فهرست مطالب داود سلمانی

A significant number of Mahdism hadiths in Shiite sources are about the events which will occur before the advent of Hazrat Mahdi (AS). Some of these narrations are about the flags and figures in pre-advent period, one of whom is Khorasani. It is said that Khorasani will rise up in the Orient carrying black flags. The data were gathered though library research. The documents of the hadiths about Khorasani from Shiite sources were examined and their contents were analyzed. The analysis showed that there are only four hadiths about Khorasani, among which only that of Bakr Ibn Muhammad Al-Azdi is considered valid; however, this hadith also does not mention any details about Khorasani uprise and its characteristics. Regardless of their weak documents, the other three narrations do not focus on different aspects of Khorasani uprise, its characteristics and the black flags. By using these narrations, the ambiguities about Khorasani cannot be removed by applying them to specific individuals.

The present article aims at developing a model for intellectual capital maturity model in Iranian universities. 

The method of the survey is qualitatively based on Grounded theory, data gathering through semi-structured interviews and data analysis by Strauss and Corbin and paradigmatic modeling, sampling by theoretical sampling. It was based on 29 interviews with qualified experts.

The results of the research indicate that Iranian universities have some maturity regarding thiere intellectual capital. Benchmarking pressures, changes in the knowledge economy, business environment pressures, third-generation university missions, and managerial incentives are the motivations for the university to implement and implement its maturity model of intellectual capital. This model has 12 components of university image, managerial competencies, university culture, quality management, quality of technology, faculty competence, management philosophy, communication, research commercialization, university internationalization, intellectual property and student relationship management. The five domains include Primary, Repetitive, Defined, Managed and Optimized, and the five domains include Department, Faculty, University and National level. The steps that the university needs to take to implement the model include: planning, compensation, measurement, optimization of indicators and metrics, increasing intellectual capital awareness, intellectual capital measurement, intellectual capital reporting, integration and policy making, and strategy formulation. Implementation of intellectual capital maturity model occurs in contexts such as legal environment, stakeholder demands, community development, industry characteristics, environmental complexity and university independence.Structural dimensions, implementation costs, top management of the organization, organizational climate, evaluation, organizational knowledge and experience, intra organizational resilience are variables that influence the model implementation process and can facilitate or hinder its successful implementation. Finally, if the model is implemented, one can expect the development of a research and development network, an increase in the efficiency of the educational and research system, the development of a structure and a computerization of knowledge.

Intellectual capital maturity is considered as an important requirement for universities which can provide the necessary ground for improving performance in line with environmental requirements.

The Recognition of behaviors of the atmospheric circulation patterns and effective climatic elements in occurrence of flood is very important، especially because abnormal climate changes such as global warming in recent years tend to change in atmospheric circulation patterns and outbreak climatic inelegances in many areas in the world. Intensive and torrential precipitations in anomalous time and space is very important for a country like Iran with specific climatic characteristics and is always among the factors which in different geographical regions has some irrecoverable effects on humans life and finance and has affected human beings and nature widely. The south-west region of Iran that has been located in the windward slops of Zagros mountains and in the path of westerlies and rainbearing air masses، is among the regions which due to different atmospheric circulation patterns and receives heavy precipitations and is exposed to destructive floods. That flood of 20 November 2011 which has occurred in Khuzestan and Kohkilou-e-va-buyer-Ahmad provinces is obvious among them. This flood imposed many death tolls and caused a big mass of financial damages to those regions. Coordination before occurring accidents and hazards is the key factor in crisis management. Therefore identification of flood causing patterns and their punctual prediction can facilitate better management of crises and hazards and minimize mortality and financial damages caused by these type of natural disasters. This flood in the study area created by an extreme storm in western and southwestern regions of Iran. In order to analyze the synoptic pattern of this flood، the data of sea level pressures، surface wind directions، surface temperatures، geopotential heights of 500 Hpa and specific humidity and wind directions of 850 and 700 hpa and data representing omega values from NCEP/NCAR website has been collected and then synoptic maps were drawn by using GrADS software which were related to 2 days before flood until a day after that. Then the causes of flood were revealed by synoptic analysis of the maps. Analysis of synoptic maps reveals role of some systems in creating the flood. By positioning the pressure center of Sudan low between European high pressure and Arabian subtropical high pressure has been resulted to form a convergence belt over the Sudan and the Red sea. European high pressure caused the advection of cold air from high latitudes and in other hand، Arabian subtropical high pressure caused to advection of warm and humid air from low latitudes into the Sudan low - Red sea’s convergence belt. Convergence of northern cold air and southern warm air in this belt، tend to intensify the belt. Gradually، with intensification of the system and its NE move، the convergence belt lied over SW regions of Iran. Pressure map of 500 hp shows a deep trough in North Africa. This trough intensifies temperature gradient in upper levels of the atmosphere and following of this event، the trough becomes deeper and its axis lies over the Red sea. Analysis of specific humidity and wind direction maps of 850 and 700 hpa indicated that the humidity sources for the rainfall systems were the Red sea، Arabian Sea and Persian Gulf in 850 hp level and Red sea and Persian Gulf in 700 hp level. Locating Sudan low pressure between Arabian subtropical high pressure and European high pressure tends to create an air convergence belt with SW-NE trend from Sudan to north of Arabian Peninsula. Cold Advection from European high pressure and warm advection from Arabian high pressure finally intensify temperature and pressure gradients in the convergence belt and the transformed the system into a dynamic system. In result of advection of cold air to back part of the system، its eastward movement became faster and pull the system over SW areas of Iran. Movement of cold air in back part of the system caused an extreme updraft of air and generated a severe rainfall. The Arabian subtropical high pressure provided required humidity for this rainfall from warm waters of Red sea and، Arabian Sea and Persian Gulf into the system and eventually resulted in a heavy rainfall that in a short time generated the disastrous flood with abundant damages in study area.

Organizational culture is that has attracted the attention of a large number of specialists and interested people to management science because of its publicity، and the term “culture “alone with is synonyms has arrived into management literature in last decades. This topic has attracted such a great attention that has made managers very careful in decision making in all organization fields. On the other hand، because of high cost in organization and allocation of large amount of budget to properties the need for properly use of properties and equipment have been emphasized، and many theories and ideas have aroused in this respect. In Iran no systematic research has been made about the relationship between culture and property maintenance so far. Or at least it has been limited. Therefore we recognized the necessity for an exclusive research in this field. This research has been designed and performed to understand the relationship between cultural characteristic and quality of property maintenance in government agencies. A sample of 220 of the staff of the organization under research participated in the research all of them have been chosen randomly and according to classified sampling method. The research made questionnaire was used the collecting of information which its validity and reliability were proved data acceptable after performance. Statistical data were analyzed by means of descriptive statistical methods and perspective statistical methods In SPSS program research finding show that there is meaningful relationship between current cultural characteristics and the quality of property maintenance i. e. the better cultural characteristics، the better quality of properties maintenance.

Knowledge based firms (KBF) play essential role in technology development، economic prosperity and job creation. The formation of these firms depends on practical ideas of entrepreneur engineers. But most of these entrepreneurs are young graduates who may not have the leadership skills and knowledge required for leading new firms. In KBF engineers design and build things that meet the needs of customers، beneficiaries and ultimately the society. These tasks can only be accomplished by the concerted action of many people aligned and rallied by effective leadership. On the other hand، when faced with many problems in KBF’s initial years، however، many of these firms fail to sustain themselves and fall in to bankruptcy with a high rate and one of the most important factors of these failures is leadership. In this study، based on the engineering approach، a special attention has been paid to the leadership. In this approach، technical abilities and leadership، describe principles of «engineering leadership». By this method، KBF can achieve their targets through the proper rout. On the base of «engineering leadership» approach، this study shows leadership skill training plays a main role in the success of KBF. In addition، this paper suggests to KBF managers a contingency sight to select the best leadership method and proper organization structure based on teamwork for KBF success.

The purpose of this study is to investigate leadership behavior style that will result to success organizational improvement and effective management through implementing strategic initiatives in leadership behavior. There are few leadership studies in Iranian Private higher education institutions which examined transformational leadership behavior. Data for study were collected using the Malcom Baldrige and Efqm leadership questionnaires. Based on models leadership is one of the critical success factor for successful implementation of Total quality management and sustaining continuous improvement not only on profit making organizations, but also in non profit service organizations such as universities. The result of this study shows that university is lagging behind in two dimensions of transformational leadership named sharing information with member of faculties and asking what they think.

Human resource has been taken into account as the most valuable capital of each country and its development basis. In order the country’s growth and development to be fulfilled, there is a need to a precise planning for such a valuable capital. Therefore, approaching the compilation of the fifth development plan for Iran and to fulfill the national vision document, human resource planning is a subject to be considered.Since Iran has been exposed to quick environmental changes and due to future changes, the main object of this research is to recognizing human resource requirements and subsequently making an appropriate planning based on these changes in order to assure its development trend. This article (taken from M.A. thesis) has planned some scenarios for Iran future circumstances using the method of “futures study” and then,after taking experts’ opinions into consideration, two of these scenarios which are more probable have been known and respectively, human resource requirements in the fifth development plan have been evaluated

Spirituality at work is a beyond of a usual debate. Work place has changed and turned into a place for human development. Humans are looking for a meaning beyond of economic and financial issues in their works. Hence, leaders and managers of organization try to use the spirituality in the organization and especially in organizational culture to direct and organize the organization to their aims, values and. Some of researchers believe that transitional leaders in organizations use spirituality to lead and transition in theirorganizations. Leaders try to increase profitability, job satisfaction, group work of people and commitment.

Evaluating the role of organization and management in appearing deviant workplace behaviors which expose organizational norms to variation and cause a threat for the well-being of the organization and its members is an important subject. The relevant researches have categorized these behaviors to various kinds such as individual and organizational deviance, constructive and destructive deviance, and production, property and political deviance and personal aggression. In addition, in many researches, the relevant factors to these behaviors have been evaluated (An other article regarding deviant behaviors has previously been published by above mention researches). For example, individual factors, group factors, leadership, managerial and organizational factors, etc. and in this research, managerial and organizational factors have been focused. In this respect, a sample 40-person population has been chosen and their opinions about three organizational factors have been appraised. In this regard, cultural weakness, unfair rules and improper structure of compensation and reward have been stated as major factors in tendency toward deviant behaviors.

Deviant workplace behavior is referred to voluntary behavior that violates significant organizational norms and therefor threatens the well-being of the organization and its members. Various kinds of these behaviors are recognized. In addition, many researches have been done regarding the relevant factors to these behaviors such as individual factors, group factors, leadership, managerial and organizational factors, etc. that among them, managerial and organizational factors have been focused in this research. In this respect, a sample 40-person population has been chosen and their opinions about three major factors of organizational factors have been appraised. In this evaluation, cultural weakness, unfair rules and improper structure of compensation and reward was stated as major factors in tendency toward deviant behaviors. Finally, some solutions have been suggested to overcome these difficulties and decrease deviant behaviors.