The balanced scorecard (BSC) is a strategic oriented tool used comprehensively in profit and nonprofit organizations all over the world to synchronize routine processes of organizations to the mission and strategy, improve inner and outter communications, control organization performance toward strategic targets. BSC has emerged from a simple performance measurement framework to a comprehensive strategic management system. It changes an organization’s strategic plan from a passive document to an active guideline for the organization on a daily basis and provides a helpful assistance that not only enables performance measurements, but also helps planners identify what should be accomplished and measured. This study focuses on how BSC is adopted as a tool for measuring effectiveness of strategy implementation in these organizations. This study adapts the BSC as a powerful tool for reaching an organization’s performance in four significant areas: Financial perspective, Customer-Market perspective, Internal Processes perspective and Learning & Growth perspective. The results suggest that governmental organizations are somehow successful in achieving their objectives in various degrees.

Replacement in organization’s employees can results in knowledge loss and turnover faces a serious problem in knowledge based organizations such as knowledge based sectors of governmental organizations. The increases in sizes of some governmental organizations in recent years have increased their structural and contextual dimensions. One of the biggest problems in governmental organizations is employee turnover, which could result to knowledge loss. By using knowledge management it is possible to decrease this phenomenon. This survey identifies the effective factors in implementation of knowledge management system as a solution for preventing knowledge loss. By far this study is the first of its kind in the context of information technology sectors of governmental organizations of ARAK Province of Iran.

Decisions related to acceptance or rejection of orders play an important role in companies engaged in make-to-order production. The incoming orders have a specific delivery date by which the customer expects the due date to be met and the order delivered. In some cases the level of input orders exceeds beyond the existing capacity. In such situations the main concern is to decide which orders must be accepted and which ones rejected taking into account the available production capacity. This paper prioritises the input orders according to a comprehensive and systematic multi criteria decision making (MCDM) model. It then proceeds with making decisions to either accept or reject orders according to the calculated prioritises and production constraints. Ultimately the optimum list of orders for acceptance is determined. The proposed model is a combination of two techniques of Fuzzy Analytical Hierarchy Process (FAHP) and Technique for Order Preference by Similarity to an Ideal Solution (TOPSIS). In this model FAHP is used to determine the weights of criteria and TOPSIS is used for prioritizing the orders. Finally the proposed model is tested for its efficiency by application to a real case.

Organizational commitment is an essential part of business development especially in educational system. In this paper, we study the relationship between six personal characteristics of employees of Azad University in province of Arak, Iran. The proposed study designs and distributes a questionnaire among experts who are involved in education systems. The population of this survey includes 900 employees who are enrolled in educational as well as administration levels and chooses a sample of 269 people for the survey. The questionnaire consists of different questions in Likert scale and there are six independent variables including age, gender, educational background, marital status, job experience and salary. We study the relationship of these six items with organization commitment. The results of our survey indicate that marital status is the most influential factor on organizational commitment followed by educational background and job experience. Based on the results of this survey, we can conclude that those employees who could get more experience and maintain a good educational background will more likely to stay with a firm than young employees.