Presenting the Assessment Model of Virtuous and Jihadi Organizations

Today, a continuous and proper performance assessment is important to all stakeholders in an organization. Continuous improvement of performance will not be possible without examination and information about the extent to which the goals are met, and without identifying the challenges faced by the organization and gaining feedback from the extent to which compiled policies are implemented and identifying those areas that require serious improvement; and all of this is not possible without performance assessment. Based on the explanation of the concept of virtuous and jihadi organization, this type of organization has a fundamental principle that emphasizes spirituality and moral-Islamic-human values. Nowadays, with the advancements in management, the effect of spirituality on other components of virtuous organizations has been established; hence in this study, we seek to measure the effectiveness and prioritization of the components of virtuous and jihadi organizations. Through the method of Fuzzy Analytic Hierarchy Process, it is tried to rank the component of virtuous and jihadi organizations and assessed the performance of these types of organizations; then we obtained the importance of the components by placing the hierarchy of the components (predetermined) in the Analytic Hierarchy Process questionnaire (paired comparisons). Also, in another questionnaire, the experts were asked about the organization performance relative to all components. Finally, we presented a final assessment of the organization's performance. Among the macro criteria, "flexibility" has the highest priority and "wisdom" has the lowest priority. Also, among the minor criteria, "the natural selection of the best person as the director" has the highest priority and "Women's employment in limited form and as needed" has the lowest priority. In the main criteria, the organization has had the best and worst performance in terms of "organizational brotherhood" and "wisdom", respectively. Also, in relation to sub-criteria, the organization has had the best and worst performance in "fixing errors with humor and indirect" and "self-control", respectively.