Introduction: Nowadays “ change” in all aspects of human's life and organizations is rapidly increasing. By knowing the characteristics of change Managers as the main pillars of change in healthcare organizations we can implement effective changes in healthcare systems. Therefore, the aim of this study was to determine the characteristics and competencies of change Managers in healthcare system. Methods: This descriptive cross-sectional study was conducted on nurses in educational hospitals of Kerman University of Medical Sciences in 2016. In this study 280 nurses entered the study based on stratified random sampling. To collect data, a valid and reliable questionnaire was used. Data were analyzed using cluster analysis by SPSS software version 16. Result: The highest mean score regarding the characteristics of a change Manager was related to "evaluation system and feedback" (9. 22 ± 1. 17), and "counselor and guider" in the process of change (9. 31 ± 1. 10). Conversely, "creating an amicable atmosphere in the workplace" (7. 35 ± 2. 45) and "thinking to reduce resistance" (8. 04 ± 1. 07) achieved the lowest scores. Totally, 4 roles as futurist and planner; coordinator and information provider; facilitator; and strategist were identified for a change Manager in healthcare system. Conclusion: Characteristics such as futurist, information provider, facilitator and strategist are the main traits of a change Manager. Emphasizing these characteristics and making Managers ready in this regard can enhance their performance in the process of change and makes the change easier.

Internal controls are a process that is designed and implemented by management and other staff to ensure reasonable achievement by management of the entity's objectives in terms of reliability of financial reporting, the effectiveness and efficiency of operations, and compliance with applicable laws and regulations. Auditors and financial Managers of organizations play a major role in improving, effectiveness and improving the structure of the internal control system and cost effective of their organization and will result in a more efficient financial system for their organization. Therefore, the purpose of this study is to investigate the effect of changing financial officer and auditor turnover on the internal controls weakness and also investigate this effect in companies with representation problems for companies listed on the Tehran Stock Exchange for years 2013-2019. Analysis of research data using a logistic model has shown that the change of financial Manager and the voluntary auditor's turnover has a significant and positive effect on the internal control’, s weakness,while the auditor's mandatory turnover has not had a significant effect on the internal control’, s weakness. The results also show that the effect of changing the financial Manager and the voluntary auditor's turnover on the internal control’, s weakness in companies with agency problems is significant. The findings of the present study can be very important in terms of improving the company's management decisions and control system and especially improving the quality of financial reporting by identifying the factors affecting the weakness of internal controls in companies with agency problems.

The individual Characteristics of Managers such as optimism, abilityand CEO tenure can improve corporate financial performance, also can affected the behavior and the type of decisions makingin organization. Information transparency is affected by these behavioral Characteristics. The CEO tenure as a criterion is extent of decision making horizon of Managers. In this research ability, tenure and optimism are used as individual Characteristics of Managers. The sample of this study includes information on 100 companies accepted in Tehran stock exchange during 2013-2017. The results of data analysis indicated that the behavioral Characteristics did not have a significant effect on stock market inefficiency.

The aim of this research is to determine the mediating role of organizational trust on the relationship between Manager’ s lean leadership skills and readiness for change in public sector. This research is correlational descriptive that has been done through the survey method. Statistical population has been consisted of employees in selected public organizations of Kerman city and number of 326 people have been selected as sample. Data gathering tools were lean leadership skills questionnaire of Liker and Convis (2012), organizational trust questionnaire of Ellonen et al (2008) and readiness change questionnaire of Graham (2006) which validity and reliability of them have been approved. Descriptive and inferential statistical (structural equation modeling) have been used to analyze the data by SPSS and Amos software. The findings of the research indicated that the suggested model has appropriate fit, and Manager’ s lean leadership skills beyond its direct impact, exerts indirect impact on readiness for change through the mediation role of organizational trust, also the mediating role of organizational trust on the relationship between Manager’ s lean leadership skills and readiness for change was confirmed.