عنوان مقاله [English]
The concept of "fanaticism in the organization" is one of the concepts that has been considered less in the management literature. Fanaticism in the organization is a form of Organization members that works beyond the usual standards, routine tasks, and with more than usual ability to meet organizational goals. Fanaticism in an organization as an attitude can play an important role in maximizing organizational productivity. Researches carried out with this concept are often conducted with a negative view. From a positive point of view, fanaticism in the organization can be a sign of the high commitment of members to the organization, work group, job and organization. In this research, by exploring the views of industry experts and experts, we have studied the causes of fanaticism formation in the organization with a positive view. In this regard, the methodology of the data theory approach has been used with the apparent approach. The research community in this study was the employees working in industries of Khorasan Razavi province. Based on the theoretical sampling method in the data theory, 17 theoretical Saturation was obtained. In this research, after analyzes made during the coding process and the continuous comparison, 46 codes or initial data and 5 concepts were plotted. The result of the codes, concepts, and categories derived from the emergence of the final model of research, led to the fanaticism of the organization.
When globalization and economic freedom have become widespread, employees are becoming a competitive advantage in organizations. Dynamic characteristics of the competition market have made organizations more aware of the need to adapt to their strategy, structure, processes and culture. Based on evaluations carried out on a number of organizations with high productivity, various factors were considered for the reasons for the success of these organizations. In fact, the main question is, what is the main reason for the success of these organizations?. One of the important factors that can cause people to take unconventional actions is fanaticism; fanaticism as an out-of-moderation behavior can be in the form of a curtain on the wisdom and personality of a person and put a picture opposing reality to the person. In fact, after conducting the investigations, one of the important factors in the success of organizations was the identification of the humanistic fanaticism of the organization. Fanaticism can sometimes be realized in relation to the tribe, country, race, religion, and sometimes to culture, language, opinion, or sometimes to a job, post and organization. The fanatics of the organization are far from the standard criteria and standard tasks assigned to the organization to take any action to achieve organizational goals. The term "prejudice" in the different cultures may have both a negative meaning and a positive meaning.
In this research, the Khorasan Razavi Industries of the community studied. According to the opinions of the experts, the organizations that rank in the organizational rank, usually have more fanatics. Also, according to the research goal, among the employees working in the Khorasan Razavi Industries, individuals selected as managers who are not members of the supervisory board of the organization and have academic education, have a high degree of organization in relation to the duration of the organization. And in terms of affiliation and belonging to the organization, have a good reputation in the organization.
Materials and Methods
The present research is orientated in fundamental research and the paradigm governing this research is Interpretivism. In this research, the strategy of data theory has been used with emerging approach. In this study, MAXQDA software was used to analyze the data.
Discussion and Results
In this research, 46 codes and 5 related concepts were obtained. Based on interviewees' opinion, the causes of fanaticism in the organization are presented as five factors. In fact, in this research, fanaticism in an organization is affected by five factors;
1-The program-oriented activities of the organization. Organizations that consider programming as the first principle of the organization's existence and focus their activities on the basis of pre-designed programs not only clarify the future of the organization's way, but also provide a clear and transparent way for members of the organization. As programmatic can lead to fanatical behaviors in the organization, the confusion and lack of transparency in the future direction can lead to a lack of fanaticism in the organization.2-Humanity is against the needs of employees. As the behavior of family members is emotional and sincere, the relationships of individuals and managers in the organization should be the same. If the attention of the organization passes through the material needs of the employees and addresses the needs of immaterial, one can expect that the members of the organization react to this concern of the organization and become fanatical towards the organization.3-Purposeful employment. If the organization can use the best people to best fit their organizational goals and programs, they can be expected to become fanatical with the organization.4-Training-centered and continuous employee empowerment. Organizations can achieve the fanaticism of the organization through training-centered and continuous employee empowerment.5-Leadership in the organization. The effectiveness of some aspects of leadership is conditional on the fairness of the leaders' performance, and as a result, justice concerns directly or indirectly influence the leadership's response.
The central issue in this research is "fanaticism in the organization". The research findings show that organizations often make false attempts (consciously or unknowingly) to create fanaticism in the organization, but none of these organizations have a specific pattern and program to create fanaticism in the organization. The five factors derived from the results of this study show that the existence of these factors can be unified by creating behavioral fanaticism in the organization. Among other things, the importance of planning in the organization and the formulation of organizational values is not only necessary during the development phase but also at the implementation stage. Unfortunately, most organizations are focusing on codified plans and organizational values until the compilation phase and play a minor role in its implementation. The second factor is humanity against the needs of employees. Paying attention to the basic needs of the members of the organization cannot help the organization to achieve fanaticism. Members of the organization need more than basic needs to become fanatical workers. The third factor is the importance of recruiting and recruiting organization forces. Although definition of recruitment and recruitment may appear as a simple process, it is not easy to achieve an effective achievement. The fourth factor is training-based organization. Empowering is the easiest way to share other people in power. In this way, sense of trust, dual energy, pride, commitment and self-reliance are created in the people, and participation in organizational affairs increases, and ultimately, it can lead to the appearance of behavioral prejudices in the organization. Eventually, the last factor is leadership in the organization. Managers of the organization as leaders and leaders and the pattern of other members of the organization play a very important role in the behavior of fanaticism in the organization. Moralism, justice, the creation of a supportive atmosphere in the organization, and the creation of a sense of trust and honesty in the behavior of top executives can organize the organization's promise of a secure organization.