According to IRIB News Agency, Tahereh Changiz, Deputy Minister of Education at the Ministry of Health, Treatment, and Medical Education, stated at the "Second Brainstorming Session of the Ministry of Health's Female Managers Network" held at the ministry's Shahid Soleimani Hall that management is a responsibility toward society rather than a personal honor or privilege. She noted that management is not a medal of honor granted upon issuing an appointment decree, but rather an opportunity to serve, and one can only congratulate a person upon successfully completing their responsibility and handing it over with a successful track record.

She added that managerial responsibility entails commitment and accountability alongside the opportunity for service and personal and spiritual growth; therefore, the position of management must be viewed with a responsible outlook.

Emphasizing the necessity of defending society's right to choose competent managers, the Deputy Minister of Health asserted that the issue is not merely that women have the right to reach managerial positions, but rather that society has the right to benefit from the abilities of competent individuals. Therefore, capable individuals should not be deprived of management opportunities due to their gender, ethnicity, or affiliation with a specific group.

Pointing out that holding a managerial position does not necessarily imply inherent superiority, Changiz said it cannot be assumed that those who have secured management opportunities today are inherently smarter, more talented, or more competent than others. Many individuals with greater academic capabilities, creativity, and talent may never reach such positions simply because the necessary opportunities were not provided.

She continued that having a management opportunity must be coupled with a sense of responsibility, as the opportunities afforded to us do not necessarily indicate our superiority over others. From this perspective, the discussion of women's management must be based on society's right to utilize the capacity of all competent individuals rather than focusing solely on individual privilege.

In another part of her remarks, pointing to the role of formal and informal networks within organizational structures, the Deputy Minister of Health noted that informal networks are a natural part of any organization and do not necessarily possess a negative nature; these networks can serve organizational goals or work against them. Consequently, one of the key skills of managers is recognizing these networks, establishing effective communication with their members, gaining their cooperation, and persuading individuals.

Stating that management cannot be achieved solely through directives and formal structures, Changiz added that a successful manager must be aware of the organization's informal relationships and interactions in addition to understanding the formal structure, and must be able to utilize these capacities to achieve the organization's objectives.

She also referred to the differences in communication opportunities between men and women in certain organizational environments, explaining that men may have broader communications with higher managerial levels due to their more prominent presence in certain interactive networks. Recognizing these differences can help achieve a better understanding of organizational conditions and improve existing perspectives and procedures.

Referring to the status of women's participation in various departments of the ministry, the Deputy Minister of Health stated that women have a strong presence in areas such as nursing, medical center management, and certain health service delivery sectors, and have undertaken many responsibilities. In these areas, women have demonstrated their capabilities in practice, and the issue of selecting female managers should not be examined merely in the framework of quotas or granting special privileges to them.

Changiz emphasized in conclusion that what matters is the proper fulfillment of duties and selecting individuals based on competence. If the management system is built upon meritocracy, capable individuals must find the opportunity to participate and advance; however, if managers are to be selected based on non-meritocratic criteria, attaining a managerial position cannot inherently be a source of pride.

Source: IRIB News Agency