...methodology of validating nursing competencies was out dated and very inefficient and non cost effective. In March of 2012, the education department embarked upon collaboration with a well-known national speaker to come speak to our leaders and clinicians regarding nursing competencies. This was the initial step taken to start changing forever how we assessed and validated nursing competencies across the system. Unit Based Competency Business Case As we examined the dynamics in healthcare, we pursued the introduction of a new unit based competency model. This shifted the paradigm from yearly skills labs that were non productive to the UBC model as it was the right thing to do. The ability of the nurses at the point of service is constantly plagued by intricate innovations in the areas of equipment’s, staffing, requirements from regulatory bodies, on-line documentations, and the like. The current trend in healthcare is highly motivated by a well-educated clientele of the community, hence an escalating expectation from the nurses is inevitable, most specifically the competency. Competency assessment as required by external and internal standards is a must for every healthcare facility. The controversy however, arises as to how an organization comprehends and interprets competency verification. Various interpretations are available; annual skills fair, competency days, education days, etc. Understanding the intent behind competency is vital to the determination...
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...Assessment Tools 6 B.2 Leadership Theories 7-8 II. Leadership Development Plan 9 A. Attachment Program 9 B. Communication 10 III. Evaluation 11 IV. References 12-13 Appendixes Gantt Chart PERSONAL LEADERSHIP DEVELOPMENT PLAN Executive Summary This report gives a description of developing a leadership development plan by relating to the Central Michigan University (CMU) competency model to the student’s desired goals. This model serves as a source for creating tools to aid in the development of leaders, including a multi-source feedback instrument and a handbook of progressive activities for leaders. The purpose of this personal leadership development plan is to help the student to acknowledge her own set of strengths, abilities and be aware of my weaknesses. Thereafter, using the CMU competency model to help develop my skills, knowledge, and...
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...Office so that is my reason for selecting this organization for my project. In accordance with Title 5 410.201, federal agencies are required to develop training plans and programs that support a workforce capable of achieving an agency’s mission and performance goals. DoD OIG’s strategic plan goal 3.l.2 is to identify core skill requirements for each position and identify/develop training to provide opportunities for staff to attain necessary core skill. An enterprise-wide competency and training needs analysis questionnaire will assist the organization in meeting the needs of both Title 5 401.201 and strategic plan goal 3.1.2. The development of a core competency model will provide an integrated approach for supporting the mission, goals, and strategies of the organization. A core competency model will assist with establishing succession management, aligning training and development to skill gaps, and planning for future workforce needs. The identified core and technical competency models will be used to leverage the organization’s human capital needs by defining consistent position descriptions, selecting effective training and development offerings, and proper planning for future training needs. The Training Needs Analysis (TNA) results will identify knowledge, skills and abilities unique to DoD OIG and identify if there are any gaps that impact performance. The training needs identified will...
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...A new approach to assessing leadership dimensions, styles and context An Article published in Competency & Emotional Intelligence Quarterly, Winter 2003. The new Leadership Dimensions Questionnaire brings together the latest thinking on competencies, emotional intelligence and intellectual ability; its authors, Victor Dulewicz and Malcolm Higgs, explain their research process and the ways in which the LDQ can be applied. INTRODUCTION A new model of leadership It has been estimated that, in 1999 alone, more than 2,000 books were published on the topic of leadership. A recent search on the Library of Congress database revealed in excess of 8,000 books on the subject. Higgs (2002) conducted a wide-ranging review of the development in thinking on the nature of effective leadership. In particular, he looked at the literature from a “sense-making” rather than discovery perspective (Weick, 1995). One part of a pattern to emerge from his review is that the personality of the leader is a determinant of their effectiveness (eg, Hogan and Hogan, 2001; Collins, 2001). The second element of the overall pattern is that effective leaders differ from each other through the exercise of a relatively small range of skill or competence areas (eg, Kouzes and Posner, 1998; Goffee and Jones, 2000; Higgs and Rowland, 2001; Hogan and Hogan, 2001). The way in which these skills and competencies are exercised is not prescribed, but is the function of the underlying personality of the...
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...Bontempo, C. A. (2008). Common competencies for all healthcare managers: the healthcare leadership alliance model. Journal of Healthcare Management, 53(6), 360. Biographical Sketch of Authors Author Mary E. Stefl, Ph.d received her B.A at Wittenberg University, then proceeded to the University of Cincinnati to complete her M.A and Ph. D. Currently, Stefl teaches quality control management, managerial empidemiology and leadership devlopement at Trinity University. Other than her academic achievements, Stefl also enhances her teaching with her experience as former chair of Accrediting Commission on Education for Health Services Administration (ACEHSA) and former chair member of the Board of Directors of the...
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...is to create my own personal development plan based on the Central Michigan University (CMU) leadership competency model, leadership theories and personality tests. This will serve as a framework to allow me to identify my own weaknesses and strengths, and develop my leadership capacity, allowing myself to be able to achieve the vision I set for myself and the current business environment. The vision I had for myself is to enter the Marketing Industry, focusing on business development, and ultimately becoming an entrepreneur. Business development has been said to be a synthesis of strategic analysis, marketing and sales (The Editor, 2012). The competencies required are ‘strong research skills’, to evaluate the business environment, ‘people and communication skills’, to build partnership and rapport with other organization and with a ‘deal closing instinct’, to ensure closing of sales (The Editor, 2012). This leadership development plan will be helping me in preparing to be a future business development director or an entrepreneur at the end of my career. Lastly, I would seek a Major of the Singapore Armed Forces, who has seen me in a leadership role, to provide feedback on my personal leadership development plan. Central Michigan University Leadership Competency Model The Central Michigan University leadership competency model has identified leaders with several competencies such as skills, behaviors, abilities, knowledge and attitudes (Central Michigan University, 2004)...
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...1. As we have discussed, competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful. Consider the general competencies found in Figure 7.3 and apply these to Andra Rush, providing examples of how these competencies apply. “Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush. Throughout the case study, there are a number of competencies Rush displays. The first is personal drive which is the ability to demonstrate urgency in meeting objectives and achieving results; and the ability to pursue aggressive goals and achieve them (p. 253). When Rush worked as a nurse and heard complaints of unfair treatment, she took a proactive approach and enrolled in an MBA program to change and improve conditions. Not only did she have the drive to pursue an MBA, Rush accomplished this while working as nursing school graduate. Rush’s efforts can further more be seen through the formation of her trucking company. The success of Rush’s trucking company can be attributed to driving change which is challenging the status quo and looking for ways to improve team...
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...Introduction As globalization rises many organizations are developing competencies that will help create successful global leaders, this process will combine job exposure, international assignments, creating global project teams and various cross-culture sensitivity workshops. The purpose of this assignment is to create a formal annotated bibliography using the annotated bibliography entries from the six works related the inquiry topic I have created in Units 1, 2, and 3, the research article are as follows; The Elements of Leadership in a Global Environment, Global marketing managers, Developing leaders’ strategic thinking through global work experience: The moderating role of cultural distance, Responsible Leadership in Global Business: A New Approach to Leadership and Its Multi-Level Outcomes, Global Leadership: A New Framework for a Changing World, and Competitive Action in the Diffusion of Internet Technology Products in Emerging Markets: Implications for Global Marketing Managers. This six articles will analyzes each article research overview, purpose of study, methodology, key findings and limitations and opportunities of global leaders in various business sector. Article 1 Bishop, W. H. (2013). The Elements of Leadership in a Global Environment. Global Business & Organizational Excellence, 32(5), 78-85. doi:10.1002/joe.21505 Overview The articles states that American marketplace and globalization have led to recognition of diversity initiatives as not only...
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...Whirlpool Corporation Roshume Wells Strayer University Dr. Sheila Monjeau Letica Hrm532- Talent Management December 12, 2010 Discuss what factors emerged at Whirlpool that impacted its talent needs. For most of Whirlpool history they have always had the best or correct talent easily and readily available to help propel their business. Although many factors emerged over the last two decades that impacted Whirlpool corporation dramatically. These factors help attract, involve, and develop talent to ensure it has the level of leadership to succeed in a constantly changing global business environment. (Goldsmith & Carter, 2010) • Whirlpool was very complex as a business especially because of their growth, size, and scale alone. This required a different level of skill and what the employee were capable of just to compete in the global marketplace. These particular skills had to either be developed internally or acquired through their new hires externally. • Whirlpool external consumer marketplace expected fast-paced change and innovation in their product and services as they changed in size and the scale of the business. Whirlpool was able to meet the ever changing needs of the consumer with the development of technology which allowed them to compete globally. Innovative and technology-savvy talent was needed to meet these demands. • The new global marketplace drove increased competition for market share and talent. During this time, companies experienced the...
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...Assignment On “COMPETENCY MODEL OF PERFORMANCE MANAGEMENT.” An Assignment submitted to the School of Business in partial fulfillment of the requirements of the Mid-term examination in Performance Appraisal Management, Spring—2011 Prepared By: HIMEL NISARUL HASAN ID: 08-11431-2 A Dissertation Submitted to HAFSA MARYAM Faculty Department of Human Resources Management American International University-Bangladesh Section: C Date: MARCH 4, 2011. Competency Model What is a competency? A competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform "critical work functions" or tasks in a defined work setting. Competency is also used as a more general description of the requirements of human beings in organizations and communities. What is a competency model? A competency model is a collection of competencies that together define successful performance in a particular work setting. For several decades, business and industry has used competency models to select and develop their employees and for workforce planning purposes. A competency model is a "blueprint for outstanding performance". Why Competency Model importance...
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...an effective leader Workbook Contents |ILM Unit specification |Page 3 | |Leadership versus management |Page 5 | |Action centred leadership |Page 6 | |Mintzberg on the role of the manager |Page 8 | |Situational leadership questionnaire |Page 10 | |Six leadership styles |Page 18 | |Overview of authentic leadership |Page 24 | |Developing leaders |Page 25 | |How managers are judged |Page 28 | |Competencies: the pros and cons |Page 30 | ILM UNIT SPECIFICATION |Title: ...
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...Toward a Conceptual Model of Global Leadership Jose Mathews* In the globalized world, global organizations have to contend with global leaders, and no easy parallel can be found between domestic and global leaderships. Researchers have approached the construct of global leadership from different perspectives of cognitive complexity, competency, behavioral, human capital, personality process and global mindset. In relation to these perspectives and the contextual elements of global business environment, a model of global leadership is derived. The key content variables of global leadership are explained in the realms of cognitive complexity, emotional resilience, cultural intelligence, motivational processes and related facets which interact with the global business environment. Introduction In organizational behavior, leadership appears to be the most researched, debated and discussed topic, and researchers have analyzed what leaders are like, what they do, how they are effective, what are the conditions/situations that make them effective, how do they bring about changes among the followers, the styles of their interactions with the followers and how they go about achieving their individual, group and organizational goals (George, 2000). The traditional focus of leadership is the organization that operates within a limited boundary. However, the changed context of globalization and the emergence of multinational and transnational corporations necessitate...
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...Question 1: As we have discussed, competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful. Consider the general competencies found in Figure 7.3 and apply these to Andra Rush, providing examples of how these competencies apply. “Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (p. 252). They also provide a clear description of what a person needs to be able to do and know. They provide the skills, ability, and knowledge a person needs in order to perform well in a specific job or occupation. A competency model can also be used to identify core competencies that leaders or employees need to develop in order to improve their performance, whether it be in their current job or for a future promotion. The Leadership Competency Model on page 253 of our textbook provides us with many competencies that middle managers should possess. After reading the case about Andra Rush and examining the listing in Figure 7.3 I can see that she possesses many of the leadership competencies that are described in the figure. Rush exhibits personal drive: the “urgency in meeting objectives and achieving results” (p. 253). This can be seen through her efforts to change how employees were treated, her starting her own trucking company, enrolling in an MBA program while still working as a nurse, and her persistence in delivering a crucial shipment even...
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...Issues in Leadership (MSL 6040-12C-3) January 20, 2013 Andra Rush, a minority female of Native American descent, was a nurse working on a Master’s degree in Business Administration. She started this journey in an effort to ensure employees were treated fairly in the workplace after hearing her co-workers complain. While caring for a patient and listening to him talk about his career in the transport business, Andra decided this would be a career she wanted to pursue. Andra Rush started a transport business that specialized in emergency shipping. She started with three transport trucks and never turned down a job opportunity. Andra rolled up her sleeves and did every tasks required to make this business successful. She drove the trucks to make deliveries, answered the phones, maintained the accounting books, and repaired the trucks when they needed maintenance. Andra was customer-oriented and strived to exceed the customer’s expectations. Her transport company grew to over 1700 trucks and 390 employees. The workforce was diverse with half from minority backgrounds and a greater number were female workers. Andra Rush attributed her business success to her Native American heritage and family values. She was an active listener and was honest and direct which demonstrated the values of integrity. She valued her employees and was very involved in community programs focused on assisting minorities (Hughes, Ginnett, & Curphy, 2009, pp. 314-316). Competency models describe...
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...responsible for success. The career growth model at PepsiCo focuses on the development of leaders from within the organization. Career growth at PepsiCo is brought about by the close collaboration among employees, managers and organization. The extensive framework of people processes at PepsiCo ensures the effectiveness of translation of the career growth model into leadership development aligned with the larger business goals. These include performance management, talent and career development, 360-degree feedback, periodic reviews and succession planning. The leadership development model at PepsiCo basically considers five factors: * Proven results * Leadership capability * Functional excellence * Business knowledge * Critical experiences Proven results PepsiCo believes in reinforcing consistent business and people results from its employees. The track record of previous performances with lasting impact is thoroughly analyzed. For instance, Steven Reinemund had an immaculate track record in the company’s Pizza Hut and Frito-Lay divisions before becoming the CEO of PepsiCo from 2001-2006. Leadership capability PepsiCo provides a layout to assess an executive’s contributions to the organization as a leader. The various evaluations and 360-degree feedbacks employed by PepsiCo help bridge the gaps of leadership competencies for its executives. PepsiCo considers the following elements while training its employees for leadership and coordination skills: * Growth...
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