The Focus of the Administrative and Employment Organization on the Conflict of Structural Interests

The vice president of Renovation and Administration department of the Administrative and Employment Organization considered the conflict of structural interests to be one of the challenges that has been focused on by the Administrative Culture and Health office of this organization.

According to the reporter of Khatam University’s website, the 7th National Conference on Organizational Culture with excellence and leadership approaches and the 7th round of the Management Social Responsibility Award were organized and held by the Iranian Management Association on Tuesday and Wednesday, 4th and 5th of Bahman, with the presence of researchers in the field of Organizational Culture at Khatam University.

Everyone Has a Leadership Role in Their Position

On the second day of this conference, Majid Ghasemi, the head of the Iran Management Association and the head of the conference's Policymaking Council, in a speech entitled “The Cultural Approach of Wise Leaders in Developing Organizational Wisdom”, emphasized: “leadership is not limited to just one person and all people have leadership rolesin their positions.”

Referring to the definition of wisdom which is having knowledge, intelligence, comprehension, experience, acquired insights, and innate understanding along with the ability to apply them, he considered being knowledgeable as one of the highlighted manifestations of wisdom. Furthermore, he continued elaborating on and analyzing the concept of wisdom by referring to the Islamic philosophy from the perspectives of Ibn Sina, Mulla Sadra, Shahid Motahari, and Ayatollah Javadi Amoli.

The president of Khatam University then pointed out the types of wisdom, including theoretical and practical wisdom, and added: “Wise leadership includes applying and integrating intelligence with wisdom for mutual benefits and public good which is far from sole personal gains. Wise leaders make decisions when they are convinced and sure of what is beneficial for the society.”

Ghasemi then enumerated some of the sustainable characteristics of wise leaders as follows: “A sense of responsibility towards the organization, its creation capital, and the present and future generations; paying attention to the moral and spiritual dimension; observing justice and fairness in all matters; the ability to turn an idea into reality and pragmatism; mastering one's psychological, emotional, and physical appearance; the ability to acquire knowledge and strive to achieve the goals of organizations; the ability to distinguish between what is appropriate and what is not; a correct understanding of the nature of phenomena and people before making decisions; creating common grounds for interactions among people; the ability to convey concepts in a way that is understandable to others; and cultivating the practical wisdom of all people through internships and coaching.

Additionally, according to Ghasemi, the CEO of Pasargad Bank, some of the different roles of wise leaders are as follows: “A philosopher who understands an issue per month and gets general results from observations; a professional worker who understands key issues at the moment and acts immediately; a politician who encourages people to take actions; an idealist who does something and believes that his work is right and beneficial for the organization and society; a novelist who uses metaphors, fictions, and rhetoric; and a teacher with great values ​​and strong principles, from whom others wish to learn.”

Following the programs on the 2nd day of the 7th National Conference on Organizational Culture, a specialized meeting entitled “The Effective Dimensions of Organizational Culture in the Era of Modern Technologies” was held by Azar Saemian, the scientific secretary of this conference, and with the presence of Habib Karari, a lecturer at Amirkabir University and Khajeh Nasir Toosi University of Technology and Alireza Koshki Jahromi and Masoud Zohrabi, two faculty members of Allameh Tabatabai University.

One of the Characteristics of Wise Leaders in the 21st Century is Paying Special Attention to the Mechanisms of the Digital Age

In his speech entitled “Zero-Four Leadership Infrastructures and the Development of Digital Organizational Culture”, Karari considered one of the characteristics of wise leaders in the 21st century to be paying special attention to the mechanisms of the digital age and said: “Although today we are much more aware of the effects of technology on our lives than 10 years ago, this feeling will be intensified in the next 5 to 10 years when the technology's impact on our lives is much higher.”

He mentioned the Internet of Things, Artificial Intelligence (AI), Modern Robotics, Mega-data Analysis, and Blockchain among the factors influencing these changes and added: “If we enter this field with prior thinking, we can make the best use of it. Otherwise, there may be serious threats against us and we might even drown in them. Considering all of that, the most significant thing that happens worldwide is the gap that takes shape in the human force that is proficient in these tools and the ones who are not.”

Emphasizing on recognizing this changing environment, this professor of Amirkabir University expressed his regret and concerns about the immigration of a large number of expertsin the field of artificial intelligence for various reasons, and said: "There will definitely be challenges for a country whose fields of activity is empty of such elites."

Alireza Koshki Jahromi, a faculty member of Allameh Tabatabai University, discussed the indicators that affect the performance of employees in an innovative culture and said: “Innovative culture means that our subconscious mind goes in the direction that confirms the importance of technology. However, when we start limiting people's access to technology, it simply shows that we are very far from the innovative culture.”

In the Concept of "Digital Transformation", the Emphasis Should Be More On "Transformation" Than "Digital"

Masoud Zohrabi, another faculty member of Allameh Tabatabai University, in his speech entitled "Facilitating and Accelerating the Transition from Traditional Culture to Digital Culture", considers the concept of "digital transformation" very important to be analyzed. According to his ideas, digital technology should be spread in the society in the right way. We have highlighted the digital load in the concept of digital transformation, while the emphasis should be on transformation.”

“In fact, it can be said that in the digital age, some concepts just become fashionable in a particular period of time; Sometimes Cloud Computing, sometimes Blockchain, and sometimes Artificial Intelligence,” he added.

Zohrabi said: “Digital culture is the result of how an organization functions and operates, and it can be evaluated from two organizational and micro perspectives. The general framework of digital culture also consists of necessities, preparation, and performance. The four cultural barriers to digital transformation are: the trap of previous successes, the trap of speed, the trap of structure, and the trap of the lack of confidence in change.

In the second round of this conference, which was chaired and held by Aladdin Rafizadeh, with the aim of presenting the best experiences of organizational culture in executive bodies, Zahra Ostad Rahimi, the head of the Studies and Communication Plans Department of the Infrastructure Communications Company and Amir Hossein Karimi, the general manager of the Inspection Office and the performance manager of the National Post Company of Iran presented reports on the experiences of two executive bodies in the area of improving organizational culture.

While introducing the company, Rahimi said: “32% of the employees of this company have more than 25 years of experience and 25% have between 20 and 25 years of experience. This means that this company is very experienced in terms of human resources, and the plan to promote and improve the organizational culture has been implemented in this company.”

Karimi also presented a report on National Post Company of Iran’s actions in promoting organizational culture and said: “The National Post Company has prepared and compiled strategic documents and has set its vision as the national platform of electronic businesses and the national operator of physical transportation services of the country. We have 31 provincial units for which we perform a quality assessment every month based on our data.”

The Focus of Administrative and Employment Organization on the Challenge of Conflict of Structural Interests

Aladdin Rafizadeh, the vice president of Renovation and Administration Office of the Administrative and Employment Organization of the country, also emphasized: “In the discussion of creating motivation among employees, the most important factor is internal motivators that must be observed in the field of management. For choosing a manager, we have centers for evaluating managers based on the skills a manager should possess before accepting responsibilities.”

This official in the Administrative and Employment Organization also referred to the activities of the office of Excellence in Culture and Administrative Health in this organization and said that one of the issues that this office is focused on is the conflict of structural interests.

In the last part of the programs of the 7th National Conference on Organizational Culture, the final statement of the conference was read by Azar Saemian, the scientific secretary of this round of the conference, in which, improving and enhancing the capabilities of organizational leadership, excellence of organizational culture, and presenting the best experiences were amongst the objectives of holding the 7th National Conference on Organizational Culture.

According to the final statement, in the 7th Conference on Organizational Culture, 18 lectures and the best experiences of companies such as Midco in improving Organizational Culture and practicing social responsibility were presented and 26 volumes of the books related to this field were unveiled.

Further to that, in this statement, the importance of employees’ awareness and understanding of the assigned responsibilities to improve the culture of responsibility and accountability was explained, the promotion of organizational culture was described as an internal and inspiring matter and the essence of management, and the promotion of tangible and intangible organizational capital which requires attention to the future and the utilization of mechanisms based on purposefulness was discussed.

The final statement of the conference considered leadership as the most crucial factor in creating a superior organization and believes that the implementation of wisdom in an organization would not only help the development and interaction of beliefs and values, but also improve the organization’s performance. By benefiting from the high capacity of national culture and appropriate policy making, we can take necessary steps to transition from traditional economy to creative and entrepreneurial economy.

This statement considers the improvement of productivity as one of the priorities of any country. However, this is sustainable when it has an unbreakable link with the cultural values ​​and beliefs of the members of the society. In this regard, the permanent secretariat of the National Conference on Organizational Culture has tried to connect researchers and organizations and address issues related to the design and promotion of Organizational Culture for the past 7 years.

At the end of this ceremony, the nominees of the 7th edition of the Social Responsibility Award were introduced as follows and they were honored with sophisticated prizes:

Articles Section

Haji Karimi, Karimi Jafari, and Namazi (the first rank), Naghmeh Pourfathi (the second rank) and Ainullah Khalqani (the third rank).

Certificates Section

Fereshte Children's Charity, Iran's National Network of Iranian Deaf NGO’s, Behnam Daheshpour Charity, Aseman Kamran Children's Rehabilitation Charity, Middle East Mapna Company, Pasargad Future Human Resources Company.

One-star Certificates Section

Rah Danesh Soraya Co.

Two-star Certificates Section

Pasargad machinery and equipment leasing Co.

Three-star Certificates Section

Pasargad Bank Financial Services Company, Iranian Etka Insurance Company, Pasargad Arzesh Afarinan Group

One-star Letters of Commendation Section

Pasargad Brokerage Company

Three-star Letters of Commendation Section

Pasargad Insurance Company, Fanap Infrastructure Company, Pasargad Electronic Payment Company, Pasargad Information and Communications Technology Company.

Bronze Commendation Statue

Shenasa Company, Pars Oil Company, Butiai Iranian Steel Company, Nasim Salam Pasargad Company, Pars Arian Investment Company, Razand Iranian Steel Company, Sirjan Iranian Steel Company.

SilverCommendation Statue

Iran Khodro Khorasan Company and Midco Company.

Last but not least, in this ceremony, Pasargad Bank, Fanap Company and Pasargad Bank Electronic Payment Company were appreciated for their support to patients with autism.