احمد اکبری

Climate change is one of the most important issues affecting different economic sectors. Although this phenomenon has had a larger effect on the agricultural sector due to the heavy dependence of agriculture on weather conditions as compared to the other economic sectors, other economic sectors such as the industry, mining and service sectors are also influenced by weather changes due to their intra-sector dependence on the agricultural sector. Accordingly, the effect of climate change on the economic growth of Iran was examined in this research using the DynamicComputable General Equilibrium (DCGE) model. Our investigation revealed that the decrease in the precipitation in the twenty-year horizon (2011 to 2030) will reduce consumption in all sectors. Moreover, while production in the agriculture and mining sectors declines, it escalates with a descending trend in the industry and service sectors. Based on our findings, as a result of the decreased investment in the other sectors, investment in the agriculture, industry, and mining sectors decreases, whereas it rises in the service sector. Given the research results and the challenge of climate change facing this country, the Iranian government must devise a master practical plan to adapt to and confront this phenomenon and reduce its adverse effects.

The aim of this study is to present a comprehensive human resources model based on ISO34000 standard at Khorasan Razavi Electricity Distribution Company. This study is mixed, sequential exploratory, and applied. The qualitative population was the experienced and scientific experts. The quantitative population was 153 managers, deputies and experts responsible for the electricity company selected with convenient random sampling method and a researcher made tool on human resources and based on ISO34000 standard in 2018-2019. In the qualitative section, open coding was used to analyze the texts to develop human resources indices based on ISO34000 standard. The results show four main components have a positive and direct impact on human resources.

Nowadays, organizational agility is a subject that its study has a significant impact on the growth and improvement of organizations. Present research in terms of purpose is applied and in terms of methodology is descriptive-exploratory. According to the theoretical hypotheses explained in the research, organizational, strategic, human, and technological factors were identified in this research as the factors explaining the organizational agility development model. The results obtained from the statistical analysis at the descriptive level demonstrated that average of organizational agility, human, organizational and strategic factors are greater than the average level and average of technological factors is at the average level. At the inferential level, which used confirmatory factor analysis, the results indicated that organizational, human, strategic, and technological factors are influential on the organizational agility development.

Purpose: The purpose of this study was to identify early growth indices of general managers in order to present the growth pattern of general managers of Iranian provinces in the academic year of 2017-2018. Methodology: To this end, the qualitative research approach and data arising theory (systematic design) have been the criterion for action in this study. The statistical population consisted of all heads of education provinces of Iran. Purposive sampling continued until the researcher saturated theoretically using a semi-structured interview with 14 sample members. Findings: The results showed 16 main categories that were modeled as a paradigm model including: causal conditions (organizational factors; extra-organizational factors; individual traits), focal categories (leadership and management traits; individual traits), growth strategies (extras organizational factors, organizational factors; Individual factors), contextual factors (social factors, economic issues, cultural issues), intervening factors (organizational factors; individual factors) and outcomes (community; organizational factors; individual factors), using the results of theoretical and background studies Research and analysis of the content of interviews conducted, early indicators of modality development The whole thigh has been identified and included in three stages of open coding, axial coding, and selective coding of general manager maturity model in five main categories of causal conditions, pivotal phenomenon (general manager maturity model), general manager maturity strategies, intermediary conditions, and managerial maturity outcomes. Conclusion: The professional development of principals leads to the implications that at the community level in the form of education and training of students, the formation of interaction with education and personal growth, growth, performance, communication, thinking and management and decision making, decision making. Finds and manages.

This research was an applied research using mixed method design. In the qualitative approach, Delphi method is used by referring to 20 academic and educational experts selected by purposeful method. In this study, 381 participants were selected by stratified sampling method with appropriate allocation. Face validity is used for validation. Cronbach alpha reliability coefficient was higher than 0.8, indicating high reliability of the research instrument. The results identified 4 dimensions including; individual, communicative, organizational, professional, and 32 components for competency model of Mashhad 7 districts educational managers. Also, the communicative dimension and conceptual skill were determined as the most important ones. It was also revealed that the confirmed succession planning model of educational managers of 7 districts of Mashhad Ministry of Education involved three dimensions of volunteer evaluation, volunteer training and assessment of effectiveness with 6 components. Volunteer training dimension and individual performance evaluation and process components are of utmost importance. In competency model of Mashhad 7 districts educational managers based on a succession planning approach, competency plays an important role of 58% in succession planning.