A study of the relationship between organizational learning and EFQM excellence model in University of Tehran

The purpose of this research was to study the relationship between organizational learning and EFQM excellence model. In this survey, 300 faculty members in University of Tehran 2012-2013 academic year answered to two standard questionnaire of organizational learning that was compiled based on Gomez, Cespedes-Lorente, and Valle-Cabrer (2005) and standard questionnaire of EFQM excellence model (2010). Obtained results by Pearson's correlation coefficient showed the significant relationship between organizational learning and EFQM excellence model. Obtained Results from multi-correlation coefficient and step by step regression showed that the best predictor of EFQM excellence model is transfer and integration of knowledge, system thinking and openness and experimentation

A study of the relationship between organizational learning and EFQM excellence model in University of Tehran

The purpose of this research was to study the relationship between organizational learning and EFQM excellence model. In this survey, 300 faculty members in University of Tehran 2012-2013 academic year answered to two standard questionnaire of organizational learning that was compiled based on Gomez, Cespedes-Lorente, and Valle-Cabrer (2005) and standard questionnaire of EFQM excellence model (2010). Obtained results by Pearson's correlation coefficient showed the significant relationship between organizational learning and EFQM excellence model. Obtained Results from multi-correlation coefficient and step by step regression showed that the best predictor of EFQM excellence model is transfer and integration of knowledge, system thinking and openness and experimentation

A study of the relationship between organizational learning and EFQM excellence model in University of Tehran

The purpose of this research was to study the relationship between organizational learning and EFQM excellence model. In this survey, 300 faculty members in University of Tehran 2012-2013 academic year answered to two standard questionnaire of organizational learning that was compiled based on Gomez, Cespedes-Lorente, and Valle-Cabrer (2005) and standard questionnaire of EFQM excellence model (2010). Obtained results by Pearson's correlation coefficient showed the significant relationship between organizational learning and EFQM excellence model. Obtained Results from multi-correlation coefficient and step by step regression showed that the best predictor of EFQM excellence model is transfer and integration of knowledge, system thinking and openness and experimentation

Designing a New Model for Organizational Websites Evaluation

The current web evaluation models are mainly based on the technical evaluation of the site and its appearance and usability from user's perspective. In other words, the site is evaluated as an independent entity from the underlying organization that it represents. The focus of this study is on evaluation of organizations' websites based on the quality management concepts. In this way, the measured performance indicators will be used to find the deficiencies of the websites and recommend corrections. For evaluating the organization’s success in its website function, the concept of quality management is used and since evaluation and improvement are the center of attention in this model, the model is called Ev-Imp, which Ev stands for evaluation and Imp stands for improvement. Model includes four main components consist of objectives, processes, criteria and feedback. With the use of feedback tools such as quantitative and qualitative questionnaire for groups of stakeholders and service providers ,the website’s weaknesses and strengths would be identified and with analyzing the website’s weaknesses required improvement would be determined and corrective action would be don

Comparing the Resulted Strategies from the SWOT and the SPACE (Electricity Company as Case Study)

Abstract The present study was aimed to compare the implementation of two models in terms of strategic planning. In order to this, firstly, several field studies have been done in terms of the SWOT and the SPACE analysis. In the next step, a team of the meddle and senior managers that have studied in terms of SWOT analysis seek to identify the organization’s strengths, weaknesses, opportunities, and threats and then develop their related strategies. They also develop and indicate the SPACE questionnaire. Based on the results of this questionnaire and determining the organization’s strategic position, they strive to develop the appropriate strategies. Finally, the strategies that have been derived from these models were compared to each other and their strengths and weaknesses were analyzed

Presenting and Explaining the Organizational Performance Model Based on the Digital Status of the Organization in the Corona Eera with the Foundation Data Approach in the Ministry of Samt

Digital transformation, which has always been important as a fundamental and strategic action in organizations, has become more important in recent years following the outbreak of coronavirus and the pressures of the coronavirus epidemic have accelerated the efforts of organizations to create digital transformation. The purpose of this study is to design an organizational performance model based on the digital status of the organization in the Corona era with the data foundation approach in the Ministry of Silence. This research was conducted with a qualitative-inductive approach and the method of Strauss-Corbin contextual theory. The research tool (data collection) was a semi-structured interview. Using the grounded theory method, the data obtained from interviews with 27 elites and qualified specialists of the Ministry of Silence were analyzed in three stages of open, axial, and selective coding. 18 general categories in the form of a paradigm model in which these factors include causal conditions (individual factors, organizational factors, technological factors, and environmental factors) central phenomenon (digital status of the organization), underlying conditions (digital context, management context, individual context, technology context), conditions Intervener (individual factors, cultural factors, and organizational factors) and strategies (individual strategy, managerial strategy, and organizational strategy) and consequences (individual results, organizational results, and social results)

Modeling the Development of Future Managers Based on the Management of Talent and Personality Types in the Digital Age (Case Study: Social Security Organization of Iran)

Purpose: The purpose of this study is to design and explain the development model of future managers based on talent management and personality types with the grounded theory approach in the headquarters of the National Social Security Organization.Method: This research was conducted with a qualitative-inductive approach and Strauss-Corbin's grounded theory method. The research tool was a semi-structured interview. Using the grounded theory method, the data obtained from interviews with 12 elites and qualified specialists of the Social Security Organization were analyzed in three open, axial, and selective coding stages.Findings: 19 general categories in the form of a paradigm model in which these factors include causal conditions (individual factors, organizational factors, lack of proper selection, knowledge and skills of employees), central phenomenon (future managers based on talent management and personality types), contextual conditions (Organizational context, Talent Selection, Talent utilization), intervening conditions (psychological (individual) factors, Individual factors, Management factors), and strategies (Talent sourcing, Empowerment of managers and employees, Proportion of job and employment, Succession, Foresight and Cognitive Strategy) and Consequences (Organizational results, Public satisfaction, Futurization).Conclusion: Conclusion: Recent developments in the field of human resources have made this field doubly important. Organizations try to employ the most specialized people at management levels, and therefore talent management, as a key king, examines the types of situations involved in this field. Proper use of talents leads to success and puts the organization on the right track

Evaluation of the Strategy Management Implementation in Project- Oriented Service Organizations

Although developing strategic and operational plans is a difficult and complicated process, their successful implementation is much more difficult. Many organizations fail in the full implementation of their strategies. This is not due to the partial definition of strategies and organization‘s operational plan, but this is likely due to the lack of strong framework for creating alignment between employees and operational process and the organizational goals. To implement strategies effectively and to develop a comprehensive management system and to improve the performance, Robert Kaplan and David Norton introduced a modern management system which is Balanced ScoreCard. Likewise they introduced five main criteria: leadership, translation, alignment, every day process and ongoing process for a strategy oriented organization. This paper is intended to offer a systematic approach for measuring the effectiveness and efficiency of the strategic plan performance. For this study the questionnaire was distributed in a project- orientated service organization and after collection, by the use of statistical. Analysis especially factor analysis the grouping of sub-criteria under the five main criteria was confirmed. The statistical analysis showed that, two criteria of alignment and every day work had the lowest scores in terms of both implementation and effectiveness in the organization‘s senior and executive manager‘s point of view. With deep interview, studying of scorecards and meeting of the strategic committee of the studied organization, the two dimension of alignment and every day work were further examined and after identifying upgradeable areas, some suggestions for improving the effectiveness and efficiency of the studied organization were presented

Studying Impact of Personality Traits on Job Performance (The Case of University of Isfahan's Personnel)

ABSTRACT Studying impact of personality traits on job performance has much importance. Because based on this, human resources managers can appoint their personals to appropriate jobs. Therefore this article was aimed to studying impact of personality traits on job performance. In order to this, personality traitsbased on big five model including extraversion, consciousness, openness to experience, agreeableness, and emotional stability has been used. Also Job performance dimensions based on the ACHIEVE modelincluding ability, clarity, help, incentive, evaluation, validity, and environment has been used.Statistical population of this study was the personalsof university of Isfahan andthe sample including 160 personals of themwere selected based onconvenience sampling method. Data collecting method was thequestionnaireincluding 50 items to measuring variables. The regression analysis and Durbin-Watson analysis has been used to analyzing data and consulting results. The results indicated that personality traitsinfluencedthe personals' job performance. Also detailed results indicated thatconsciousness and openness influenced job ability. Consciousness and emotional stability influenced job recognition; also emotional stability influenced job helping.Consciousness, openness, and emotional stability influenced job motivation. Extraversion and openness influenced job evaluation, also consciousness influenced job validity. Also Results indicated that none dimensions of personality traitscouldn'tinfluence environmental adaption. Finally the results of Durbin-Watsontest indicated that there isn't any self-correlation among independent variables