نشریه توسعه سازمانی پلیس
سال هفتم شماره 5 (پیاپی 32، آذر و دی 1389)

Organization perspective attempts to visualize a better future so that managers and personnel are mobilized to accomplish it. But managers and personnel face a very long and difficult road to accomplish the defined targets and ideals expressed in perspective. In this regard the governmental organization along with private organizations have established their message, mission, targets, strategies and operational plans and have taken necessary measures for better execution. The main aim of this article is recognition, ranking and analysis of strategic management challenges in governmental organizations to accomplish organization perspective targets. Therefore a questionnaire with 26 open and closed questions in four general categories (organization difficulties and obstacles, managerial, individual and issues related to strategic planning) was designed and distributed among experts and top managers. Finally after recognition and ranking, suggestions for better execution of long term strategies introduced to accomplish perspective targets in governmental organizations.

Application of community policing requires employees who use problem solving approaches and have social communication skills in their disposal at team and personal levels.Therefore there is a need for educated employees at low ranks but police organizations have divided their personels into commissioned and non- commissioned officers (as that of military ranks); usually in front line the non-commissioned officers who have non academic education are used. So consideration of service length in one rank for promotion resulted in automaticly individuals promotion and no consideration is given to qualifications and organization needs. This issue in itself creates countless difficulties. In this article it is attempted to suggest solutions to these problems by studing and reviewing the police promotion system in U.S.A and England. Finally vital and key points in meritocracy system presented. These points are as follow: the service for all begins from the first rank; competitive promotion, close relation of posts and ranks; payment based on service record, education and efficiency grade and attention to academic elites in fast-stream promotion scheme.

Creativity is one of the influencing variants in proformance improvement and organization survival.Therefore many researchers have studied the factors that have influenced the employees creativity.Of these factors leadership is the most important one.In this article in addition to direct relation of transformational leadership and creativity,the intermediate factors which play role in this effect have been studied.It is a discriptive research and library method has been used in collection of data related to literature review. The result of this article indicates that the style of transformational leadership is one of the most influencial factor and pays the way for employees and organizations creativity. Transformational leadership can increase employees’ creativity through internal motivation reinforcement, intellectual stimulation, psychological empowerment, support of innovation and relative freedom, vision establishment, encouragement and challenges. Work challenge, management support, work freedom and manager influence are factors that play intermediate role in relation between transformational leadership and creativity.

Undoubtedly the ability to control and manage the conflict phenomena in organization is the most important management skills necessary for managers. Today conflict and conflict management are among issues that attracted the attention of organization executives and managers, because the conflict destroys organization internally and results in waste of energy and the potentiality of organization employees and wears away physical and human resources. Different researches have indicated that management and conflict solution in organization require a peacefull and friendly environment, discrimination decrease and organization justice increase. In this article it is attempted to investigate the influence of organizational justice on conflict solution style in organization by reviewing related researches. Five main conflict solution styles are as follow: competition, avoidance, compromise, adaptability (lenience) and collaboration. The results of these studies indicated the managers who are sensitive to organization justice use more frequently collaborative conflict solution style. Conversely managers who are not sensitive to organization justice use conflict solution styles of competition, avoidance and adaptability.

The purpose of present research is to study the relation of job characteristics and organization citizenship behavior with job satisfaction intermediate role. Therefore to attain the research purpose the Cochran formula is used and 180 people through stratified random sampling method have been selected and completed the research questionnaires. The resulted data were analysed using Structural Equation Modeling. The revised final modeling results showed that 39% of job satisfaction variable variance explained through work monotomy and work important variables. Furthermore 90% of organization citizenship behavior variance explained through job self efficiency variables direct effect, positive spiritual condition and job satisfaction; and work important variables indirect effect and work monotomy explained through job satisfaction intermediate. Therefore it is suggested that the present research to be carried out in police organization particularly in police university and in case the results repeated, these work important variables, work monotomy,positive spiritual condition and job satisfaction to be used for promoting police employees organization citizenship behavior.

The nature of spiritual reality and its effects on prosperity and life betterment in world and hereafter is the issue that has intensively attracted the attention of mankind. Religion spirituality in reality is a condition created in consistant spiritual relation with God and obedience to His orders. Religion spirituality is a problem solving approach for mankind in his personal life and resulted in spiritual promotion of his organization and consequently to his society and finally to society and individual otherworldly blessedness.The special condition of police forces in bidimensional risky duties in which they apply important policy of “enjoining good and forbidding evil” and modify corruption and establish order in society and possible dimension of personnel vulnerability to crimes redouble the necessity of spiritual existence among this group of people. In this article the spirituality in organization is introduced through documentary method and the reasons for its emergency suggested through police forces case study.

Today Philosophy and practice of teamwork continues to appear in different forms in tandem with changing organizational context. Participative management, co- determination, workers cooperation in management, quality circles, small group activity and so on and so forth are intended to infuse teamwork and team spirit in organization. Growing necessity to introduce flexibility, delegation, consensus, two way communication, collaborative effort and practices such as downsizing, flat stryctures, matrix structures, employee stock ownership plans, empowerment, just in time inventory, continuos improvement and more importantly constantly changing work patterns have escalated role of teams in organization life more than ever in the past. Strategy of team based performance management comprises two interventions. The objective of nurturing team based performance management is to create, build, nurture and strengthen teamwork in organization to attain performance excellence. This intervention is deployed through the initiation of ten 10 drivers. Second intervention has used the idea of capitalizing on teamwork for institutionalization of performance management in organization. Here also 10 drivers has instrumental role in stimulation of teamwork and succefull institutionalization of interventions.