Managerial Competencies

* 1.2 Evaluate the specific responsibilities of middle managers in enabling your organisation to achieve its

The management of a consulting project calls on a variety of skills. This is an actuality that has been stressed throughout the course lectures, seminars and cases as well as throughout the course literature. The fact that consultants must integrate their skills when conducting a consulting project is as clear-cut as it is evident.

“Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush.

“We all have competencies. They are the sum of our experiences and the knowledge, skills, values, and attitudes we have acquired during our lifetime” (Pickett, 1998, p. 103). A successful organization will have a set of competencies defined. Having competencies identified outlines the framework of standards that a company and employees should follow. There is a tendency to list a large number of competencies when creating the standards for an organization. Companies should focus on five to seven key core competencies that are needed in order to be successful. The core competencies should encompass the growth of the company, staff, and public perception.

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

Core competencies are the capabilities that are critical to a business achieving competitive advantage. The starting point for analysing core competencies is recognising that competition between businesses is as much a race for competence mastery as it is for market position and market power. (Prahalad and Hamel)

3. Determine one (1) key management competency that a successful manager at Starbucks is likely to have. Indicate one (1) way in which this particular competency is a good fit for the organizational culture.

Three core competencies have been identified as a base to discuss Losing Tim’s potential contributions to the field, which include competency 2.1.1 - Identify as a professional social worker and conduct ones self accordingly, 2.1.5 - Advance human rights and social and economic justice, and 2.1.8 - Engage in policy practice to advance social and economic well-being and to deliver effective social work services. Paul tells the readers about a time when Tim was hospitalized in Connecticut for two weeks, while he was living in Austin, and the clinicians failed to provide him updates or conferences over the phone. Paul expressed his frustration and disappointment with the service and decides to drive through the night to make it to his son. Paul

A core set of competencies are essential at all levels for management. Collaborative skill sets such as communication, collaboration, and relationship management are all necessary to running an organization and new requirements for such skills are more data driven than ever. Value based health care place demands on clinical integration, care management, business intelligence, and purchaser relationships. Additionally, value based health care has increased the need for administrators to drive organizational change (American Hospital Association, 2011; Boykins, 2014; Wagner, 2014).

Leads others involves influencing Soldiers or Army civilians in the leader’s unit or organization. This competency has a number of components including setting clear direction, enforcing standards, and balancing the care of followers against mission requirements so they are a productive

3) Robert Katz identified three essential skills that managers must have to reach their goals. What are these skills?

Visioning is the first step, but there are other competencies that are important to managing and controlling the direction of a company’s path. By putting together a list of these competencies, an individual/company as well and will also be able to deal with change and manage the effects of change. The key competencies that have the most impact on career development and change in management are:

Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organisations to form a model of the kinds of employee it wishes to attract through recruitment.

Day today management is clearly defined by F.W. Taylor, Henry Fayol, Ma Weber, and others in classical management. No organisation can just have one type of management all through the organisation like operation can be scientific management and task oriented leadership. Marketing can be administrative and with action centred leadership. The overall leadership should be the same has the ethos of the organisation overall. . Current theories and models of leadership explain the influence of position upon the satisfaction and performance

chart is a summary of these skills and techniques of a manager in MNC in contrast of a manager