نشریه بصیرت و تربیت اسلامی
پیاپی 13 (بهار 1388)

The present research entitled as “Factors Contributing to Demonstrating Prohibited Behavior by NAJA Personnel” has been conducted in line with job description of “supervision and Inspection Department” and through getting scientific instructions from “NAJA Aghidati Siyasi Research Center”. The main point in the present research is the attempt to find the answer to the question:”What are the factors that lead NAJA personnel to demonstrate prohibited behavior?”and what are NAJA moral threats?”In general, due to the various social and disciplinary missions of police forces including establishment of order and security; and providing public welfare, police should inevitably recruit talented, loyal forces resistant toward internal and external moral threats. The point is that this objective is not materialized, unless the nature of these moral threats are identified. Therefore, it is pretty important to pay attention to the following: Firstly, personnel moral threats are significantly linked with administrative damages; and can be observed in majority of developing countries. Secondly, personnel moral threats are not only linked with the issue of administrative damages, but also are extremely harmful. Thirdly, despite many people’s supposition, there are various effective ways to control or reduce this type of crime. Therefore, it is through these three facts-comprehensiveness, harmfulness and controllability of personnel moral threats-that utilizing the required arrangements to reduce the domain of corruption and its resulted damages become more essential than ever. Examining the resources and investigating the literature associated with damages, especially organizational ones and determining the statistical community and sample community in five provinces and filling in the questionnaire, the data was analyzed based on factor and route analysis and indicated the following: 1- There is relationship between personnel organizational commitment and bias and committing prohibited crimes. The findings of the research indi- 8 22 cates the 99% significance level(r=0.6). 2- There is relationship between moral threats resulted from inside organization factors and personnel organizational commitment. 3- There is significant relationship between Aghidati Siyasi trainings and outside organization; and this relationship is over 95% significance. 4- There is relationship between relative deprivation of NAJA personnel and inside organization moral threats; and this relationship is of over 95% significance. 5- There is relationship between inside and outside organization threats and this relationship is of over 95% significance. All together, the findings of three dimensional factor analysis, verify the octave indicators of the research. In fact, the factor analysis table indicates the share of each effective factor. In the first factor, inside and outside organization factors have the most contribution to moral threats; however, the role in having tendency toward prohibited actions. In the second factor which should be called as deterrent, the first five factors have deterrent role; while inside and outside organization factors play a positive role in having tendency toward demonstrating prohibited behavior.

In terms of organizational view, creativity means presenting modern thought and plan to improve the quality or quantity of organization and innovation. Enhancing creativity in organizations can lead to improvement of the quality of services, reduction of costs, prevention of wasting resources, reduction of bureaucracy, enhancement of competition, etc. Innovation can be also considered as objective of creativity and as implemented and materialized form of creativity. Words “creativity” and “innovation” have two distinct concepts; however their concepts are interrelated. This issue of creativity and management is basically related to the effect of creativity in the three managerial arenas: creative management, creative personnel, creative organization. With respect to the importance and necessity constant application of creativity and innovation in organizations and recommendations of the Supreme Leader regarding keeping alive the spirit of creativity and innovation, the present article has been prepared. While examining the role of managers in developing creativity, the present article has pointed to the characteristics of creative managers; and some issues concerning creative personnel and organizations. In the meantime, some innovation and creativity techniques have been mentioned here; and finally while considering the concept behind innovation, some recommendations have been introduced to develop creativity and innovation in organizations.

The present article aims at finding ways to reinforce innovation and creativity on the part of personnel, experts and managers of cultural organizations to achieve organizational excellence and elevation. Human resources which are the most principal source of development in organizations should reach the belief that, basically, survival of organizations depend on the public creativity and innovation and all the forces inside organizations should work to establish innovation and creativity in organizations. In order to establish and perpetuate innovation and flourishing in organizations; personnel, experts and managers should be encouraged to get used to thinking; because creativity Is the outcome of thinking. According to the Islamic teachings, one hour thinking is more useful and valuable than 70 hours of physical praying without thinking. When thinking and reflection becomes one of the daily routines and objectives of organizations along with the organizations’ missions; all the personnel of an organization will be aiming at improving the organization. This thinking becomes an organizational culture and penetrates into various layers of organization, and affects the implementation of organizations’ strategy constantly. Successful organizations are those organizations whose managers, experts and personnel look for innovation and creativity based on the strategy of the organization in a dynamic competition; in addition thinking will be observed in organizational innovation. The result of collective thinking leads to synergy in organization, and it ultimately leads to a collective idea and leads organizations to make efforts in line with the objectives of an organization with new thought and flourishing. At first, the present article mentions the most important factors effective in cultural organizations, such as human being, structure, culture and environment; afterward it deals with formation of innovative groups, five steps of creativity and strategies for reinforcing them; and finally presents some approaches and recommendations to establish creativity and innovation.

The present research aims at surveying religious commandments resources to express religious commandment's views concerning drugs. In the first part of the article, some verses, which are in a way related to drugs, have been looked into. Chief among them are verses concentrating on banning murder and extravagance. However, in the second part of the article, some narrations regarding having foods and drinks, and advising people not to damage their own bodies and other people have been posed, one of which says: " Dont eat and/or drink anything which is harmful to you or anything which damages your health". In another part of the article, the rational reasons introduced by high ranking clergymen concerning the rational honor of damaging body and the necessity of evacuating any probable hazard which might probably damage people have been looked into. In the forth part of the article, with regard to the vastness of Islamic commands and multiplicity of Islamic commands’ books and publications, attempts have been made to refer to some religious comments made by supreme clergymen in Persian and Arabic texts, and to look into the aforesaid commands.

Armed forces of every country is the major element of military power and an important feature in providing order, security and national interests; therefore armed forces, due to the sensitivity of their innate characteristics are faced with damages and threats which require to be examined. In case these damages are not identified and remedied in due time, they will gradually affect the whole complex, and will make problems for the country in benefitting from national power feature i.e. military and disciplinary power. Every feature for creating military capability in the armed forces including human force,spirit,loyalty,obedience,discipline,training,communication, equipment,efficient commandership, the power to maintain and produce intelligence, structure, etc. have some strong and weak points; therefore, every armed force’s basic missions requires its damages to be examined so that through applying some arrangements it can prevent the probable hazards and threats. The present article aims at examining the political damages which might threaten police force through a pathological approach. The article examines the political damages and threats while concentrating on two elements: personnel and community.

The universe wherein we live is called global village, because due to the marvelous speed of technology advancement, information is transferred to the remote points of the world faster the way a piece of news is broadcasted to the inhabitants of a small village. In this way, culture which is the most important and efficient issue for human beings becomes subject to transformations and finally becomes the target of the cultural enemies of our national culture. Developed countries which are aware of the weakness of the third world countries in maintaining their cultural infrastructures, have adopted a new method for colonizing the third world countries in line with depredation of their economic resources and achieving political superiority through one way export of their culture which is called cultural NATO. One of the advantages of cultural NATO compared with the previous methods of colonization is the manner of dominating less developed countries without applying invading military forces and the influence of effectiveness over the target country is applied by the citizens of the target country. Majority of the Islamic countries have been the target of cultural NATO in an organized way; and our country is not an exception to the rule. Therefore, based on the issues referred to in this article, our country is one of the major targets of cultural NATO. As far as one of the important targets of cultural NATO is the military forces of the host country, the present article intends to examine Iranian police force due to its tangible relationship with citizens. Various cultural strategies such as expanding and deepening training activities and flourishing research centers and institutionalizing morality have been introduced in line with the country’s master cultural strategies which can be utilized by citizens to prevent Cultural NATO. In order to combat the above mentioned movement, the article introduces various effective variables in accompany with some recommendations offered by the author to be hopefully used. It is worth mentioning that the approach used in the research is analytical approach.

Assessment is among the effective tools and means in human resources management. It is through proper application of this tool that not only theorganization’s objectives and missions are materialized in efficient and desirable way; it also provides the real interests of personnel and community. Efficient assessment system and applying its results can lead to the organization’s growth and elevation. Performance assessment is a process through which personnel performance is officially assessed. Recognizing efficient personnel, awarding them bonus, and as a result creating motivation on their part to improve their performance and other staff performance are among the major philosophies behind performance assessment. The criteria in mind for assessment should be fully comprehensive and should enjoy the required mental capability. The best assessment method is the one which motivates the personnel to work more efficiently, facilitates the decisions associated with promotion, dismissal, suspension, payment and transfer, is economic and perfect; and its personnel are capable of applying it. Diagnosing and identifying personnel training requirement, creating a logical reward and punishment system, creating a proper method for personnel transfer, promotion and appointment, preparing payment systems based on efficiency, reinforcing the communicative system between managers and personnel in organization, designing jobs properly, and establishing societal justice are among the most important objectives of performance assessment.