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Functional competencies: Functional competencies are job-specific competencies that drive proven high-performance, quality results for a given position. They are often technical or operational in nature (e.g., "backing up a database" is a functional competency).
The studies looked at a number of leading corporations to identify the competencies and attributes that were important to the performance of managers. IBM, AT&T, Henley Management College, Ford and Kodak came up with very similar managerial competencies and these were analysed. The developers of MAP selected 12 of the most frequently mentioned ...
High-performance teams (HPTs) is a concept within organization development referring to teams, organizations, or virtual groups that are highly focused on their goals and that achieve superior business results. High-performance teams outperform all other similar teams and they outperform expectations given their composition.
There is not a clear definition of the high performance organization, but research shows that organizations that fit this model all hold a common set of characteristics. Chief among these is the ability to recognize the need to adapt to the surroundings that the organization operates in. High performance organizations can quickly and ...
Public leadership is directed towards (1) setting and agreeing a motivating vision or future for the group or organization to ensure unity of purpose; (2) creating positive peer pressure towards shared, high performance standards and an atmosphere of trust and team spirit; and (3) driving successful collective action and results. Public ...
Many leadership development consultancies utilize the so-called 'Schroder framework' he described as an objective measure of leadership behaviour critical for managing complexity and change. [3] [4] [5] His book Managerial Competence: The Key to Excellence [6] was featured in Personnel Today's seven must-read books in 2006. [7]
The skills involved can be defined by the organization or by third party institutions. They are usually defined in terms of a skills framework, also known as a competency framework or skills matrix. This consists of a list of skills, and a grading system, with a definition of what it means to be at particular level for a given skill. [1]
Competence-based strategic management is a way of thinking about how organizations gain high performance for a significant period of time. Established as a theory in the early 1990s, competence-based strategic management theory explains how organizations can develop sustainable competitive advantage in a systematic and structural way.