Document Type : Original Article
Authors
1
PhD student, Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Mashhad, Iran Community Verified icon
2
Management Department, Faculty of Economic and Administrative Sciences, Ferdowsi University of Mashhad (FUM), Mashhad, Iran
3
Department of Industrial Engineering, Yazd University, Yazd, Iran
10.22034/road.2024.429407.2227
Abstract
Evaluating employees and managers in terms of excellence in behavioral and performance indicators has always been one of the most complex challenges for organizations. In the traditional method, the evaluation of managers was done only by applying the opinion of superiors. Because managers have different functions and show different behaviors in front of different stakeholders; Therefore, a mechanism for evaluation should be designed that includes all behavioral and performance indicators and by gathering different opinions from stakeholders at different levels, a detailed and comprehensive evaluation can be achieved. In this regard, the 360-degree evaluation model is a comprehensive and widely used method for evaluating managers' competencies. This article is a field research in the General Administration of Khorasan Railway and using a valid questionnaire whose validity is confirmed by expert method and its reliability by Cronbach's alpha coefficient and during two stages of testing with a fixed time interval with a value of 98% and 96% of cases. Confirmed, done. Twelve titles of competence of managers in three dimensions of functional, organizational and behavioral characteristics were designed and evaluated using the opinions of four stakeholders "self-evaluation, subordinates, managers of the same rank and superiors" for 41 managers. The evaluation was done by the three criteria of average points, dispersion of opinions, and the level of knowledge of the evaluator, and Shannon entropy weighting, and it was ranked with the TOPSIS multi-criteria decision-making technique, and the manager's behavior with the stakeholders at different organizational levels was analyzed by the histogram chart.
Keywords