| چکیده انگلیسی مقاله |
Background: The extant study has been applied for presenting an appropriate pattern and extraction of dismiss and appointment standards of military managers and commanders with the meritocratic approach in Nahj-Al-Balaghah. This paper provides definitions of the concept of meritocracy, moreover raises the resolutions of Imam Ali about the military and disciplinary managers and commanders. The main objective of this study is to extract the meritocracy standards for dismiss and appointment of military managers and commanders in the state organizations, so that by means of this model may identify and adjust the gap caused by difference between status quo and appropriate status to make the organizations' activity more effective and increase their meritocratic capability. Material and method: The descriptive-analytical method has been used in this study for extracting these standards, and in addition to use of quantitative method, content analysis has been used as well. Firstly, we peruse Nahj-Al-Balaghah and extract the meritocracy standards in two sections including military and disciplinary managers (judges, ministers and deputies) and commanders, and in order to strength the work and ensuring from understanding the contents, some Islamic references are referred. After approval of meritocracy standards in Nahj-Al-Balaghah by the managerial and religious experts, those standards are divided in three categories including specialized, underlying, internal and moral, based on theoretical attitude measurement scale of Lickert (Lickert scale). Ultimately, reliability of meritocracy model was analyzed only based on standards repeat in Nahj-Al-Balaghah and aiding SPSS, the summary of results proves the standards propounded in the study, intensively. Results: The frequency and reliability of dismiss and appointment standards of military and disciplinary managers and commanders in Nahj-Al-Balaghah with the meritocratic approach in the sermons section and out of specialized standards, reasoning with 13 repeats has the most significance, then experiencing with 8 repeats was placed in second priority. Pragmatism factor has been repeated two times in the sermon and ultimately job experience has been mentioned in one sermon. Discussion: In general, in this study to determine the internal and moral standards for managers group, factors such as piety, tendency to justice, scrutiny, worldliness, and patience encountering the clients were used and all were approved by the religious experts population, because the above standards affect the performance of judges and agents so much. Enduring hardships, courage and chivalry, defending the oppressed people and confronting the violent were used as internal moral standards for military and disciplinary commanders group. According to experts, these standards are precise factors for determining the moral characteristics and evaluation of militaries. |