by investigating the impact of demographic factors such as age, gender, organizational level, managemantposition, length of service, and functional area on work attitudes. Data from professionals and management personnel from a manufacturing firm revealed that personal-organizational values congruency was directly related to positive, work attitudes, and that demographic factors did not moderate this relationship. Considering the relativity of the values, time and environment, that do not strike the values concepts, it may be concluded that there is a harmony between the individual and organizational values. In this article, policies for the increase of harmony between individual and organizationai -valuesattitudes (in case th~ the harmany is low) is discussed.

This article shows the goals and the factors which are effective in int~grating of large public organizations, ranks and weighs them, presents sugested strategies to perform integration and determins a more suitable strategy in the frame of a contingency model. In this research through referring to the literature survey and reviewing the documents, a list of effective goals is provided which is screened by Delphi method and consideration of a group of experts. In the survey, the strategies which are mostly used in the intergrations are classified to four types and then the factors, goals and strategies which are verified by the experts are presented to the second group of the experts in the frame of A.H.P. The results are: 1. In the intergration of large public organizations in Iran, "increasing of efficiency and effectiveness" is in the first priority; the next priorities are: centralizing in decision making centers, centralizing in national resources utilization, employee decreasing and removing competition and unessential communications,. 2. To achieve these the important factors are: combination potential, organizational convergence, organizational structure similarity, technologies similarity, management style similarity, employee resistance and cultural differences which are ranked according to their priorities. 3. Among the four suggested strategies of expansionist, adjusting, combinational, and incremental, the adjusting strategy is suggested when in the organizations the effective factors in integration are in displeasing conditions. This research provides a contingency model which recommends suitable integration strategies according to the importance of factors. To evaluate the importance of effective factors. in integration of large public organizations, in this research A.H.P. method and SMART are being used together. The results of SMART, in high degree, are in conformity with the results of A.H.P. method.

The future world in the 21th century is filled with competition, development of new arising markets, uncertain environmental factors, wide use of high technology, and expansion use of commerce. Conditions for success in this world are using opportunities and facing challenging obstacles. All these, will make one to know the environment and organizational culture well, so that one can stay in this competitive world with choosing the suitable strategy. In this article, an attempt is made to study the interactive relation of strategy, organizational culture and environment in industrial organizations.These factors are classified in three questionnaires composed of organizational strategy questionnaire strong and weak organizational culture questionnaire and stable and dynamic environment questionnaire. Then, on the bases of research hypotheses, their interactive relations have been investigated. The gathered information are analysed by using the "SPSSwin" software and finally the interactive model of strategy, organizational culture and environment in industrial organizations have been presented.

TQM is relatively new for Iranian Companies and its in many studies rate of failures in western companies is reported about 70%. In transferring management methods and. techniques between countries, contextual factors of the recipient country such as the socio-cultural, economical, environmental and political conditions should be considered. This research was initiated in order to study the level of acceptance of TQM in Iranian companies while taking into account the countrys national culture which impacts wholly the organizational cultures under study. The eleven core values of the Ma1colmBaldrideg National Quality Award were used to operationalize the TQM construct, and Hoefstede four cultural dimensions were used to describe a natJonalculture in this research. Using the method termed "cultural matrixes" in combination on with the Delphi method it is resulted that TQM has a very low level of acceptance in the Iranian national culture that is uneven among different core values. Participation and Employee Development has the least and Long Range View has the most level of acceptance ampng the eleven core values according to this research.

Manpower Planning is a mean for acquiring confidence trom preparing the required manpower for achieveing organization aims its marking mathematics model impacts special importance for planners. So uncountable mathematical models have been presented for formulating manpower planning in different organizations, but continJlouslyis this question is proponed kind of model in an effiCientmathematical model Inmanpower planning? In this article, the twenty millions army manpower planning has been mathematically modeled with two approaches: crisp and fuzzy. The purpose of this anticle is to reply this question that which approach (crisp or fuzzy) has a better answer for manpower planning. To answer this question, at first one model trom crisp model (crisp goal programming) with the title of CGP was then its fuzzy model with the title of MPME was organized and finally the models were a sample group. The results trom fuzzy model were compared with crisp model, so it in recommended with regard to more vague and ambiguous date of twenty millions army in comois on organizations, to measure ambiguous factors for manpower planning mathematical marking model by using fuzzy logic and to base this kind of making model II for manpower planning

This article emphasizes the important role of "optimumcultural management"as the mast excellent stage of development in a developed organization. First it mentions that some concepts as corporate culture, cultural loyalty, procedural conformity, cultural relativism and common interest can not be completely accepted in Islam Cultural School. Then it studies a four-stage model for transferring from the executive culture to the Islamic cultural management. In further, the article has dealt with the concept of culture and its characteristics in ten titles and has also studied. Kinds of organizational culture. At the end, a ten-stage process has been suggested as a practical model in cultural management.