Showing 53 results for Organization
Mohammad Reza Zabihi, Seyed Saeed Tabatabaee, Mohammad Reza Ghamari , Mohammad Hanif Asadi,
Volume 9, Issue 1 (5-2015)
Abstract
Background and Aim: Due to the changing environment of hospitals and the necessity of providing services for patients in the shortest possible time and at an acceptable quality and cost, it seems to be necessary to utilize the maximum intellectual capacity of the organization to enhance agility in hospitals. The aim of this study is, in fact, to investigate the relationship between organizational intelligence (and its components according to the Albrecht model) and organizational agility in hospitals of Mashhad University of Medical Sciences.
Materials and Methods: This descriptive study was conducted in 2013 on 408 hospital employees seleced through stratified sampling method. To collect data on organizational intelligence, the Albrekht standardized questionnaire was used and to gather data on organizational agility, a questionnaire designed based on Goldman model was employed. For data analysis and hypothesis testing, the SPSS software version16, Pearson correlation, t-test, Anova, and regression techniques were applied.
Results: The results of the study showed that there was a significant relationship between agility in hospitals and organizational intelligence ( components : Appetite for change, heart, knowledge deployment, performance pressure, strategic vision, shared fate, and alignment and congruence). The determinants of agility were mainly strategic vision, performance pressure, and a lignment and congruence.
Conclusion: The results of the study showed that dynamic strategic planning in hospitals and developing educational programs of organizational intelligence aiming at employees' and managers' awareness could lead to an increase in the agility level of hospitals and provision of effective services for patients.
Javad Ahmadi, Jamshid Bahmei, Mohamad Ranjbar, Hamed Rahimi , Hamze Shahbazi ,
Volume 9, Issue 2 (7-2015)
Abstract
Background and Aim: To perform plans and achieve their goals,
organizations are in need of different factors. One of the most important of which
is the existence of an ideal organizational climate and participation. The main goal
of this study is to determine the relationship between organizational climate and
faculty members' participation in decision makings at Shahid Sadoughi University
of Medical Sciences (SSUMS) in Yazd.
Materials and Methods: This was a cross-sectional, descriptive and
analytical study induced in 2011-2012. The research population comprised all 292
SSUMS faculty members. 72 members were selected through random-category
sampling method. For data collection, two questionnaires included organizational
climate and participation were used. The reliability of two questionnaires were 0.86
and 0.85, respectively, using Cronbach's alpha coefficient. The validity of both
questionnaires were confirmed by expert panel. The data were analyzed using
SPSS software version 18. For descriptive results, and used Pearson test for
Analytical results.
Results: The average of total participation rate for faculty members was
computed to be 3.43. The total figure for organizational climate with a mean of
82.6 was obtained from the total average of micro-scale scores. A Pearson
correlation coefficient of 0.418 showed that there was a direct relationship between
organizational climate and faculty members' participation.
Conclusion: In spite of weakness of counselling system and team work system,
and approach diversity between the faculty members, they are enthusiastic to
cooperate to solve the university problems. Therefore we suggest more financial
and spiritual mechanisms for autonomy of the faculty members.
Mahmoud Nekoei-Moghadam, Sajad Delavari, Mohammad Hossein Ghorbani, Somaye Delavari, Mozhgan Fardid,
Volume 9, Issue 4 (11-2015)
Abstract
Background and Aim: Employee involvement and organizational adaptability are two key factors towards success in almost all organizations. Hospital managers must pay special attention to these two variables and always try to improve them. The present research, therefore, studies the relationship between employee involvement (empowerment, team orientation, and capability development) and organizational adaptability (creating change, customer focus, and organizational learning) in the educational hospitals of Kerman.
Materials and Methods: The population of this quantitative study includes all staff members of Kerman’s educational hospitals, estimated about 1370 individuals. A sample of 302 subjects was systematically selected based on Krejcie and Morgan’s table of sample size. The data collection tool was a questionnaire and the data were analyzed by Pearson correlation coefficient, ANOVA, and Schefe post hoc test.
Results: According to the findings, employee involvement and organizational adaptability -- and their related indices -- were at an acceptable level and were almost equal to those of international organizations. Moreover, there was a positive and significant relationship between these two main variables and their related indices.
Conclusion: The results of this study can help hospital managers to verify the present situation of organizational adaptability and organizational involvement and their relationship. These findings could help hospitals to predict change priorities and select better strategies.
Edris Kakemam, Afife Irani, Mobin Sokhanvar, Amin Akbari, Hossein Dargahi,
Volume 9, Issue 5 (2-2016)
Abstract
Background and Aim: Scientific and technological developments have promoted the status of organizational learning as a reasonable way to deal with the present changing circumstances. The development of organizational learning improves the performance of employees, and makes them feel satisfied. The aim of this study is to investigate the relationship between job satisfaction and organizational learning capabilities among the employees of Tehran hospitals.
Materials and Methods This descriptive, analytical study was conducted among 290 employees in 2014 in Tehran hospitals. For data collection, a three-part questionnaire (including demographic characteristics, Gomez`s Organizational Learning Capability Questionnaire and Minnesota Job Satisfaction Questionnaire) was given to 290 employees. Data were analyzed using the SPSS-20 software with Spearman test.
Results: Mean scores of organizational learning capability and job satisfaction were (3.03± 0.61) and (2.8± 0.61), respectively. Among the dimensions of organizational learning capability, the highest score pertained to systematic perspective (3.29± 0.78); regarding job satisfaction, the highest score was related to organizational climate (3.23± 0.1). The results showed that there was a significant correlation between the dimensions of organizational learning capability and job satisfaction. Also, a significant correlation was observed between organizational learning capabilities and job satisfaction.
Conclusion: Organizational learning improves the performance of employees and is positively correlated with their satisfaction. Also, employee satisfaction is one of the factors affecting their performance. Therefore, managers can make employees satisfied and develop their organization through improving organizational learning.
Mehdi Zanganeh Baygi, Seyed Hesam Seyadin, Fatemeh Rajabi Fard Mazrae No, Abbas Kouhsari Khameneh ,
Volume 9, Issue 5 (2-2016)
Abstract
Background and Aim: In recent years, the family physician plan has been implemented as a main strategy of the health system in Iran. Therefore, the necessity to reform organizational structure based on new goals and strategies is felt more than before. The aim of this study is to review and summarize all cases about Iran’s organizational structure and its challenges in primary healthcare system.
Materials and Methods: This study is a systematic review. All relevant databases, bibliography of related papers, and laws were searched using appropriate search strategies and keywords. To evaluate the quality of selected papers, CASP tool was applied by two experts, and their choices were discussed to reach a final decision.
Results: Fourteen final cases were categorized in two groups: papers and upstream policies and laws. The results revealed the ineffectiveness of current organizational structure at different levels. The majority of the findings suggested proper reforms in the system. Centralization and delegation processes were the main dimensions studied.
Conclusion: Due to fundamental changes in goals and strategies, certain reforms in the organizational structure of health system in Iran are indispensable, especially at peripheral levels.
Key words: Primary Health Care System, Organizational Structure, Iran
Background and Aim: In recent years, the family physician plan has been implemented as a main strategy of the health system in Iran. Therefore, the necessity to reform organizational structure based on new goals and strategies is felt more than before. The aim of this study is to review and summarize all cases about Iran’s organizational structure and its challenges in primary healthcare system.
Materials and Methods: This study is a systematic review. All relevant databases, bibliography of related papers, and laws were searched using appropriate search strategies and keywords. To evaluate the quality of selected papers, CASP tool was applied by two experts, and their choices were discussed to reach a final decision.
Results: Fourteen final cases were categorized in two groups: papers and upstream policies and laws. The results revealed the ineffectiveness of current organizational structure at different levels. The majority of the findings suggested proper reforms in the system. Centralization and delegation processes were the main dimensions studied.
Conclusion: Due to fundamental changes in goals and strategies, certain reforms in the organizational structure of health system in Iran are indispensable, especially at peripheral levels.
Bahaman Khosravi, Moslem Sharifi, Ahmad Fayaz-Bakhsh, Mostafa Hosseini,
Volume 9, Issue 6 (3-2016)
Abstract
Background and Aim: Learning is essential in healthcare environments, where knowledge and skills are quickly outdated due to continuous advances in medical science. Organizational learning is a dynamic process that enables learning organizations to be campatible with change in good time. The aim of this study was to determine the status of organizational learning in an Iranian healthcare organization in Tehran, and to assess the extent to which this organization could be considered as a learning organization.
Materials and Methods: In this cross-sectional and descriptive study, 200 nurses were selected in an Iranian healthcare organization. Dimension Learning Organizational Questionnaire (DLOQ) was used to collect data to be analyzed using descriptive statistics methods by frequency, percentage, mean, and standard deviation.
Results: The mean overall score for organizational learning was 3.36±0.69. Among the various dimension of organizational learning, continuous learning had the highest average (3.44±0.39), and the empowerment had lowest amount (2.72±0.06).
Conclusion: The findings from this study provide useful information for these organization's managers regarding the areas where there is a need for improvement in OL and to make it a more LO.
Seyed Davood Nasrollapour Shirvani, Mohammad Esmaeil Motlagh, Mohammad Shariati, Pari Haji Seiyed Azizi, Azin Nahvijou,
Volume 9, Issue 6 (3-2016)
Abstract
Background and Aim: Today, customer perception assessment as a way to measure satisfaction and expectations has an important role in improving the quality of services and organizational excellence. This study aims to measure customers’ perception at the Health Deputy of Iran’s Ministry of Health and Medical Education (MOHME).
Materials and Methods: This cross-sectional study was performed in 2012-2013. The population comprised the health deputies of medical universities, among which 13 of the universities were randomly selected. As the main customers of MOHME health deputy, these universities’ managers and experts were asked questions like a census. The data collection device was the national award standard questionnaire consisting of 2 sections and 26 questions. The data were analyzed by SPSS 18 with 
level.
Results: Of the 267 managers and experts, 147 (56.1%) were male. Many of them (57.3%) had a bachelor's degree. Most of them (91.6%) were employed in technical units. The average perceived level of managers and experts regarding their reputation and image was 3.3±0.7, production and service 3.1±0.7, support while and after providing services 3.0±0.7, and loyalty and honesty 3.3±0.8 out of a maximum 5 points, respectively. There was no significant relationship between administrators and experts’ perception level on the one hand, and individual and organizational factors on the other (P>0.05).
Conclusion: The study showed that customers’ perception of indices related to the quality of relationships, services and measures was at a moderate level. Therefore, it is recommended that the department of health should design and implement an appropriate intervention program for organizational excellence.
Reza Safdari, Fatemeh Sadeghi , Maryam Mohammadiazar,
Volume 10, Issue 2 (5-2016)
Abstract
Background and Aim: Population aging in most of developed countries should be subjective to more attention, regarding health issues of aging group. Different organizations and institutions have launched several programs related to elderly center. This paper is aimed to compare performance of different programs of active organizations in the field of elderly care in Iran.
Materials and Methods: This overview of research, used library resources and online databases Proquest, Pub med, Science Direct, Ovid and Scientific Information databases using keywords that Aged care services, relevant organizations, and Iran.
Results: There are various classifications of geriatric services. However, these services can be divided into three groups including infrastructure, social services, and health care and preventive services according to concept, level and type of services.
Conclusion: In Iran, agencies and institutions relevant to elderly, take measures to support elderly people given their current tasks and allocated budget. But, these measures do not seem adequate, because solving aging problem, as a problem with evident influences which its impacts will be intensified in future, requires responsibility and cooperation of more agencies and public institutions.
Mohammadhiwa Abdekhoda, Maryam Ahmadi, Mahmodreza Gohari, Alireza Noruzi,
Volume 10, Issue 2 (5-2016)
Abstract
Background and Aim: Inclusive implementation of Electronic Medical Records (EMR) is more serious because of physicians’ perception. This study was carried out to identify the effects of organizational contextual factors on physicians’ perception regarding EMR’s adoption in 2013 (The merger of Tehran University and Iran).
Materials and Methods: This was a descriptive, analytical and cross- sectional study in which a sample of 270 physicians working in hospitals affiliated to Tehran University of Medical Sciences was selected. Physicians’ perception toward adoption of EMR has been assessed by Technology Acceptance Model or TAM questionnaire and organizational context variables. Collected data were analyzed by SPSS. The study model was tested by Structural Equation Modeling (SEM) and represented by AMOS.
Results: The findings showed that perceived usefulness (PU), perceived ease of use (PEOU), management support, physicians’ involvement, physicians’ autonomy, and physician- patient relationship have direct and significant effect on physicians’ attitudes toward EMR adoption. However, training has no significant effect on TAM variables. Moreover, the results showed authorizing proposed conceptual path model explained about 56 percent of the variance of EMR adoption.
Conclusion: The present study revealed that organizational context factors had significant effect on physicians’ attitude toward EMRs’ adoption. The study clearly identified six relevant factors that affected physicians’ perception regarding EMR adoption. These factors should be considered when comprehensive implementation is pursued.
Mahmood Nekoei Moghadam, Malikeh Beheshtifar,
Volume 10, Issue 2 (5-2016)
Abstract
Background and Aim: Employees’ silence is common in organizations, and is mostly neglected. Employees are indifferent towards their supervisors, work quality and organization. Organizational justice is a factor that can diminish employees' silence. The aim of this study was to determine the relationship between organizational justice and headquarters employees' silence in Kerman University of Medical Sciences (KMU).
Materials and Methods: This study was a descriptive-correlational and cross-sectional research. The population included all 400 employees at KMU headquarters, among whom 147 members were selected as the sample using Cochran’s formula. In this study, two questionnaires were used: organizational justice questionnaire with a reliability of 0.91 and employees’ silence questionnaire with a reliability of 0.92. For data analysis, Pearson and Spearman correlation, regression testing, by SPSS software were used.
Results: The findings showed that there was an inverse relationship between organizational, distributive, procedural, and interactional justice with employees' silence in Kerman University of Medical Sciences. The regression findings showed that the variable “distributive justice” had the strongest negative effect on employees' silence.
Conclusion: Encouraging employees to provide positive ideas, identify the existing problems, and reduce undesirable behavior like employees' silence can make employees operate more efficiently. Organizational justice is based on fair treatment, and it determines the employees’ reaction to organizational decisions. Therefore, it can partly remove problems and lead to the decline of employees' silence.
Sepideh Masoud Sinaki , Mir Ali Seyed Naghavi,
Volume 10, Issue 6 (3-2017)
Abstract
Background and Aim: Diagnosis is an implement of organizational development. The main objective of this study was to diagnosis the TUMS by using Six Box Model of the Weisbord to identify in which areas of this model Purposes, Structure, Leadership, Rewards, Relationships, Helpful Mechanisms and Attitude toward Change is more vulnerable.
Materials and Methods: The research was descriptive and the statistical population included five hospital staff subset of TUMS. Out of 280 questionnaires we received 220 completed ones. For data gathering we used standard questionnaire of the Weisbord which was estimated as both reliable and valid. By the use of Cronbach alpha coefficient, reliability coefficients was obtained equal to 0.85. Also, questionnaire was confirmed by 5 faculty members in terms of nominal and content validity. The data were analyzed by SPSS software.
Results: All the variables except rewarding and Attitude toward Change had significant changes p<0/05 thus the H0 for Purposes, Structure, Leadership, Relationships and Helpful Mechanisms were rejected. These variables stay in acceptable condition. However there was a significant difference between Relationships and rewarding; considering their T-Value it could be concluded that Relationships situation was desirable (T=3/62) but rewarding situation was undesirable (T=5/70).
Conclusion: The findings conclude that TUMS, currently the most appropriate situation was in communication and the most inappropriate situation was rewarding. Also other aspects are between these two conditions. Also, rewarding area needs planning to increase employee satisfaction.
Kumars Pourrostami, Marita Mohammadshahi , Lida Shams, Mohammad Ali Karimi Aghdam , Taha Nasiri, Parvaneh Heidari Orojlo ,
Volume 11, Issue 1 (5-2017)
Abstract
Background and Aim: The issue of organization fit is an important factor for attracting expert individuals within the organization and get their loyalty and commitment. Therefore, this study aimed to investigate and determine the relationship between person–organization fit with organizational commitment of managers of Alborz University of Medical Sciences.
Materials and Methods: This cross-sectional study was done on all managers who employed in Alborz University of Medical Sciences. Data collection conducted using a questionnaire which had two parts: person – organization fit and organizational commitment. The validity and reliability of the questionnaire was confirmed and about 180 questionnaires had been collected. And for analyzing data, Mann-Whitney and Kruskal-Wallis methods were used.
Results: The average score of person – organization fit was 5.16 with 0.28 standard deviation and the average score of organizational commitment was 4.91 with 0.44 standard deviation. The results showed statistically significant relationship between person – organization fit and organizational commitment (r=0.63, p=0.000).
Conclusion: Managers of Alborz University of Medical Sciences had average fit with their organization and high organizational commitment. So it is suggested that managers should be oriented about the goals and values of the organization. Moreover, policy makers and leaders of this university should be aware about the characteristics and values of the manegers. In addition, they must pay more attention to the issue of person–organization fit.
Rahmatollah Marzooghi, Heidari Elham,
Volume 11, Issue 2 (7-2017)
Abstract
Background and Aim: To fulfill its mission, the health system needs reform in various sectors including supervisory areas. That is because the quality of supervision can have various consequences such as increase or decrease of innovative self-efficacy through various factors. Therefore, the aim of this study was to explain the mediator role of perception of organizational justice in the relationship between abusive supervision and innovative self-efficacy.
Materials and Methods: This is a correlational descriptive-analytical study. The sample included 225 employees of Shiraz University of Medical Sciences, who were selected through random sampling. The research instruments were questionnaires of abusive supervision, innovative self-efficacy and perception of organizational justice, which were distributed among the sample after calculating their reliability and validity.
Results: The results showed that abusive supervision had a significant negative impact on the perception of organizational justice and employee’s innovative self-efficacy. Also, the perception of distributive justice has a significant positive impact on innovative self-efficacy and a mediation role in the relationship between abusive supervision and innovative self-efficacy.
Conclusion: In order to enjoy innovation, health-oriented organizations should reduce abusive supervision in managers’ and supervisors’ behavior; therefore, with the increase of employees’ feeling of innovative self-efficacy, they can lead to the realization of the mission of these organizations.
Ali Naghi Kebriaee , Rahim Rozbahany, Mojtaba Ahmadi, Parisa Farnia , Donya Malekshahian, Ali Akbar Velayati,
Volume 11, Issue 2 (7-2017)
Abstract
Background and Aim: To improve the quality of laboratory services, World Health Organization (WHO) introduced ISO15189 standard. So, this study aimed to investigate implementation of the standard at Mycobacteriology Research Center (MRC) and determination of its adaptation.
Materials and Methods: At the first step, 12 organizational blocks of the laboratory was assessed by completion of the standard questionnaire. By implementation of the software and audit surveillance the second step was completed. Consequently, the given results were analyzed using SPSS Version 16.
Results: By implementation of Quality Management System (QMS) at the three known focal points (pre analytical¸ analytical and post analytical), MRC was scored 80–100% points during 2013-2014; whereas previous QMS of the national reference TB laboratory (NRL) ranged from 48% to 79%
Conclusion: This study was the first of our knowledge in stepwise implementation of ISO15189 standard in Iran. Internal evaluation of the standard, our NRL ranked as a 5 star laboratory. We seeked international evaluation to accreditation of the national reference TB laboratory.
Abdullah Khanzadeh, Mohammad Esmaeil Motlagh, Abdolreza Mirshakak, Maryam Niakan, Neda Akbari Nassaji , Seiyed Davoud Nasrollahpour Shirvani,
Volume 11, Issue 2 (7-2017)
Abstract
Background and Aim: Benchmarking is known as the process of searching for the best where organizations are motivated with growth and development effort to identify successful experiences and achievements, and also improvement of functional indicators. This study was aimed at determining the frequency of benchmarking by managers and experts of Abadan School of Medical Sciences in the past two years.
Materials and Methods: A cross-sectional study was conducted in 2014. The population of study was all managers and experts of Abadan School of Medical Sciences that were chosen by the census. A researcher-made questionnaire was utilized to collect data containing demographic characteristics (8 questions) and registration table of patterned cases (4 open and close-ended questions) which its validity and reliability were approved. The collected data were analyzed by SPSS18 software.
Results: From the 139 managers and experts, 56 (40.3%) persons used 106 cases of successful experiences and achievements of other organizations to improve and develop their organizational performance including 67 cases (63.3%) in the area of management and organizational, 96 cases (90.6%) in the government agencies, 103 cases (90.6%) in Iran and 44 cases (41.5%) through site visit. There were no significant relationships between personal and organizational variables with benchmarking (P>0.05).
Conclusion: Given the present findings, benchmarking in Abadan School of Medical Sciences was low. Therefore, designing and implementing intervention programs appeared to be likely beneficial for promotion and development of benchmarking.
Mojgan Mohammadimehr, Sanaz Zargar Balaye Jame , Saeed Sheikhi, Dariush Rahmati,
Volume 11, Issue 3 (7-2017)
Abstract
Background and Aim: Organizational commitment is one of the important elements in improving the quality of services and nursing job. Since, the professional behavior is one of the most important variables in organization success, the present study was designed with the aim of determination of
relationship between nurses' professional behavior and organizational commitment.
Materials and Methods: This was a cross sectional and descriptiveanalytical study. Research statistical society included all nurses in Abdanan, Darehshahar, and Dehloran in Ilam Province of Iran (N=198). Hundred and thirty one people were selected using Cochrane's formula and random sampling. Data was collected via professional behavior questionnaire and organizational commitement questionnaire. Data was analyzed via descriptive and analytical statistics.
Results: The result of Pearson correlation test showed that there was a positive and significant relationship between professional behavior and organizational commitement (p<0/01=, r=0/558). Also there were positive and significant relationships between professional behavior and nurses' emotional commitement (p<0/01, r=0/435), nurses' continuous commitement (p<0/01, r=0/506) and nurses' normative commitement (p<0/01, r=0/519).
Conclusion: There was a significant relationship between professional behavior and organizational commitement of nurses. Therefore, we suggest that hospital executives and policymakers provide appropriate situation for improving the variables of nursing professional behavior.
Khalil Ali Mohamadzadeh , Amene Darabi , Mehrnoosh Jafari ,
Volume 11, Issue 3 (9-2017)
Abstract
Background and Aim: Organizational agility is regarded an important factor for hospital effectiveness. Considering the necessity of hospital effectiveness, focus on organizational health can ensure the future success of an organization. This study mainly aims to determine the relationship between organizational agility and organizational health in hospitals affiliated to Shahid Beheshti University of Medical Sciences (SBMU).
Materials and Methods: This is an applied, descriptive-correlational research. The population of the study included all SBMU hospital employees. The 375 members of the sample were selected based on Morgan and Krejcie table. The sampling method was multistage. Data collection tool was the questionnaires of organizational agility and organizational health. The questionnaires were valid based on the expert’s judgment, and Cronbach's alpha reliability value of the questionnaires was 0.88. The data were analyzed by descriptive and inferential statistics (Pearson correlation, regression, and t-test), using SPSS software.
Results: The correlation between organizational agility and organizational health was positive and significant (r=0.66, P<0.05). A significant difference was observed between mean organizational agility and mean reference (-0.43, P<0.05) and also between mean organizational health and mean reference (-0.55, P<0.05).
Conclusion: Hospital managers need to work hard to promote organizational agility so that in addition to obtaining competitive advantage, they can improve organizational health by giving an appropriate and timely response to changes and taking advantage of the obtained opportunities.
Zeynab Rajabnezhad, Hossein Dargahi, Hamideh Reshadatjo ,
Volume 11, Issue 3 (9-2017)
Abstract
Background & Aim: Spiritual quotient is an essential factor of managers’ competencies for development of organizations. The managers need high spiritual quotient to impress the staffs’ organizational commitment. This research is aimed to determine the correlation between the managers’ spiritual quotient with the employees organizational commitment in Tehran University of Medical Sciences (TUMS).
Materials and Methods: This research was a descriptive-analytical, and cross-section study that induced in TUMS headquarters among 80 of the managers and 225 of the staffs at 2014-2015. The research tools were two questionnaires, including spiritual quotient and organizational commitment that used after the validity and reliability of these questionnaires was confirmed. The data was analyzed by SPSS software, average and standard deviation, for descriptive results, and used T-Test, One-Way Variance Analysis, and Pearson technique for analytical statistics.
Results: Average of the managers’ spiritual quotient was desired. Although, the average of the staffs organizational commitment was moderate. There was a significant correlation between spiritual quotient of managers with organizational commitment of the staffs (p=0.034).
Conclusion: The managers should emphasize to develop their spiritual quotient in order to promote the organizational commitment of the staffs. Using organizational psychologist to develop this relationship is our suggestion.
Ali Mohammad Mosadeghrad, Ahmad Fayaz-Bakhsh, Fataneh Amini,
Volume 11, Issue 5 (1-2018)
Abstract
Background and Aim: Strategic planning has an important role in achieving competitive advantage for nonprofit organizations. However, some strategic plans fail. The present study aimed to investigate challenges of strategic planning in Welfare Organization.
Materials and Methods: A qualitative approach was used for this case study. In-depth semi-structured interviews were conducted with 12 senior and middle managers who were members of the strategic planning committee. Content analysis method was used for data analysis, and 7 themes and 16 sub-themes were identified from the data.
Results: Lack of justification of the strategic planning, the strategic planning model, inappropriate composition of the strategic planning team, the structural and managerial changes of the Welfare Organization, time limitation, insufficient training, and budget constraints were the main challenges of strategic planning in the Welfare Organization.
Conclusion: If the strategic planning challenges are not managed well, more problems are expected to occure during the implementation of the strategic plan. Senior managers’ commitment, strong management and leadership, participative corporate culture, education and training, staff empowerment, and provision of required resources will facilitate strategic planning implementation in organizations.
Sadigheh Asadi, Hossein Dargahi, Esmaeil Fallah Mehrabadi , Nahid Heydari Dastjerdi ,
Volume 11, Issue 5 (1-2018)
Abstract
Background and Aim: Creativity and innovation are considered among the most important factors that help an organization survive. Therefore, it seems necessary to examine the status of this important issue in healthcare organizations such as hospitals. The present study was conducted to determine the relationship between organizational innovation and creativity among the staff of teaching hospitals of Tehran University of Medical Sciences (TUMS).
Materials and Methods: This descriptive-analytical and cross-sectional study was conducted on 285 staff members of TUMS selected teaching hospitals in 2015. To collect the required data, demographic data form, organizational creativity
questionnaire and Martin Patchen’s innovation questionnaire were used. Data were analyzed in SPSS software version 21, using descriptive statistics, t-test, ANOVA and Pearson correlation analysis at a less-than-0.05 significance level.
Results: The organizational creativity rate for the studied staff showed an average of 2.99±0.80, assessed at middle and lower middle levels and the organizational innovation rate showed an average of 19.37±3.71, assessed as middle and upper middle. A statistically significant relationship was observed between organizational creativity and organizational innovation (p=0.02, r=0.20).
Conclusion: The results suggest that an increase in creativity leads to an increase in innovation. Therefore, to survive and maintain a competitive advantage to provide more desirable treatment services at a high quality, hospital managers are required to use their best effort and expenditure so that they can enhance innovation within their organizations.
