ali seyyed naghavi; mohammad mahdi bahrololoum
Volume 11, Issue 28 , April 2013, , Pages 137-158
Abstract
One of the effective key factors in differentiating and outrunning competitors is the continuous delivery of superior quality to the customers. The secret of success is meeting or getting ahead of customer’s expectations in relation to service quality. By considering the fact that service quality ...
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One of the effective key factors in differentiating and outrunning competitors is the continuous delivery of superior quality to the customers. The secret of success is meeting or getting ahead of customer’s expectations in relation to service quality. By considering the fact that service quality plays an important role in the success of today’s organizations, this article pursues the purpose of investigating the dimensions that have effect on technical services quality of petrochemical commercial company’s sale engineering department, determining the most important service quality dimensions, measuring the gaps existing in the service delivery system and finally promoting and improving the current status of the system. We used the Servqual Model to assess the quality of the services. In this study we tried to customize the model to adapt the specific conditions of the organization, so the Tangibles dimension of the standard model was replaced with service variety and confirmatory factor analysis approach was used to examine the theoretical model of the study. The modified model was analyzed by Lisrel and its validity was confirmed from a statistical point of view. The results of data analysis by SPSS showed that the sale engineering department’s service delivery system was encountered with problems and so the existence of service gaps was proved. Finally practical solutions were provided to promote the service quality and improve the current status of the system
Mir Ali Seyyed Naghavi
Volume 8, Issue 19 , December 2010, , Pages 53-71
Abstract
“analyzability” and “variability” and this differentiation affecting on human resource practices. This paper uses “Charles pro’s four type of technologies: Repetitive, Engineering, non-repctitive and artifacts in order to explanting HRM practices. Therefore four major ...
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“analyzability” and “variability” and this differentiation affecting on human resource practices. This paper uses “Charles pro’s four type of technologies: Repetitive, Engineering, non-repctitive and artifacts in order to explanting HRM practices. Therefore four major industries and 50 tasks based on its “analyzability”, and “variability selected. 'Then, two type of questionnaires were designed and distributed between 180 managers, results showed that “variability of tasks” affected reward and control modes and “analyzability of tasks” affecting on human resource planning horizon and rewards modes.
Peyman Akhavan; Mir Ali seyed Nahavi; Ahmad Ebrahimi; Arash Bakhsha; Mohammad R. Zahedi
Volume 6, Issue 17 , September 2007, , Pages 107-133
Abstract
This research is done for more knowing about automobile industries entrepreneurship environment and has presented the comprehensive model for starting the entrepreneurship in this field. This model is extracted from interviewing Iranian auto parts manufacturing entrepreneurs and most information has ...
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This research is done for more knowing about automobile industries entrepreneurship environment and has presented the comprehensive model for starting the entrepreneurship in this field. This model is extracted from interviewing Iranian auto parts manufacturing entrepreneurs and most information has collected from them directly. In this model, starting the entrepreneurship process is related to entrepreneurial potential, tendency to entrepreneurship and having a new idea simultaneously. The factors which affect these variables have shown in three categories: individual characteristics, past records and environment (combined attitudes from psychology, sociology and economical environment). This paper is based on a practical research and a Descriptive- Survey method has been used. The sampling population has extracted from auto parts manufacturing industries and the random sampling method has been used too. Therefore, the sample size has been calculated 30, based on the statistical method. Also, in order to evaluate a part of this model (entrepreneurial potential and the in fluencies factors on it), questionnaires have been used and the related perpetuity has been calculated 82% based on Cronbach's a (alpha). Experiences and related analysis have shown that tendency and interest rate of auto parts manufacturing entrepreneurs is high (72.4%). Also, it has been found that the entrepreneurs use some factors like: individual characteristics (73%), Technical knowledge (61%) and organizational structure (61%) in their recruitment process consecutively. Also, the best motivational tools were used by entrepreneurs in their works are as follows:
Remuneration (94%), Value creating (53%) and Promotion (47%). At the end of this paper, based on the findings, the native description of entrepreneurship is presented.
Peyman Akhavan; Mir Ali Seyed Naghavi; Morteza Soltani Noh; Taleb Asadi Karam
Volume 6, Issue 15 , March 2007, , Pages 115-142
Abstract
This paper reviews intellectual capital literature, develops a holistic model and inspects a case study of holistic model implementation. Reviewing the literature, 34 models of managing intellectual capital have been identified. Extracting different concentration areas of each model, we set up a comparison ...
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This paper reviews intellectual capital literature, develops a holistic model and inspects a case study of holistic model implementation. Reviewing the literature, 34 models of managing intellectual capital have been identified. Extracting different concentration areas of each model, we set up a comparison table. Two models that cover more areas have been picked out as the basic models to develop the holistic model which comprises all concentration areas. The holistic model was implemented in a company. Collecting managers and key stakeholders opinion, according to holistic model, we defined desired situation for the next five years, developed proper criteria, and measured the current and desired situation. The measurement process results reveal major gaps between current situation and desired situation and provided managers useful guidelines for decision making. This research helps organizations to compare and select the appropriate intellectual capital management model considering their own situations. Moreover, the holistic model can be exploited by different types of organizations; particularly by ones do not have shareholders and exchange market, like hospitals and military organizations.
Mir Ali Seyyed Naghavi; Hamid Reza Qasemi
Volume 5, Issue 14 , December 2006, , Pages 153-177
Abstract
Human resource management, like every scientific issue other, faces some new approaches that gain from contingents of business environment. There has been a perspective since founding up the human resource management major that has been believed to design job in ...
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Human resource management, like every scientific issue other, faces some new approaches that gain from contingents of business environment. There has been a perspective since founding up the human resource management major that has been believed to design job in organization then adapting people into that job. But, current conditions of organizations and increasing important of human resource as a knowledge capital is changing this perspective. The new perspective believes each firm needs to a certain human capital whom has strategic value-creating and high uniqueness, and in this state, human resource management of firm should adapts to the human capital. Mechanism of transit organization from traditional job-based perspective to new knowledge-based perspective called human resource architecture (HRA). In this paper, it is review on theoretical bases of HRA, and offers a model for designing HRA in organizations. The model has six dimensions including drivers, base elements, human resource system, human resource practices, people behavior, and HRA products.
