Industrial Management Studies

Abstract This article deals with the alignment of personal and organizational goals in practical and operational way. The main research question includes "which is the suitable measuring model of personal and organizational goals alignment?" "Which are the most important personal and organizational goals in Statistical population of research?" And "How is the alignment of personal and organizational goals?" Statistical population of research is Esfahan Mobarakeh Steel Co. Data collection was document’Sinvestigation, in depth interview and in-person questionnaire and Survey-descriptive approach was our research methodology. Finally, a model for measuring alignment of personal and organizational goals is designed and according to research findings, some propositions to implement this model have been proposed.

Abstract In this paper, we will consider the problem of courses timetabling in a small educational institute. We will present the mathematical model considering six hard constraints (compelling constraints) and five soft constraints (constraints that are lot compelling, but regarding them results increasing the utility of timetable). To formulating the model we will use a type of goal programming. In this paper we will try to define decision variables, hard constraints, soft constraints and objective function in a step by step direction. Afterward we will test the model on a mathematical example.

Abstract At the beginning of the last century, division of labor principle was introduced as a factor for creativity drive, and economical saving, and the requirements of such principles led to hierarchical, task and authority-oriented organizing of different enterprises and organizational levels. This results a shift in goals and tasks of organizations. By Increasing demand and application of automation in order to recompense production task- orientation and customer’s demand as the main goal of organization was marginalized. Although this approach was effective in the period of inadequacy of supply for demand, at the time of abundance of supply for demand and organizations focus on customer’s demand it lost its efficiency so needs another approach, new condition requires this approach to be holistic and result oriented, and whenever and even during the performance of any task, the final product and customer’s pure demand must be pivot of activities. In other words, personnel at every stage should think about serving customers and realize their demands. The new approach was totally different from the task-oriented one and had a process-oriented nature. This transmission from task-orientation to process orientation paradigm is the subject of a research which was conducted in an industrial- productive enterprise via action research approach contracting. This research has developed the process- oriented approach to management system based on process in a way that inheres in itself continuous improvement, whose result would be prescriptive and descriptive. Process orientation, contrary to task orientation that focuses on the way of performing an action, emphasizes the cause of this approach in order to organize all of the organizational elements and resources for realizing the customer’s demands.

Abstract This research was conducted to evaluate goal-achievement level of science and technology parks and research centers in Iran. Today technology change and development, have led to significant move and innovation in all aspects of our lives to the point, it has remarkably impacted our welfare and life. In other words, one of the most effective planning tools in the area of national and international technical and scientific development is establishing connection between industrial and scientific centers to improve its status and standing. Establishing such sound relationship can effectively lead to industrial and scientific developments. In Iran special attention has recently been paid to this issue. Nowadays, Ministries of Sciences, Technology and Researches, Information and Technology, and Mines and Industry and other related organizations have attempted to perform active role in establishing these centers and scientific parks to meet their goals and missions. Testing hypotheses and concluding our research findings indicate that activities of these institutions lead to improving Knowledge - based growth and competitive power and technological .entrepreneur ship through Knowledge-based economy.

Abstract The researches show that the  implementation of Just-In-Time isn't unique in all situations. The implementation of this system may be differed in different companies, regions or countries and the some components that are needed to situations may be isn't  vital in other situations. The purpose of this study is to identify elements and components that are critical to lust-In-Time success. This articles goal is proposing a method for this notification in lust-In-Time implementation by using antropy, TOPSIS and Pareto techniques. In this  method  we  use  TOPSIS  and  Pareto  techniques  for  setting a priority and then selection of component and use entropy method for giving coefficient to TOPSIS matrix. At the end, in this case 5 components from 11 possible components in this system to implement in these companies have extracted.

Abstract This article explains the relationship between business process reengineering and learning organizations. As business process reengineering and learning organizations both are techniques to support changing in organizations, this research offers a model which develops an optimized combination of the two methods and also concentrates to both their original purpose. In following, the main aim of doing this research is described and also claimed the main hypothesis of the research that business process reengineering and learning organizations can have a synergic relationship. In the research descriptive methodology has been used and its statistical society is generally software industry in Iran and specifically four software company which work on developing , supporting and training of software in Tehran. The designed questionnaire was distributed between top executives, vice presidents, project managers, middle managers, process experts and trainers of the companies and totally gathered 135 of them. The results of this research suggest that the Organization's movement regarding to business processing engineering or learning organization, helps the organization to accept changes from the other path and affects the success of the other approach. This research stops dedicated view point of users, who are looking for major changes' in their organization, towards the current approach.

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 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.

Abstract The objective of this study was to examine the relationship of spiritual orientation of purported servant leaders to the intensity of perceived servant behavior in those leaders. Spirituality in the workplace and more  holistic  styles of  leadership  has  grown in  popularity among leadership  consultants  and the general  public. A sample  of 80 managers  and  ] 80 employees   from Iran  Khodroo  and Saipa    and   pars    Khodroo    companies     was    surveyed    using   the Spirituality   Assessment   Scale  (SAS)  and  the  Servant  Organizational Leadership   Assessment   (SOLA)  between  November  2007  and March 2008. Seventy  - five  managers  (75%)  and  140 employees   (77%)  responded. Spiritual    orientation    was measured    using   the   SAS   through   two dimensions.    The  definitive   dimension,    considered essential   for  an individual  to be spiritual,  is demonstrated   through  a relationship   with the transcendent    through   prayer   or  meditation,   and  the  con-elated dimension,   with  is  not exclusive   to spirituality   but  may  derive  from moral  philosophies,   is the virtues  of honesty,  humility,  and service  to others.  Servant  leadership  behavior  was measured  using the leadership portion  of SOLA. Results  of  the  study  indicate  that  the  sample  of  leaders  surveyed  in this  study  may be more  spiritual  than  less spiritual,  but with  a greater propensity   for  the  correlated   variables.  Pearson   con-elation  indicates that spirituality  leadership  isn't  relationship  to self - perceived  servant leadership  behavior. The  self  - perceived  manger  scores  for servant  leader  behavior  were greater    and   statically    different    than   the   values   assigned   by   the employees.   The  self  -  perceived   servant   leadership   behavior   mean score    for   managers    was   statically    greater    than   the   employees indicating  a perceptual  chasm between  the two groups.

Abstract Current   study  examines   the  influence   of  cultural   factors   based  on DOCS  model)  on job satisfaction  and employee  performance   of social security   organization   (indirect   remedy   bureau   of  Tehran   province). Since its goal is the examination of organizational culture factors influence   on  job   satisfaction   and  employee   performance    and   it  is known  as a guideline  for organization   in order  to enhance  the job  satisfaction  and performance of  its employees   and  offer  higher  productivity   to  it,  it is  known  as applicable  research. In this  research  it is used  of  simple  accidental   sampling  and  gender, background,     marital   status,   age,   education,    income    level,   lower position then other colleagues  and work units among social security organization   employees   (indirect  remedy  bureau  of Tehran  province) have been included. In order  to conduct  test, the Denison  questionnaire   has been used that assess the organizational  culture  based on 4 dimensions  namely involvement,  consistency,  adaptability  and mission. To assess each dimension   of  above  items,  3 indications   has  been  defined  that  each one   is   evaluated    by   5   questions    and   wysocki    and   kromm   job satisfaction    questionnaire    that  has   5 dimensions(work,     supervisor, enhancement,    colleagues,   payment)   have  been  applied   and  likewise performance   evaluation   questionnaire   of  social  security  organization have   been   used   that   is  compiled    by   planning    and   management organization.   Organizational   culture  questionnaire   and job  satisfaction has been  filled  by employees  and performance   questionnaire   has been completed   by  related  authorities.   The  statistical  society  includes  580 persons  who  23L  persons  by  using  of  sample  volume  formula   have been  determined.   After  analyzing   of  information   that  has  been  done by  using  of  description   statistic    (average,   frequency   and  deviation standard)     and    chi    square    and    fisher    test    in   elicit    statistics, questionnaires   was distributed  among  9 work  units of indirect  remedy bureau  of social  security  organization   including  par clinic,  physicians, auditions,    statistic,    accounting,     education,   hospitality,     da  mage, drugstore.     Finally    after    collection     and    analyzing     of    obtained information,   the image of social security  organization  culture  has been drawn  in  indirect  remedy  bureau   of Tehran   province   that  imply  on culture      status     of    this    organization      that    based     on    Denison organizational      culture    categorization      in    this    organization,     the organizational    culture   is based  on  continuity.   This  organization   has reached  to best  situation  in adaptability   and  mission  variables  and  its strategic  direction  indications  and organization   learning  is higher  then intermediate    level.   10 other   indications   is  lower  then   intermediate level.  The  result   is  that  despite  relationship   between   organizational culture  factors   with job  satisfaction   and  employee   performance,   this relationship     and   its   influence    among    statistical    society    is   not significant,  it means that influence  of organizational   culture  factors  on job    satisfaction     and   employee     performance     of   social    security organization   (indirect  remedy  bureau  of  Tehran  province)   is so  low that it cannot affect them and thus all of research  hypothesis  would  be rejected meaning there is no significant relationship between each componants of organizational culture.

Abstract

Abstract In this paper we try to determine optimal combination of effective factors to produce cattle feed. Cattle feed has direct relation with cattle health, this research is done on real case study, therefore the gained results could be too important. Both response surface methodology and design of experiments are used for modeling and improving cattle feed production process which has more than one effective factor. After effective factors identification, designing of experiments will be done by central composite design. Interference factors, effective and independent parameters are inspected by forward method and finally a model is obtained by independent parameters. Because of continuous space of the problem and nonlinear objective functions a metaheuristics named "genetic annealing" is used to solve the problem. Proposed algorithm searched the solution space parallel. Another algorithm, simulated annealing is also proposed to evaluate the performances of two algorithms by improvement percent between initial and final result.