"Sustainability and innovation in production and development, excellence in culture", the orientation of Mobarakeh Steel Co. to realize the motto of 2024

Accrding to me-metals, The CEO of Mobarakeh Steel Group said in the first meeting of the company's management committee this year: "In 2023, with all the problems and limitations, we were able to achieve the company's goals with the grace of God and the cooperation of all colleagues, and in some cases even higher than the plans drawn by producing 10.2 million tons of raw steel in Mobarakeh Steel Group. We believe that all the achievements of last year (Iranian Solar Year) and the record-breaking results of the first days of this year were the result of the collective efforts of all the employees of the company and other subsidiaries companies of the group.

Mohammad Yaser Tayebnia added: What happened at Mobarakeh Steel Co. in the field of production, and we are proud of it, is that in the first days of the year, we were facing many holidays and many people were not yet warmed up in their organizations and workplaces, we at Mobarakeh Steel Co. started the year by recording numerous and consecutive records based on some fundamental values.

Emphasizing the need to maintain the readiness of all units of the organization as much as possible to continue the production process and accelerate the implementation of development projects in 2024, he said: Last year was a difficult year for the industrialists in all areas, and if we want to achieve the company's challenging goals in 2024, we must It should be noted that the Supreme Leader has given this year's slogan with a focus on production growth; Therefore, we must use all our efforts in this direction.

The CEO of Mobarakeh Steel Co. said: When a complex like Mobarakeh Steel Co. is working at 100% and sometimes even above 100% of its capacity, it is obvious that any increase in production will be very difficult. But we are determined to realize the production of 11 million raw steel in Mobarakeh Steel Group if we do not face the limitations of energy and raw materials.

From the beginning of the year, we should have an optimal management of costs and expenses

Referring to the double challenges that the economic and political conditions will bring to the domestic producers, he stated: From the beginning of the year, we must have an optimal management of costs and expenses so that we can achieve the goals of the organization without putting any stop to the development projects at the end of the year.

Emphasizing that ongoing development projects should be pursued strongly, Tayyabnia said: We must have a correct and more favorable strategy for ongoing projects. Today, Mobarake Steel development projects have reached good points in terms of implementation, and we should not allow the lack of proper control and management of liquidity, costs and expenses to stop these projects. Manage their development and production projects in line with Mobarakeh Steel's strategies as the parent company.

Production of new products of Mobarake Steel Co. has brought valuable achievements for the country

He pointed out: Fortunately, last year we were able to produce 12 new grades of steel products that were mainly imported. The important point in this regard is that sometimes the question may arise whether the production of new grades with the costs imposed on the organization Do you think it is cost-effective or not? In response, it should be said: The production of these new products has definitely brought valuable achievements for the country, because firstly, we have taken a big step in the direction of innovation and technology, and secondly, with the mass production of such products and the improvement of the knowledge and experience of colleagues in this process, we have witnessed this. It will be that the production of these products will bring great economic value to the company and the country.

Mobarakeh Steel Co. is a clear example of people's participation in production

Continuing his speech, referring to the second part of the Supreme Leader's strategic slogan, Tayyabnia said: In this slogan, how to involve the people in production, it must be said, Mobarakeh Steel Co. is a clear example of people's participation in production; Because many natural and legal persons are shareholders of this huge economic enterprise.

In these early months, we should identify challenges and find solutions to operationalize the slogan.

According to the CEO of Mobarakeh Steel Co., in order to realize the slogan of the year, in these early months, we must identify challenges and find solutions to implement the slogan so that we can witness the realization of this slogan at the end of the year and not its ineffectiveness and delay. Finally, by the end of May, we have to conclude how we can get the maximum participation of the people in the production and implementation of Mobarake Steel development projects.

What made us repeat the record of 2022 in 2023 is not a factor of equipment

In the continuation of his speech, he explained the importance and role of organizational culture in the company's excellence and said: Currently, our competitor is not sanctions and restrictions, what made us repeat the record of 2022 in 2023 is not a factor of equipment; Rather, it is related to the organizational culture that has been formed in Mobarakeh Steel Complex. Remember that organizational culture and strategy are interdependent, or in other words, the realization of strategies is dependent on organizational culture.

We have to see how closely our organizational culture is tied to the strategic slogan of creating common value with society

According to Tayyabnia's statements, when we talk about the creation of shared value with the society in the existential philosophy of the organization, we should see how much our organizational culture is tied to this strategic slogan. Spend money in line with organizational culture.

In the same context, he stated: When we talk about the presence of the company among the top 20 companies in the world, we must see where our organizational culture indicators are located in this field, or when we talk about quantitative, qualitative growth and productivity and other goals, we must ask ourselves to achieve Where are these goals of culture? And which of the cultural components help us and which of them prevent us from reaching our goals? Who has the biggest role in the strategy of cultural components in the organization and to know how much time we have spent on the category of organizational culture? Culture in Mobarakeh Steel Co. should become an organizational requirement at all levels. We should not think that the person responsible for organizational culture is only a specific unit in the organization and we all mistakenly expect action and correction from that unit. We should remember that although employees are managers and leaders. The organization as the driving force in promoting the organizational culture leads by example; But all of us must be the trustees and responsible for promoting the organizational culture. We must reach a point where during the presence of the CEO and other assistants and managers in the production lines, the employees from the CEO and the management of the company about the implementation process of the development projects, the production process and its plans and other goals of the organization are demanding. As long as the values ​​dominate the organization, the employees will be constantly concerned about the issues of the organization, the production process and the implementation process of the development projects, as during the construction of the company, people with the least facilities and expectations, and taking into account the organizational values, will build the company, they stood.

Whether the decision-making process in an organization is slow or the organization is on the path of decline is rooted in the culture of that organization

Continuing his speech, Tayyabnia said that order, compliance with working instructions, and systematicity of Mobarakeh Steel Co. has been the hallmark of many domestic and foreign organizations, which is a sign of the stabilization of organizational culture in this company, and today it is necessary to strengthen this view, that the decision-making process in an organization is slow or the organization is on the path of decline is rooted in the culture of that organization. Each organization has a specific culture, some of them are results-oriented, competitive, development-oriented, or a combination of these factors; Therefore, we must reach the conclusion we want based on the requirements of economic, political and social conditions and based on the capacities of the organization; For example, what kind of culture will dominate the organization until the horizon of 2031. Not only in difficult economic conditions, but the subcultures of savings, optimal consumption and cost reduction should always be taken into account. We should remember that savings and cost reduction start from small numbers and eventually turn into astronomical numbers.

Undoubtedly, the subculture of gratitude and appreciation is one of the other paths that can contribute to the promotion of organizational culture

The CEO of Mobarakeh Steel Co. believes that in every organization, the CEO, assistants and managers are the first ones who should look at savings and cost reduction, only then can this subculture be established in the organization. The art of management shows itself when a manager can overcome at least 3 or 4 limitations and get the job done. If the culture of organizational entrepreneurship and innovation and tirelessness do not prevail in companies, then we will face more serious problems. Certainly, the subculture of gratitude and appreciation is one of the other paths that can play a role in improving the organizational culture. By establishing the culture of gratitude, we will see that the satisfaction of all people in the organization will increase significantly.

The view of employee's work should not be established instead of the rich culture of valuable work in the organization

He further added: Also, the subculture of safety concerns should be formed more and more until people do not allow themselves to do unsafe work in any way. If all these subcultures become a comprehensive culture in the organization, then we can be proud of the production in the organization. Otherwise, we ask ourselves at what cost this production was done. The employee's view should not be fixed instead of a rich value culture in the organization. We should reach a place where the rich culture of Mobarakeh Steel Co., like other achievements of the company, is introduced and operational as a model for other organizations in the country, to be our orientation should be "sustainability and innovation in production and development and excellence in culture" in order to realize the motto of the year in Mubarakeh Steel Co. and all the mentioned cases.

It should be noted that at the end of this meeting, each of the vice presidents and managers of the company presented reports on their performance and challenges, which were noticed by the CEO and the attendees.