فصلنامه مطالعات مدیریت صنعتی
پیاپی 14 (پاییز و زمستان 1385)

This article deals with the alignment of personal and organizational goals in practical and operational way. The main research question includes "which is the suitable measuring model of personal and organizational goals alignment?" "Which are the most important personal and organizational goals in Statistical population of research?" And "How is the alignment of personal and organizational goals?" Statistical population of research is Esfahan Mobarakeh Steel Co. Data collection was document’Sinvestigation, in depth interview and in-person questionnaire and Survey-descriptive approach was our research methodology. Finally, a model for measuring alignment of personal and organizational goals is designed and according to research findings, some propositions to implement this model have been proposed.

In this paper, we will consider the problem of courses timetabling in a small educational institute. We will present the mathematical model considering six hard constraints (compelling constraints) and five soft constraints (constraints that are lot compelling, but regarding them results increasing the utility of timetable). To formulating the model we will use a type of goal programming. In this paper we will try to define decision variables, hard constraints, soft constraints and objective function in a step by step direction. Afterward we will test the model on a mathematical example.

At the beginning of the last century, division of labor principle was introduced as a factor for creativity drive, and economical saving, and the requirements of such principles led to hierarchical, task and authority-oriented organizing of different enterprises and organizational levels. This results a shift in goals and tasks of organizations. By Increasing demand and application of automation in order to recompense production task- orientation and customer’s demand as the main goal of organization was marginalized. Although this approach was effective in the period of inadequacy of supply for demand, at the time of abundance of supply for demand and organizations focus on customer’s demand it lost its efficiency so needs another approach, new condition requires this approach to be holistic and result oriented, and whenever and even during the performance of any task, the final product and customer’s pure demand must be pivot of activities. In other words, personnel at every stage should think about serving customers and realize their demands. The new approach was totally different from the task-oriented one and had a process-oriented nature. This transmission from task-orientation to process orientation paradigm is the subject of a research which was conducted in an industrial- productive enterprise via action research approach contracting. This research has developed the process- oriented approach to management system based on process in a way that inheres in itself continuous improvement, whose result would be prescriptive and descriptive. Process orientation, contrary to task orientation that focuses on the way of performing an action, emphasizes the cause of this approach in order to organize all of the organizational elements and resources for realizing the customer’s demands.

This research was conducted to evaluate goal-achievement level of science and technology parks and research centers in Iran. Today technology change and development, have led to significant move and innovation in all aspects of our lives to the point, it has remarkably impacted our welfare and life. In other words, one of the most effective planning tools in the area of national and international technical and scientific development is establishing connection between industrial and scientific centers to improve its status and standing. Establishing such sound relationship can effectively lead to industrial and scientific developments. In Iran special attention has recently been paid to this issue. Nowadays, Ministries of Sciences, Technology and Researches, Information and Technology, and Mines and Industry and other related organizations have attempted to perform active role in establishing these centers and scientific parks to meet their goals and missions. Testing hypotheses and concluding our research findings indicate that activities of these institutions lead to improving Knowledge - based growth and competitive power and technological. entrepreneur ship through Knowledge-based economy.

The researches show that the implementation of Just-In-Time isnt unique in all situations. The implementation of this system may be differed in different companies, regions or countries and the some components that are needed to situations may be isnt vital in other situations. The purpose of this study is to identify elements and components that are critical to lust-In-Time success. This articles goal is proposing a method for this notification in lust-In-Time implementation by using antropy, TOPSIS and Pareto techniques. In this method we use TOPSIS and Pareto techniques for setting a priority and then selection of component and use entropy method for giving coefficient to TOPSIS matrix. At the end, in this case 5 components from 11 possible components in this system to implement in these companies have extracted.

This article explains the relationship between business process reengineering and learning organizations. As business process reengineering and learning organizations both are techniques to support changing in organizations, this research offers a model which develops an optimized combination of the two methods and also concentrates to both their original purpose. In following, the main aim of doing this research is described and also claimed the main hypothesis of the research that business process reengineering and learning organizations can have a synergic relationship. In the research descriptive methodology has been used and its statistical society is generally software industry in Iran and specifically four software company which work on developing, supporting and training of software in Tehran. The designed questionnaire was distributed between top executives, vice presidents, project managers, middle managers, process experts and trainers of the companies and totally gathered 135 of them. The results of this research suggest that the Organization's movement regarding to business processing engineering or learning organization, helps the organization to accept changes from the other path and affects the success of the other approach. This research stops dedicated view point of users, who are looking for major change's in their organization, towards the current approach.

Human resource management, like every scientific issue other, faces some new approaches that gain from contingents of business environment. There has been a perspective since founding up the human resource management major that has been believed to design job in organization then adapting people into that job. But, current conditions of organizations and increasing important of human resource as a knowledge capital is changing this perspective. The new perspective believes each firm needs to a certain human capital whom has strategic value-creating and high uniqueness, and in this state, human resource management of firm should adapts to the human capital. Mechanism of transit organization from traditional job-based perspective to new knowledge-based perspective called human resource architecture (HRA). In this paper, it is review on theoretical bases of HRA, and offers a model for designing HRA in organizations. The model has six dimensions including drivers, base elements, human resource system, human resource practices, people behavior, and HRA products.

The objective of this study was to examine the relationship of spiritual orientation of purported servant leaders to the intensity of perceived servant behavior in those leaders. Spirituality in the workplace and more holistic styles of leadership has grown in popularity among leadership consultants and the general public. A sample of 80 managers and] 80 employees from Iran Khodroo and Saipa and pars Khodroo companies was surveyed using the Spirituality Assessment Scale (SAS) and the Servant Organizational Leadership Assessment (SOLA) between November 2007 and March 2008. Seventy - five managers (75%) and 140 employees (77%) responded. Spiritual orientation was measured using the SAS through two dimensions. The definitive dimension, considered essential for an individual to be spiritual, is demonstrated through a relationship with the transcendent through prayer or meditation, and the con-elated dimension, with is not exclusive to spirituality but may derive from moral philosophies, is the virtues of honesty, humility, and service to others. Servant leadership behavior was measured using the leadership portion of SOLA. Results of the study indicate that the sample of leaders surveyed in this study may be more spiritual than less spiritual, but with a greater propensity for the correlated variables. Pearson con-elation indicates that spirituality leadership isnt relationship to self - perceived servant leadership behavior. The self - perceived manger scores for servant leader behavior were greater and statically different than the values assigned by the employees. The self - perceived servant leadership behavior mean score for managers was statically greater than the employees indicating a perceptual chasm between the two groups.

Current study examines the influence of cultural factors based on DOCS model) on job satisfaction and employee performance of social security organization (indirect remedy bureau of Tehran province). Since its goal is the examination of organizational culture factors influence on job satisfaction and employee performance and it is known as a guideline for organization in order to enhance the job satisfaction and performance of its employees and offer higher productivity to it, it is known as applicable research. In this research it is used of simple accidental sampling and gender, background, marital status, age, education, income level, lower position then other colleagues and work units among social security organization employees (indirect remedy bureau of Tehran province) have been included. In order to conduct test, the Denison questionnaire has been used that assess the organizational culture based on 4 dimensions namely involvement, consistency, adaptability and mission. To assess each dimension of above items, 3 indications has been defined that each one is evaluated by 5 questions and wysocki and kromm job satisfaction questionnaire that has 5 dimensions(work, supervisor, enhancement, colleagues, payment) have been applied and likewise performance evaluation questionnaire of social security organization have been used that is compiled by planning and management organization. Organizational culture questionnaire and job satisfaction has been filled by employees and performance questionnaire has been completed by related authorities. The statistical society includes 580 persons who 23L persons by using of sample volume formula have been determined. After analyzing of information that has been done by using of description statistic (average, frequency and deviation standard) and chi square and fisher test in elicit statistics, questionnaires was distributed among 9 work units of indirect remedy bureau of social security organization including par clinic, physicians, auditions, statistic, accounting, education, hospitality, da mage, drugstore. Finally after collection and analyzing of obtained information, the image of social security organization culture has been drawn in indirect remedy bureau of Tehran province that imply on culture status of this organization that based on Denison organizational culture categorization in this organization, the organizational culture is based on continuity. This organization has reached to best situation in adaptability and mission variables and its strategic direction indications and organization learning is higher then intermediate level. 10 other indications is lower then intermediate level. The result is that despite relationship between organizational culture factors with job satisfaction and employee performance, this relationship and its influence among statistical society is not significant, it means that influence of organizational culture factors on job satisfaction and employee performance of social security organization (indirect remedy bureau of Tehran province) is so low that it cannot affect them and thus all of research hypothesis would be rejected meaning there is no significant relationship between each componants of organizational culture.

In this paper we try to determine optimal combination of effective factors to produce cattle feed. Cattle feed has direct relation with cattle health, this research is done on real case study, therefore the gained results could be too important. Both response surface methodology and design of experiments are used for modeling and improving cattle feed production process which has more than one effective factor. After effective factors identification, designing of experiments will be done by central composite design. Interference factors, effective and independent parameters are inspected by forward method and finally a model is obtained by independent parameters. Because of continuous space of the problem and nonlinear objective functions a metaheuristics named "genetic annealing" is used to solve the problem. Proposed algorithm searched the solution space parallel. Another algorithm, simulated annealing is also proposed to evaluate the performances of two algorithms by improvement percent between initial and final result.