...CHAPTER 1 MANAGERS AND MANAGEMENT Competency: a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness. Managerial competencies: sets of knowledge, skills, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations. Six managerial competencies: 1. Communication Informal communication Formal communication Negotiation 2. Planning and Administration Information gathering, analysis, and problem solving Planning and organizing projects Time management Budgeting and financial management 3. Teamwork Designing teams Creating a supportive environment Managing team dynamics 4. Strategic Action Understanding the industry Understanding the organization Taking strategic action 5. Global Awareness Cultural knowledge and understanding Cultural openness and sensitivity 6. Self-management Integrity and ethical conduct Personal drive and adaptability Balancing work and life demands Self-awareness and development What is an organization? Organization: a coordinated group of people who function to achieve a particular goal. Regardless of an organization’s specific goals, the job of managers is to help the organization achieve those goals. What is a manager? Manager: a person who plans, organizes, leads, and controls the allocation of human, material, financial, and information resources in pursuit of the organization’s...
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...CULTURE AND ETHICS IN BUSINESS LEARNING JOURNAL CHALLENGES OF MANAGER’S CULTURAL DIFFERENCES FOR THE INTERNATIONAL BUSINESS ENVIRONMENT Introduction Business today has seen a high surge in globalization. This increase of international business all over has led to a number of ties and relations among people from different culture and nationalities. Managers who still haven’t adapted to the new age managerial skills and are still following the conventional route have found themselves extremely ineffective in the global platform. A need of global managers who understand multi-cultural competencies has arrived and most scholars debate that the working style, values and behaviour of a manager are directly a persona of their national culture. Thus in order to be competitive in this global market, the traditional approach by the managers must transcend to a global one. A global manager is one who has the ability to manage the complexities in a business which is conducted or laid upon multi-cultural diversities. A global manager has many challenges when managing people from different cultures; this includes the people from both High context society as well as low context society. Challenges Lack of communication: When a manager is working with his team members who have different native tongue, it’s most possible at time that the information flow is not constant. Adding to the woes are the multitasking employees and talking to employees over...
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...have a competent and dynamic workforce. Therefore, the purpose of this essay analyses on a Human Resource (HR) perspective what is competency, the importance of competencies in the current workforce and its tandem relationship to staff undertaking international assignment. Importance of Competency in workforce Mcshane, Olekalns & Travaglione (2010) mentioned that information technology and transport systems enhanced the effects of globalization by bringing connectivity and interdependence between countries around the globe to a whole new level. Therefore, in order to meet the competitiveness of the environment, recognizing core competencies needed by the organizations in its employees is essential as it promotes customer value on the external aspect and allows creation of new business through innovation on the internal aspect (Nankervis et al 2011). As such, it’s no surprise that the same job of past and present now has very different scope of duties. Cooper, Robertson & Tinline (2003) affirm the above by highlighting that in the global environment, jobs are constantly changing due to both internal and external factors. Therefore, it is important that HR constantly analyses the environment and re-design existing jobs in order to maintain its competitive edge to achieve its organizational objectives. This process of analyzing is called Job Analysis. Jobs consist of a spectrum...
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...11/8/2013 1st meeting—Developing Managerial Competencies Managers have to cope with diverse and far‐reaching challenges FOR EXAMPLE 1. Strive to remain competitive in a dynamic and far reaching world 2. To keep pace with ever‐advancing technology 3. To find ways to incorporate the Internet and e‐business into their strategies and business model 1 2 2 Introductory Concepts: What Are Managerial Competencies? Communication Competency Teamwork Competency Competency – a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness Managerial Competencies – sets of knowledge, skill, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations 3 Managerial Effectiveness Self-Management Competency Planning and Administration Competency Strategic Action Competency 4 Multicultural Competency 1 11/8/2013 ?????? • to what extent we believe competencies are something we are "born with or can be learned." • So what !!!!!!!!!....... everyone can develop these competencies if we are motivated, although some competencies may "come easier" to certain individuals than to others. Do we agree? 5 What Is An Organization? A formal and coordinated group of people who function to achieve particular goals These goals cannot be achieved by individuals acting alone An organization has a structure. 6 What Is A Manager? A person who...
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............................... I 1) Key competencies ...................................................................................................................................... 1 2) Utilization of key competencies ........................................................................................................... 1 3) Individual Use .............................................................................................................................................. 3 4) Personal Learning ...................................................................................................................................... 4 5) Literature ..................................................................................................................................................... II 1 1) Key competencies Competencies are defined as a set of behaviours and knowledge that enables a person to do its job properly.1 Competencies and knowing which competencies are needed are most important for a company. McClelland analysed in its paper from 1973 already that it is better for a company to test on a person’s competencies than on its intelligence.2 Not every job position needs the most intelligent person but the person who takes the job needs to have the requested competencies to fulfil the job. The problem is that there are not the one key competencies. Every single company or job requests its own competencies. To receive a better understanding about...
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...Characteristics: * Unique * Technically complex * Time-constrained, resource-constrained * Multiple stakeholders * Dynamic/uncertainty * Key skills required of a PM * Readings that tie in to the key required skills of a PM * Question: UNCERTAINTY - for sure * How do you bound the uncertainty? * How do you deal with the uncertainty? * Hints: * Competencies * Question: Stakeholders * Competencies - expressed through BEHAVIORS * Do you know the competencies at all three levels? * Know the names, the definition of the competency * When asked a question on competency, need to be able to explain the WHY * WHY is ALWAYS answered by the BEHAVIORS * It is not just about listing the behaviors, but talk about the behaviors of the managers in a way where you actually APPLY the behaviors to the situation * Behaviors help justify why you believe the competency is relevant to the problem * Memorize the competencies inside and out Readings * Triple Constraint, project - know what they are, how to talk about them but no questions on the background readings * Project Life Cycle - should know what it is * Refer to quiz * Definition, Planning, Implementation, Monitoring/Control, Wrap-Up * Nothing about Mission 2020 * Lessons for an Accidental Profession - IMPORTANT * Research that identified the twelve things...
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...National competency standards for the registered nurse Introduction • • returning to work after breaks in service, or • National competency standards for registered nurses were first adopted by the Australian Nursing and Midwifery Council (ANMC) in the early 1990s. The ANMC was a peak national and midwifery organisation established in 1992 to develop a national approach to nursing and midwifery regulation. The ANMC worked in conjunction with the state and territory nursing and midwifery authorities (NMRAs) to produce national standards – an integral component of the regulatory framework – to help nurses and midwives deliver safe and competent care. educated overseas seeking to work in Australia involved in professional conduct matters. The National Board may also apply the competency standards in order to communicate to consumers the standards that they can expect from nurses. Universities also use the standards when developing nursing curricula, and to assess student and new graduate performance. The ANMC officially became the Australian Nursing and Midwifery Accreditation Council (ANMAC) on 24 November 2010. The name change reflected ANMC’s appointment as the independent accrediting authority for the nursing and midwifery professions under the new National Registration and Accreditation Scheme (the National Scheme) that came into effect on 1 July 2010 (18 October 2010 in Western Australia). These are YOUR standards — developed...
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...SYLLABUS MGT/448 Global Business Strategies Copyright ©2015 by University of Phoenix. All rights reserved. Course Description The manager's perspective in the fields of international payments, international trade, and investment are analyzed. Emphasis is given to the materials and concepts that illuminate the strategies, structure, practices, and effects of multinational enterprises. Course Dates Jun 30, 2015 - Aug 03, 2015 Faculty Information Name : Email Address : Phone Number : HERB SPALLA (PRIMARY) See Policies Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents (both located on your student website): • Academic Policies University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Academic Resources • Web Links Instructions Review the Web Links. SupportingMaterial Web Links • Interactive World Map Link Instructions Review the Interactive World Map Link. SupportingMaterial Interactive World Map Link • Text Citation Information for Electronic Readings Instructions Review the Text Citation Information for Electronic Readings. SupportingMaterial Text Citation Information for Electronic Readings ...
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...CULTURAL COMPETENCY Policy: SCOPE: This policy impacts all staff and departments in National Psychiatric Care and Rehabilitation Services PURPOSE: This policy demonstrates a commitment to a comprehensive linguistic and cultural competency plan and describes how it will meet the linguistic and cultural needs of the residents it serves. The objectives of this policy include the following: 1. To ensure that National Psychiatric Care and Rehabilitation Services is aware of and identifies enrollees who may need additional resources to meet their cultural and linguistic preferences. 2. To ensure that National Psychiatric Care and Rehabilitation Services meets the language requirements of its client health plans and their State mandated requirements to provide enrollee materials in easily understandable formats, including special attention to the reading level requirements set forth. 3. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees who may require materials in additional formats such as large font, braille, audio recordings, etc. 4. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees in providing access to interpreters, onsite and offsite when speaking with National Psychiatric Care and Rehabilitation Services staff. POLICY: National Psychiatric Care and Rehabilitation Services has developed a Cultural Competency Plan and training program to create an awareness of and sensitivity...
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...services and improve outcomes for CALD clients. Professionals from various disciplines were chosen by the authors to participate in the study. The research was conducted as a semi structured interview with open one open ended questions, and several prompting questions if required, for further analysis. Further participants were involved until no new topics were offered. The findings of this research both supported and disproved previous work discussed throughout the article, concluding that the view of Dyche & Zayas; Tsang, Bogo, & George (2003) of the importance of and reliance of cultural knowledge was unrealistic, and may lead to cultural stereotype (Thomas & Weinrich, 2004), and that respect and mutual trust (Colins & Arthur, 2010), and flexibility (Cadwell et. al 2008) were more effective. The study concluded that it was much more important to approach CALD clients as individuals. The authors highlighted Stuart’s (2005) views that self-awareness and skills, and building a rapport with the client compensated for any lack of cultural competence. The only difference concluded in the study would be the need to slow the process and assessment to allow time to gain relevant cultural knowledge and needs from the client, as well as individual beliefs, needs and expected outcomes, as with all mainstream clients. Cadwell, L. D., Traver, D.D., Iwamoto, D. K., Herzberg, S. E., Cerda-Lizarraga,P., & Mack, T. (2008). Definitions of multicultural competence: Frontline...
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...Worksite Development The development of competencies and skills are very important in the workplace (Goleman, 1998). This paper will examine the importance of the Nurse’s skills in the medical field. Identifying the role of the nurse in the care of the patient, the essential competency skills to develop an emotional intelligent nurse will be analyzed including intellectual skills, self-awareness, therapeutic and teaching skills, listening, and, probing skills (Xavier & Pereira, 2012). The process of these developments will be evaluated to assess for any improvement needed to achieve the desired emotional intellect outcome. Emotional Skills of the Nurse Competency in Nursing is a necessary element when caring for patients. The nurse demonstrates confidence in his or her knowledge and ability while acting with genuine empathy for the community served. She or he has studied medicine for years before beginning his or her career in nursing and has mastered the medical skills necessary to become successful. Nurses serve a diverse community with individuals of different languages, ethnicity, religious beliefs, and sexual orientation. The nurse can resolve conflicts and recognize the views and values of others while not judgmental of the differences of those he or she disagrees with. The nurse understands the importance of emotional intelligence because before one can understand others he or she must first understand oneself (Goleman, 1995). The nurse administers medication meticulously...
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...PUEBLO COMMUNITY COLLEGE NURSING NUR 211 Psychiatric-Mental Health Nursing Supplemental Learning Guide Course Objectives * Relate the minimum requirements for the course. * Illustrate the use of competencies for learning. * Formulate own needs and responsibilities relative to meeting course competencies. * Relate course/clinical assignments and evaluation * Distinguish how the major concepts (see Nursing Student Handbook) of the program are affected by the variety of conditions and diseases within this course for all age groups. Outline A. Orientation to course 1. Course descriptions 2. Course outcomes/competencies 3. Textbooks B. Course Requirements 1. Student assignments and responsibilities 2. Minimum level of achievement 3. Evaluation tools C. Course/ Clinical Assignments and Evaluation D. Major Concepts 1. Caring 2. Clinical judgment, clinical reasoning, and nursing judgment 3. Clinical microsystem 4. Collaboration 5. Critical thinking 6. Cultural competence and Diversity 7. Ethics 8. Evidence-based care 9. Healthcare environment 10. Human flourishing 11. Informatics and Information management 12. Integrity 13. Knowledge, skills, and attitudes 14. Leadership 15. Nursing and Nursing Process 16. Nursing-sensitive indicators 17. Patient and Patient-centered care 18. Personal and Professional development 19. Professional identity ...
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...[pic] The British Council [pic] Behavioural Competency Dictionary External Version: August 2006 Contents [pic] 1. Introduction and explanation of behavioural competencies 3 2. Behavioural Competencies 5 1. Introduction and explanation of behavioural competencies [pic] Introduction The purpose of the British Council is to build mutually beneficial relationships between people in the UK and other countries and to increase appreciation of the UK’s ideas and achievements. The work of every British Council member of staff contributes in some way to the achievement of this purpose through contributing to one or more of the following outcomes: • Improved perception of the UK in other countries • Greater mutual understanding between the UK and other countries • Stronger ties between the UK and other countries It is therefore important that we all have a clear understanding of what our role is and what is expected of us. To do this we use job descriptions which describe the aims and objectives of jobs and the behavioural competencies and generic skills required to do a specific job. These form part of the Organisational Skills Profile together with a third element, job families. At the British Council we use a standard set of 13 behavioural competencies. This dictionary describes them in further detail. For further information on any aspect of the person...
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...emotional aspects of a project vary in complexity, the role of the project manager is critical to project success. The objective of this study was to demonstrate linkages between emotional intelligence and the challenges faced by virtual project managers. The study will also show that there exists a multi tier relationship between Emotional Intelligence (EI) and challenges/elements of VPM. 1. INTRODUCTION Emotional Intelligence has its roots in the concept of "social intelligence", as first identified by E.L. Thorndike as early as in the early 1920s. The term Emotional Intelligence first appeared in a series of academic articles authored by John D. Mayer and Peter Salovey [1]. Goleman defined Emotional intelligence as a person’s self-awareness, self-confidence, selfcontrol, commitment and integrity, and a person’s ability to communicate, influence, initiate change and accept change [2,3]. In Working With Emotional Intelligence, Goleman applies the emotional intelligence concept to the workplace setting; Goleman says that professionally successful people have high emotional intelligence in addition to the traditional cognitive intelligence or specialized content knowledge [4]. Goleman's thesis is that 75% to 90% of effective performance, particularly in the case of managers and...
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...Group & Organization Management http://gom.sagepub.com/ Assessing Communication Competency for Intercultural Adaptation Brent D. Ruben Group & Organization Management 1976 1: 334 DOI: 10.1177/105960117600100308 The online version of this article can be found at: http://gom.sagepub.com/content/1/3/334 Published by: http://www.sagepublications.com Additional services and information for Group & Organization Management can be found at: Email Alerts: http://gom.sagepub.com/cgi/alerts Subscriptions: http://gom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://gom.sagepub.com/content/1/3/334.refs.html >> Version of Record - Sep 1, 1976 What is This? Downloaded from gom.sagepub.com at University College London on July 15, 2014 Assessing Communication Competency for Intercultural Adaptation BRENT D. RUBEN of the recurrent problems associated with interpersonal, group, organizational, and intercultural training in communication is the assessment of outcomes. An approach is suggested for the evaluation of training and selection of programs utilizing behavioral assessment of One participants’ or communication competence. The method involves the systematic collection and analysis of behavioral observation data along one predetermined dimensions by one or more observers. Prelimiof pilot instruments indicates that the methodology provides a relatively...
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