Introduction: Many physiological and psychological changes occur in women during pregnancy and often delivery, after accompanied by pathologic changes. The present study aimed at surveying and assessing pregnant women's mental health during pregnancy and its refuted factors.Materials and Methods: This is a cross-sectional study, researching about 214 pregnant women mental health referring to the maternity clinics in jahrom. The data were corrected using random cluster sampling method. The in strumpet of the study was a questionnaire containing demographic information and 90 sc190 questions used for detecting mental disorders. The data were an analyzed both descriptively and analytically using frequency and chi-squeal tests. Results: There results revealed that the disorders with the highest frequency were depression (94%) and, anxiety (90%) and the lowest belonged to psychosis (54%). it was shown that many of them suffered symptoms of disorder; about 43% of them. There was significant relationship between demographic finding and total score member of patient (p<.05). Conclusion: It can be said that mental health care during pregnancy is as important as physical care, that we need defined and identified suspicious mother and mental care to prevent such disorder.

This is a study about the characteristics of ORGANIZATIONAL readiness for learning and the assessement of this preparedness, A systematic research model is proposed to a learning ORGANIZATION. The model has the following dimensions: dynamic learning, individual empowerment, knowledge management, deployment of effective technology, and ORGANIZATIONAL change. This model was tested in Iran Medical Sciences University in Tehran and was shown to be beneficial in organixational readiness for becoming a learning ORGANIZATION.

In present competitive business environment, learning ORGANIZATION is an important competitive advantage. Along the time with its changes, cause the ORGANIZATION has to pay more attention to learning for improving their quality process more than the past. These changes has affected on different ORGANIZATIONs, such as Conservation Environment ORGANIZATION (CEO). According to the monitoring role of CEO and necessity of communication and interchanging with the other ORGANIZATIONs, It should be a learning ORGANIZATION. This research aimed is investigating the ORGANIZATIONAL culture in CEO, using Watkins and Marsick’s seven dimensional learning ORGANIZATION model. The research was a survey method and descriptive- correlation techniques. The population was all staff in conservation environment ORGANIZATION (N=723). A sample (n=119) selected through the Bartlett table and it was used proportional stratified random sampling. Data collected by using Watkins and Marsick’s Dimension of Learning ORGANIZATION Questionnaire (DLOQ). The results showed, the CEO is not a learning ORGANIZATION. Individual learning is dominant learning level in this ORGANIZATION. The compare of different learning levels (individual, group and ORGANIZATIONAL) between females and males, and between staff with related and non-related courses with environment showed that there was different between these groups in individual learning. According to another part of results, there was no significant difference between managers and non- managers, concerning the ORGANIZATIONAL learning in different levels.

Communication plays an important role in the development of ORGANIZATIONs.This has been investigated in a military ORGANIZATION. First, the conceptual model of the research was designed according to the theoretical studies. The model was then validated through a field study among academic scholars. The state of the ORGANIZATIONAL communication in this military ORGANIZATION was then investigated through a survey and correlation research. Likert scale was employed to analyze the data collected through searcher-made questionnaire.Then the data was analyzed by SPSS and LISREL in a descriptive and inferential statistics. The descriptive statistics, t test and structural equations were used to analyze the data related to ORGANIZATIONAL communication and the effectiveness of factors, components and human and ORGANIZATIONAL indicators affecting ORGANIZATIONAL communication. The results indicated that the content of the communication plays the highest and most important role in ORGANIZATIONAL communication. Communicational styles, communication channels, and communication routes take the next positions, respectively. Furthermore, it indicated that human factor and its components (personal traits, social traits of individuals, and communication skills) compared to ORGANIZATIONAL factor and its components (ORGANIZATIONAL structure an ORGANIZATIONAL culture) plays is more helpful in the effectiveness of ORGANIZATIONAL communication.

As we move into a knowledge-based economy where information, knowledge, and learning are key resources, the learning” how to learn” provides a powerful tool for creating ORGANIZATIONs ideally suited to the digital age. A holographic ORGANIZATION uses principles to record information in a way that stores the whole in all of the parts. Holography demonstrates that it is possible to create processes where the whole can be encoded in all of the parts, so that each and every part represents the whole. The primary objective of this article is to design a holographic ORGANIZATION that can learn, adapt, create, and change in conjunction with rapid changes in the environment.