In the critical review of the book “Ethics of Management” written by Tomas Klikavar (2010), the present article has paid attention to the general approach of the author, the conceptual tools used, and the way of reasoning. According to the author, Management, especially business Management, due to the importance it attaches to the survival of the organization, has placed its fundamental principle on increasing benefit and earning profit, therefore, morality is not its fundamental issue, and it can even commit immorality in some cases, according to the necessity of tendencies and dispositions . As a theoretician of Management ethics, from a historical point of view, the author has tried to show that business Management has always been associated with unethical experiences, an experience that has continued until the present day as a kind of modern slavery. He believes that Management ethics as an inter-discipline, which is considered a branch of Management knowledge in terms of its subject, must be more intertwined with philosophy in practice. Finally, although the author has been able to show the inherent contradiction of Management, especially business Management, with ethics and provide a solution based on this, the fact that the author has succeeded in presenting a different theory in the field of “Management ethics” is a matter of doubt and reflection.

Today, thinkers and policymakers envision new roles for human resource Management, one of the most important one is "competency-basing" in all functions of human resource Management from planning and selection as input processes to the development and maintenance and output processes of human resources. The purpose of this article is to review the “, Competency-Based Human Resource Management”,book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form-elements such as structure and writing-and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on Human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based human resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of human resource Management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

Researchers consider four foundations for employee compensation, including job status, individual status, membership, and performance. Building upon these foundations, the present article employs the methodology of critical realism and research implications to critique a prominent book in the field of employee compensation. The selected book for review is “Handbook of Employee Reward Management and Practice” authored by Michael Armstrong and translated into Farsi as Compensation “Management”. This book holds significant importance as a teaching resource in the realm of Management and Management policy. This article delves into the four fundamental principles of compensation Management while critiquing the mentioned work. It also presents actuarial implications and research alternatives in this field. The findings highlight the necessity of explicitly incorporating all four fundamental elements of compensation for the comprehensive coverage of educational research works on employee compensation Management, avoiding any implicit treatment.

Since the evaluation of the diversity indicators in consumption of medicinal species by the beneficiary’s households and its driving factors is of utmost importance in marketing, multi-purpose planning of rangelands and sustainable development, a questionary-based study was carried out to determine the diversity indices of medicinal species consumption in settled nomadic communities living under different Management and livelihood situations in the rangelands of Dyvaroeieh in Bardsir township, Kerman province, Iran. To this end, the medicinal species consumed by each household (as a study unit) in addition to the diversity indicators of consumption (i.e., dominance coefficient and Shannon-Weiner index) were evaluated under two Management sites comprising Rangeland Management Plan (RMP) (i.e.,Dvyaroeieh 1) and the nearest adjacent rangeland without RMP (i.e., Dyvaroeieh 2, as control treatment ) and three livelihood levels (i.e., very poor (<50 million Rials monthly income), poor (50-100 million Rials monthly income) and moderate (100-150 million Rials monthly income)) under factorial test in SPSS software environment. The study's results revealed that both of Management and livelihood factors can be applied by manager to increase diversity indices in medicinal plants consumed by beneficiaries. More specifically, Management through RMP was more powerful and effective tool in this way. Therefore, it could conceivably be argued that RMP can be considered as a driving factor in increasing the diversity of medicinal plant consumption and also be a suitable platform to meet the needs and demands of rangelands’ beneficiaries in this field.