Cognition is one of the most fundamental concepts in complex systems. This concept concerns the soft nature of future changes. Subjective and intellectual abilities increase the manage men capabilities of the organizational and even staff operation. Ignoring the cognition will emerge weakness to confront and coordinate new changes of the future so that all the changes will interpret technologically. Therefore it is better that a part of technology budget all cost To researches on cognition and recognizing the new cultural and social changes. Investigating the history of the past events and the emergence of new phenomenon based a strong theory presents a new model of the future. So that it became very important in human and behavioral sciences, including, management, planning, policy making economy and even accounting. This article has a philosophical and theoretical to the subject. Results show that cognition has changed to a unique necessitate in the organization and future studies. So that scientists and researchers have special attention on it.

In recent decades, innovation and progression in science and technology have become more attractive in developed countries. Therefore, the performance evaluation of research centers has been considered in many researches. The main role of a research institute is achieving a more competitive advantage in technology and science. Many performance evaluation models have been developed for researchbased organizations in line with their mission, vision, and strategies, so far. In this paper, the balanced evaluation framework has been provided, which includes the key indicators of the research centers. Also, in this research, organizational perspectives have been derived based on Improved Balanced Scorecard Model. These perspectives are the main aspects of the performance evaluation model. In this research, the proposed framework has been provided by using the DEMETL technique and the Structural Equation Modeling (SEM) as a new ranking approach in developing the evaluation framework. The results illustrate that Financial Perspective has the most impression on other perspectives of the model. Moreover, the proposed model has covered the requirements of upstream organization evaluations.

Organizational Work environment management (OWEM) is based on the process of planning management, organizing, directing and controlling of the organizational workers, and utilizing all the available resources in order to achieve the organization's defined goals. For this reason, the organization's success in realizing the goals of effective work environment management has been the main concern of this study. Thus, with regard to the importance and necessity of the fact that organizational work environment management is a key factor in increasing productivity, the main goal of the present study has been to determine it (OWEM) to improve the staff performance with a focus on satisfaction, emotional cooperation and motivation of the staff. The statistical population includes the managers, experts and personnel of   official organizations of Tabriz. Regarding certain limitations, 5 official organizations were selected in order to collect data, and the different management studes were studied. Finally, according to the obtained results, the principles of management which can be effective on the performance improvement of managers, experts and employees of the organization with a focus on satisfaction, emotional cooperation and motivation of the staff were determined for each organization separately taking priorities into account and considering the type of activities.

This study with the evaluation direction and with aim of four basic factors and elements of technology includes Techno ware; Human ware; Organization ware; and Info ware as THIO of technology main and basic factors in official organizations, recognized main hypothesis that mentioned factors are not balance at these official organizations. In relation of study goal, data collected from five available official organizations as sample through questionnaire, interview and science challenge. Statistical analysis and another results showed that four basic factors and elements of technology are not balance at official organizations and quantity of TCC as Technology Content Coefficient is different. The abstracts of results are as follows: Four technology factors of official organization with welfare and health activity from maximum to minimum gap with priority are Organization ware; Human ware; Info ware and Techno ware that this organization must notify to improvement of them for technology balancing, Four technology factors of official organization with touristy activity from maximum to minimum gap with priority are Human ware; Organization ware; Info ware and Techno ware that this organization must notify to improvement of them for technology balancing, Four technology factors of official organization with housing activity from maximum to minimum gap with priority are Human ware; Organization ware; Info ware and Techno ware that this organization must notify to improvement of them for technology balancing. Four technology factors of official organization with cultural activity from maximum to minimum gap with priority are Info ware; Human ware; Organization ware; and Techno ware that this organization must notify to improvement of them for technology balancing, Four technology factors of official organization with food activity from maximum to minimum gap with priority are Organization ware; Human ware; Info ware and Techno ware that this organization must notify to improvement of them for technology balancing, Four technology factors of official organization with banking activity from maximum to minimum gap with priority are Organization ware; Human ware; Info ware and Techno ware that this organization must notify to improvement of them for technology balancing.

Learning organization is a new managerial theory suggested by "Peter Senge". He believes that in the present world, that is very complex with quick changes, if organizations want to adapt to the environment, they should be an integrate existence and capable to learn more quickly than their competitors. In first step, the strategies for developing these organizations are to identify the basic barriers to them. In this study, for identification of these barriers in I.R.I sport organizations organizational learning barriers questionnaire were completed by top sport managers. The results demonstrated that the important barriers were respectively:unsystematic approach, managerial instability, gradual acceptance of problems and threats lack of shared vision and lack of respect to innovators in and creative people.