Organizational reinforcements and developing patterns
Author: Mohsen Lasemi
Publisher: Nazari Publications
Year of publishing: 2015
Subject: Non-fiction (Management)
No. of Pages: 635
◙ Sample English text is available.
◙The book was welcomed in academic centers in Iran and abroad.
◙ Functional modeling capabilities in managing organizations and training capable managers.
◙ Ability to use as a reliable source in research and concerned academic centers.
◙ Functional modeling capabilities in managing organizations and training capable managers.
◙ Ability to use as a reliable source in research and concerned academic centers.
◙ including audiences throughout the world.
◙ With high capacity of pattern designing and communicating between 11 organizational strengthening tools.
About the book:
By surveying the influential role of organizational reinforcements in making headways of drawn high aims in an organization and accordingly developing of this role in the surrounding society of it, it can be stated that organizational reinforcements by creating a strategic turn, change the path of the organization and accordingly the affected society from the services of that organization toward set goals in drawn perspective of the organization. Designing and realizing of organizational reinforcements in a society have always positive consequences. Consequences that manifest themselves in the body of culture, values and beliefs of an organization and society and by strengthening the cultural infrastructure of the society provide suitable conditions to increase the co-efficiency of the organizational functionality.
The book of ‘ Organizational reinforcements and developing patterns’ has deep insights relying on the thoughtful basics rooted in years of studying, research, observation and effective managerial strategies in organization and available human resources reinforcement and points to elements that in the form of organizational reinforcement tools in connection with each other form a suitable cycle of development. The author by utilizing years of experiment in fields of research, teaching and execution deals with the way of operating some managerial strategies. Strategies that in their own turn by creating an approach of programming and improving the functionality of organizations can cause the manifestation and basic changes in the organization and its surrounding society. The changes with their first consequences can be seen in the greatest available capacity. The capacity that can increase the co-efficiency of organizations and consequently the society enriched with national wealth in the realms of productivity, industry or developing the quality of services offered in the society.
This book in 15 chapters and 125 titles while increasing the level of the addresses’ familiarity with methods of designing and drawing the change plan path in the organization, deals with the characteristics of designing model in the localized (Iranized) versions with adjustable the form of organizational reinforcement tools in connection with each other form a suitable cycle of development. The author by utilizing years of experiment in fields of research, teaching and execution deals with the way of operating some managerial strategies. Strategies that in their own turn by creating an approach of programming and improving the functionality of organizations can cause the manifestation and basic changes in the organization and its surrounding society. The changes with their first consequences can be seen in the greatest available capacity. The capacity that can increase the co-efficiency of organizations and consequently the society enriched with national wealth in the realms of productivity, industry or developing the quality of services offered in the society.
This book in 15 chapters and 125 titles while increasing the level of the addresses’ familiarity with methods of designing and drawing the change plan path in the organization, deals with the characteristics of designing model in the localized (Iranized) versions with adjustable patterns.
About the Author:
Mohsen Lasemi is educated in operational management from IS-IRAN education and research Institute that has completed his postgraduate courses in the field of quality management systems and realization of organizational co-efficiency-increasing models in reliable educational and researching centers of Iran. He has a 25 year record of consulting, managing and designing projects in the fields of designing and implementation of organizational co-efficiency-increasing models in industrial complexes and some executive companies and spending more than twenty thousand hours of specialized courses related to compiling works, writing articles and managing and conducting great projects of Iran. Lasemi is an Iranian resourceful and active writer and researcher that besides his researches, lectures and educational activities, he has written many valuable, scientific books and articles that have been welcomed and used by most academic and reliable industrial and scientific centers of Iran and other countries like: America, Japan, Taiwan, Indiana and some other countries. He has been appreciated for such academic activities of him in various occasions in Iran and other international assemblies.
Now, Mohsen Lasemi during his continuous activities in the fields of research and presenting articles in different scientific and academic centers of Iran and other countries, is compiling and publishing some books in designing and constructing in-organization problem-solving clinics, innovation (creativity) engineering and new distribution of motivation rewards in organizations. He also in some reliable industrial and service companies in Iran undertakes the responsibility of designing and managing some important improving projects. Lasemi is married and lives with his wife and two children in Tehran.
Some of Lasemi’s Books:
-Surveying and Training Future leaders in Organizations
-Organizational reinforcements and developing patterns:
– Strategic programming and ORISE functionality management:
_The Plan of Great Path
_Engineering innovation (creativity) in the organization (strategic development plan creative powers of organization)
_The new system of the distribution of rewards to create motivation in organization (strategic development program to increase productivity)
_Application knowledge and information management program in organizations (the strategic program to plan and develop the knowledge repositories of the organization).
Cheaper 1: a strategic view to organization reinforcement and its influences
1-1 organizational reinforcements and development
From the view point of organizational reinforcement, organizations structures are like architectures of buildings that setting their structure in general and particular needs relative connections deeply and constantly that as a plan has defined goals, functions, missions and supports of operation and has needed flexibilities and cohesion and clearly explains organizations managers benefits and profits of each general and particular part. From the view of organizational reinforcement, in designing an organization besides following modern scientific principles and methods dealing with the organization mission and the relationship between its parts and executive bodies, variables like: dynamism, speed, stability, communicative mechanism, data circulation, key positions, common borders and feature, flexibility,… and in the domain of organization reinforcement with the approach of processing, these items are explained and all in all managerial precise observances that are called ‘modification’ nowadays are provided.
Organizational reinforcements are among tools that with the approach of programming and manipulation of improvement programs in organizations lead organizations functionality and human resources to expansion and improvement. With presenting an inclusive definition of an organization, it can be stated that an organization is composed of the stages of formation and classifications of activities, defining and granting authorities and missions to human resources and communicating between people to move tasks forward in a way that set goal (s) be at suitable and anticipated results.
In new theories, theorists believe that traditional theories about concepts of organizations dealt with that generally and took social phenomena very simply and due to taking things simply, with artificial analyses of complex and non-analyzable, they faced main problems and can’t answer the needs of great and sophisticated organizations. From the view of reinforcement, an organization is like a complex or a dynamic system consisting of impotent details, each of them has its non-ignorable specific structure and function. These details have to be modified by organizational reinforcement tools and if necessary based on have to changed so the most fundamental base in any organization is its human resources that each individual of that enjoys its own different, desires, characteristic, motivation, features and in fact the overall sum of all these features makes the dominant spirit in the organizations that is blown in facilities and equipments.
Organizations can be classified into 2 forms of formal and informal according to their human resources. Formal organizations include forces in them relations, hierarchies, responsibilities and people’s authorities due to goals, policies and methods are clear and their mental and practical efforts assist the trend of the organization activities. Informal organizations are a behavioral and communicative network between formal people of the organizations with the organizational inside and outside personal that as a result of interactions and cooperation among them in individualistic and group forms show themselves.
In organizational reinforcements, organizational structures is one of the important cases in which changes are constantly under the influence of process improving factors, relations maximizing, impediments removal, program reviewing and etc. these changes always improve organizations.
Doubtlessly, this form of organizations is not just a graphic diagram or organizational chart and by observing their structures and functions their detail and complete value adding processes can be witnessed clearly and its improvement preparedness for working in changing, dynamic, competitive can be felt and the signs of harmony in its different sectors and at different levels in awareness in the fields of decision making and fluency of data transaction, profitability and effectiveness of activities in all parts and sectors for everybody is vivid and clear.
Organizing such institutions is done for enabling the staff and flourishing their talents in working atmospheres for serving deservedly and maximizing their efficiency therefore, organizational reinforcement with the support of updated knowledge of designing and realizing improvement approaches and deep and precise supervision of organizational phenomena emphasizes on data collecting skills and analyzing them, establishing of an effective communicative systems in organizations, adjusting of changes with the organizations capabilities and facilities, participating of staff in profits resulted from processes improvements, creating job security, constant training, innovation, prioritizing customers, official and financial discipline, standardizing and etc. and institutionalize them from part to whole. Organizational reinforcements comprised of parts that each part with operational musts and defined mission is like a miniature manifesting its effects and results individualistically in organizations and in general presents a beautiful picture of organizations structures and functionalities through communicating between the parts-each has its specific features.
In this complex, respectable addresses with the survey of a practical approach resulted from the latest scientific findings in the field of organizational reinforcement observe a communicative chain among organization reinforcements. In this chain by studying of influential factors in forming of a strategic cycle, we can survey the relations between different parts of reinforcements in organizations and its relationships with development programming in organizations. In this path, the roles of human resources and development programs are studied.
2-1- Organizational reinforcement and expansion of staff’s improvement functionalities
Today, organizations with traditional structures have to anticipate changes that can increase the needed flexibilities and capabilities for achieving development programming. These changes with their specific complexities can affect many available managerial occurrences in organizations. One of the most significant tools in this path is operating of updated knowledge of programming and organizations improvement staff. Peter Draker believes that the key of organizational successes is knowledge as value is created through innovation and production and both of these are dependent on knowledge. The role of knowledge in learning organizations is very influential and learning is an inclusive and continuous activity. In such organizations people communicate with each other and learn hidden and explicit know ledges. A learning organization is an organization focusing on the process of learning and a knowledge-based organization focuses on the results of the learning processes.
By surveying of these points, it can be expressed that the sources of staff’s innovations and in organizations are operating of scientific approaches of staff’s improvement capabilities that these themselves appear their products in high planned consequences in qualitative and quantitative development programs of organizations.
This important principal studied as defined approaches in planned goals of organizations development in the path of staff’s qualitative and quantitative development programs in organizations and available human resources of countries in macro level in addition to provide proper conditions for operating of available capabilities, can cause organizations successes in operating of these valuable assets.
Thus, the first step is operating of organizational reinforcements models in human resources activities development. These models by concentrating on training and development programming can increase improvement activities in organizations and human resources. Increasing of improvement activities with their peerless effects in the fields of creativity and innovations can influence staff in effective operating of their responsibilities by increasing their self confidence and creating an atmosphere of superiority-seeking and by setting the culture of self-belief in staff can lead the realization of high planned goals in organizations perspectives with a developing approach.
Learning organizations are those that respect their members’ motivations for learning and creativity and consider methods and ways of improving basics of learning and transferring of knowledge.
In the process of learning following concepts are considered as basics of learning programs:
1) Improving of staff’s capabilities with the operating approach of experiences exchange in organizations
2) Achieving new approaches of producing stable and updated knowledge
3) Concentrating on influential behavioral patterns in organizations with the approach of designing change patterns in staff’s mentalities
4) Creating changes in organizations perceptions to instruction and its continuity with the approach of dealing with the roots and not superficial elements
Gradually, by forming learning basics in organizations, their structures change and they become a learning organizations.
One of the principles that organizational reinforcement deals with it valuably is the creation and expansion of learning culture in different forms in organizations. This culture by viewing principles that is taken from surveying and exchange of precious experiences is practiced by other successful societies or has been proved successful in the forms of scientific innovations. This perception is one the bases of changing of organizations behavioral patterns in processing programs of improving organizations and human resources and is processing of knowledge and its concept in organizations as one of their priceless assets that by suitable operating of available tools causes the expansion and development of improvement activities in organizations.
3-1- Organizational reinforcement and developing approaches in organizations
In processing the developing programs in organizations the role of organizational reinforcement can have influential roles.
Development in its different dimensions in organizations needs an effective programming and making patterns that expresses organizations goals and programs for achieving high planned consequences in the development perspectives of organizations. Among development examples of an organization, improvement of capacities, human resources and qualitative processes, products can be referred to. The important point is the availability of effective and influential programs in the path of achieving developing programs in organizations that can be designed by deserved operating of organizational reinforcements.
Among principles taken into attention in designing models of organizational reinforcement, I can mention programs used for improving of staff’s abilities in problem-finding, operating of effective methods of statistical quality in analyses of occurrences, operating of updated managerial knowledge in programming and developing of functionality improvement, availability of mental and qualitative backgrounds and compatible with goals of development program and other cited factors in designing of organizational reinforcement models. These elements can be evaluated by quantitative and qualitative and have their own specific characteristics in designing, data collection and their analyses, innovation, pessimism, experiment-seeking, common understanding among parts and other elements assisting organizations in their path of programming and development of functionality improvement in organizations and human resources.
4-1- the role of reinforcements in general policies execution of resisting economy
By surveying the influential role of economy in developing societies and their effects and consequences in establishing a strategic turn to recognized goals of defined perspective for that in societies, it can be expressed that the role of designing and setting general policies in the economic sector of societies can appear their influences in other sectors. These influences that in the field of economy themselves are under the influence of other sectors can be surveyed in the bodies of culture, values and beliefs of societies and by reinforcement of cultural infrastructures in societies provide suitable conditions for achieving designed goals in the field of economy. Here, the point of importance is that believing the fact that economy itself plays roles in improving societies’ health and security. A dynamic, healthy and happy society is one in which designed economic patterns are responses to materialistic and divine needs of societies people. These needs provide causes for achieving set goals in developing perspectives in societies by improving people’s lives and designing economic patterns based on fair distribution of opportunities.
By surveying the effects and consequences of development in industrial societies, this fact is concluded they lead the development path by operating of internal capacities of societies toward a knowledge-based society.
Observing of some managerial strategies enjoying developing principles on the basis of updated knowledge and improving of qualitative capacities of available resources and talents in societies to a suitable programming causes decreasing of dependency to other out-of-society influential elements on economy. Observance of some of the valuable results of such observances in the economic fields of successful societies expresses actions that as infrastructural actions can cause the appearance of new phenomena in societies.
By observing the consequences of such actions in industrial societies in countries like Japan in East Asia, this important point draws people’s attention to itself that how a country that lacks underground resources and many enriched mineral capacities and geography-wise is in a disaster prone location that is inflicted with these natural disasters constantly could achieve such wonderful developments. This point draws the attention of many management sciences scholars to itself and caused them to view this small country respectably. This is the point that the Japanese themselves can answer it better than any other person and has its roots in operating of a great capacity. This is the capacity that the Japanese called it grey cortex of human brain and regarded it as the source of appearing changes in a vast area of their activities. This capacity is what that made this poor country from the view of underground assets to one of the local powers of wealth production in global society in an era of history and to one of the poles of modern technologies at international level.
In another example, by studying the development of India in designing and producing smart software systems, we can observe the capabilities of another country of the Region that turned the wish to reality. By observing the results of carried out actions by Indian researchers in exports of software systems that are the result of operating of this country researchers and designers in designing and producing specialized software and exporting of technical and engineering services. The important point here is that countries like India and Japan and other successful countries in the achieving new technologies that nowadays by relying on updated knowledge could form a knowledge-based economy. They all started this process form a certain point and in that point they focused on their assets and capacities and came to this believe that the greatest available capacity in a country is human brain grey cortex and this the capacity that needs to be believed and by conducting it toward set goals, a bright future with great goals to be planned.
With this approach, this important point can be the center of attention that resisting economy general policies by focusing on knowledge-based economy lays emphasis on this priceless believe. The roots of this believe is in increasing of capabilities and enabling of human resources. By surveying of some chapters of resisting economy general policies (chapters 1, 2, 4, 5, 6 and 20) that emphasize on enabling working powers and their roles in societies, this approach is quite touchable that enabling of human resources and organizations are among valuable pints of resisting economy general policies ordered from the supreme leader of Iran.
According to defined strategic approaches in general policies of resisting economy, it can be pointed out that each organization (executive institution or manufacturing and industrial complex) can provide suitable conditions for achieving following set goals by operating of organizational strategic reinforcement tools:
1) Providing of suitable conditions and activating all facilities for increasing of staff’s participation in group activities in order to maximizing organization capacities in achieving planned goals in organization perspectives.
2) Organizing of creativity and innovative systems in organizations and increasing of staff’s participations in knowledge-based activities that can manifest their influences in knowledge-based products in organizations.
3) Increasing of functionality efficiency of organizations by concentrating on enabling of working powers and making competitiveness in organizations based on operating of new assessing systems, analyses, functionalities engineering and management of staff, areas and organizations in a uniformed system of evaluation and uniformed assessment of organizations human resources functionalities.
4) Improving of organizations and human resources functionality qualification by operating of instruction, evaluation and assessment of individualistic abilities tools, creativity engineering, designing and establishing of a problem-solving clinic and the program of data and knowledge management in organizations.
5-1- the roles of reinforcements in execution of health general policies
Among elements that are taken into attention in health general policies in the second chapter (paragraphs 2-5 improvement of health parameters and 2-6 correction of modification, evaluation and supervision systems) is the correction of modification, evaluation and supervision systems over the functionalities of executives with the approach of health parameters. These parameters besides designing standards in charts of functionality modifying and measuring mechanisms according to health technical standards, need operating from designed transactions in these charts. Transactions that in accordance to programming, evaluating, analyses and engineering of the executive functionalities in the fields of services in cure and treatment centers of the contract supervise over appropriate programming in the fields of education and training of health issues emphasize on supervision of insurance companies in surveying the charges of offered services by the executive bodies. The functionality of such centers must be able to achieve set standards in evaluating clients and customers’ satisfaction from treatment services in accordance with the paid charges.
Additionally, according to programming done in the seventh chapter of health general policies paragraph 7-1- (policies) that emphasizes on prioritizing of health systems on executive polices, strategic programming, evaluation and supervision by health, treatment and medical education ministry explicitly by operating of reinforcements like strategic programming and ORISE functionality management as a quite influential tool. As this reinforcement tool are among tools that controls from initial steps of programming in planning and setting macro-level goals of organizations the basis of general policies in executive organizations perspectives and all partial goals based on missions with the approach of setting programs in the executives taken from planed values and effects in strategic programming by policy making ministry (ministry of health, treatment and medical education) in the health system. Accordingly, this reinforcement with the capability of evaluation model designing and a uniformed assessment of executives functionalities with the capabilities of operating from the inclusive system of strategic programming and functionality management of ORISE enjoys a high ability of establishing a supervision network capable of modification, data analyses of executives at the country level. This system can communicate between headquarters of policy making organizations and supervisory of health and executive complexes offering health services and provides proper conditions for strategic programming, assessing, supervision over functionality and strategic purchase of services from executive organizations.
Among other basic pivots defined in health general policies, chapter 8 (pivots: paragraph8-pivot) can be referred to that emphasizes on informing, clear answering, effectiveness and efficiency in the form of a treatment and sanitary network matching hierarchy and reference system that can be among elements that in the area of supervision over executive organizations in ORISE functionality management and inclusive strategic programming system taken into account.
By referring to the ninth chapter of general policies of health (standers: paragraph 9-7: correction of payment system) that deals with the functionality quality standards, increasing of efficiencies and persuasion of positive motivations in service offers, it can be inferred that this chapter of health general policies, emphasize on assessment of executives functionalities quality and persuasion of executive motivating approaches in offering suitable services to the society using the health system. In this path by emphasizing on the correction of payment systems based on the functionality in which qualitative standards and increase of efficiency must be taken into account, by operating of reinforcements like strategic programming and functionality management of ORISE as a main infrastructure and new reward distributing systems of staff in health system as the second reinforcement can be focused. A combination of operation that in the first reinforcement by planning and setting acceptance standards in mechanism charts of modification and functionality measuring deal with operating of qualitative updated standards in supervision over functionalities of the executive organizations and while assessing the executives’ quality functionality according to the rate of efficiency in comparison to paying of execution charges and in the second reinforcement by designing and establishing of proper patterns of functionality evaluation and modification in the executives cause distribution of motivation systems on the basis of staff’s functionality assessment and analyses.
By surveying the defined basic pivots in chapter 13 of health general strategies (strategy), reinforcement of efficient human resources, faithful to Islamic and professional moralities enjoying suitable qualifications and abilities useful for different parts of the country needs, emphasizing on the reinforcement of qualified human resources in the area of health, it can be mentioned that by operating reinforcement models like assessing and evaluation of individualistic abilities of people in organizations, creativity engineering, problem-solving clinics and knowledge and information management in organizations can be taken related to the realization of this paragraph of health general policies.
By surveying the acceptance standards defined in chapter 13 of health general policies, it has to be pondered that operating of some of the organizational reinforcements defined in this book can assist the promotion of knowledge and quality of human resource functionalities available in the health sector can cause the increasing of satisfaction level of effectiveness of human resource functionality in the field of health.
6-1- the role of reinforcements in execution of population general policies
In surveying of the role of organizational reinforcement in population general policies, first some points like problems of programming and population expansion in a society have to be considered. These points are rooted in 2 major elements of economic situations of the society and entrepreneurship for youth. Here by youth working we mean workings that need operating resourceful and expert human resources. In this regard, this complex from its initial stages of itself by dealing with inclusive change program in the country educational system, attempted to define inclusively necessity of operating from skill-based educational programs in the country educational system. This is the necessity that in addition to subjective studies according to recognized requirements in each set educational program emphasizes on applicable studies and increase level of specialized abilities of students and researchers in the country. In this path alongside dealing with an inclusive executive model in the form of a pattern in Japan educational system as a study pattern, it is attempted to familiarize the addresses more and more to the value and importance of education in change programming in the society particularly preliminary education by studying of failures and strengths of this method of educational programming.
This is a programming that from the very initial stages of individualistic education and training, by operating of proper executive patterns and designing executive skills models, familiarizes the country researchers and students with its executive instances in real educational structures.
Educational programming at higher levels also with the same form of execution needs change in holding skills educational courses. This approach (specialized skill training about educational field/major) can besides increasing of the level of individualistic capabilities in learning technical instructions on the bases of subjective studies has influences of instructions and the level of desirability of individual functionality influence after passing courses. People’s attendances in executive training workshops or executive atmosphere alongside with learning of training courses in the form of pure, subjective studies besides increasing of the level of pupils’ and students’ capabilities, prepare them for entering the realm of productivity and operating and instructive job and decrease one of the main concerns of the county’s student’s parents and authorities in the domain of job and working.
Working accompanied with constructiveness while increasing efficiency of functionality can influence directly on the increasing level of welfare and population increase. Researches show that working (entrepreneurship), welfare and increase of functionality efficiency are 3 sides of a triangle that can affect on population increase and increasing rate of happiness in a society. A happy and active society is one in which in addition to providing job opportunities for job applicants and operating effective methods of economic programming in utilizing from available resources, while increasing the level of hope of life, suitable conditions for achieving to a welfare for people of all society strata can be provided. All in all by increasing the working rate and life welfare that can be the result of an influential economic programming, proper education in accordance to job needs of the society and etc., the consequences in improvement of society welfare, relative well-to-do rates and population increase will be apparent. Organizational reinforcements, are among tools that by the increase of functionality efficiency, decrease of the rate of assets (resources) wastes, improvement of the individualistic abilities level in execution and programming for passing fro available issues in organizations by means of effective problem-solving methods and … other updated methods of management can influence available capabilities in the area of productivity and entrepreneurship for the youth.
entrepreneurship on the bases of programming and creating improvement opportunities in manufacturing and industrial complexes and transferring of assets through decreasing of the level of resources wastes in productive sectors in the form of an effective economic programming by playing its influential role in improving of economic situations of industrial and manufacturing complexes and the country executive bodies can cause changes.