Assessment of Management Competencies According to Coherence with Managers’ Personalities

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.

A Virtual Training on Competency Improvement Bank Mandiri Employees In Covid Pandemic 19

Training is a company strategy to improve employee performance competencies. However, in the current Covid 19 pandemic, companies cannot conduct training directly because of the government's rules to cdo work and study activities from home. During the Covid 19 pandemic, companies tried to develop employee performance skills, virtual training is one of the methods used to improve employee performance during the COVID-19 pandemic. Bank Mandiri use virtual training solutions to provide training for employees to maintain employee performance so that the company's goals could be achieved even in difficult circumstances such as the current Covid 19 pandemic. The study aims to determine whether virtual training has an effect on improving the performance of Bank Mandiri employees by using qualitative research to describe facts about an incident at Bank Mandiri and a situation that occurred during the COVID-19 pandemic. Data was collected using a survey method by distributing questionnaires to employee respondents. The results showed that the Virtual Training conducted by Bank Mandiri had a very good effect on improving the performance of Bank Mandiri employees.

Planning engineer training in economic security in the mineral mining sector: Theory and practice

The mineral mining industry traditionally considers safety in terms of production and ecology. Modern economy is the economy of risks. Economical development in such conditions is associated with high politico-economic, technological, financial and environmental uncertainty. Moreover, there exist the external (anti-competitive practices) and internal (closure of production, loss of jobs, social tension) hazards. Economic security of large businesses, including the mineral mining sector, is often directly connected with the national security. Based on the integrated economic security of a country and an industry, the author discloses the background and avenues of transformation of approaches to economic security on a macro and micro scale. The top-priority ways to reach advancement in the mineral mining sector in Belarus are modernization of technology and management, including digital transformation of mining plants and their businessmodels, reduction in consumption of materials, decrease in reliance on import, toughening of the environmental standards and competitive recovery on international markets. In this respect, it is required to balance the active tasks of the mining industry (enhancement of capitalization and profitability) and the long-term economic security. To this effect, it is intended to update the engineering economy personnel training in terms of development of better defined and higher performance competencies at the end of economic security in mining. The author lays foundations for the necessity of engineering economy personnel training in economic security of businesses in the mineral mining sector and presents the principles of selection of the required competencies of such specialists.

Comparison of Nursing Performance Competencies and Practical Education Needs Based on Clinical Careers of Operating Room Nurses: A Cross-Sectional Study

In order to provide appropriate practical training for quality nursing care, it is necessary to evaluate nursing performance competencies in terms of clinical careers. Using convenience sampling, this cross-sectional study aimed to identify the nursing performance competencies and practical education needs of operating room nurses by evaluating nurses’ clinical careers. The participants in this study were 182 nurses working in the operating rooms of four general hospitals in Seoul, Korea. Data came from self-report questionnaires regarding nursing performance competencies and practical education needs. The results showed that participants’ nursing performance competencies and practical education needs differed significantly across clinical career groups. Further, participants’ nursing performance competencies were negatively correlated with practical education needs in terms of clinical career. In order to develop an effective and continuous practical education program for operating nurses, various education programs that reflect nursing performance competencies and practical education needs for particular stages of clinical careers are necessary.

Effect of Entrepreneurial Competencies on the Performance of Small and Medium Scale Enterprises in Makurdi Metropolis, Benue State, Nigeria

This study was carried out to examine the effect of entrepreneurial competencies on the performance of small and medium scale enterprises in Benue State, Nigeria. The study focused on selected SMEs in Makurdi Metropolis, Benue State. The study specifically examined the effect of strategic competencies, conceptual competencies and opportunity competencies on the performance of SMEs in Makurdi Metropolis, Benue State. A survey design was adopted for the study and questionnaire was used as instrument for data collection. The population consists of 210 owners of SMEs in Makurdi Metropolis and census sampling was adopted for the study. The study used simple percentages, mean ad standard deviation for data presentation and analysis while regression analysis was used for test of hypotheses. Findings of the study revealed that strategic competencies have significant effect on the performance of SMEs in Benue State. The study also revealed that conceptual competencies have significant effect on the performance of SMEs in Benue State. Finally, the study indicated that opportunity competencies have significant effect on the performance of SMEs in Benue State. The study concludes that entrepreneurial competencies are important for the every entrepreneur. The study recommended that owners of SMEs in Benue State should constantly monitor their customers in order to have a clear understanding of customer needs. Keyword: Entrepreneurship, Performance, Competencies, Benue, Nigeria.

MERIT SYSTEM DALAM MEWUJUDKAN TRANSPARANSI PEMBINAAN KARIER APARATUR SIPIL NEGARA

The Merit System is a reflection of professional staffing management where the placement of employees and officials uses performance competencies and track records as a means of measuring appointments. But so far the system merit has not been fully implemented even though if this system is implemented, it can produce qualified official figures and have good performance other than that it will not interfere with internal conditions because it has continuity with the old officials. Practices that occur are politicization of the State Civil Apparatus. Merit violations are usually like people being demoted without clear reasons and mutations. New regional heads usually dismantle their employees with people he knows. Everything is still related to retribution and revenge, so that this article is carried out with the aim of knowing how the implementation of the Merit System in ASN career development and the factors that influence the implementation of Merit System can realize the transparency of ASN career coaching using Qualitative analysis methods. So that it is expected to contribute ideas to the government in the study and implementation of a better Merit System. Keywords: Merid System and State Civil Apparatus AbstrakMerit sistem merupakan cerminan manajemen kepegawaian yang profesional dimana penempatan pegawai dan pejabat menggunakan kompetensi kinerja dan track record sebagai alat ukur pengangkatan. Namun sejauh ini merit sistem belum sepenuhnya dilakukan padahal Jika sistem ini diterapkan, dapat menghasilkan figur pejabat yang mumpuni dan memiliki kinerja bagus selain itu tidak akan mengganggu kondisi internal karena memiliki kesinambungan dengan pejabat lama. Praktek-praktek yang terjadi adanya politisasi terhadap Aparatur Sipil Negara. Pelanggaran Merit itu biasanya seperti orang diturunkan jabatannya tanpa alasan yang jelas dan mutasi. Kepala daerah baru biasanya membongkar pegawainya dengan orang-orang yang dia kenal. Semuanya masih berkaitan dengan balas budi dan balas dendam, sehingganya tulisan ini dilakukan dengan tujuan mengetahui Bagaimana implementasi Merit System dalam pembinaan karier ASN serta Faktor yang mempengaruhi penerapan Merit System dapat mewujudkan transparansi pembinaan karier ASN dengan menggunakan Metode analisis Kualitatif. Sehingga diharapkan dapat memberikan sumbangan pemikiran terhadap pemerintah dalam pengkajian dan pelaksanaan Merid Sytem kearaha yang lebih baik. Kata Kunci: Merid System, Aparatur Sipil Negara

Building Performance Competencies in Open Government

Open government initiatives around the world have encouraged governments to be more transparent and accessible while its partners have found new venues to further participate and collaborate. However, realities on the ground have begun to show the complexities of openness, raising questions on how these initiatives could be sustained. In the Philippines, most of the open government-open government data (OG-OGD) programs are considered top-down. This means that almost all of the activities are initiated by the national government and are often funded by multilateral agencies such as the World Bank. However, due to the changes in political priorities, the future of these programs remains uncertain. Current experiences further highlight the importance of institutionalization as one of the ingredients to sustain these initiatives; thus, the authors believe that building capacities play an important part in such an endeavor. As such, this chapter presents an initial set of OG-OGD performance competencies for local government executives and their civil society partners.

This Really IS What We Do With the Rest of the Day! Checking and Clarifying What High-Level Golfers Do During the Meso-Levels of Performance

Recent retrospective research has identified effective meso-level thoughts and behaviors for high level golfers (i.e., those deployed between shots and holes). However, how such thoughts and behaviors are actually used during this phase of performance and, or if, they vary in different contexts is unknown. Accordingly, real-time observations followed by stimulated recall interviews were used to examine the meso-level processes used by high-level golfers during competition. Results indicated use of the same pre2- and post-shot routines identified in prior retrospective research but with key differences in the content and application of some of their stages relative to shot outcome. These similarities and differences are discussed along with implications for practitioners: including the importance of developing metacognitive skills, and prioritizing the development of performance expertise over performance competencies for high-level golfers at the meso-level of performance.