تبیین مدل ارتقاء شایسته سالاری و عوامل مرتبط با آن در وزارت بهداشت درمان و آموزش پزشکی
محورهای موضوعی : مدیریت بازرگانی
غلامرضا معمارزاده
1
(
عضو هیأت علمی (استادیار) گروه مدیریت دولتی ، واحد علوم و تحقیقات تهران ،دانشگاه آزاد اسلامی،تهران، ایران
)
رضا نجف بیگی
2
(
عضو هیأت علمی (دانشیار) گروه مدیریت دولتی ، واحد علوم و تحقیقات تهران ،دانشگاه آزاد اسلامی، تهران، ایران
)
یداله عباس زاده
3
(
دانشجوی دکتری گروه مدیریت دولتی، واحد علوم و تحقیقات تهران، دانشگاه آزاد اسلامی،تهران، ایران
)
کلید واژه: شایسته سالاری, سازمانهای دولتی, عوامل درون سازمانی و عوامل برون سازمانی,
چکیده مقاله :
امروزه، شایسته سالاری و استفاده از نیروهای کارآمد یکی از اصول اساسی و از عوامل موفقیت سازمانها در حرکت به سمت پویایی و تحول است. به عبارت دیگر شایسته سالاری به عنوان رمز پیروزی حرکتهای توسعه ای، در درون سازمانها می باشد؛ به شکلی که مدیران در هیچ شرایطی نباید خود را بی نیاز از توجه به مفاهیم و آموزه های آن بدانند. لذا در این راستا، پژوهش حاضر، با هدف ارائه مدل ارتقاء نظام شایسته سالاری در وزارت بهداشت درمان و آموزش پزشکی، به روش توصیفی - پیمایشی و با ابزار پرسشنامه انجام شده است؛ این پژوهش دارای دو نوع پرسشنامه است. نتایج تحلیل انجام شده بر پاسخهای به دست آمده از پرسشنامه اول باعث شکل گیری مدل مفهومی گردید. از پرسشنامه دوم نیز به منظوراستخراج روابط بین متغیرها، تعیین ضرایب وزنی شاخص ها و ارائه مدل پژوهش استفاده شدکه در بین 54 نفر از خبرگان که با شرایط خاصی و به روش قضاوتی انتخاب شده بودند توزیع گردید. نتایج آن بر اساس روش لکسیکوگراف مورد تحلیل قرار گرفت که نتیجه آن نشان می‌دهد در سازمانهایی که نوع استراتژی آنها رقابتی؛ نوع سبک رهبری آنها مشارکتی؛ نوع فرهنگ سازمانی آنها از نوع فرهنگ سازمانی پاسخگو؛ هدف نظام مدیریت منابع انسانی آنها هدف سازمانی و نوع تصمیم گیری آنها نیمه متمرکز است زمینه ایده آل تری برای ارتقاء شایسته سالاری فراهم می باشد. همچنین سازمانهایی که مشارکت در فرایند تدوین ارزشها، پذیرش شایسته سالاری در افکار عمومی، شایستگی به عنوان معیار گزینش افراد و قوانین استخدامی با فرصت برابر را دیکته می کنند باعث ارتقاء شایسته سالاری می شوند.
Today, meritocracy, as well as employing efficient work forces, is one of the main principles and success factors of organizations for moving towards dynamism and evolution. It, on the one hand, is the requirement and success key of reformations and a condition of survival and durability of political systems and, on the other hand, is one of the basic elements of empowerment of governments, knowledge promotion and management proficiency of every country. The present study, which aims to present a meritocracy system promotion model for govermental organizations of Iran, has been conducted by a descriptive-survey method using questionnaires and semi-structured interview among managers and staff of the Ministry of Health and Medical Education. After studying theoretical fundamentals and getting acquainted with meritocracy subject, we prepared an open questionnaire in order to recognize government organizations with regard to meritocracy system situation and to identify its effective factors. The results of the conducted theme analysis with the obtained answers led to the formation of the conceptual model. In the next step, the second questionnaire was designed in order to extract relations among the variables, determine weight coefficients of indexes, and present the research model. After confirming the validity and reliability of the questionnaire, it was distributed among 54 experts who were chosen under certain conditions and through a judgmental method. The results were analyzed based on decision making structure with multiple criteria and lexicographic model. The results indicated that in organizations with a competitive strategy, partnership leadership style, responsive organizational culture, organizational goal of human resource management system, and a semi-centralized decision making method, a more ideal background is provided for the promotion of meritocracy system. Also, organizations that involve participation in the formulation of values and norms, accept meritocracy in public opinion, consider competence as the main standard for the selection of people and dictate employment terms with an equal opportunity will provide a better background for the promotion of meritocracy system.
Abili, Kh. (2005). The Need for Discussion on Compassionate Development in Organizations. The First Conference on Compassionate Organizations, (In Persian).
Alon, Sigal and Marta Tienda (2007), Diversity, Opportunity, and the Shifting Meritocracy in Higher Education, American Sociological Review, Vol. 72. PP: 487–511.
Alvesson, Mats & Dan Karreman (2001), Perfection of Meritocracy or Ritual of Bureaucracy? HRM in a Management Consultancy Firm.
Alwani, S. M. (1987). Government Public Procurement Process. Tehran: Allameh Tabatabai University Press, (In Persian).
Bell Daniel. (2000), On Meritocracy and Equality. The Public Interest. pp: 29-68.
Breen, Richard (2003), Is Northern Ireland an Educational Meritocracy? ،Sociology. N: 4. Pp: 657–675.
Dahl, Robert A, (1989), Democracy and Its Critics. New Haman: Yale University Press.
Deputy Director for Human Capital Management and President of the Republic. (2008). Tehran: Farmanesh Publications, (In Persian).
Foster, Mindi D. Lisa Sloto and Richard Ruby (2006), Responding to Discrimination as a Function of Meritocracy Beliefs and Personal Experiences: Testing the Model of Shattered Assumptions. Group Processes & Intergroup Relations 9(3). pp: 401–411.
Fotos, Draganidis. Mentaz Gregoris, (2006), a Review of System and Approaches, Information Management and Computer, Vol 14, No 1, PP: 51-84.
Ghahramani, E. (2005). Implementation of Meritocratic System in Organization. Fourth International Conference on Industrial Engineering, (In Persian).
Hauser, Robert M. (2002), Meritocracy, Cognitive Ability, and the Sources of Occupational Success. CDE Working Paper No. 98-07.
Hyter, Michael C.(2008), Meritocracy,Novations Group, Inc.
Motalebi Asl, S. (2007). Competency Management. Tadbir, 187, (In Persian).
Organization for Management and Planning of the Country. (2002). Report on the Program for the Transformation of the Country, (In Persian).
Parish, Rebecca and Sense- interview with lani Guinier, (2003), About the Measure of Meritocracy: http:// alternet.org/story/33671.
Ramezani, R. (1999). System of Meritocracy in the Management of the Country. Tehran: Organization of Administrative Affairs and Employment of the Country, (In Persian).
Taheri Lari, M. (1998). Management of Organizational Change. Tehran: Derakhshesh Publication, (In Persian).
Vaknin, Sam PhD. (2006), the Disraptive Engine Innovation and the Capitalistic Dream By Read Michuel Harts Comments Also. Published By United Press International Malignation Self Love.
Willrtts, David, (2006), the Future of Meritocracy. The Political Publishing co.1.td Published by Blackwell Publishing
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Abili, Kh. (2005). The Need for Discussion on Compassionate Development in Organizations. The First Conference on Compassionate Organizations, (In Persian).
Alon, Sigal and Marta Tienda (2007), Diversity, Opportunity, and the Shifting Meritocracy in Higher Education, American Sociological Review, Vol. 72. PP: 487–511.
Alvesson, Mats & Dan Karreman (2001), Perfection of Meritocracy or Ritual of Bureaucracy? HRM in a Management Consultancy Firm.
Alwani, S. M. (1987). Government Public Procurement Process. Tehran: Allameh Tabatabai University Press, (In Persian).
Bell Daniel. (2000), On Meritocracy and Equality. The Public Interest. pp: 29-68.
Breen, Richard (2003), Is Northern Ireland an Educational Meritocracy? ،Sociology. N: 4. Pp: 657–675.
Dahl, Robert A, (1989), Democracy and Its Critics. New Haman: Yale University Press.
Deputy Director for Human Capital Management and President of the Republic. (2008). Tehran: Farmanesh Publications, (In Persian).
Foster, Mindi D. Lisa Sloto and Richard Ruby (2006), Responding to Discrimination as a Function of Meritocracy Beliefs and Personal Experiences: Testing the Model of Shattered Assumptions. Group Processes & Intergroup Relations 9(3). pp: 401–411.
Fotos, Draganidis. Mentaz Gregoris, (2006), a Review of System and Approaches, Information Management and Computer, Vol 14, No 1, PP: 51-84.
Ghahramani, E. (2005). Implementation of Meritocratic System in Organization. Fourth International Conference on Industrial Engineering, (In Persian).
Hauser, Robert M. (2002), Meritocracy, Cognitive Ability, and the Sources of Occupational Success. CDE Working Paper No. 98-07.
Hyter, Michael C.(2008), Meritocracy,Novations Group, Inc.
Motalebi Asl, S. (2007). Competency Management. Tadbir, 187, (In Persian).
Organization for Management and Planning of the Country. (2002). Report on the Program for the Transformation of the Country, (In Persian).
Parish, Rebecca and Sense- interview with lani Guinier, (2003), About the Measure of Meritocracy: http:// alternet.org/story/33671.
Ramezani, R. (1999). System of Meritocracy in the Management of the Country. Tehran: Organization of Administrative Affairs and Employment of the Country, (In Persian).
Taheri Lari, M. (1998). Management of Organizational Change. Tehran: Derakhshesh Publication, (In Persian).
Vaknin, Sam PhD. (2006), the Disraptive Engine Innovation and the Capitalistic Dream By Read Michuel Harts Comments Also. Published By United Press International Malignation Self Love.
Willrtts, David, (2006), the Future of Meritocracy. The Political Publishing co.1.td Published by Blackwell Publishing
