نشریه توسعه سازمانی پلیس
سال دهم شماره 3 (پیاپی 46، پاییز 1392)

In new age، organization change and change management are among vital and paramount issues. Changes are inseparable parts of competition and business. Organizations today more than past are confronted with more complicate and different changes that entail much uncertainty and have tremendous effects on different levels of organization. Organizations managers have anticipated and formulated different measures to confront these changes to survive and have used these opportunities best and have improved their performance. This paper is intended to introduce different approaches to change management and organization change. Therefore libraries sources، international and accredited internet sites available to researches، books and new articles published about organization change have carefully been searched and different frameworks، models and approaches were extracted. Then after they have been introduced and reviewed، benefits and shortcoming of each were expressed. Next the necessary criteria for successful transformation offered. And then the competencies required for change management are introduced. Finally the approach of guided change as a new and different approach to change management and the resultant organization change capacity introduced.

Power and authority of Leaders help them to lead and guide their followers. Organizations transformational leadership using political intelligence resulted in efficacy and accomplishment of organization targets. Transformational leaders with much intelligence have preserved organization in today much turbulent environment. political intelligence is the intelligence by which leaders can influence appropriate changes in organization. Political intelligence is one of social tools that transformational leaders should understand it properly and use it in organization changes more efficiently. In this article political intelligence and transformational leadership explained and political intelligence dimensions in organization are recognized. Library methodology is used to collect data. Then a method of heuristic Model based on political intelligence is introduced. Organizations transformational leadership in addition to transformational principle factors such as idealized influence، inspirational motivation، intellectual stimulation and individualized consideration should focus on reinforcement of another new dimension called political intelligence and by recognition of its dimensions should pay the way for guidance of organization in today competition complicate world.

Police station tasked for security and order should deploy in areas that could reach in shortest time to accident scenes. Therefore correct and appropriate location of these stations is the most important measure that influences the services provided for people and the creation of security. Appropriate location for construction of police stations not only increases the security but also decreases the cost of construction and service providing. What has been investigated in this research is to design a mathematical model to find appropriate locations for construction of police stations. The purpose of this research is to quantify the total costs and to maximize the coverage and services to public. Finally this model as a sample with simulated data was investigated. The research results indicated that police station construction location design has increased efficacy and maximized services providing to people of this area and somehow decreased the cost of location. Furthermore in these areas the distances between police stations and public places which need security have decreased.

Weisburd and Eck research on four policing approaches in 2004 (Standard policing، community policing، problem oriented policing and hot spot policing) indicated that there are most reliable evidences in hot spot policing for police effectiveness in reduction of crime and disorders. However few articles have been written on hot spot policing. Therefore in this article for introduction of hot spot policing، integrated materials for explanation of this approach are offered. The Procedures of this approach which is a combination of community policing and traditional policing is introduced. The procedures requirements such as crime mapping، crime analyzing computer software and the basics of location analysis unit are explained. Finally the harsh criticism of this approach، displacement of crime، is studied. The advocates of this approach (oppose to critics) believed that the experimental evidence and the research indicated that the increase of police resources in hot spot have decreased the criminal acts without increasing crime in neighboring locations.

Today many organizations have demonstrated much eagerness to use and apply administrative automation systems. Iran police is not exceptional. The first idea of using administrative automation systems was purposed in 82 and in 85 produced and at the beginning of 90s expanded in all Iran police sectors. Despite six years from its first inception، Iran police has not totally accomplished its objectives. Therefore the purpose of this research is to study the challenges of using administrative automation systems in Iran police. This is a metric descriptive research and researcher made questionnaire is used. The statistical population of this research consisted of 73 people of Iran police PPB managers and personnel. Totally 64 questionnaires were completed. Sample single T test and standard deviation average are used to describe the data and factor analysis method is used to understand the model structure and freedman testing is used to recognize the importance of factors. The results of this research indicated that the challenges of using administrative automation systems can be modeled in procedural challenges (methods and process)، human resources (personnel individual behavior and motivation) and structural challenges patterns (regulation and equipment). Based on freedman testing the main challenge is human resource that should be resolved using motivation theories in management.

The purpose of this article is to examine how Compstat and community policing، two of the most highly-touted police reforms to have emerged in the US over the last 25 years، might be integrated to help enhance police organizational legitimacy. The article provides a conceptual framework to illuminate the different ways that each of these reforms، at least in theory، tries to promote legitimacy. In doing so، it proposes that Compstat’s focus on outcomes might be more tightly linked to community policing’s emphasis on the processes through which police interact with community members. The article suggests three possible ways for police organizations to develop public trust and support: systematic reporting of community problems at Compstat meetings; involving the community in problem-solving efforts; and using Compstat maps and statistics to help mitigate perceptions of unfairness. The article highlights the value of alternative conceptualizations for co-implementing Compstat and community policing and the need for testing these ideas. Identifying some different ways that Compstat and community policing may help foster favorable social judgments of police organizations could lead law enforcement agencies to reconsider how these reforms are currently co-implemented in their departments. A more integrated Compstat and community policing model could potentially contribute to fairer and more responsive policing practices. The paper is valuable to scholars، practitioners، and policymakers because it lays out a framework for understanding the legitimacy-conferring benefits of these reforms and provides some practical suggestions for how they might be more closely linked.