The polite listener In England stares at the speaker attentively and blinks his eyes occasionally as a sign of interest. That eye-blink says nothing to Americans, who expect the listener to nod or to murmur something such as "mm - hmm”. And in some parts of  Far East, it is impolite to look at the other person at all during conversation.It is often argued that, in teaching foreign languages, culture and language are interwoven in a way that it is not possible to present language without its culture. However, until a new method of teaching language, called communicative approach, which is sociolinguistically oriented, had not come into existence, this belief was not used to be observed in textbooks and language classes. This method intends to create situations in the classroom in which foreign language can be used as naturally and authentically as the native speakers of target language use it for communicative purposes.The problem of teaching culture, nevertheless, does not end here. Nowadays, foreign languages are taught with different and varied objectives. Is it necessary for all foreign language learners to get familiar with the culture of foreign language they are supposed to learn? As Schumann (1984) claims, is it true that second language learning is impossible, unless one gives up his/her own native culture and adopts the culture of foreign language community? What are some relevant issues regarding teaching English in Iran? These are actually some basic questions raised in this article. Whereas definite answers are not necessarily provided in this paper, some areas of research related to culture, and teaching foreign language are put forward.

A teaching organization is the organization that all members are teaching and learning in it and teaching and learning is done regardless of the position of the people in that organization. The purpose of the present research was presentation teaching ّorganization model for Farhangian Universitiy. This research is an applied one and modeling and based on the analysis of results is a casual correlation. It was done by field study. Used instrument was self-made questionnaire that the superficial, content and structure validity was confirmed. Also its reliability was confirmed using of Cronbach alpha. Statistical society of the present research was all faculty members and the experts of Farhangian University. Statistical society was 3686 people. 418 people were selected using of partial and available sampling method from the statistical society. Cohen table was used to determine the sample size. The analysis of data was done using of descriptive statistics, inferential and structural equation modeling. The results show that the Fitness of teaching organization model for Farhangian University is proper and all the components of presented model are statistically significant.

In today's world, relying on traditional knowledge is not possible to manage modern and new organizations and requires continuous training to strengthen and transfer knowledge in the organization. The purpose of this study is to provide strengthening solutions for the teaching organization model in universities. That is why it has tried to strengthen the model of the teaching university by using the views of the Teaching Organization. The teaching organization is a reinforced model of the learning organization. Therefore, in this study, a semi-structural interview was conducted using library studies on the various models of the reminder and learning organization with 19 academic experts selected by targeted judicial sampling. Among the participants in the interview are about 37 percent females and 63 percent males. According to interviews conducted in the reminder organization, 836 significant propositions and five categories: a teaching perspective, ideas, values, decision-making and emotional energy were extracted, the results of the analysis of the interviews indicate the positive effects of the reminder components in universities and the greatest positive impact. The respectively of values, emotional energy, a teaching perspective, ideas, and decision-making in decision-making, the greatest influence on values and the least impact on the component of decision –, making.

In today's world, relying on traditional knowledge is not possible to manage modern and new organizations and requires continuous training to strengthen and transfer knowledge in the organization. The purpose of this study is to provide strengthening solutions for the teaching organization model in universities. That is why it has tried to strengthen the model of the teaching university by using the views of the Teaching Organization. The teaching organization is a reinforced model of the learning organization. Therefore, in this study, a semi-structural interview was conducted using library studies on the various models of the reminder and learning organization with 19 academic experts selected by targeted judicial sampling. Among the participants in the interview are about 37 percent females and 63 percent males. According to interviews conducted in the reminder organization, 836 significant propositions and five categories: a teaching perspective, ideas, values, decision-making and emotional energy were extracted, the results of the analysis of the interviews indicate the positive effects of the reminder components in universities and the greatest positive impact. The respectively of values, emotional energy, a teaching perspective, ideas, and decision-making in decision-making, the greatest influence on values and the least impact on the component of decision –making.

Purpose: The objective of this research is to develop a survey that focuses on the enhancement of human resources in an Iranian teaching hospital. Methodology: This research employed a qualitative approach and grounded theory method in Iranian teaching hospitals. The study population consisted of professors, experts, and informants involved in the research subject, selected through snowball sampling. The sample size was determined using judgmental (purposive) sampling, and theoretical saturation was achieved after conducting interviews with 16 individuals. However, to ensure reliability, the researchers continued the interviews with 18 individuals. Data collection was conducted through semi-structured interviews.Findings: The coding process yielded over 892 codes or primary concepts extracted from the interviews. These codes were further condensed into 272 secondary codes, 99 statistical concepts, and 33 categories, resulting in the final research model.Conclusion: Transforming educational hospitals into teaching organizations leads to increased productivity, improved individual and organizational performance, strengthened culture of learning and teaching, enhanced personal and organizational knowledge, establishment of a development-oriented organization, and overall organizational improvement.Value: This research is the first study conducted in teaching hospitals on the topic of creating a teaching organization, providing valuable insights into the severe resource limitations in this area.

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Teaching organization is an organization that all its members are engaged in teaching and learning and teaching virtuous cycle is established in all daily activities of the organization. This study aimed to design and validate a teaching organization model for the university. This research was applied modeling, and in terms of results, the correlation is causal that conducted through field study. The instrument was a research designed questionnaire that was used after confirming face, content and construct validity. Relibilty was confirmed using Cronbach’s alpha. The population of study included all faculty members, deans, vice presidents and academic experts of Farhangian University. The population of the study were 3686 people. A stratified random sample of 470 individuals from all provinces were selected.Cochran table was used to determine the sample size. To analyze the data, descriptive statistics, inferential and structural equation modeling was used through spss and lisrel software. The results show that the proposed model for universities fit the organization and all parameters of the proposed model are statistically significant. Using the teaching organization model in universities will follow production and transfer of knowledge as stable value.

The purpose of this article is to survey the amount of application and desirability of teaching organization's indices in public universities of Iran. The paper determines the indices of teaching organization in five domains, teachable point of view, ideas, values, emotional energy and edge. In this study the method is descriptive- survey. The statistical population of this research are all the faculty members of public medical and nonmedical universities in 1385- 1386. The sample consist of 345 managers and faculty members who were selected through random cluster multi stages sampling, but 315 took part in the research. In order to gather the data, a 74 item researcher made questionnaire on the basis of Tichy's teaching organization theory in the form of Lykert's 5 degree scale with a reliability of 0.87 is used. One sample t test is used to analyze the data. The findings of this research indicates that the mean scores of the subjects about the application of teaching organization indices are all less than the mean of criterion (3) and there is a significant difference between all the means of indices. But the examinees' responses regarding desirability in applying the teaching organization indices in universities with score mean of 4.25 is much more than the mean criterion. The observed t revealed that the differences of means in regarding all indices were significant.

Background and aims: The aim of this study was to evaluate the organizational and individual resilience of the staff of an educational and medical center affiliated to Gonabad University of Medical Sciences in the Corona pandemic. Methods: In this cross-sectional study, first the psychological resilience of 300 hospital staff was assessed using the Connor-Davidson resilience questionnaire. In the second part of the study, the resilience of Allameh Behlool Gonabadi Hospital was measured by a validated questionnaire by 55 members of the crisis committee, members of the hospital accident command chart and hospital managers. Data were analyzed using IBM-SPSSv2 software. Results: The mean age of the respondents to the individual resilience and organizational resilience questionnaire was 38. 98 and 37. 7 years, respectively, and their average work experience was 9. 22 and 12. 93 years. The mean score of organizational resilience was 158. 34 21 21. 60 (ranging from 46 to 230) which was in the average range. Among the dimensions of organizational resilience, the average capacity adaptation showed the highest figure. The mean individual resilience score of employees was 66. 04 11 11. 92 (ranging from 0 to 100), which was also in the average range. Also, there was a significant relationship between organizational resilience assessment and staff education (P = 0. 035), work experience (P = 0. 025) and job groups (P = 0. 040). Conclusion: It seems that success in designing and implementing interventions to improve hospital resilience requires an integrated approach to various aspects of resilience in the hospital, including individual, organizational, extra-organizational and the relationship between them.

2Various researches have shown that Iran's educational system does not pay enough attention to cultural differences and mostly promotes the dominant and official national culture in an engineered way. The focus of these researches has been focused on the inputs of the educational system. The current research, relying on the mixed exploratory method, tried to examine both the inputs and educational processes in order to test the truth of this claim, whether such a claim is consistent with the reality in the educational system. In this way, in the qualitative part, first the teachers' lived experiences of the criteria that were considered for their selection and employment were analyzed (inputs), and then in the quantitative part, the teacher's success in the classroom was analyzed. It was predicted based on the mentioned criteria (processes). The findings of this research showed that scientific identity and ideological identity are valued in the recruitment of teachers, and because of this, criteria such as personal success, special privileges, and religious and moral foundations are put forward. However, it is only the teacher's personal success that can predict his success in the classroom. This shows that the ideological identity is only manifested in the inputs and is practically not institutionalized in the classroom and teaching processes. In this way, considering Iran's educational system as ideological does not match the realities of the educational system.