مجله نظارت و بازرسی
پیاپی 2 (زمستان 1386)

In such situation that everyone with no doubt feels that the administrative system in Iran needs a change, civil service administration law has made a great opportunity for supervision process of government public service to be put on a new path. Because of initiative and comprehensiveness of this law that demonstrates a basic approach, for the first time it was practiced in the administrative structure of Iran in order to restructure the basic of relations and norms of system of our country and to determine the framework of development strategies in public sector management. The inspection mechanism on administrative system is one of the issues that have been noticed in different chapters of this law. In this research, in addition to reviewing the inspection model in modern organizational structures, the circumstances of inspection mechanism in Iran administrative system has been on the focus and after introducing some main subjects in diagnosing of current situation, it has pointed the approach of civil service administration law about the inspection and assessment of administrative agencies and beside the analysis of effectiveness and efficiency of proposed mechanisms, the suitable inspection situation standards in the framework of this law has been reviewed.

Under the new attitude of police in the new process of providing safety which is based on citizens, it has necessarily been lead to general services, supporting and preventive issues. This is a kind of issue which has both its own requirements and sensitivity. Developing duties and the function of organizations which have power and dealt with everyday life of people and establishing security throughout the society, is called "criterion for international police behavior". The criterions which have no functional basis unless the required mechanism are designed under the framework of "association" and "supervision" of citizens. In this paper, with emphasis on discourses of "human and citizenship rights", and also considering the "international police behavior criterions ", the necessity of supervision on police function with the purpose of achieving the "final goal" stated in police missions and getting sure that the police is not abusing its power and also "accountability" and guarantee for legal and moral behaviors, specially in situations which involves using force and gun, are analyzed.

In this study in order to arrange and find a measurement scale for evaluating the performance of mid-level and superior law enforcement commanders, first we reviewed the literature of issue and the main indices and standards were extracted based on it. Then, based on those indices a preliminary scale was provided. This measurement was given to 15 experts to give their opinions about each of the items. Finally based on the experts' opinions, a 56-item measurement was arranged. This measurement was executed on a 644 managers and line-officers and law enforcement command center and their stability was assessed by using the three methods of Spearman, Brawn, Guttmann, and Alpha Kronbach. The results demonstrated that measurement of each of its concomitant, possess that mentioned stability. Also, for determining the measurement factors, factor analysis method was used. The results clarified that performance measurement is comprised of three main factors.

In the past the word of "Inspection" raised a negative and unwelcome meaning in the minds of officers and superiors of military organizations and law enforcement agencies. So, such a feeling of need and necessity was felt that how we can change this negative attitude. This paper is the result of reviews and changes that was made in the recent years about the concept, approaches, and principles of inspection in military organizations and law enforcement agencies. Nowadays there are two main inspection approaches (structural and systematic approach) which inspectors make use of them. Inspections in military organizations and law enforcement agencies follow five prime principles (meaningfulness, being concordant, concentration on feedbacks, being educative and the perseverance).

In today rough world that the organizations have encountered prodigious and strong environmental changes, the ability for achieving the ideal and expected level of performance is in dimness. In this path, something that can guarantee the growing and flourishing existence of organizations is a strong and efficient managerial system. In other words, as long as we don’t have a strong organization management, we can't expect to achieve the high performance outcome of organizations in present situations. For achieving this goal, a framework is needed that by using it our managers can achieve the highest and most flourishing points and as a result of that the goals and strategies of organizations are ascertained and obtained in the most perfect form.
In general, what we mean by management development is creating a learning organization in which people create the strategic goals of organization by learning, consuming time and energy and stimulating the creativity faculty. In more general words, the final goal of management development is to change and enrich the organizational behaviors by using the informative issues for raising the managerial skills.
Since the development process is a linear one, it can be illustrated as a continual series of action and procedures: Some of the development requirements are as follows:- Positive outlook toward growth and development, inner tendency and interest for learning and developing the abilities, distinguishing and ability for using the suitable tool for development, distinguishing the required element of competencies for present and future, and controlling the environmental factors effective on successes of managers development plan (Fonda, 1989).

One of the main elements in management is planning. Planning is the basis of management elements and is a process that organizations use it for all their attempts and activities related to their goals, such as making agile units and achieving suitable productivity. Probably, in this path, the speed is the most important asset in the third millennium. In order to reduce the time of accountability and for bettering the resilience, new forms of organization must be established. Nowadays, the competition is in different dimensions, such as the speed of delivery or servicing to the customers and citizens, developing the productivity quality or servicing and … For achieving these goals, the organizations and institutions must focus on rapid movement of data for productivity issue and delivering suitable services.
The more rapid the movement is, the more expeditious the organizations are in responding to the needs and requests of citizens. In this path the police organization is not an exception and for doing its missions and establishing order, undoubtedly needs to review organizational structure and human resource and benefit from effective and modern technology. In this paper we firstly discuss the meaning and definition of agility from the point of view of researchers and then the agile management and its dimensions and also organization devices for achieving the agility such as organizational structure, personnel, technology, information technology, creativity is discussed. And as it goes on, it has focused on the goals and advantages of having an agile organization and the existing obstacles for planning and making an agile organization, and also the ground rule and requirements of police management and in the end it has proposed conclusion and necessary recommends and has pointed out the effective variables about making agile police.