...three accompanying questions. 1. Team competency was one that was illustrated. Team competency includes the knowledge, skills, and ability to develop, support, and lead groups to achieve goals. Clearly, Yolanda Valdez and her team where ultimately working as a team and had goals in mind to accomplish. From the everyday operations to plans on expanding the company. I felt that the organization worked together with their knowledge and skills to get the ultimate job done. Another competency used was communication competency. Communication competency includes the knowledge, skills, and abilities to use all the models of transmitting, understand, and receiving ideas, thoughts, and feelings- verbal, listening, non-verbal, and written- for accurately transferring and exchanging information Yolanda and her team uses different forms of communication throughout their daily activities whether its verbal with meetings they have or written in the form of questionnaires they use for feedback. All the forms are necessary for ClearVision in order for them to properly keep communication going. The change competency was also present. Change com potency includes the knowledge, skills, and abilities to recognize and implement needed adaptations or entirely new transformations in the people, tasks, strategies, structures, or technologies. As the organization of ClearVision grows and expands Yolanda and the rest of the group understands that changes are needed and are being implemented. Changes in...
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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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...decision making competency based questions are: * What is the toughest decision you have ever made? Why was this so difficult? * How do you come to conclusions? * Tell me about a decision you have made that has affected other people. * Do you find decisions difficult? * Give me an example of a bad decision you have made. Why was this a bad decision? * Describe a time when you had to lead a group to achieve an objective. * Describe a work based situation where you had to lead by example to achieve an objective. * Describe a situation where you inspired others to meet a common goal. * How do you motivate team members to do something they decide they do not want to do? Problem solving * How do you solve problems? * Give me an example of a problem you have faced in the past, either as part of a team or as an individual. How did you solve the problem? * What do you do when you can't solve a problem? * RClose Open WikiJob * Jobs * Study * Reasoning Tests * ------------------------------------------------- Psychometric Tests * ------------------------------------------------- InTray Exercises * ------------------------------------------------- Interview Coaching * Forum * Interviews * ------------------------------------------------- Top of Form Search form Bottom of Form * Log in * Sign up * Home/ * Application Technique/ * Competency Based Interview...
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...competitive or highly qualified in terms of hotel and restaurant preferences and standards. The job market in the hospitality industry is very competitive, employers will always want new graduates who are ready to “jump in” and start working immediately. Equipped with knowledge on the new trends for today’s hospitality industry, in order to be competitive in this market, newly graduates must possess the maximum skills required to perform efficiently and effectively in the hospitality industry. Industry professionals often claim that what educators teach in the classroom is out dated (Kang, Wu, & Gould, 2005). Technology, the workforce, hospitality and tourism products, and customers are constantly changing. As a result, relevant competencies also evolve. Therefore, university faculty and industry professionals must work together to ensure that graduating students can possess the necessary skills to enter the workforce successfully. These present challenges give empetus to the researchers to study, seek and gather information for the preferred job qualifications of today’s hotel industry, gearing towards knowledge on hiring...
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...develop and teach lessons that incorporate diversity | * Understanding/adapting to other cultures and values in order to incorporate every child’s need. | 9,10,11 | How to develop a classroom and school climate that values diversity | * Ability to show other students that being different is not bad. * Standing against gender inequality and racism | 11,12,13,63,67 | How different teaching and learning styles are shaped by cultural influences | * | 49,50 | Dispositions that value fairness and learning by all students | * Understanding student’s background, culture, gender, sexual orientation * Not using social class status to treat them differently or for some to have an advantage over other students. | 30,31,57, 86 | Competency Name | EVIDENCE | | Open Attitude * Receptive to cross cultural learning * Maintains an open and productive attitude * Avoids quick judgments * Tolerates ambiguity and complexity in cross-cultural situations * Remains patient with others | * Ability to discriminate. * Trying to identify different cultures and not taking issues personally. * Accepting people’s differences and not judging | 17, 28, 33 | Self-Awareness * Is aware about one’s own cultural background * Can articulate one’s own cultural values, beliefs and attitudes. * Can identify how differences in cultures can lead...
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...A Database of Competencies, Behaviors, & Interview Questions Interview Generator COMPETENCY WORKSHEET Position: ® Use this worksheet to identify the core competencies that are essential for the job for which you are developing an interview guide. Select only those competencies that truly distinguish superior performance in the role overall (minimum 4; maximum 10). Use the space in the margins of the page for notes that may be helpful in isolating specific behaviors, or levels of expertise that need to be attained in the selected competency areas. Refer to the Job Analysis Process on the reverse side. I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I Ability to Take Initiative/Responsibility Altruistic Orientation Anticipation/Proactive Thinking Skills Big Picture Thinking Ability Cooperate and Collaborate Capacity to Take Accountability Commitment Conflict Management Ability Critical Thinking Ability Customer Focus Delegation Skills Diplomacy Skills Drive Empathy with People Ethical Conduct Feedback Receiving Skills Functional Knowledge Interpersonal Skills Learning Attitude Listening Skills Marketing Ability Organization/Planning Skills Persistence/Perseverance Skills Problem Solving Ability Resourcefulness Risk Taking Ability Sales Ability Service Orientation Teamwork Orientation Time Management Ability I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I Ability to Work Independently Analytical Skills Attention to Detail Business Mindedness Coaching...
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...as a whole rather than individually. Members need to realize that everything becomes a shared group effort. Accountability shifts from strictly individual to individual and collective. It’s now a group rather than individually, workload is shared and leadership is shared. According to table 11-1, “effectiveness is measured by the group’s collective outcomes and products” (Kreitner & Kinicki, 2013, p. 301). 2. Should Google’s HR team members have been instructed ahead of time in the teamwork competencies in Table 11–3? Explain how it should have been done. I think Google’s HR team members should have been instructed ahead of time in the teamwork competencies. People are more successful when they know what is expected of them beforehand. According to table 11-3, you need to develop strong team competencies. This includes: orienting team to problem-solving situation, organizing and managing team performance, promoting a positive team environment, facilitating and managing task conflict and appropriately promoting defense of preferences when supported by logic based arguments. Real teamwork requires a concerted collective effort. Requiring, lots of tolerance, practice, and trial and error. When in a problem solving situation HR team members should “arrive at a common understanding of the problem and determine the important elements of the problem.” When that’s figured that out, then HR needs to “find relevant data that pertains to the problem.” Next they need to organize and...
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...[pic] |Leadership and Organizational Behavior – BUS 520 | |Student Course Guide | |Prerequisite: None | |Quarter |Fall 2010 | |Meeting Days/Time |Wednesday 6pm-10pm | |Instructor |Karmetria Burton | |Instructor Phone |678 362 0842 | |Instructor E-mail |Karmetria.burton@strayer.edu | |Instructor Office Hours/Location |5-6 pm Wednesdays or by appointment | |Academic Office Phone Number | | |INSTRUCTIONAL MATERIAL - Required ...
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...Class 7 Compensating Employees Fairly Three basic principles to make decisions concerning salary * Internal job consistency: compensation must reflect the of a job compared to other jobs wthin the organization, in terms of required qualifications, responsabilities, effort and working conditions * External salary competitiveness: salaries a company offers must be comparable to those offered by its competitors * Employee motivation and mobilization: compensation must be motivating in order to encourage performance and loyalty Manager’s Role: * To understand compensation principles * To possess adequate knowledge of the positions managed * To ensure equity, an important factor in compensation decisions Objectives of compensation * As a major HR tool, compensation aims: * To attract * To motivate * To retain employees Building a compensation Program Legal Context Canadian Charter of Rights and Freedoms Canadian Charter of Rights and Freedoms Pay Equity Act to correct salary differences caused by systemic discrimination Pay Equity Act to correct salary differences caused by systemic discrimination Labour standards act Labour standards act Labour standards act Labour standards act * Canadian Charter of Rights and Freedom Employee A<-> Equal salary for equal or equivalent work <-> employee B * Pay equity Act (for organizations with more...
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...Consulting for George Lancia: 1. Problem: George lacks expertise, and incompetence to run his Businesses’. Source: Does not have an education and does not know how to handle his finances from an early stage. Backing: George brought all business down financially by reaching overdraft limits and lines of credit. Constraints: George will need to confront all conflicts while maintaining past relationships. Solution: George needs to hire Cam as a consultant to help him with the skills he is missing. Cam’s expertise will bring everything under control. Problem Statement: George lack of expertise and incompetence is no longer adequate to run his businesses’ as evidenced by financial inefficiencies and George’s difficulty in confronting people, needs to hire a consultant with the expertise and skills he is missing; so, he can handle his financial burdens and continue operating his businesses’ while confronting his conflicts and past relationships. 2. George’s definitely had some technical skills; he had specialized competencies such as owing a couple of businesses’ such as a movie theater, drive in theater, restaurant and sold real estate. George had the capability to invest in several fast food restaurants, retirement home and rental properties. George was lacking human skills he couldn’t not confront many people in his businesses' or give them direction on how to run the business. In one of his restaurants George was worried about being forced...
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...Competencies A competency is an underlying characteristic of an individual which enables him/her to deliver superior performance in a given situation. Competencies consist of clusters of knowledge, attitude and skill set. Mentioned below is the list of professional competencies that could enhance your career success. 1) Interpersonal Skills Interpersonal skills are sometimes also referred to as people skills or communication skills. Interpersonal skills involve using skills such as active listening and tone of voice, they include delegation and leadership. It is how well you communicate with someone and how well you behave or carry yourself a) Communication Skills b) Negotiation, Perception and Adaptability c) Conflict Management & Resolution d) Persuasion Skills e) Team Building f) Affirmation Skills g) Self-Awareness 2) Communication Skills Every individual needs to be well equipped with the tools to communicate effectively, whether it is on the personal front, or at work. In fact, according to the management gurus, being a good communicator is half the battle won. After all, if one speaks and listens well, then there is little or no scope for misunderstanding. Thus, keeping this fact in mind, the primary reasons for misunderstanding is due to inability to speak well, or listen effectively. Communication skills are the set of skills that enables a person to convey information so that it is received and understood. Communication skills refer to the repertoire...
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... Introduction While leaders need analytical competencies such as those associated with strategy, finance and all the planning processes, research on Emotional Intelligence (as reported by Goleman, ―What Makes a Leader?‖, HBR, 1998) suggests it is increasingly the "soft" skills that differentiate those who are highly successful from those who just get by. This shift in emphasis is largely due to a series of fundamental changes in organizations over the past decades. Increasingly, today's organizational realities are characterized by: High performance standards - Organizations can no longer survive over time by just "getting by." Global competition has raised the bar on the level of quality in products and service that is expected. And the rate of technological innovation demands speed, agility and ability to adapt by all parts of the organization. The leader no longer has all the answers - Knowledge and expertise is now distributed throughout the organization. Excellence is achieved when everybody's competencies are fully used. [In fact, the institution that is dependent on the solo brilliant leader is in a very vulnerable, unsustainable, position.] This means that the task of the leader has changed from being the solution-provider to building conditions that release and focus the competences throughout the organization. Changes in the nature of work [and workers] - The diffusion of expertise, increased task complexity, and needed speed of response mean that there is much greater...
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...Both HDB and NEA posses varied working styles. Thus, they were unable to see eye to eye on certain ways and methods to deal with situations. This then resulted in conflicts between them, souring the relationship between the two parties. The conflict process as shown in the diagram below aims to map out the episodes of the conflict. Incompatible Goals Both NEA and HDB had incompatible goals. Although both dealt with hawkers, they dealt with different aspects. The HDB Hawkers Department dealt only with administrative matters of HDB hawker centres while NEA Hawkers Department formulates and implements policies on hawkers for the promotion and maintenance of food hygiene practices among hawkers and the maintenance of good public health standards in hawker centres in addition to the managing the administrative work of Ministry of Environment Water Resources (MEWR) hawkers. As each is specialized in its own field, the aftermath of the merger resulted in the employees from HDB Hawkers Department concentrating solely on the administrative matters and not bothering about pertinent environmental issues. NEA found it difficult to work with the new employees. Mr Joseph Toh highlighted that during meetings, the new employees were quick to go through environmental issues but dallied longer on the administrative concerns. This often resulted in long meetings to ensure that the new employees understood the importance of the environment with regards to hawkers. Emotions like irritability...
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...Conflicts in the Work Place Melody Johnson Strayer University Winter 12’ Professor Albert Yin In this paper I will discuss the affects of conflict, decision making and organizational design in the work place. When people work together, there will be tension and conflict between individuals and groups from time to time. Even in the best of work environments, organizational tension is inevitable. Conflict is the natural outcome of disagreement often resulting from individuals or groups with differing values, desired outcomes, or frame of reference. Such workplace tension produces a situation where executives can spend time up-front by finding resolution through negotiation or spend time on the backend trying to resolve a destructive battle. Left unmanaged, organizational tension and conflict will inflict unnecessary pain through internal struggles and in the worst scenarios cause long term strife to the organization or loss of talented employees. In my current position as a supervisor I am faced with conflict, decision making and organizational designs daily. I supervise a team of investigators and at times there are differences in the workplace amongst the team. As a supervisor it is my job to try to diffuse the situation to ensure that it doesn’t escalate. By diffusing, I would need to come up with a strategy that would benefit both parties. When I was researching Branson, for example Branson believed in hiring the best people to run businesses. People are important so...
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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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