Political instabilities, technology advancements, changing customer tastes, globalization, and cultural changes are among the factors constantly forcing telecommunication organizations to change. Thus, change is certain in telecommunication organizations nowadays. Managers in this departments realize the significance of change management in the change process. This is shown and published in numerous studies. However, there seems to be lack of managerial structures that help telecommunication companies implement effective change management practices. This paper presents a managerial framework for the implementation of change management in telecommunication departments. The framework is constructed using empirical findings from one case study of East Azerbaijan telecommunication companies. It consists of four main dimensions, namely change planning, change management, change reinforcement, and change feedback collection. The value of this framework is that it represents an initial attempt to explore factors of successful change management in telecommunication departments. The paper concludes with research and practice applications of the managerial framework.
For apply government Tissues need for a budget schedules. To make use money and financial policy and use of rate sociality resource. This research for evaluation the resource of budget in an inflation among (2001- 2004) years in Islamic republic of Iran use. Identify of weakness and sing difficulty’s, use, budget control, change the wages to estimate the cost and wages, wages use of resource from change the rational of inflation rate. Financial resource create budge income three section increasing wages, decreasing cost during period (2001- 2004) years from spent expert oil material and non-oil material inspection increasing wages very infection for inflation rate. Give external’s money for reason a few and internal money for reason non Deposit of Bank system, customs wages and pay toll’s for reason facilitate in expert and present expert communication’s few infect in inflation rate. This research include eight Divert Hypothesis in from three major Hypothesis. For agreement or Disagreement research Hypothesis for description effect themes make request research and use Likert scale deduction for consider productivity. Review and created information in way library and information to complete and loyal results use and reason of make math the inflation rate Discussing. Infernality introduction of research in internal and external Iran determine to deduction.
The aim of this study is to define and design organizational learning model among the country’s National Petrochemical Company employees. According to the design and explanation of organizational learning model in the Petrochemical Company, we first study the subject by using library studies, theoretical foundations and variable components. Then we designed a new questionnaire through interviews, to examine the views of the population on the basis of the local culture. Then, the questionnaire distributed among the population with using the software SPSS by exploratory factors analysis to identify factors and sub-factors is confirmed by confirmatory factor analysis and structural factors. Finally, management experts assessed the model from different dimensions. Statistical Society of managers and staff of petrochemical, informants and elites of organizational learning of petrochemical such as university professors, researchers and those who have information from process of petrochemical organization will be selected. We will use Random sampling methods to test the quantitative and qualitative targeted selection for testing qualitative part to complete theories. The mixed method will be used in this research. For analysis of data resulted from interviews, the theory-based method will be used. This theory-based method is not theory but it is used for discover sleeping data in theory. So, the theories appear slowly in a gradual process of abstraction of the data and after obtaining qualitative information from the raw data, we will analysis them by quantitative methods and suitable test.
Moral intelligence is one of the most important factors that can increase effectiveness and efficiency, the two important factors that every organization wants to survive in a chaotic market and should concentrate more on them. In general, when researchers want to promote moral intelligence they study its effects on other related issues like educational effectiveness. This paper investigates moral intelligence and effectiveness in education.
The desired pattern in this research in relation to information technology, enterprise in the 5th dimension. For this purpose a questionnaire, with 16 questions and the other questionnaire with 10 questions, the validity and reliability of measurement after the available statistical samples from among the staff of education district 3 city of Tabriz to the number 80 of the 100 people were selected. After gathering information, the resulting tabloid information and classified for the analysis of data collected from the Kolmogorov Smirnov test and the Pearson r, regression has been used. The results of the tests of the hypothesis are indicative of the influence of information technology on organizational communication, Office of education district 3 city of Tabriz. And finally the amount of Corporate Communications Department of education district 3 city of Tabriz with the use of single sample T were measured and determined the status of the Corporate Communications Department of education district 3 city of Tabriz more than average fitted bottom.
The general purpose this study aims to reach is to investigate the relationship between clerk’s job promotion and improvement in performance process in branches of Melli Bank in Bonab. In order to do so, studies, papers and books published in the field were examined to find proper framework for the study. Thus, the model used by Nekooyi Moghadam et.al. (2014) was taken for job promotion and the model used by Moghimi was utilized for improvement of performance. Moghimi’s model had six dimensions of credibility, attitude, work quality, innovation, cooperation and security. In this regard, one main and six secondary hypotheses were compiled. Statistical population of the study included all 67 clerks in branches of Melli Bank in Bonab. The data for the study were collected through two questionnaires of job promotion and performance. The reliability and validity of the questionnaires were approved by experts and then they were distributed among subjects. In order to analyze the data collected from questionnaires, descriptive and inferential statistics were utilized. In order to classify, summarize and interpret the data, descriptive statistics were used. Spearman and Regression tests were used to test research hypotheses. Results from these tests have approved all research hypotheses and demonstrated that there is a significant relationship between job promotion and improvement of performance in branches of Melli Bank in Bonab.