Showing 4 results for Meritocracy
Volume 10, Issue 20 (6-2006)
Abstract
This research is designed to identify challenges and barriers of women for promotion to managerial positions in public and state owned organizations. Recent studies have showed that the total number of women have gained managerial positions has increased. But they still have little share of managerial positions.
Therefore the objectives of this research are:
1. Identifying characteristics of women appointed to managerial positions,
2. Recognizing influential variables in promotion to managerial positions or the way they have obtained and promoted to these positions,
3. Identifying skills and competencies that could be thought to woman managers in order to easily accept the responsibilities,
4. Identifying restrictional factors or barriers of further promotion of woman to senior managerial levels.
The data were collected through a questionnaire completed by 257 women managers in public and stated owned organizations and minsitries. The results showed that:
- Most women managers have university degrees in humanities disciplines, average 40 years age, and 5-10 years tenure.
- The main influential factors in obtaining the position were: reliable performance, track record, higher education, experience and following the organizational rules.
- The skills and competencies that they learned during the first management related skills are self - assurance, correct judgement, etc.
- Women managers suffer many problems including community and public attitudes toward women, as well as subordinates, unfair and unequal incentives or opportunities.
The major promotion barriers are decision making biases and traditional attitudes toward role of women in the society. According to factor analysis done, socio-cultural factors are mentioned more than organizational and personnal, factors.
On the basis of these findings, the study offers few suggestions to women managers, decision makers in organizations, as well as policy makers in government.
Volume 12, Issue 2 (9-2022)
Abstract
Considering the importance of the key contribution of managers' competencies and performance in the success of organizations, especially in the public sector, the current research deals with the pathology of the current situation of the appointment system in the country's government organizations and tries to introduce the factors that lead to the establishment of an effective selection and appointment system. This research was done with a mixed approach (qualitative-quantitative). The data collection tool in the qualitative part is a semi-structured interview and in the quantitative part, a researcher-made questionnaire. For data analysis, Max QDA11 software was used in the qualitative part and SPSS23 software was used in the quantitative part. Participants in the qualitative part of the research were 18 public managers and in the quantitative part, 303 public sector employees. The findings of the research show that in terms of the factors affecting the appointment of managers, relationships prevail over criteria, giving priority to party affiliations, convergence of the person with the manager and exerting political pressure for the appointment, and Factors influencing the preparation of the list of candidates for management positions are party and factional affiliations, exerting influence from outside the organization, orders from superiors, and having political and executive experiences are of the highest importance. It was also found that the commitment to the indicators of the positions in the appointments, passing the training courses before the appointment and being required to go through the organizational hierarchy as more important factors among 13 other factors play a role in creating a merit-based appointment system.
Maryam Siri Palasht, Hossein Khanifar,
Volume 22, Issue 3 (7-2015)
Abstract
Jihadi management is a set of features along with managerial scientific structure and revolutionary and Velayati values to make a very strong driving force for the country to pass crises. Concerning its importance, present paper identifies the traits of Jihadi management in improving managers’ performance.
Current study is a survey for which a questionnaire is used to gather data. To realize research aims, 384 middle and operational managers in companies and organizations in Tehran were considered as sample. Structural equation modeling (SEM) and confirmatory factors analysis (CFA) as well as LISREL and SPSS software packages were used to analyze data and to test research hypotheses and model. Research findings indicate significant impact by Jihadi traits such as “managers’ strong and good associations with employees”, “managers’ accountability and responsibility”, “obligation to commitments” , “authentication in affairs”, “designations” and “meritocracy” on managers’ performance.
Volume 23, Issue 1 (4-2019)
Abstract
The main purpose of this study is to present a model of the planning, recruitment, select and redundancy of human resource and its adaptation to the organizations of the civil service management act audience. The research method is exploratory mixed research projects. The statistical population of the first phase (qualitative) included the faculty of public administration with human resources orientation and the statistical population of the second phase (quantitative) of managers and human resource specialists of public institutions. In the first phase (qualitative) of the research, the data were collected by semi-structured interview and in the second phase (quantitative), semi-open questionnaires and 97 questions were distributed. In the first phase, the data were coded by Atlasti software, and in the second phase, the model test was derived from the first phase of the study by structural equation modeling using PLS software and descriptive statistics, central indices and consensus percentage on the model and results indicate that %89 of the participants had a consensus on the conceptual model of the research, and all dimensions of the model were explained. The main issue of the present research is planning for human resource development in the organization, which has been formulated based on the causal, ground and interventional conditions, its dimensions and strategies for its realization, and then the final model was presented based on it.
