Commitment And Competency Model

* Skills:- Relate, recognise and take considered action, communication, recording and reporting and personal skills

Employees must have the following interpersonal skills; leadership, communication, motivation, team building, influencing, decision making as well as political and cultural awareness and negotiation. Having these skills can lead to the success of the project. Without these skills a project could fail.

They are not the technical skills required by an occupation but are the enabling skills that are necessary in most occupations and that allow people to do their jobs successfully. (Molson)

The skills I believe to be essential are to learn through experience and to analyze and understand. To explain, let’s analyze examples from two essays; “Blue-Collar Brilliance” written by Mike Rose (a professor at the UCLA Graduate School of Education and Information Studies) and “The New Liberal Arts” written by Sanford J. Ungar (Author and president of Goucher College in Baltimore, Maryland, from 2001 to 2014). Learning from experience is easier said then done. When we are starting a new job, it will take some time to figure out how to correctly do the work. You might mess up from time to time, but eventually you’ll get the hang of it. Mike Rose explains that, “Though work-related actions become routine with

Undoubtedly, if a person lacks competency required for a particular job, then he will either not be hired or soon be fired. Therefore, being competent is a basic characteristic that allows

* Extraversion- Wilson strives hard to create positive culture by interacting with employees and respect their feedback. Further individual achievements

According to Principles of Management, (2012) Job performance refers to "the level to which an employee successfully fulfills the factors included in the job description." There are various components that can impact someone's job performance such as an individual's own capabilities and stress. Other factors that impact an individual's job performance is how they perceive the organization applies rules nd fosters relationships. An example of how SAS agrees with this and understands the importance of interpersonal relations and the impacts to job performance is seen in how they select managers. SAS emphasizes the value of supporting people by ensuring that any person considered for a management position has

future. In the article Call for Key Workplace Skills to Be Taught written by Alan Thomson the author quotes from the chairman of UK Commission that ?basic skills (generic employability skills) should be written into all college and school curricula? and ?we feel strongly that publicly funded education should make sure that employability skills are core to what it does? to show that colleges should equip their students with employable skills (Thomson 2009). Employability skills such as verbal communication, teamwork, commercial awareness, written communication and time management are not only of use in graduates? career, but also their daily lives. Thomson presents the fact that academic knowledge and technical skills are worth nothing if the worker does not have any employability skill. Therefore, the priority for colleges lays in teaching students employable skills with the aim to cultivate students being well-rounded. Otherwise, it may be difficult for student be successful in the long run. According to David Greatbatch and Peter Lewis, specially their book, Generic Employability Skills II, the service sector jobs occupy the main part of the job market; hence, some employability skills such as verbal communication and written communication are a must in most cases. Moreover, the employability skills such as teamwork are important for people working in a

- Skills in understanding information and concepts and applying it in a sophisticated and relevant

2. .He respects the autonomy and dignity of each employee. He do encourage and promotes the right of

There are several different skills that are important to have to have no matter what the job

knows that the way forward is an ongoing process and accepts that there will be failures and

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

Generic skill training - general skills required at work places, eg. counting of items, money concept, on-task concentration, following instructions…..etc

Employee behaviours are the performance-enabling behaviours, i.e. those particular behaviours that lead an individual to demonstrate a stellar or an average or an inferior performance. As per MARS model, motivation, abilities, role perceptions and situational factors act together in synergy to result in a particular type of behaviour and performance. It is crucial to note that absence of any of these factors will not result in the expected performance despite the influence of other factors. Say, for example, an employee has enough motivation to perform his job nicely, a clear understanding of his role expectations and positive or empowering situational factors, but is deficient in abilities, i.e. competencies needed to perform the job efficiently. In such a situation, the employee won’t be able to deliver the expected level of performance. Similarly, an individual with adequate motivation, abilities and facilitating situational factors, will fail to be a super performer if he doesn’t have the correct role