ارایه الگوی مفهوم سازی و آسیب شناسی شایسته سالاری در سازمان

Unfortunately some management expertise have limited views onmeritocracy and consider it merely as one of the functions of humanresources management; including selections and placements formanagers’ occupations and therefore create meritocracy models for itand accordingly conceptualize it. possibly many of them are notsuccessful, because the process of selection and placement is merely anapparent criterion for a system. whereas today, investigating anddiagnosing meritocracy on the basis of current literature is an infraorganizational approach and necessitates internal and externalorganizational dimensions considerations simultaneously.this paper suggests a total and comprehensive model for investigatingand diagnosing meritocracy along with indications and criteria that aresystematically presented.