فرآیندکاوی نخبه ستیزی در بخش عمومی (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف این پژوهش، فرآیندکاوی نخبه ستیزی در بخش عمومی است. این پژوهش با درک نقش و اهمیت استفاده از توانایی ها و استعدادهای نخبگان به مفهوم پردازی و ارائه الگو در این زمینه پرداخته است. به این منظور ضمن انجام مصاحبه باز با 17 نفر از خبرگان آشنا به موضوع تحقیق، مجموعه ای از مضامین اولیه (302 مضمون) طی فرآیند کدگذاری باز گردآوری شدند و از دل آن ها مقوله هایی (16 مقوله) استخراج گردید. اجزای پارادایم کدگذاری محوری ذیل عناوین شرایط علّی (مولفه های فردی: ماکیاولیسم، مولفه های گروهی: رقابت ناسالم، مولفه های سازمانی: احتمال جابجایی قدرت در سازمان، راهبردها: عدم ورود نخبگان، شرایط زمینه ای شامل: ویژگی های شخصی: نارسیسیم، ویژگی های رفتاری: رقابت ناسالم، شرایط مداخله گر: ساختار سازمانی نامناسب، مقوله محوری: گرایش به نخبه ستیزی و پیامدهای نخبه ستیزی در بخش عمومی: عدم پذیرش نیروهای نخبه) تعیین شدند. یافته های پژوهش نشان داد که عدم استفاده از نخبگان در فرآیندهای تصمیم گیری نقاط قوت بخش عمومی را به ضعف و فرصت ها را به تهدید بدل خواهد کرد.Process Mining of Anti-meritocracy in the Public Sector: A Grounded Theory Approach
Introduction This study aimed to use process mining to address the issue of anti-meritocracy in the public sector and develop a conceptual model that highlights the importance of utilizing the skills and talents of the elite. The study began by conducting interviews with 17 experts in the field, which led to the identification of 302 initial themes through open coding. From these themes, 16 categories were extracted and grouped into causal conditions (including individual components like Machiavellianism, group components like unhealthy competition, and organizational components such as the possibility of power shifts within the organization), strategies (such as excluding the elite from the public sphere), background conditions (including personal attributes like narcissism and behavioral traits like unhealthy competition), and intervening conditions (such as inappropriate organizational structures). The central category identified was the tendency towards anti-meritocracy, with consequences including the non-acceptance of elite forces. The research findings highlight the importance of utilizing the expertise of the elite in decision-making processes, as failure to do so can hinder the public sector’s strengths and turn opportunities into threats. Statement of the problem The increasing importance of human resource initiatives and the recognition of the value of elite individuals have led many organizations to seek effective solutions by employing their talents. This trend has been particularly evident in elite development organizations within the government sector. The significance of employee talent and the pursuit of enhancing their knowledge and skills have become a global issue, with organizations striving to promote a culture of organizational talent management within their communities (Guth et al., 2012). Managing elite human resources effectively is crucial for improving organizational performance, as recognizing and leveraging their latent talents is a prerequisite for growth and prosperity. This is especially important for managers and leaders of government organizations, which are subject to greater scientific scrutiny due to their dynamic nature. As the public sector becomes more complex, capable leaders are increasingly in demand (Sejeli & Abu Mansor, 2015). In this line, the present study aimed to address the primary question of what the process of anti-meritocracy in the public sector entails. Sub-questions explored various aspects of anti-meritocracy, including its main categories, causal conditions, background conditions, intervening conditions, strategies of action and interaction, and consequences. The primary purpose of this research was to conduct a process mining analysis of anti-meritocracy in the public sector. Specific objectives included identifying the main categories of anti-meritocracy in the public sector, investigating its causal, background, and intervening conditions, examining strategies of action and interaction, and comprehending its consequences. Method The study used grounded theory as the research strategy. This systematic and qualitative approach is used to create a comprehensive theory that explains a wide-scale process, action, or interaction concerning a given topic. Therefore, grounded theory was deemed a suitable approach to investigate the process of anti-meritocracy in the public sector. Suggestions Public sector human resources departments should develop and implement elite recruitment strategies based on internal and external environmental factors. Research results should be communicated to organizational leaders to keep them informed of the status of elite recruitment and enable them to maintain and improve their strengths, reduce weaknesses, take advantage of opportunities, and minimize losses caused by threats. The dimensions and components of the evaluation of the public sector environment to attract the elite should be communicated to organizations to monitor their situation at specific times. Comprehensive programs should be formulated to create active and dynamic environments for human resources, providing the ground for the development of creativity and innovation for the elite in order to retain them. Intellectual property laws should be adopted and regulations should be approved to increase the motivation of elite individuals and prevent them from leaving the public sector. Protecting the rights of intellectual property is considered one of the inalienable rights of the elite and effective laws that can help motivate them. Using the meritocracy and succession can help to utilize the abilities and talents of the elite, avoid politicization, and prevent them from leaving the public sector. This can also increase their motivation to serve in the public sector. The experts suggested several ways to combat anti-meritocracy in the public sector. One approach is to create more opportunities for talented individuals and ensure that rules and regulations are properly implemented. Additionally, establishing a performance evaluation system with executive guarantees can help promote a merit-based culture. It is also important to rely on individuals who are part of the elite group, believe in the value of meritocracy, and are willing to trust the elite to address the country’s challenges. To further promote meritocracy, it is crucial to train individuals committed to eliminating anti-meritocracy. This can involve avoiding appointing individuals who are jealous, as the elite typically have high occupational expectations.
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