Background: Today's Organizations, even by having clear goals & efficient structures, need powerful & committed man-power to reach their objectives completely. Capability and specialty are matters which are achievable through the process of selection and training, but the subjects of commitment and moralities in organizations require cultural activities and if necessary, controlling and standardization of organization activities becomes essential. Experience shows that the subject of overtime, despite its agreed time periods and the related work activities, has created an opportunity for misuse and non-professional behaviors by some personnel and if management don't pay attention to this problem by showing a suitable reaction it, undesirable effects might result
Methods: the present descriptive-analysis article, described and reviewed the results obtained from a case study while documentary reviewing  the subject matter documentarily by using the related literatures in order to show the different aspects of the problem in a practical case. The present research is a combination of practical studies and experiences.
Results: Based on the experiences and studies regarding the subject, a model was determined for assessing different jobs based on which each job will be categorized considering its nature and the organizational facilities and in addition for each category a suitable managerial reaction was determined in order to control unnecessary overtime periods.
Conclusion: Work during overtime periods is an agreement for performing organizational activities, but controlling the personnel's behavior during these hours, requires managing their operations and culture creation on commitment and moralities basis consequently, according to the presented pattern, we can increase the individual's commitment toward the organization and prevent immoral behaviors, such as idle hours while improving the productivity for the individuals and the organization.