نشریه اندیشه مدیریت راهبردی
سال دوم شماره 2 (پیاپی 4، پاییز و زمستان 1387)

One of the major duties of cultural management at national level is maintaining cultural progress. This objective necessitates the employment of methods, techniques, and instruments among which cultural policy-making holds a prominent place. This article has the intention of a scientific approach to the issue by surveying its background and looking at the practical and executive experiences of certain countries and the role played by related international organizations.To explain the conceptual domain of cultural policy-making and introduce its practical sides, the article is organized in three sections. The first part deals with the generalities and the theoretical bases of cultural policy making and proceeds with discussing its strategies, Layers, Possibilities and limitations, its universal objectives and their kinds and the relayed strategic policy-making model. The second part explains some examples of cultural policy-making as already practiced by some countries and enumerates the underlying principles of planning a universal cultural policy which aims at seeking some identity in multicultural societies. The third part takes into account the experiences of regional and international institutions that are active in the field of cultural policy-making such as UNESco and ISESco.

It seems that selection of employees and managers in the government is different from other that of sectors due to rules and regulations, processes, characteristics and performance criteria. Managers are changed, but the question is whether there are acceptable criteria and mechanisms for this turnovers. Is there priority for criteria? This article with emphasis on meritocracy that clearly expressed in public service law subjects to propose process and criteria for selecting managers in human resource management in government. We used survey method and AHP questionnaire to find criteria and weighting them and Delphi method to propose a justified process. There are five dimensions, personal characteristics, managerial skills, communications with superiors, acceptance with coworkers and subordinates those should be considered in selection through assessment and development centers as a well sounded process.It seems that the selection of employees and managers in the government is different from that of other sectors due to rules and reguations, processes, characteristics and performance criteria. Managers are changed, but the question is whether there are any acceptable criteria and mechanisms for this turnover. If yes, what is the relative importance of each? This article, in regard to the emphasis put on meritocracy as clearly expressedin public service law, has made a survey of the structural and procedural requirements and the criteria used in selecting governmental human resource managers. The survey method and AHP questionnaire have been used to find the criteria, and Delphi method to propose a justified process. The results is five ranking principles for selecting managers: personal characteristics, managerial skills, personal skills, communication with one's superiors and acceptance by coworkers and subordinates.

In the complexity of modern world, management information systems have a vital role and influence on society. Universities and training organizations which need correct, precise and up-to-date information to take exact decisions are not exceptions to the rule. In this connection the abservance of ethics is very important. This research is about the examination of commitment of Shahid Chamran University personnel to ethics in using information systems. The research method is descriptive-analytic and its population is Shahid Chamran University's specialists and personnel. A number of 85 employees are selected randomly using a simple sampling method. To collect data, we use questionnaires, and for qualitative data, non-structure interview was conducted. Quantitative data were analyzed by descriptive-comprehensive method and qualitative data by editing method. The research results show that there has been and atmosphere of trust among the management and subordinates and little supervisions on the personnel's system, which means they have been committed to ethics in using information systems. Besides, there is no difference between men and women in using the internet and computers, but men have more used information systems for their own interests.

The assessment of people’s performance and appraisal of their work and services in order to recognize the strengths and weaknesses of their performance is an age-old practice. A glimpse at books written on human resources management indicates that most thinkers and management experts believe that before making any important decisions such as promotion, pay rise, allocation of bonuses, educational planning, formulating development and optimization plans, transfers, as well as appointments and dismissal, organizations should first evaluate their staff and assess their ability, skill, behavior, merits, performance, as well as potential and active capacities, on the basis of suitable criteria.Among various methods used for assessing the performance of employees, behavior observation scale (BOS) provides a comprehensive outlook for abilities, job specifications, behavior and qualifications of various individuals. Therefore, the current study aims to answer the question that whether the assessment of staff performance according to BOS method can improve their performance. The main assumption of the study is the existence of a meaningful relationship between the performance assessment according to the behavior observation scale and the improvement in performance, which has been subdivided into four subordinate assumptions. The study results at Imam Sadeq (AS) University have shown that the four subordinate assumptions of this study, which include proving existence of a meaningful relationship between performance assessment according to BOS and the performance improvement indicators, are confirmed.

Human resources can be considered as a strategic capital among various types of resources that any organization can have. These resources play a key role in the performance of these organizations. With an appropriate application of this valuable capital, organizations can pave their way to achieve their goals in today’s complicated conditions.In order to analyze the human resources some models have been discussed. One of them is “VRIO” presented by Barney. The major theme of the model is based on the effectiveness of the human resources to achieve permanent competitive advantage in this regard.This research studies the situation of human resources in Imam Sadeq University in order to understand the competitive capabilities and their role in acquisition of the permanent competitive advantage. In this model the value of the human resources (V), rarity (R), the ratio of imitation (I), and the organization support (O) of human resources in Imam Sadeq University have been put under consideration.

Nowadays the role and the importance of culture and art, in the elevation, development and flourishing systems of different societies is remarkable.therefore in regard to the high status of Iran in cultural and artistic activities on the one hand and the significance of evaluating cultural decisions in cultural and artistic institutions of a society on the other due to the pivotal place of an artistic center in the cultural system of a country, the necessity of performing this researchis remarkable. Culture is a set of customs, beliefs, values, norms, behaviors etc., which affects the societies. Art, too, as a part of culture, both influences it and is influenced by it. Since the subject of art and culture is a long lasting issue and observing the effects of artistic and cultural activities practically needs the passage of time the decision making should inevitably be done in adue and reasonable course of time.This research, after identifying different decision making periods in the Artistic Center and determining the adopted decisions in each period evaluates them on the basis of the Islamic attributes and strategic decisions in the field of culture and art. These attributes should be confirmed by the experts of the strategic and Islamic management. Then, the issue should be evaluated to find out to what extent the adopted decisions in each period has accomplished at least one of these goals. Thus, by organizing a matrix, the proper decisions of the Artistic Center based on the attributes of strategic decisions, Islamic decisions and the goals of Artistic Center can be reached.

In these days organizations have a special position in the society’s cultural social structure. People do the vital activities that are related to their life in organizations and we can say life is approximately impossible without educational, industrial, business, service, political and military organizations. Conductors as the main managers have an important function to improve organization activities.The organization success in achieving its goals and doing social responsibilities almost depends on its managers. Organization activities are the results and strategic acumen of the manager or the managers that chosen according to their wisdom, experience and creativity.The organization is also confronted by challenges, successes and different conditions that need on time decisions whose prerequisite is an active and creative idea for a basic and right confrontation. Smith called it philosophical-mindedness. He believes it to be a pattern of thought with three aspects of comprehensiveness, pentration and flexibility.Managers need these characteristics to succecd and our Prophet Mohammad is the best manager for Moslems and according to the Quran he can be the best pattern for us. This article is the survey of dimensions of philosophical-mindedness in the Prophet’s management with a study of the Prophet’s method and traditions that show he used all the dimensions of Philosophical-Mindedness.In his efficient management he chose the best position for all of them. In this study first there is a description of philosophical mindedness dimensions then the management functions of Prophet.