نشریه پژوهش های مدیریت انتظامی
سال ششم شماره 3 (پاییز 1390)

Objective and The present research analyses the techniques applicable for developing alive strategies meticulously. Alive strategy is a certain type of strategy which is meaningful and sustainable in various environments. The applicable techniques for designing alive strategy identified in three ways: identifying the references which introduce various techniques, searching based on aliveness and identifying techniques similar to the two previous methods. Search based on the three aforesaid methods led to identifying over 120 techniques. The whole techniques were analyzed based on 5 criteria, and reduced by 9 techniques. Afterwards, every technique analyzed from 4 view points: analyzing pivotal topics, reviewing executive steps, analyzing the strong and improvable points of the techniques and reviewing their comprehensiveness and completeness. The nine identified techniques are: alive decision-making, concerned parties’-oriented strategic planning, planning based on premises, analyzing errors statuses and impacts, analyzing potential issues, analyzing side effects of solutions, planning sensitive to absence of absoluteness, scenario- based planning Every technique has analyzed a certain pivotal subject; therefore it should be completed by the other techniques. None of the techniques can have impact on all factors which cause instability of strategies. Therefore, they require to be completed by other techniques. Every technique plays an important role in the three phases of developing alive strategy: pre-designing, designing and post- designing phases.

The expert sovereignty which affected the relationship between management and staff in terms of decision-making has highlighted the role of leadership which is associated with distribution of decision-making. Many researches have been conducted concentrating on human resources while aiming at growing and developing self –leadership on the part of staff. Whereas universities generate knowledge, Police University is responsible for generating and providing police knowledge in a qualitative education system. Hence, it is essential for universities to create the required changes in qualities and use valuable human resources for enhancing national potential for training prospective police officers to meet the societal security in an optimized way. Serving leadership pattern is homogeneous with the mission of Police University in a delicate way. Therefore, having reviewed the literature of the research and the research theoretical tenets, dimensions o and constituents of the pattern came out, afterwards Delphi questionnaire designed whose validity determined through Chronbach’s Alpha(0.88).University professors’ commented on reliability of the questionnaire and its ambiguities removed through distributing a few of them. The questionnaire is developed based on Lickert 7 ranges and 49 experienced Police university faculty members were selected randomly, and indicators identified over two stages. The indicators which had an average weight of over 5 were introduced as indicators of serving leadership in Police University. 36 out of the 54 indicators which were tested in the first stage of Delphi assessment in the Lickert 7 ranges located in the range between 5 and 7 were selected. Therefore,18 indicators eliminated and 2 other indicators added based on the experts comments. In this way, Delphi questionnaire implemented through using 38 indicators, and just three of them had amendments in three indicators. The results indicate that the serving leadership pattern is so acceptable in Police University

At the present age whose intellectual structure aims at deepening information and paying attention to human force contribution in line with utilizing a tool called knowledge to encounter and face uncertainty, maintain the situation, create creativity and innovation, skills dissemination to expand competition within organizations has become of significant importance, and many researches have been conducted on knowledge sharing(knowledge management). The present article aims at reviewing the relationship organizational trust and knowledge sharing in Police Forces Training Division and its affiliated training centers. Based on Martinez Model (2002) while reviewing trust factors (attention, equity, openness, stability, contribution, authority delegation) organizational aims are paid attention to, and is considered to be a factor impacting knowledge sharing. The research is conducted using two documentary and survey, and its information is collected through note-taking and using a questionnaire. Its reliability approved by Chronbach’s Alpha coefficient (0.90 for trust and 0.81 for knowledge sharing).The data achieved through descriptive and deductive statistics (Pearson and Friedman Test) were analyzed.Findings and The research findings indicate that Police Training Division and its affiliated centers has attracted the attention of the staff in decision-makings and knowledge sharing, and has been successful in reaching its organizational objectives; however, some more efforts are required to be made. Trust level in the 7 ranges has a desirable status. The Division has paid attention to various dimensions of trust.Hence, the management in the organization should make staff feel that the organization pays attention to their needs and supports them.

Whereas universities and higher education institutes are among the most important systems of science production and research centers an assessment system should be designed to review its subordinates using certain criteria and principles. For this reason, the present research aims at measuring and evaluating the research efficiency of faculties of the Police University in 2008 and determining the efficient and inefficient faculties and ranking them. This is implemented through using data covered analysis technique. The research data is gathered through self-made tables and the existing data banks, and standards of the Research and Technology Science at the university. CCR Improvement Model having output nature is selected for evaluating the efficiency of faculties with respect to the nature of the issue and the number of faculties and to prevent some indicators from becoming zero weight control is utilized. Anderson and Peterson model is used for ranking the faculties and Linko and Excel software are used for solving the model and organizing the data. The results of the research indicate that faculties of “Sciences, Techniques and Intelligence”,”Traffic Police”, and “Administrative and Logistics Police” are efficient, while “Border Police” and “Dafous “faculties are inefficient. “Traffic Police”, “Administrative and Logistics”, ”Intelligence”,”Border Police, ” Dafous” rank first to fifth, respectively.

The present research compares the trust level of Tehrani and Beijing citizens to police. Meanwhile, the level of trust of people to police in the country level and indexes of evaluating the level of people’s trust to police is reviewed. In the theoretical discussion the impacts of some contradictory variables such as gender, age, education, income and occupation, as well as the political impact of satisfaction from public security and satisfaction from life quality are compared in Iran and China through using contradiction theory as a theoretical guideline. The results indicate that contradictory variables are not so clear about the way people think of police. Chinese youth, poor Tehranis and those who do not enjoy high political power do not trust people very much. People’s satisfaction from security establishment and quality of their life has a positive relationship with people’s trust to police.

Nowadays, in case offenses in organizations are not followed up organizations will face performance related problems, and materialization of their objectives will be delayed. Police forces are not an exception to the law. Like other organizations, some administrative offenses are seen.The present article is aiming at investigating and reviewing the rate of these offenses, and the factors contributing to them. Using a quantitative approach, the present review utilizes survey technique and a self-made questionnaire to review disciplinary offenses popular among police forces staff. In order to reach this goal 380 respondents including senior officers, junior officers, non-commissioned officers and clerks of police forces in Western Azaebaijan, Hormozgan, Khorasan Razavi,Yazd, and Rasht have been examined through using cluster sampling method.Findings and Based on the achieved results the most important offenses among police forces are not starting work on time, unjustifiable absence, negligence in performing responsibilities, not observing laws and regulations, not observing military dignity, not feeling responsible and being indifferent while doing their job, respectively. There is also a significant relationship between variables of socioeconomic base, job security, job satisfaction, organizational commitment, relative deprivation, piety, and organizational management and the rate of disciplinary offenses among police forces.

With respect to the growing momentum of knowledge generation and development, and enhancement of environmental uncertainty, knowledge management and its application has become so important in the current age. On one hand due to the high cost of deployment of knowledge management system, success in its deployment is one of the major concerns of organizations managers, and the researchers’ active in this field. The present article aims at identifying the critical factors contributing to success of knowledge management, and evaluating its indicators in public organizations. The present article is the result of an applied research which is considered as a descriptive survey in terms of methodology. N=96 including all the knowledge-related staff of one of the organizations of the public sector which are examined through head count. The required information is gathered through using a questionnaire, whose contents reliability is evaluated through Delphi and its validity is achieved through Chronbach’s Alpha coefficient(0.96).Regression analysis is used for testing the hypotheses. The results indicate that there are 5 factors which are the key factors of the success of knowledge management: organizational culture, managers’ roles and attitudes, organizational structure, human resources and technology. The 5 above-mentioned factors have significant impact on the success of knowledge management, in the under survey organization.

Today benefiting from skilled, motivated and capable human force is the major source and tool for realization of the objectives of the organizations either in public or private sector. During the last years efforts have been made in the public sector to improve administrative-financial laws and update the legal tool with regard to the needs of the current age and the legal responsibilities of the organizations. Therefore, the result and output of them leads to creation and or improvement of motivation and job satisfaction in the staff performance and improvement of efficiency and effectiveness in public organizations. The “Country Services Management Act”approved in 2007by the legislative assembly was notified to the concerned organizations by the office of “President’s Deputy for Development of Management and Human Resources”and its implementation started on 10 January 2010.The present research aims at reviewing the impact of implementation of the Act on job satisfaction of staff in the Ministry of Finance as one of the most important organizations in the public sector. the research data and information achieved from a sample of 295 managers, experts and staff of the organization who were selected randomly. The data gathered and correlation test and regression analysis were used to test the hypotheses through using SPSS. Having analyzed the findings of the research, it came out that there is positive relationship between implementation of the Act and job satisfaction with correlation coefficient(0.441), and the research independent variable(Act implementation)with expression coefficient(0.195)affects the manner and level of staff job satisfaction. One of the research findings is observing the impacts of the constituents of feeling secure in terms of the received salary and meeting major and basic needs through paying salary on staff job satisfaction. In general, with respect to the findings of the research, some recommendations are offered to develop better laws and regulations related to salary and benefits, and manner of implementation of the Act, as well. Meeting basic needs of the staff while stressing on observing justice in payments, establishing proportion between characteristics of staff and their salary, more compliance between jobs characteristics and the relevant salary and benefits, and meeting the staff expectations can have positive impact on the staff job satisfaction.