The principal objective of this study was to identify the experiences of, and issues relevant to, women in senior POLICE management with a view to identifying barriers and opportunities for women who reach senior management positions (i.e. , at the level of Inspector or above, and equivalent non-sworn levels). Male and female participants, both sworn and non-sworn, from all Australian POLICE jurisdictions were mailed a questionnaire which included a wide range of questions regarding personal characteristics and experiences within the POLICE organization. These included issues such as career barriers, self esteem, organizational commitment, experience with mentors, and personal and professional development opportunities. A total of 127 questionnaires were returned. The findings suggest that women experience discrimination and not being a part of ‘the men’s club’ are barriers to their career. In addition, the conflict between work and family due to inflexible working hours was more of an issue for women. On the other hand, there were many similarities between male and female managers which may be due to the fact that women in this study had already successfully negotiated through a strongly masculine organization and had adapted to the culture. Recommendations are provided to assist in the management of diversity in POLICE organization.

Background: Identifying the optimal allocation of resources to improve health and evaluating the ever-changing nature of healthcare delivery programs have proved challenging. Little is known about how decision-makers actually identify the optimal allocation of resources to improve health.Objectives: This study seeks to elucidate how decision-makers decide in complex healthcare situations, what tools or methods to employ and why.Patients and Methods: A theoretical sample of 25 Australian healthcare executives was recruited to participate in individual, semi-structured interviews. The participants were managers at each level of organizational structure with responsibilities for healthcare resource allocation. They were interviewed on their perspectives about the weightiest allocation decisions they had made in the past. All interviews were digitally recorded, transcribed and analysed thematically.Results: We found that decision-making in AUSTRALIA’S healthcare system is never an individual rational choice. Allocation decision-making involved a multifaceted interplay of elements in situations of action. It was not exclusively rational and no single methodological framework is sufficient. Decision-making relates to contextual run-time factors which change while the system is operating. Problems that combine complexity with uncertainty resisted evidence-based decision-making. Our findings revealed that AUSTRALIA’S healthcare systems exhibits most, if not all, underlying features of complex adaptive systems and confirmed that Cynefin sense-making model can be applied heuristically to analysis of decision-making in healthcare resource allocation.Conclusions: Healthcare decision-making and policy environment is becoming increasingly complex and inter-dependent. The way forward is only understood through contextual knowledge and relativist understanding of the decision contexts, uncertainty, multiplicity and broader stakeholder involvement.

A glance at Iran’s education system history shows that its education systems are always exposed to modification and change. The most important reasons for these modifications are making the education system parallel with the changes in the political, economical, and social environments and in the recent decades haven been causing the speeding-up of economical modifications. Therefore modification of Technical and Vocational training system can be considered a main priority for modification of country’s education system. This is an important tool for training and increasing the performance of human resources, for the purpose of making the ground for economical modifications and expansion.One of the countries – in late 1980s – which was in the same conditions as ours – today – (in such ways as dependency on export of raw material, protective economy, facing youths’ unemployment and economical downfall, land space, geographical distribution, and cultural variation) is Australia. This country began  economical expansion based on modification of Technical and Vocational Education system in late 1990s. Hence, the country gained valuable achievements by the end of the decade and the beginning of the twenty first century. Therefore, the study of the characteristics of this system can bring with itself lessons for the modification of Technical and Vocational Education in Iran. Three important characteristics exist in the Technical and Vocational Education System, especially in Technical and Complementary Education, which provides for movement and flexibility of the system in responding to industry needs as well as expansion and continual modification. These characteristics include: 1- Organizational independence of Technical and Vocational Education System; 2- Communication with Production and Services sector; and 3- The creation of research centers and communication with universities and scientific centers. By describing and researching into usage of these characteristics in Iran’s Technical and Vocational Education System, this article has shown that paying attention to it can help Iran’s mentioned educational system. Of course in order to take place, these modifications require the setup of opportunities such as making the university structure research-based, setup of research centers in the field of Technical and Vocational Trainings, as well as organization and expansion of civic and complementary organizations so that with their help we would be able to setup mediator organizations, which would be able to provide for direct relationship between education and production sector. At the end of the article, a set of suggestions have been made for the modification of  Technical and Vocational Education System in Iran.

POLICE crises are disruptive events of order and security that occur suddenly or predetermined and can have consequences. POLICE are considered to be the most important element in dealing with these crises. In times of crisis and in POLICE missions, what is important is to provide logistical services to support POLICE missions and operational forces. Therefore, this study seeks to provide a model for POLICE logistics in POLICE crises. This research is applied in terms of purpose and descriptive-survey in terms of method. The indices were extracted using the opinions of 22 experts in the field of POLICE logistics and through content analysis. In order to validate the designed model, the questionnaire was distributed among the statistical population of the study, including managers and senior experts. The sample consisted of 111 people who were selected using a simple random sampling method. The method of data analysis is the method of structural equations and PLS software. The results show that POLICE logistics have two internal and external logistics dimensions in POLICE crises. The sum of the components identified in both dimensions is: security, health, communications (ICT), finance and operational readiness, credit and finance, centralized purchasing, logistics, transportation, maintenance and repair, transportation and damages, reconstruction and sales.

NAJA is an organization with large volume of missions and disciplinary services and the relationship between public and NAJA through cyberspace has various advantageous for both parties. Creating and organizational portal is the first step in this relation and will bring different benefits including: 1) possibility of providing some services through this media such as introducing different services of NAJA and presenting family counseling; 2) informing parents, youths and teenagers about cyberspace damages and manner of self-protection in this space, results of criminal actions and etc.; 3) possibility of notifying the POLICE about minute crimes that mostly is not notified the NAJA because of long official stages; 4) possibility to employing public ideas about different affairs of NAJA is a magnificent potential that can elevate NAJA and also increase the effectiveness emotion among every member of society in providing discipline; 5) possibility to receive POLICE performance feedback in public that will improve NAJA performance. Definitely, we can even reach greater goals by appropriate planning. In this article we are introducing portal concept and its specifications and also providing a sample of Singapore POLICE portal. Then the advantages of POLICE portal are discussed and some recommendations are provided.

Selecting appropriate managers for each section will increase its efficiency and productivity. It is said that gender should not be considered as a determining factor in managers’ selection, but in some jobs, including POLICE job, women are necessarily better choices. Female POLICE officers work jointly with POLICE men in some positions, but in some specific special operations it is a need to utilize female managers. This study showed that women POLICE can be appropriate choices for management and should have characteristics such as patience, modesty and Hijab and religious principles, dignity and self-respect and dignity and so on.

Background & Objective: Proper implementation and utilization of managerial roles, while assisting the retention of employees, gives more confidence to POLICE departments’ employees to continue their policing activities, and in turn promotes POLICE departments’ employees motivation and performance on one hand, and decreases the vulnerability of POLICE employees. The present study aims at identifying the managerial role of POLICE department commanders and its impact on employees’ retention.Method: Within this descriptive survey, managerial roles of commanders of POLICE departments based on Mintzberg managerial role (interpersonal, informational, and decisional) are raised as an independent variable and employees’ retention as a dependent variable. The data collected using self ـmade questionnaire; its validity was controlled by experts and professors and its reliability approved (a= 0.91). The statistical society was employees from Hamadan Province POLICE departments in 1387 (2009). By using Cochran formula, 171 employees were selected through stratified random sampling method. The data was analyzed through using single ـvariable regression test.Findings:  The findings indicated that managerial roles of POLICE commanders had impact on employees’ retention. Amon 3 managerial roles (interpersonal, informational, and decisional, decisional roles) had the most impact on employee retention.Conclusion: POLICE department commanders should attend sufficient training courses on managerial roles. Special attention should be paid to the decisional roles on employees’ retention.

Energy policies have a major impact on the health and well-being of the population. However, AUSTRALIA’S energy policies rarely consider health and well-being in their policies. In Australia and in many other countries, energy policies, while developed by governments, are heavily influenced by commercial entities within the fossil fuel industry. This means that AUSTRALIA’S energy policy does not reflect what climate science tells us is necessary for a safe climate. AUSTRALIA’S environmental laws are insufficient to protect both nature and the environment. Environment and climate advocates have been urging the Australian government to strengthen these laws while industry, particularly the mining industry have been pushing to weaken them. This clearly demonstrates the strong intersection between commercial and political determinants of health.