Paper Title
Analysis of the Role of Education in Similar-to-me Management and Protection of Organization

Abstract
The appropriate selection and employment of efficient and skillful managers as strategic partners in planning and achieving designated goals, plays an essential role in the progress of organizations. In fact, experienced, skillful and qualified managers guarantee the success of their organizations; therefore, in all the stages of their service, including selection, appointment and dismissal, the observance of a number of standards shall be necessary and inevitable. Researches have shown the prevailing assumption in choosing the staff members is that people with the same characteristics and ways of thought will have a better performance. However, although a minimized level of tension between people in an organization results in more organizational stability, this shall distance the organization from outcomes of constructive contrasts. In other words, the functionality of contrasts between similar people is kept to a minimum. On the other hand, at the poststructuralism era, elements such as diversity, disintegration and discord are the characteristics of successful organizations of third millennium; therefore, homeostasis envisaged by similar-to-me management shall not succeed in competition with these organizations whose obvious characteristics are borderlessness, quantum management and self-change. Using the descriptive analysis method, the present research analyses the ways to control similar-to-me behavior and the role of education in it, while analyzing reasons and effects of the similar-to-me phenomenon. Results show the destructive effects of similar-to-me effect result in disorder, inactivity and final failure and non-fulfillment of organizational goals through narcissism, personal bias, recognition sophistication and homeostatic error. This may be supervised and controlled by means of psychological tests, assessment center, decision-making with Delphi method in appointments committee, and also by execution of level 5 leadership governance and taking advantage of the benefits of functionality contrasts and transformation management, so that the process of qualification of persons for sensitive positions before appointment, and the execution of policies for supervising the staff performance may be executed more effectively. Keywords - Similar-to-me Effect, Demographical Features, Narcissism, Functional Contrast, Homeostasis