Journal of Rescue Relief
فصلنامه علمی پژوهشی امداد و نجات
jorar
Medical Sciences
http://jorar.ir
1
admin
2008-4544
2008-529x
8
10.61186/jorar
-
8888
-
en
jalali
1400
6
1
gregorian
2021
9
1
13
3
online
1
fulltext
fa
Presenting a Model of Organizational Insentience in the Red Crescent Society
Presenting a Model of Organizational Insentience in the Red Crescent Society
سایر موارد مرتبط با بحران، حوادث وامدادونجات
سایر موارد مرتبط با بحران، حوادث وامدادونجات
پژوهشي
Research Article
<div dir="ltr" style="text-align: justify; margin-right: 1cm;"><strong>INTRODUCTION:</strong> Organizational insentience has been one of the main challenges in recent years and refers to a situation in which employees of the organization have become indifferent to their organizational environment. This study aimed to design a model for dealing with organizational insentience in the Iranian Red Crescent Society.<br>
<strong>METHODS:</strong> In this qualitative study, after investigating the phenomenon of organizational insentience and reviewing the theoretical foundations, in-depth interviews were conducted with experts, managers, and masters in the Red Crescent Society. Theoretical saturation was achieved after conducting 21 interviews. Subsequently, the data obtained from the interviews were analyzed through grounded theory and qualitative coding (open, axial, and selective coding).</div>
<div dir="ltr" style="margin-right: 1cm; text-align: justify;"><strong>FINDINGS:</strong> The findings showed that the main axial theme in this study was organizational insentience, and six themes of senselessness toward the concept of work, double standards, accountability, organizational discrimination, lack of strategic management procedures, and inability to implement policies were the requirements for dealing with organizational insentience, which were coded under the theme of causal conditions. In addition, such factors as decent governance, strengthening the psychological dimension, building trust, strengthening staff's skills, organizational independence, strengthening innovation and creativity, justice, supportive behavior, and supportive environment were selected as the main strategies to deal with organizational insentience.</div>
<div dir="ltr" style="text-align: justify;"><strong>CONCLUSION:</strong> It seems that the dominant organizational culture, along with management style and type of communication within the organization, has the main effect on the issue of organizational insentience <span dir="LTR"></span></div>
<div dir="rtl" style="margin-right: 1cm;">
<div dir="ltr" style="margin-right: 1cm; text-align: justify;"><strong>INTRODUCTION:</strong> Organizational insentience has been one of the main challenges in recent years and refers to a situation in which employees of the organization have become indifferent to their organizational environment. This study aimed to design a model for dealing with organizational insentience in the Iranian Red Crescent Society.<br>
<strong>METHODS:</strong> In this qualitative study, after investigating the phenomenon of organizational insentience and reviewing the theoretical foundations, in-depth interviews were conducted with experts, managers, and masters in the Red Crescent Society. Theoretical saturation was achieved after conducting 21 interviews. Subsequently, the data obtained from the interviews were analyzed through grounded theory and qualitative coding (open, axial, and selective coding).<br>
<strong>FINDINGS:</strong> The findings showed that the main axial theme in this study was organizational insentience, and six themes of senselessness toward the concept of work, double standards, accountability, organizational discrimination, lack of strategic management procedures, and inability to implement policies were the requirements for dealing with organizational insentience, which were coded under the theme of causal conditions. In addition, such factors as decent governance, strengthening the psychological dimension, building trust, strengthening staff's skills, organizational independence, strengthening innovation and creativity, justice, supportive behavior, and supportive environment were selected as the main strategies to deal with organizational insentience.<br>
<strong>CONCLUSION:</strong> It seems that the dominant organizational culture, along with management style and type of communication within the organization, has the main effect on the issue of organizational insentience</div>
</div>
Organizational Insentience, Iranian Red Crescent Society, Grounded Theory
Organizational Insentience, Iranian Red Crescent Society, Grounded Theory
228
236
http://jorar.ir/browse.php?a_code=A-10-661-1&slc_lang=fa&sid=1
Seyed Ali
Salehi Koocheh Baghi
سید علی
صالحی
ali.salehy1998@gmail.com
100319475328460010552
100319475328460010552
No
Chalous Branch, Islamic Azad University, Chalous, Iran
دانشگاه آزاد اسلام
Maryam
Rahmaty
مریم
رحمتی
rahmaty.maryam61@gmail.com
100319475328460010553
0000000337724216
Yes
Department of Management, Chalous Branch, Islamic Azad University, Chalous, Iran
دانشگاه آزاد اسلامی
Davood
Kia Kojouri
داود
کیاکجوری
davoodkia@iauc.ac.ir
100319475328460010554
100319475328460010554
No
Department of public administration, Chalous Branch, Ialamic Azad university, Chalous, Iran
دانشگاه آزاد اسلام