MODARRES HUMAN SCIENCES
Year:2002 | Volume:6 | Issue:3(Tome 26)|Papers Count:9

In the final decade of the twentieth century, a major shift to self-management in schools took place in many countries, including UK and Astralia. This trend that is underpinned by the assumption that greater autonomy will lead to improved educational outcomes gradually admitted by developing countries like Nicaragua, Cambodia and so on. In this manner School-based management as a strategy is announced in Iran by Ministry of Education. This article reviews a field survey about how designing school - based management system in Iran, the essential subsystems in the level of schools (consist of "decision making subsystem", "control and supervision subsystem", "compensation and performance evaluation subsystem") and phases of performing this system in selected schools (consist of "recognization", "paving the way and to inform", "sellect of susceptible and liable schools", "public and specialized training &education", "planning and accomplishling the delegation schedule", "planning and gradual establishment", "evaluation, review and development").

In response to changed I think changing is much better because it shows continues change in conditions, organizations recently have embraced new structural forms and prompt themselves to more decentralized entities to take advantage of organizational group activities. Group composition has taken an important role in the effective performance of an organization. In the past decade, demographic diversity has become one of the foremost topics of interest to managers and management scholars. The heightened concern with demographic diversity stems from modern organizational startegies that require more interaction among employees of different backgrounds and ideas to find answers to novel and complicated business issues. One of the most significant bodies of research to arise from this trend is a stream of field studies linking group composition to cognitive task performance which brings together diverse groups of people, generating creative ideas, solving problems, or making decisions. To demonstrate these relationships between demographic diversity and cognitive task performance, we need more sophisticated theories and empirical work incorporating intervening variables such as conflict. A group which is void of conflict is prone to becoming static, apathetic and non responsive. Constructive conflict keeps group viable, self critical, creative and facilitates group decision making. In this paper an integrative model of relationships among diversity, conflict and cognitive task performance is presented in accordance with the findings that diversity shapes conflict and that conflict, in turn shapes performance.

Integration of technology and information systems have been an obvious emergency in the new miIIinume. Accordingly, the role of information has becomemore vital and there are questions such as: how should the position of different organizational dimensions be in order to take the optimum and maximum use of information technology and information systems, and how this will affect organizational success? In this research a conceptual model was developed and tested by using different views of experts with respect to these questions. The research samples of this study were 58 firms of a large holding company. The results showed that there is a meaningful difference between successful and less successful organizations with regard to their rate of application of information technology and information systems.

Dynamic organizations have Learned to react against the trends and challenges which emerge in various domains. In order for governments to carry on their specific missions and responsibilities in such realms as economy, social affairs, politics, etc., they have to remain dynamic. The ever- increasing changes taking place in the environment confront HRM professionals with varied challenges forcing them to review their departments purposes, policies, strategies and procedures. The trends and changes in the population aspects, social facets and management styles are such that they have made the management of human resources so difficult that old - fashioned views can no more help achieve objectives. Bureaucratic structures, job specialization of Taylorism, centeralization, reliance on the physical power of employees, inflexible work time and the like are not of much use in todays fast - moving world. They have brought about new challenges that our human resource managers, is state organizations of our country have to overcome them to accomplish effectirely their activities and duties. Lack of integrity in the practices of HRM, short- term HRP, time - based payments, defective job descriptions and job specifications, selections with little or no relevance to job duties, etc. have caused the dissatisfaction of customers and clients, poor production and the like, which astray organizations from their missions. This article intends to stimulate some new insight in HRM practices by probing into the related trends and challenges.

Based on the studies done by Fortune journal, more than 90% of the reputed companies fail in reaching to their strategic targets. From one view, strategy is a management revolutionary approach, and from the other, in many cases, it loses this specific feature. How can this difference in effectiveness be explained?What factors affect effectiveness of strategies? To answer the aforementioned questions, great deals of studies have been conducted. This article is presenting one of these studies. To that end, the information about the failed strategies of well-known giant companies as Xerox, Polaroid, Kmart, Marconi, Acer, and Motorola is gathered and analyzed through "Grounded Theory" methodology. The result is two new findingsand tens of concepts on the reasons of strateg ics planning failure. In the first finding, 6 major reasons together with 21 subordinate factors affecting the failure of strategies are presented. In the second finding, a new concept under the title "Intent Planning" is introduced as the third important driving force with the "long term planning" and "strategic planning". This finding reveals one important factor of the strategic failures. These findings and concepts are supported with real evidences and seem to be helpful tools in explaining the similar cases.

This article aims at providing a comprehensive model for performance appraisal of managers which is one of the most complicated aspects of human rosourses management. Performance appraisal follows a certain process, one of the most significant stages of which is to define the assessment index or indices. Studies show that Perfomance Appraisal models are influenced by assessment indices and these, in trun, are formed on the basis of present theoretical approaches. Generally, there are three main approaches in this regard and performing assessment on the basis of any of these theoretical approaches has some merits and demerits. Being too abstract, the lack of precision and capability to perform are the demerits of it, to name just a few. This article suggests a complete model for performance appraisal of managers which includes the advantages of all three main approaches. Since it uses Data Envelopment Analysis (DEA), it is completely objective, precise and capable in implementation fields. This model has been designed and defined with some reference to standard model (CCR) that is one of the basic models of DEA and the authors have called it "AFRA". AFRA has been applied to assess the managers. perfomance in different branches of one the banks of the country. The results have been included in this article.

The main objective of all commercial banks is to collect the savings of legal and real persons and allocate them as credit to industrial, services and different priduction Companies. With respect to the importance of allocating credit to the companies having the necessary conditions, many models are presented for the evaluation of their credit risk. But many of these models are classic and the capacity of the company is not considered in the evaluation. In this paper we evaluate the credit risk and capacity of all companies and institutions are simultaneously analysed with using neural network model and some independent variables. For this purpose, we used the multilayer perception, linear and logistic regression models. The outcome of the model demonstrates that neural network and logistic regression models have the same ability in predicting credit risk but the neural network is very powerful in predicting the credit capacity of customers.

One of the important indices which through it we can study the power of an industrial activity and the relative advantages of industries both in the internal and external level of countries is the productivity of production factors. The Productivity growth of the production factors decreases the production costs and increases the competitive power of the producer in the market. Thus, the entreprenurs prefer to invest on the industries which enjoy both high added value and high productivity. This paper calculates and compares the total, average and marginal productivity of the activity of different small and large scale industries of Iran during 1366 - 78.The industries are divided under international classification (I.S.I.C, Rev.2) to nine industrial groups. The Cobb - Douglas production function is used for studying and calculating the total and marginal productivity. The average ratio of added value to factors of labor and capital during the period of study is used for calculating the average productivity. The exponential method is used for estimating capital stock for industries. The Paper concludes that the total productivity of small scale industries - inspite of including more than 98% of industrial enterprises and more than 50% of employees of industry section - is less than the total of large ones. But while the small industries are not protected as much as the large industries by the government, the productivities of small scale industries are more than large ones.