(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108)
valuation in Gas Company in Isfahan Province (Esfahan) Management Modeling for the E
Razeiyeh Abdar1, Ahmad Reza Shekarchizade Isfahani2 and Sayed Fakhreddin Dadgar3
1Department of Management; Najafabad Branch, Islamic Azad University. …[email protected]
2Department of Management; Najafabad Branch, Islamic Azad University. …[email protected]
3Sama Technical and Vocational Training College, Islamic Azad University, Yasuj Branch, Yasuj, IRAN Received. Nov. 2014 & Published. Jan. 2015
Abstract: The purpose of the present study is codification of comprehensive design in organizational evaluation in Gas Company of Esfahan province. This research according to the type and purpose is application research and used descriptive-scaling method statistical society of this research including all of senior bosses and middle bosses and staff of Gas Company of Esfahan province, the number of people are 2350. The sample of this research is used by kukaran formulation that 330 people considered in it. Measuring tool in this research is questioners that included of 19 questions and at first has Demo Graphic variables finding analysis are in 2 levels of descriptive (modeling, testing (one variable), analysis of mixed variances,
…). Used soft wares in this research are: Spss, Excel, Amos. The results showed that staff in meaningful level has 5% between strategic components, Technology, management and leadership and organizational evaluation has meaningful relation.
1. Introduction
At present, organizations have faced with dynamic environment and evolution and so, for existence and dynamism should be adapted with changings. In other words, according to the speed of changes and science evolution, Technology, social, cultural and … at present, organization that would be successful that in addition to matching with today society evolution, coulbe predicted changes and evolution in future and could be guided these changes within good evolutions for a better future. (Deslar, translators, Persians, Arabs, 2009). At this point Tafler said that "only with creative application of changes for guidance within own changes could be safe of future injury and gain better future". (Tafler 21:20050 continuous changes and evolutions in life style, organizations, … are clear and is not just for the special part of world, so that couldn’t found any societies that one generation is exactly like before generation. of course this is not problem in this case that speed of evolutions in different societies, organizational units like production, services, educational and even one person has differences with another, although in some case, because of changes, there are a lot of distances. But continues changes are always exist. If one unit couldn’t be matched with other member, should be accepted weakness disbandment, failure (Rabinz, Persian translation, (Erabi, Arabs, 2009). Sometimes, this is possible that changes and evolutions because of shortages, differences in organizations have been considered the ideas of bosses in different ways.
Also, this is possible that results of these researches manifest some facts, that bosses should be paid attentions to these changes and evolutions.
But, except of motivations and cause of changes, sometimes, these are necessary for the organizations. (Amir kabiti, 2011) studies that have been done in this point of view showed that, There are a lot of variables with changes and evolution that have organizational relationships, that should be pointed to responsibility, motivation, utilization, ignorance and leave the services, (Pitter, 2002). Since, these evolutions are important and affective cases for existence and resistance are in relation to the development of organizations and safety and long development, so cause to increase warranty, innovation, positive view, fixation, decrease in delay of entrance and exist, absence and interchangbly, because of this, today organizational timing like other important variables in the behavior of organization like job satisfaction and organizational warranty , in management has been found special placement and since that increase in evolutions are in the same time with technological development cause increase job application and satisfaction and because of relationship to organizational process, there should be cleared the important of them.
Today organizations, in reality were images of society and evolutions in them cause to evolution in the level of society organizational bosses are not able to not have any attention to subjects, because these evolutions like other needs of human are important (Hosseinzadeh , et al. 2007) According to the importance of organizational
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) evolutions and offices in relation to the changes
and evolution for increasing of the organizational function, should be paid more attention to organizational evolution in Gas company in our studies. Much of these studies showed the importance of organizational evolution of systems and effect of it on application and Job satisfaction of Gas company staff. This company as a force hand Gas company in providence in applying management ways and ascendancy model is considered. So according to the quality systems like ISO 9000 standard and ascendancy model, it,s staff still are n,t happy. It is necessary that, this system considered as an evolution. There is n,t any doubts that, all of these cases would be impossible without measurement and assess meal of changes. Better functions of management and determination of successfulness in reaching the goals in relations to the changes and evolutions is one of the most important case in organization. So for the present study try to analyst the problem, assessing them and their reasons of unhappiness of staff, has been decreased with a ascendancy
model for all of the probable changes, control them , cost and delay.
These projects could be relation to the changes and increasing of the job function, in addition to the job efficiency cause to increase warranty, Job satisfaction, that are important and main organizational capital. According to today technology and knowledge in organizations and most of the activities, organizations need to grow in their fields. This model considered analyzing of affective technology and knowledge, and with assessing them causes to decrease changes and increase function of organizational usefulness's so conceptual model for organizational evolutions in this project (study) considered the main relations of 3 basis, that included management and leadership system strategy, knowledge and technology. All of this research hopes to answer this question: Do ingredients like management and leadership system, cooperation between organizations, strategy, better process, technology and knowledge on organizational evolution affective?
2. Research model
3. Method
This research according to the type and purpose is implicational and used descriptive- scaling method. Because with questioning of managers and staff describe their ideas and analyze the ways new management systems and ascendancy model in Gas Company of Esfahan providence. Also, the present research, because of »analysis of statistical society distribution properties (The existence essence and analysis conditions) « (Sarmad etal, 2010) is a scaling type. Statistical
society included senior managers, middle managers and staff (the numbers are 2350 people).
The sample of this research is used by kukaran formulation that 330 people considered in it measuring tool in this research is question are that include 19 questions and at first has Demo Graphic variables, for the presentation of questioner are used evidences that are related to content and for assurance of measuring tools, initial studies have been done on 30 people of sampling group, so warranty of measuring tools with the use of Alfa is in good manner. After
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) collecting questionnaires, the defective ones are
deleted, so descriptive and statistical analysis has been started. The analysis of finding in 2 levels of descriptive and scaling statics of making models for analysis of research model have been used:
Test t of single variable and analysis of mixed variance has been used. Used soft wares this research is: Spss, Excel, Amos.
4. Finding
4.1. The analysis of research hypothesis and the relations between variables
For comparison of sampling average with consistent number or society average of one single test t has been used. In this research for comparison in every field with assumption 3 have been used in this test. The results of assumption are in follow:
4.2. The analysis of research model for the accurate evolution on the value of good or bad indexes has been
used, that, these indexes evaluate the emphasis of the model, the results are in follow:
The items of management and leadership system.
If critical scale in exist of Amoss of t table with certainty level 95 percent (t=1/96) is higher, the designed component for evolution of items will be good. According to information that has been obtained from table, the amount of full critical coefficients of questions are meaningful for the items of management and leadership higher than 1/960 so for the specification of management and
leadership items has important role. According to this table, the effect of direct boss items has ideas that for me and my job group are useful. The basic competed is the cause of evolution for management and leadership system.
Chart 1: exit items of management and leadership system.
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) If critical scaling in Amos exit of t table with
certainty level of 95 percent will be higher, designed components for the evolution of items are good. According to the data that has been option from table, the statistic of critical
coefficient in all of the question (components) for evaluation of strategy items is higher than 1/96 and they are meaningful. So for the specification of these items have important role.
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) According to data that has been obtained from
table, critical scaling of questions for evolution of organizational evolution is higher than 1/96 and is
meaningful. So in specification of these items of the component has important role.
The items of organizational evolution
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108)
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) According to the effect of management and
leadership component, there are more effectiveness of 97 percent and technological development for evolution items, have higher
organizational setting than 1/96 and it is meaningful. So in specification of this item has important role.
5. Results and suggestions 5.1. Results
The first hypothesis of the research- There is a meaningful relation between management and leadership system and organizational evolution in Gas Company of Esfahan providence.
According to findings of Table 1 comparison P- value with meaningful level 5% and also comparison of calculated t with t table ignore zero hypothesis of the test and emphasize on research hypothesis.
The second hypothesis- There is a meaningful relation between technology and knowledge and organizational evolution in Gas company of Esfahan providence.
According to findings of table 1 comparison P- value with meaningful level 5% and also comparison of calculated t with t table ignore zero hypothesis of the test and emphasize on research hypothesis.
The third hypothesis of the research- There is meaningful relation between strategy of organization and organizational evolution in Gas Company of Esfahan providence. According finding of Table 1 comparison P-value with meaningful level 5% and also comparison of calculated t with t table ignore zero hypothesis of the test and emphasize on research hypothesis.
Gas Company of Esfahan providence as of the most important ad effective organization has services to a lot of foreigner or interior customers within improving process and functions with the use of organizational evolution model and starts management system.
Like other quality models, for example ISO quality system, cadency model need to pay more attention to it details. In verification of ascendency model in Gas Company, the results show that there are weakness of some part and
the results within improving this management system, Gas company has some reformations.
Present research wanted to comprise the organizational model in Gas Company. General results showed that the effect of staff is more than average in leadership, strategy, technology, staff development on organizational evolution.
The result of this research with result of Riyahi (2004) based on effective cases on the quality of management were the same on different customers, styles and strategy and staff environment. Also, the result of this research with results of mojdehi (2010) was the same with customers and Dehnavieh et al (2011) in corporation, process and resources.
In comparison with same foreign research, the result of present research with Terry (2005), Vong Dalgar (2006), Jung and Vung (2006) were the same. Terry (2005) in his research had been obtained that reaching to better function needs management warranty, educational teams, self asseament, At present research leadership and staff fields are important in continues ascendancy model. Dung and Dal Gar (2006) in their research reached the result that staff education and emphasize on abilities including effective cases to continue improvement. At present study have been known staff fields and their results in the continues improvement of tendency model.
5.2. Suggestions
In general could be said that ways for development and evolution in Gas Company of provien is in follow:
- Attention to main and longitude solutions instead of segmental opinion.
- Considered fee based on improvement of the function in activities.
- Accepting risk and considering changes.
(DOI: dx.doi.org/14.9831/1444-8939.2015/3-1/MAGNT.108) - Paying attention to innovation and useful
competition in organization.
- Clear deciding based on reality.
- Obtaining hard ware and suitable soft ware, employing of effective people.
- Decreasing of complexity of activities, process and organizational scheme.
- Paying attention to quality instead of quantity and speed of the works.
- Development of relative channels with all of the staff.
- Development of the grouping job culture and corporation in organization.
- Increasing in grades based on acceptability.
- Development of today technology.
- The of new soft ware and technology for out organizational relations.
The present research has suggestions of the future researchers:
1. The analysis of staff experiences from organizational evolution model.
2. The analysis of impediments of organizational evolution model.
3. The comparison of evolution model in educational, production and services.
4. Doing this research in private company.
5. Doing research for initial cases for identify in this research.
6. The use of research model in another societies and comparison to this research reference.
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