scholarly journals Assessment of Management Competencies According to Coherence with Managers’ Personalities

2021 ◽  
Vol 14 (1) ◽  
pp. 170
Author(s):  
Zuzana Birknerová ◽  
Ivan Uher
Keyword(s):  
Management Style ◽  
Personality Characteristics ◽  
Management Competencies ◽  
Managerial Style ◽  
Social Competencies ◽  
Managerial Competencies ◽  
Significant Relationships ◽  
Managerial Competence ◽  
Questionnaire Assessment ◽  
Performance Competencies

The objective of our investigation was to verify a questionnaire’s suitability in identifying managerial competencies concerning managers’ personality characteristics. Methods: For the content validity of the questionnaire assessment of managerial competencies (AMC23), we investigated its coherence with the appraisal of the management style methodology, i.e., managerial grid (MG), with correlation analysis. The existence of statistically significant relationships between the assessment of managerial competencies and managers’ personality characteristics was determined using Pearson’s correlation coefficient concerning the BIG-5 model. Results: In total, 573 managers participated in this study. Our examination concludes that motivational competencies correlated positively with the compromise and cooperative style; performance competencies with the competitive and cooperative style; and social competencies with the cooperative, adaptive, and compromise style. Not least, target competencies positively correlated with the competitive and cooperative style. Further, neuroticism negatively correlated with social managerial competence, extraversion, and openness to experience, which positively correlated with motivational and target competence. Friendliness was positively associated with social competence, and diligentness positively correlated with motivational, performance, and target competence. Conclusion: We determined significant correlations between managerial competencies (AMC23) and managerial style (MG). Our findings might have implications for further investigation and the development of more comprehensive instruments to assess managerial competencies in connection with managers’ personalities. We point out the need for further research to verify, improve, and constitute a model that further elucidates and explains managerial competencies.

scholarly journals Methodological Bases for Assessing the Development Potential of Enterprises` Management Personnel

2020 ◽  
Vol 23 (1) ◽  
pp. 56-61
Author(s):  
Olexandr Yemelyanov ◽  
Keyword(s):  
Enterprise Management ◽  
Management Competencies ◽  
Development Potential ◽  
Managerial Competencies ◽  
Management Personnel ◽  
Managerial Competence ◽  
Methodological Principles ◽  
The Relationship ◽  
Enterprise Activity

Introduction. The success of enterprises depends on many factors. One of the most important among them is the level of managers’ competencies. This level directly determines the quality of management decisions that are made and implemented at enterprises, and, accordingly, determines the efficiency of using their resources. Under such conditions, the assessment of the development potential of the managerial staff of enterprises based on the analysis of their competencies makes it possible to simultaneously establish reserves for improving the performance of these enterprises. Purpose. This study aims at developing and testing methodological principles for assessing the development potential of the enterprises` management personnel based on the analysis of management competencies. Results. Approaches to grouping the main competencies of employees of the enterprise management subsystem have been established. The necessity to determine the list of partial managerial competencies for each general managerial competence has been substantiated. It has been shown that for this purpose it is possible to apply the method of dividing the general administrative competence into separate stages of its realization. The sequence of diagnosing the level of competencies of the employees of the enterprise management subsystem has been offered. An indicator for assessing the managers’ level by the entire set of general competencies has been developed. Grading of separate characteristics of special competences of the employees of the enterprise management subsystem has been offered. Peculiarities of diagnosing managerial competencies concerning the substantiation of planned indicators of the enterprise activity have been determined. The obtained results have been tested on the example of a number of enterprises. Conclusions. Assessing the development potential of the enterprises` management personnel should include identifying opportunities to improve certain general and special competencies of managers of these enterprises. For this purpose, it is necessary to identify the main competencies, establish the relationship between them, and perform their quantification. To solve these problems, the methodological principles of assessing the development potential of the enterprises` management personnel, developed in this paper, can be used.

The Personality Inventory for DSM-5–Brief Form: An Examination of Internal Consistency, Factor Structure, and Relationship to Aggression in an Incarcerated Offender Sample

Assessment ◽  
2021 ◽  
pp. 107319112091679
Author(s):  
Ashley L. Dunne ◽  
Justin S. Trounson ◽  
Jason Skues ◽  
Jeff E. Pfeifer ◽  
James R. P. Ogloff ◽  
...  
Keyword(s):  
Aggressive Behavior ◽  
Psychometric Properties ◽  
Factor Structure ◽  
Internal Consistency ◽  
Personality Inventory ◽  
Personality Characteristics ◽  
Male Offenders ◽  
Dsm 5 ◽  
Significant Relationships ◽  
Preliminary Support

This study evaluated the internal consistency and factor structure of the Personality Inventory for DSM-5–Brief Form (PID-5-BF), and its relationship to aggression in 438 incarcerated Australian male offenders. Results provide support for the internal consistency and five-factor and bifactor structure of the PID-5-BF. The PID-5-BF total score, as well as the domains of Antagonism, Disinhibition, and Negative Affect (low), demonstrated significant relationships with aggression. These results provide preliminary support for the psychometric properties of the PID-5-BF within prison settings, and suggest that a PID-5-BF assessment may be useful within forensic settings to screen for broad maladaptive personality characteristics that are indicative of a greater propensity for aggressive behavior.

ASSESSMENT OF THE ORGANIZATIONAL AND MANAGERIAL COMPETENCE OF FUTURE SPECIALISTS IN THE PHARMACEUTICAL INDUSTRY

2021 ◽  
pp. 70-74
Author(s):  
В.С. АН ◽  
Э.А. СЕРИКБАЕВА ◽  
Г.Ж. УМУРЗАХОВА
Keyword(s):  
College Students ◽  
Pharmaceutical Industry ◽  
Highly Qualified ◽  
Managerial Competencies ◽  
Managerial Competence ◽  
The Republic

Компании в любом секторе стремятся нанимать высококвалифицированных сотрудников, обладающих способность вписываться в модель организационно-управленческих компетенций организаций под воздействием высокой конкурентоспособности. В статье представлен анализ обеспеченности фармацевтами населения Республики Казахстан. Также совершен опрос студентов колледжа для определения у них организационно управленческих компетенций, сформулированы выводы и рекомендации. Companies in any sector strive to hire highly qualified employees who have the ability to fit into the model of organizational and managerial competencies of organizations under the influence of high competitiveness. The article presents an analysis of the availability of pharmacists in the population of the Republic of Kazakhstan. Also, a survey of college students was conducted to determine their organizational and managerial competencies, conclusions and recommendations were formulated.

The Strategy of Structure: Architectural and Managerial Style at Alcoa and Owens-Corning

2011 ◽  
Vol 12 (4) ◽  
pp. 863-902
Author(s):  
Stuart W. Leslie
Keyword(s):  
Collective Identity ◽  
Management Style ◽  
Management Styles ◽  
Fiber Glass ◽  
Managerial Style ◽  
Organizational Chart ◽  
Management Priorities

The Alcoa Building (1953) and Fiberglas Tower (1969) exemplify “architecture parlante”, literally buildings that speak of their function and meaning. They said—in steel, aluminum and (fiber)glass—this is who we are; this is what we do; this is how we do it. They provided prestige, visibility, and a sense of collective identity. Alcoa and Owens-Corning intended their signature buildings as larger than life advertisements for their signature products. The executives who commissioned them also expected the buildings themselves to reflect, and reinforce, new management styles. In the early 1990s, Alcoa and Owen-Corning commissioned new headquarters buildings that reflected a new management style thought to be appropirate for an emerging era of the flat organization and the ‘networked corporation’. Like their predecessors, these buildings sent an unmistakable message about management priorities. The buildings – outside and in – helped bring the organization, and the organizational chart, to life, both symbolically and pragmatically. Read carefully, a signature building can be a revealing corporate memoir.

scholarly journals Factors Influencing Open Innovation Adoption in the Ghanaian Hospitality Industry : The Role of ICT Infrastructure

2020 ◽  
pp. 91-114
Author(s):  
Kankam William Adomako ◽  
Tian Hong Yun ◽  
Florence Appiah-Twum Isaac Gumah Akolgo ◽  
Eric Owusu Asamoah
Keyword(s):  
Open Innovation ◽  
Hospitality Industry ◽  
Research Work ◽  
Innovation Adoption ◽  
Management Style ◽  
Primary Data ◽  
Managerial Style ◽  
Positive Correlation ◽  
Human Skills ◽  
Ict Infrastructure

This research work adds to extant writings on open innovation by evaluating the factors that impact open innovation adoption in the hospitality industry in Ghana. The research investigates withal the moderating function of ICT infrastructure in the correlation among human skills, managerial style and competition and open innovation. Data collected from 530 managers and owners in the Ghanaian hospital industry, in a cross-sectional observation employed on a five-point Likert scale survey, is analyzed and employed in the validation of the study’s empiric and theoretic contributions. We employed SmartPLS software 3.2.8 to investigate primary data and the outcome indicates that the six determining factors significantly impact on open innovation adoption in the hospitality business. There are, particularly, positive and significant correlations between competition, human skills, management style, IT infrastructure and open innovation adoption. Nonetheless, both cultural and cost factors have negative, yet statistically significant impact on open innovation adoption. In Ghana’s hospitality SMEs, the ICT infrastructure has proven to moderate a positive correlation betwixt open innovation adoption and competition. Similarly, ICT infrastructure moderates the correlation betwixt managerial style and open innovation adoption. Moreover, ICT infrastructure moderates a positive correlation between human skills and open innovation adoption in the Ghanaian hospitality SMEs.

scholarly journals Managerial conceptual competencies and the performance of small and medium-sized enterprises in Zimbabwe

2021 ◽  
Vol 13 (1) ◽  
Author(s):  
Nhamo Mashavira ◽  
Crispen Chipunza
Keyword(s):  
Firm Performance ◽  
Return On Investment ◽  
Small And Medium Enterprises ◽  
Quantitative Approach ◽  
Managerial Competencies ◽  
Significant Relationships ◽  
Medium Enterprises ◽  
The Impact ◽  
The Relationship ◽  
Minimal Evidence

Background: Literature is replete with evidence on the impact of managerial competencies on firm performance. Yet, there is minimal evidence on how managerial conceptual competencies in particular, affect the performance of small and medium enterprises (SMEs) in Zimbabwe.Aim: The current study was meant to find the impact of managerial conceptual competencies on the performance of SMEs in Zimbabwe’s Harare Province.Setting: The under-exploration of the relationship between managerial conceptual competencies and SME performance, in an economy that at present is highly informalised, provides a platform for further exploration of this phenomenon.Methods: The study adopted a purely quantitative approach that employed a structured direct survey design.Results: The study established that owners and/or managers had reasonable levels of conceptual competencies and that SMEs performed fairly well in terms of both innovation and return on investment (ROI). It was found out that statistically significant relationships existed between managerial conceptual competencies and SME performance when measured by innovation and ROI.Conclusion: In view of the results, it can be concluded that the performance of SMEs in terms of innovation and ROI can be influenced, to some extent, by owner and/or managers’ conceptual competencies.

scholarly journals A Theoretical Model to Measure Managerial and Leadership Competence of Business School Managers

2018 ◽  
Vol 9 (6) ◽  
pp. 149-165
Author(s):  
A. Shaikh ◽  
C. A. Bisschoff ◽  
C. J. Botha
Keyword(s):  
Theoretical Model ◽  
Industrial Revolution ◽  
Team Building ◽  
Business Environment ◽  
Leading Change ◽  
Management Competencies ◽  
Management Communication ◽  
Managerial Competence ◽  
Modern Business ◽  
Leadership Competence

A theoretical model to measure managerial competence was developed by evaluating two previous models with similar aims. In addition to the original eight management competencies, another eight competencies were identified and applied to determine the management competencies needed in the Fourth Industrial Revolution with its fast-changing business environment. The article narrows down eleven management competencies and develops measuring criteria for each; in total 42 criteria. The eleven business competencies are leading change, cultural intelligence, team building, conflict management, communication skills, a global leader mindset, emotional intelligence, career awareness, personal value system, and external and ethical influences. The model is a theoretical model and presents management competencies relevant to the modern business environment. The value of this study resides in a strong theoretical basis for postmodern business environmental skills that managers need to maintain completeness of their organizations as well as providing a sound point of departure for other researchers of managerial competence. 

CHARACTERISTICS OF MANAGEMENT COMPETENCIES

2020 ◽  
Vol 7 (3) ◽  
pp. 40-48
Author(s):  
Murat Atamuratov ◽  
Keyword(s):  
Competency Model ◽  
Civil Servants ◽  
Behavioral Approach ◽  
Professional Competencies ◽  
Universal Model ◽  
Visual Interpretation ◽  
Management Competencies ◽  
Managerial Competencies ◽  
Specific Order

The article examines the specifics of managerial competencies, the classification of competencies based on a behavioral approach, visual interpretation of the competency model, reforms aimed at developing the managerial competencies of civil servants and managerial personnel in Uzbekistan. Also, a universal model of professional competencies is considered, which identifies five groups of competencies: personal, social, technical, organizational and administrative. The clusters of competencies are arranged in a specific order

scholarly journals Shaping of Competencies of Managers in Academic Incubators of Entrepreneurship in Poland

Organizacija ◽  
2014 ◽  
Vol 47 (1) ◽  
pp. 52-65 ◽  
Author(s):  
Joanna Kurowska-Pysz
Keyword(s):  
Research Study ◽  
Exploratory Research ◽  
Management Competencies ◽  
Managerial Competencies ◽  
Managerial Skills ◽  
Frequency Of Use ◽  
Entrepreneurial Management ◽  
Complex Preparation ◽  
Dynamic Growth

Abstract Background and purpose: Participation of future entrepreneurs in Academic Incubators of Entrepreneurship (AIE) in Poland is one of the innovative paths to shape their managerial competences. The aim of the paper is to analyse and evaluate the activities of the AIEs as an environment inside of which managerial competencies are formed, and formulate recommendations concerning the improvement of AIEs, in terms of the development of managerial skills of future entrepreneurs. Design/methodology/approach: The author relied on research - study surveys and empirical, qualitative, exploratory research, which were supported by figures. The author focused on four important issues: - Motives of researchers and students interested in the support of AIE; - The quality of support offered by the incubator to its participants as well as the frequency of use of this support by future entrepreneurs; - The possibility of extending the support system for AIE participants; - Traits / managerial and entrepreneurial competences desired in people running their own businesses. Results: AIE participants are focused primarily on implementing their business ventures and to a much lesser extent, care about the simultaneous development of their managerial competencies to manage these projects. It is manifested, among other by differentiated assessment of the suitability of certain forms of support from the incubator and the low intensity of use of this support. Despite this, AIE participants perceive the development of desirable traits and strengthening of specific entrepreneurial, management competencies. It is not a very dynamic growth, although it translates into their motivation to start a business after leaving the incubator. Conclusion: It is recommended to place greater emphasis on mobilizing the future entrepreneurs to make use of forms of support for the development of their managerial competences. It is necessary for complex preparation of future entrepreneurs to independently conduct business after leaving the incubator

Competency need assessment: a gap analytic approach

2016 ◽  
Vol 48 (8) ◽  
pp. 423-430 ◽  
Author(s):  
Sethumadhavan Lakshminarayanan ◽  
Yogesh P. Pai ◽  
Badrinarayan Srirangam Ramaprasad
Keyword(s):  
Job Performance ◽  
Gap Analysis ◽  
Relationship Management ◽  
Analytic Approach ◽  
Self Management ◽  
Management Competencies ◽  
Content Type ◽  
Managerial Competencies ◽  
Self Perceptions ◽  
Analytic Skills

Purpose The purpose of this paper is to adopt a gap analytic approach to identify competency needs and further estimate the strength of such managerial competencies in predicting job performance. Design/methodology/approach A structured questionnaire was administered on 106 managers from 18 pharmaceutical companies in Maharashtra, India to capture their self-perceptions on importance of competencies, current expertise levels and job performance. Further, relative competence metric, t-test and multiple regression analysis was employed for data analysis. Findings Results indicate incongruence in perceptions of managers for current expertise and importance across four managerial competencies, i.e., analytic skills, self-management, relationship management and goal and action management. Further, gap analysis and relative competence metric reveals negative gaps among managers for competency dimensions pertaining to quantitative ability, adaptability, influence co-workers, change management skills and planning and task execution. Furthermore, self-management competencies are found to wield maximum influence on the self-perceptions of job performance followed closely by relationship management and analytic skills. Originality/value To the best knowledge of the authors, no study exists from pharmaceutical sector in India on managerial competencies and its impact on job performance. Also, authors have not come across any study in India that captures the competency needs through gap analysis and relative competence metric. This study attempts to fill both the aforementioned gaps in literature.

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