...Introduction In most cases, being a good corporate citizen goes hand in hand with high levels of political competence. This statement rings true when it comes to the formulation of health policies. Health executives must always consider a multitude of factors before jotting down any sort of health policies. This is because the implications resulting from implementing a health policy are quite numerous since that policy affects a lot of individuals. Seasoned executives who have mastered the skills of political competence are able to analyze factors that might crop up as a result of pushing for the implementation of a particular health policy, thus enabling them to identify potential pit falls that might pose challenges in the future. There have always been a lot of misconceptions on the topic of political competency, with most people associating this concept with actual politics. Although the issue of political competency applies largely to the field of politics, it can still be incorporated in other different dimensions. Political skill or competence is the “ability to read, understand, and exert influence and control in social situations in a way that is not seen as overt or controlling” (Ahearn, Ferris, Horchwarter, Douglas and Ammeter 2004 p.309). On the other hand, a good corporate citizen can be defined by incorporating Matten and Crane (2005) limited view of corporate citizenship which basically denotes corporate philanthropy in the local community. Although other views...
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...Health Policy Political Competence Political Competence Senior executives from a variety of organizations are often called to testify about health policy issues. It is in the organization’s best interest if these executives are both politically competent and good corporate citizens. As long as the organizations executives are politically competent and good corporate citizens, whatever statement the corporate representative gives has to be creditable. This means that the representative has to have good ethics, uphold good community responsibility and must show the same level of respect. Although confusing, health policies are the orientation to the health facility by addressing the problems that can be changed. Issues must be identified and executives have to understand the problem and be guided by a model when resolving the issue. Senior executives have to participate in the political process and understand the rules of politics. Excellent executives are able to guild people through excellent ideas and they can generate great results. They must be willing to take action and create the change that is needed, employees need to feel secure and political competence allows them to move forward. In general terms, what knowledge, skills, and individual behaviors must an executive have to politically competent and to be good corporate citizens? The individual must present themselves in a high standard of honesty, have excellent communication skills and most important have...
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...3 pitfalls Commitment: Commitment to planning engenders commitment to strategies and to the process of strategy making. Nature of planning fosters managerial commitment to itself Whether planning is committed to management. Change: Process of planning tends to evoke resistance to serious change in organizations Planning tends to favor short term over long term Politics: Planning is a biased form of objectivity and enforces political resistance. Aggravates the conflict between line and staff 3 fallacies Predetermination: To make strategic planning successful, an organization has to control or predict the course of the environment. Detachment managers are detached from the very things they are supposed to make strategies about Formalization Grand falacy: Soft analysis: Informal visionary and learning processes of line managers. Strategic planning is not the same as strategy making should have been called strategic programming Promoted as a process to formalize, when necessary, the consequences of strategies already developed instead of making new strategies Learning myopia: Why experience is a poor teacher. Experience is often a poor teacher, because it involves inferences from information and there are cognitive limits. Additionally, the experience is not as complex as the actual account. Experiences from others and politics influence your experience as well. Finally learning in the neighborhood of current experiences in the short-run restricts learning...
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...Healthcare, one of the largest European pharmaceuticals based in Germany in charge of global compensations and tasked with reviewing existing policies and practices, and making recommendations for a global pay system. Wolfgang was provided six folders that contained the following: • Healthcare Group • Personnel Structure • Leadership Competence • Corporate Human Resource • Global Performance • Overview of Corporate and HRM Strategy Using current knowledge and best practices from other companies each of these folders can be resolved and still maintain the upward profit margin for the company. It would require some compromising from employees to move forward. Questions or challenges that Wolfgang is facing are communication to other executives on maintaining management competencies set by headquarters? Is a competency-based pay system more flexible or standardization already established? Healthcare’s goal was to have the same compensation system globally, however compensation is extremely complex. Pay systems must conform to local laws for employee compensation while also fitting into global Healthcare’s policies. Leadership Competence of the Healthcare Group Competency has been defined demonstrable characteristics of the employee including knowledge, skills, and behaviors (Jahja & Kleiner, 1997). Competencies outlined for Healthcare are as follows: • Business related competencies include achievement orientation, innovation, and change, and decision making. • People-related...
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...Maria Eriksson - 890131-4701 – group 19 Leax Group – Strategy and technology 1. Analyze Leax environment and identify 3-5 key trends. To describe the macro environment for companies and countries, the PESTEL-theory can be applied. This is a standard environmental analysis, and the elements influence the possible success or failure in a strategy. This framework contains the pieces of political, economic, social, technological, environmental and legal elements. (Fundamentals of strategy: p25 & p218) In the first period of Leax group’s existence, the company had a strong economic growth. Compared to competitors Leax was growing both in size and stability. Even in the economic crisis, Leax had better results than most competitors. Leax is one of the strongest companies in the industry. They are focusing on having a wide customer range and they have many various costumers that differ in both size and stability. They have also expanded into more industries and countries than was initially planned, which makes their social element strong and broad. One of the reasons why Leax is successful is because of the big focus on being up to date with technology, IT and knowledge. They are focusing on quality, which benefits in efficiency and reliability. This is also beneficial when accessing new industries in order to be able to compete with existing companies. Leax group is dependent on good personnel and highly values the well being of their staff. They are doing...
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...Political Competency Name Institution Lessons learned about Political Competency from the Documentary, Shameless Propaganda (2013) Political competency is viewed as the capacity to understand what an individual can or cannot control when to take action, which is going against your motive and who you require on your side to push your motive ahead. Political competency relates to having knowledge of how to map the political terrain, get others on your area and lead coalitions. More often than not, political competency is not viewed as a critical core competence that is required by all politicians or leaders within an organization. The documentary “Shameless Propaganda” gives insights of the art of political competence that took place in Canada between 1939 and 1945 (“National Film Board of Canada,” 2014). When you ask fruitful pioneers how they get things going, they'll converse with you about conceptualizing, support, authority, market investigation, and arranging, however they'll infrequently expound on the unending normal micro-legislative issues they participate in. Legislative issues are by all accounts an unthinkable subject in authoritative life-the elephant in the initiative parlor that nobody examines or concedes is there (Golubeva, 2013). Political competence is not fiendishness by result of authoritative life. Being political, in its most appealing light, is being mindful of the hobbies of others, discovering zones of shared view, bringing others on board, and...
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...USAWC course paper key competencies for 21st century strategic leaders by LTC JP Moore Strategic Leadership 24 October 2012 U.S. Army War College Carlisle Barracks, Pennsylvania 17013 It became clear to me [as the Chief of Staff of the Army]…I would have to learn new tricks that were not taught in the military manuals or on the battlefield. In this position [as a strategic leader] I am a political soldier and will have to put my training in rapping-out orders and making snap decisions on the back burner; and have to learn the arts of persuasion and guile. I must become an expert in a whole new set of skills. George C. Marshall After a review of the aforementioned George C. Marshall quote and the research conducted for this piece, the author draws the conclusion that the success – or failure – of a strategic leader depends on his or her abilities as an intellectual, culturally aware team builder, influencer, and a communicator above the tactical and operational levels of leadership. With this judgment, the following piece will answer two questions. What key competencies should a strategic leader possess in order to align their organizations to a constantly changing and complex – VUCA and JIIM – environment? How do these competencies facilitate his or her strategic organization’s alignment to the constantly changing and complex – VUCA and JIIM – environment? Strategic leader competencies generally consist of the “knowledge, skills, attributes, and...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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...questions Overview competences Personal development plan Introduction Here is the rapport of the Personal Effectiveness i360. In this report your data and the data of other the respondents is processed. Strength/weakness analysis First you find a strength/weaknesses analysis. In this part is indicated which competences are rated relatively high and low by you and your respondents. You can also see whether you and your respondents agree or differ on the ratings of the various competences. You can use this information for your personal development plan. Results The results section starts with the answers to the open questions. After that you will find the graphical presentation of the results. This presentation starts with a summary of all the competences and is followed by a detail view per competence in which all results of the individual behavioral indicators per are shown. Personal development plan Eventually you can create a personal development plan by indicating the competences or aspects from competences you want to improve. Using this you can direct your own personal growth. Page 2 of 20 Respondents The following persons are registered as respondents for this 360 degree feedback survey. The status of each respondents is shown as well : Self Others Test Candidate Test Respondent1 Test Respondent2 Completed Completed Completed Explanation of the used numbers In this report, numbers are used to indicate the degree of presence for a competence. The numbers...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- PROGRAMME: BA BUSINESS PROCUREMENT AND SUPPLY CHAIN. . MANAGEMENT ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- COURSE: BUSI 1482 – MANAGING STRATEGY ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- lectureR: mS. MALANIYA CHANAKIRA ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- GROUP MEMBERS: HUMPHREY NSAMA (BAPSM) ------------------------------------------------- OSCAR HAMANGABA (BAPSM) ------------------------------------------------- LWIZYA M. MWENGWE (BAPSM) ------------------------------------------------- STANLEY NGANGULA (BAPSM) ------------------------------------------------- ...
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...Notes for using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis...
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...Professional Standards, Learning & Development General (no restriction on distribution) Content Security: Unclassified Australian Computer Society | ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct | July 2012 Page 2 ACS CODE OF ETHICS CASE STUDIES & RELATED CLAUSES TO THE CODE OF CONDUCT This document provides a range of case studies with references to relevant clauses of the ACS Code of Ethics. These Codes consists of a series of clauses which gradually expand on aspects of ethical behaviour relevant to professional people in the ICT industry. Clause 2.0 describes the Code of Ethics, summarised as six values: The Primacy of the Public Interest; The Enhancement of the Quality of Life; Honesty; Competence; Professional Development; and Professionalism. Clauses 2.1 through to 2.7 cover the ACS Code of Conduct, which provide a series of non-exhaustive standards explaining how the Codes apply to a member’s professional work, related to each of the six Values. Case No. 1: Jean The Programmer [1] Summary of case Jean, a statistical database programmer, is trying to write a large statistical program needed by her company. Programmers in this company are encouraged to write about their...
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...Personal Responsibility and Educational Success xxxxxxx GEN/200 2/20/2012 xxxxxxxxxxx Personal responsibility builds strong character and promotes self-efficacy, because Structure and priority development create opportunities of advancement. Everyone has their individual, uniquely defined definition of personal responsibility. Any definition of personal responsibility encompasses various components. In this essay I will be discussing the components that suit my definition of personal responsibility, and how they relate to each other. These components are personal freedom, empowerment, trust, opportunity, and self-determination. I will also be discussing the correlation between personal responsibility and educational success, as well as, sharing my preliminary plan for practicing personal responsibility in my educational goals. When you accept personal responsibility you are utilizing your personal freedom in a positive manner. You are making a conscious choice to move yourself into a level of maturity. You are able to acknowledge your actions and decisions, and readily accept the consequences of your actions and decisions. Appropriate use of personal freedom will produce appropriate outcomes. When you receive appropriate outcomes, you experience empowerment vs. reaping an outcome that becomes a consequence; in which case you experience discouragement and self-doubt. As you can see, personal freedom directly correlates...
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...Student Sample BUS 210 Leadership and Organizational I. Self Competency (93). My profile displays an above average level of Knowledge, Skills & Abilities (KSAs). I identify my strengths and utilize the effects to my advantage during daily operations on the job. I focus on improving areas needing improvement and adapt to new changes in life and work. II. Communication (89). Based on the student sample, I possess strong skills in the area of communication. My areas of improvement are my abilities to present information effectively to an audience. This ability is very important to effectively present information, especially considering my future plans of employment (management). My lack of ability to recognize nonverbal gestures could lead to a misunderstanding. This could cause friction on the job during the process of accomplishing daily duties and responsibilities. III. Diversity (92). Focusing on areas of diversity and understanding individual’s uniqueness during my daily life experience with others. I display the strong competencies for recognizing individual characteristics and using the unique strength as a mean to develop a competitive advantage throughout life and on the job. My lowest score was (7), based on the results, which means that I’m less likely to include ideas and values of those different from my characteristics. IV. Ethics (97). The results from the assessment displays that I possess strong KSAs incorporating values and...
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...just to function in our respective jobs. I’ve spoken to a lot of my peers concerning this issue and we all say, we have too much to do just to stay current and all the education and required competencies are taking us away from our patient’s bedside. The sheer amount of required education has more than doubled for me in the last 25 years. With that said, how do we do it? Upon researching this topic I found a lot of questions surface as to what it is to be competent and having competency. These are not the same, as stated by McConnell, (1998). “Competence is the potential ability, a capability to function in a given situation” and “Competency focuses on your actual performance in a situation”. Competency starts first with your college or basic level of education. This marks the beginning of a lifelong learning journey. The most appropriate method depends on what needs to be learned. According to McConnell, (1998), “your competence makes you capable of fulfilling your job responsibilities. Competency means, however, that you fulfill your job as expected”. There are many methods or types of instruction. Multi sensory stimulation: hands on learning as an example, is best for increasing skill and retention. The more senses you involve the more likely you will retain this information. I like the statement, See one, Do one, Teach one. An example of this type of learning is annual CPR training. In the ICU at CCHMC, we just finished one of our annual competencies. We were educated...
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