List of Articles Competitive values

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  1 - Designing ethic model with Consider to the tasks of public managers with Fuzzy Expert System Approach
  davoud haghkhah مرتضی موسی خانی غلام رضا معمار زاده
  context: normative ethics-oriented in recent years has been of interest to management scholars. In this paper we identify moral dimensions of public administration schools hybrid model for the use of behavior public managers is provided .Objective: To explain the identi More

  context: normative ethics-oriented in recent years has been of interest to management scholars. In this paper we identify moral dimensions of public administration schools hybrid model for the use of behavior public managers is provided .Objective: To explain the identification of the schools hybrid model ethics ethics in public organizations is in line with management tasks.Methods: This study has been conducted applied research and research combined. In order to determine the model of society of 10 academic experts and Successful organizational executive with cluster sampling of 130 top managers of Khorasan Razavi province were studied. Model interview questionnaire was used for preliminary recognition.Results: According to the findings of the study indicate that managers in public organizations according to four normative ethical dimension can their duties at a glance combined with a focus on task-oriented approach will be effective.Conclusion: This study shows that government managers Organizers of an optimum combination for use in organizations with a focus on virtue ethics in their organizations in Iran. In addition, by changing the composition of the ethical responsibilities of managers Managers are moral priorities change Manuscript profile
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  2 - Identification of Organizational Culture with the Framework of Competitive Value Framework in Organizations
  Gholamreza Kashani Masood Asadi Taheri
  Objective: To identify the current status of organizational culture and organization's desirable culture in order to determine the organization's readiness for changeMethod: Quinn competitive values model was used to achieve the above goal. A questionnaire was sent to 1 More

  Objective: To identify the current status of organizational culture and organization's desirable culture in order to determine the organization's readiness for changeMethod: Quinn competitive values model was used to achieve the above goal. A questionnaire was sent to 110 people from the research community in the Hamshahri newspaper ad. Cronbach's alpha was used to investigate the reliability of the research tool. To assess the validity of the model, the multidimensional scaling method was used which is the research innovation. In the next step, while extracting the existing and desired organizational culture profiles using sample pair tests, Spearman correlation coefficient and Friedman test, the existing status of the organization's culture was described.Findings: The results show that the dominant culture of organization in the first priority of hierarchy and in the second priority is to focus on the values of market culture, and the values of the adhoc-culture based on innovation and entrepreneurship are less visible in it and with the desired culture from the perspective of the answer The difference is that the culture of the organization showed the most solidarity with hierarchical culture.Conclusion: it is expected that most values such as innovation in creativity, risk taking and the acquisition of new resources and, on the other hand, the reduction of cultural values Hierarchy in the organization. Manuscript profile
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  3 - Presentation of Strategies for Changing Organizational Culture Based on the Framework of Competitive Values and Cultural Dynamics in IRIB
  Keivan Mozafari Esmaeil Kavousy akbar etebaryan
   Organizational culture is one of the tools for measuring the function of organizations. Moreover, organizational decisions taken by a shift in organizational culture affects the functions of the organization and increases its effectiveness. The current resear More

   Organizational culture is one of the tools for measuring the function of organizations. Moreover, organizational decisions taken by a shift in organizational culture affects the functions of the organization and increases its effectiveness. The current research aims at identifying the desired organizational culture in the Islamic Republic of Iran Broadcasting (I.R.I.B) to provide strategies for cultural change. The research method is mixed. Evaluation indicators, components, aspects of organizational culture, and field threats and opportunities were identified by interviewing the media correspondents. Then these indicators were integrated with a tool for measuring organizational culture to identify the status of I.R.I.B.’s organizational culture in line with competitive values, levels of cultural dynamism and the six organizational features, in both existing and desirable situations. Subsequently strengths and weaknesses have been extracted. The statistical population of the research includes news, TV broadcast and planning fields. The research findings show that the dominant discourse in the current status of organizational culture in I.R.I.B. is hierarchical and cultural convergence is not observed in the levels of cultural dynamism and the six organizational features. While in a desirable situation, the emphasis should be placed on the characteristics of both progressive culture and market culture.  Meanwhile, by using SWOT (strengths, weaknesses, opportunities, and threats) techniques, strategies in the areas of “structure and planning”, “content and message”, “infrastructure and technical”, cyber space and human resources have been planned and suggested.   Manuscript profile