@article { author = {تسلیمی, دکتر محمد سعید and رحمانی, زین العابدین}, title = {-}, journal = {Management Knowledge(Not Publish)}, volume = {50}, number = {0}, pages = {-}, year = {2000}, publisher = {}, issn = {}, eissn = {}, doi = {}, abstract = {The present article focuses on the behavioral characteristics of top managers in the community so as to introduce successful and effective managerial patterns and help train visionary practitioners, optimize the criteria for managerial appointments and fina11y improve the performance of upper echelons of management in the country. It further studies the relationship between the behavior, successes and effectiveness of managers in various community situations. The findings are based on the preliminary interviews with the rank-and -file members, general managers and key figures inside and outside the organization (inter-and-intra organizational relationships) whereby from 1 up \ to 5 top managers have been from ministries. The research, then continues with observation of behavioral patterns, records of activities, interviews and service of two types of questionnaires on the selected managers and on their entire manpower system whereby the final data has been collected with the following results: 1- The most significant element of effectiveness stems from managers' behavioral patterns, being appropriate to the the creedal, cultural and social values prevalent in the society. Over %98 of managers and %93 of personnel are of the opinion that success and effectiveness of managers are due to the suitability and appropriateness of their behavior to the prevailing creedal and cultural values in society. This situation shall be meaningful at the level of %001. 2- The top managers are endowed with special competency in galvanizing the manpower into motivation. The empirical results of the hypothesis through "Bionominal tests" have proved that %97 of managers and %86 of personnel have given positive (yes) answers and there is to exist a meaningful relationship at the level of %001. 3- Dissemination of the managers' moral principles and ethical standards into the territorial personnel will give rise to their perfection and professional superioriy whereby %84 of managers and %81 of personnel have confirmed the effectiveness and success of such endeavor. As evidenced by the results so far achieved, there are indications of %99 of reliability in the first instance and %99 of reliability in the second intance which will provide a meaningful relationship between moral-conforming patterns and their ascendancy. 4- The people endowed with the qualities of top managers shall playa pivotal role in raising the personnel's morale. More than %99 of managers and %91 of personnel emphasize that the qualities enumerated in the questionnaires shall playa significant role in boosting the satisfaction and morale of the workers which will establish a meaningful relationship at the level of %00l. There are indications that the top managers are crucially important to help the staff raise their morale towards organizational goal achievement and reduction of absenteeism, resignations and dismissals. Growing interest in job performance as well as establishing a close rapport with the organizational management will signify the high morale of personnel. Thus the statistical samples so selected contain the characteristics described here.}, keywords = {}, title_fa = {رفتار شناسی از مدیران برجسته در دستگاه های اجرایی کشور و ارائه الگوی بومی}, abstract_fa = {این تحقیق به بررسی ویژگی های رفتاری مدیران برجسته در جامعه پرداخته و بر پایه آن به ارائه الگوی بومی مدیریت مؤثر مبادرت نموده است. همچنین این تحقیق شیوه های مدیریت بومی موفق، تربیت انسانهای مدبر ، انتخاب و انتصاب صحیح مدیران و در نتیجه پیشرفت و بهبود مدیرت کشور را مستلزم تعمیم و ترویج الگوی معرفی شده می داند. بر این اساس سعی شده تا رابطه ای که بین رفتار و موفقیت و اثربخشی مدیران وجود دارد مورد مطالعه و برسی قرار گیرد. بدین منظور از طریق نتایج ارزشیابی و مصاحبه مقدماتی با کارکنان و مدیران به طور عام و افراد کلیدی درون سازمان و برون سازمان که شناخت نسبی از مدیران وزارتخانه ها داشته اند، اطلاعاتی بدست آمده و از آن رهگذر مدیران برجسته در راستای مقاصد این تحقیق شناسایی گردیدند، آنگاه از طریق فعالیت نگاری و مشاهده رفتار و مصاحبه با برگزیدگان و سر انجام توزیع دو نوع پرسشنامه در بین آنان و همچنین با توزیع پرسشنامه بین مجموعه نیروی انسانی تحت سرپرستی آنان، اطلاعات نهایی جمع آوری شده و نتایج حاصل نشانگر آن است که : تناسب رفتار مدیران با ارزش های اعتقادی، فرهنگی و اجتماعی جامعه مهمترین عامل اثربخشی آنان است. 1-مدیران برجسته توانایی ویژه ای جهت ایجاد انگیزه در نیروی انسانی دارند. 2-انتقال کمالات و فضایل اخلاقی مدیران به افراد محیط خود موجب برجستگی آنان است و بین الگودهی اخلاقی با برجستگی آنان ارتباط معناداری وجود دارد. 3-افرادی که دارای خصوصیت مدیران برجسته هستند نقش اساسی در افزایش روحیه کارکنان خود دارند و این امر در جهت رسیدن به اهداف دارای نقش اساسی است. 4-رفتار شناسی 5-مدیران برجسته.}, keywords_fa = {}, url = {https://jmk.ut.ac.ir/article_13511.html}, eprint = {https://jmk.ut.ac.ir/article_13511_1ac084b0239ae3a753070a58a93e9e0a.pdf} }