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Rozprawy doktorskie na temat „Competencies”

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Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 7 lipca 2024

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1

Essmail, Essmail Ali. "Evaluating relationships between organisational core competencies and individuals' competencies". Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/19629/.

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Determining core competence has been increasingly considered as a vital strategic approach towards a sustainable competitive advantage by researchers and decisionmakers. Although its importance is widely recognised, the identification process appears complex. Therefore, sound theoretical systematic identification processes are still sought. In addition, the underlying components of core competence such as individuals' competencies have implications and need to be investigated. The contribution made by individuals' competencies in the content and form of organisational core competences is critical. In response, this research aims to examine the potential link between core competences and individuals' competencies. To meet this goal, this thesis complements and extends a previous work (Hafeez et al, 2002a-c) which introduced a structured framework to identify core competence. In particular, it intends to develop the Hafeez et al (2002a) core competence identification framework at the individuals' level. In addition, the CIPD (2004) competency headings framework comprising seven competencies is used. Therefore, an integrated structured framework to link the relevant individuals' competences with the identified core competences is developed. The context of this study is the utility, construction, oil services, and manufacturing industries. A combined methodology of structured questionnaire-based interviews and a postal survey involving fifteen organisations is performed. Data is at times subjectively collected and analysed. However, the AHP technique with its related software (EXPERT CHOICE) is used through all the stages of the proposed framework to eliminate subjective inconsistencies and enable this author to obtain solid results and conclusions. The study recognised that the composition of core competences for the majority of surveyed organisations leans towards the human contribution. In addition, individuals' competencies influence and contribute towards the core competences. This confirms a strong relationship between individuals' competencies and core competences. However, the relative importance of the examined individuals' competencies against the identified core competences was rather different. On average, the prevalence of Team orientation followed by People management competencies was relatively the highest. The research concluded that the nature of the industry and the organisation's context has an impact on the portfolio of individuals' competencies to be linked with core competences. This research has made four main contributions to knowledge. First, the Hafeez et al. (2002a-c) framework is re-tested within other industries, namely, utility, construction, oil services, and manufacturing. Second, the framework is developed at the individuals' competencies level. Third, the composition of identified core competences in terms of human, organisational, and technological contributions is evaluated. Fourth, the relevant portfolio of related individuals' competencies to be linked with core competences is determined. The outcomes of this research may help organisations to make key strategic decisions such as how to invest to develop particular organisational core competences and individuals' competencies.
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Zanutto, Sara <1991&gt. "INNOVATING WITH COMPETENCIES Behavioral competencies for developing innovative successful products". Master's Degree Thesis, Università Ca' Foscari Venezia, 2016. http://hdl.handle.net/10579/7684.

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The capability to innovate is fundamental for companies that want to stay competitive in the market maintaining their profit. Many factors influence the innovative potential of NPD teams. Can Emotional and Social Competencies increase the capability of innovating and developing new successful products? This paper aims at answering this crucial question. In the first part different definitions of innovation are provided and categories in which innovation is classified are further expounded. After having pointed out that the focus is on product innovation, the concept of Open Innovation is analyzed together with Stage-Gate NPD process and the different kind of NPD teams. In the second part the focus of the discussion is on the Emotional and Social Competency expounding the results of different studies on this subject. The codebook developed by Boyatzis in 1982 integrated by the competencies of the Emotional and Social Competency Inventory is in particular examined being the starting point for the empirical study. In the third part the methodology adopted in this empirical study is described in all its phases. In particular, Behaviour Events Interviews were conducted in order to find competencies that team members demonstrated during the NPD process whereas a Repertory Grid has been created in order to classify them in best performers and average/poor performers. The gathered data are studied in the fourth part in which the link between team members’ competencies and their performance during the NPD process is analysed, showing how Social and Emotional competencies actually influenced the capability to innovate and to developed successful new products.
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3

Catlin, Mary Ellen Vandeberg. "Assessing leadership competencies /". view abstract or download file of text, 2004. http://wwwlib.umi.com/cr/uoregon/fullcit?p3153779.

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Thesis (Ph. D.)--University of Oregon, 2004.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 137-144). Also available for download via the World Wide Web; free to University of Oregon users.
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4

Chase, Linda Kay. "Nurse manager competencies". Diss., University of Iowa, 2010. https://ir.uiowa.edu/etd/2681.

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Building on a previous 1994 study, this descriptive study reflects on the ever-shifting sands of the nurse manager role. This national survey is based on the Katz (1955) conceptual framework of interrelated technical, human and conceptual competencies. An instrument developed by the investigator for determining important nurse manager competencies was validated using an expert panel of AONE nurse manager Fellows. The research used a web-based survey to collect information from hospital nurse managers via a self-administered competency instrument. Eighty one completed the online survey with complete data for a response rate of thirteen percent. Findings suggest the highest self-reported nurse manager competency ratings included effective communication, retention strategies, effective discipline and decision-making. In contrast, the lowest self-reported nurse manager competencies included nursing theory, case management and the research process. The associations of nurse manager competencies with individual and organizational variables were studied. The impact of organizational variables of hospital size and span of control had a medium effect. Magnet status impact was unremarkable. Individual variables of gender, age, education, tenure as an RN, and tenure in current position also did not significantly impact competency ratings. A large and medium effect was noted between tenure in the management role on all the competency ratings within the five constructs. The Chase Nurse Manager Competency Instrument underwent psychometric testing as none had been done since the original 1994 study. The 1994 and the 2010 study data was used to determine reliability and validity assessments with positive results. A crosswalk was also completed between the Chase Instrument and the 2005 AONE Nurse Manager Leadership Collaborative Framework and due to the similarities in the five categories the Chase Instrument was revised to reflect the parallel similar headings support the consistencies between the models. Study findings reveal Nurse managers have to deal with finance and budgeting, patient safety, quality improvement, staff retention, and many other tough topics. They are expected to achieve a blend of clinical and business management with little to no training. Based on the findings the following ten recommendations are provided and include, Provide realistic expectations of the role; Provide a skill assessment and form a plan based on competency development; Provide a structured orientation and development program which includes 30/60/90 day checkpoints; Establish long term mentorship building on the key ingredients of inspiration and role modeling; CNO involvement is critical; Teach Influence; Teach implementation strategies; Create the culture; Invest in Nurse Manager support for Development of Staffing, Financial Acumen and Compliance; Enhance communication skills at every level. Among nursing leadership, the nurse manager role has been identified as critical in the provision of high-performing, effective and efficient care in the patient care delivery setting. This individual is the unit-based CEO responsible for quality, safety, satisfaction and financial performance in alignment with regulatory and accrediting body requirements. Excellence in horizontal and vertical communication is required as this role represents the voice of the direct care nurse at the leadership table as well as the voice of the board of trustees at the unit level.
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5

Budiakova, O. "Competencies of restaurant staff". Thesis, Oktan-Print s.r.o, 2020. https://er.knutd.edu.ua/handle/123456789/17761.

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The problem of competence of restaurant staff is very relevant, including because it has not received wide coverage in scientific publications. Today the market of restaurant services is not an easy situation. There is an increase in competition, lack of customers due to lower incomes, rising prices for products. In addition, due to the COVID-19 pandemic, quarantine was introduced, which directly affected the closure of restaurants and the inability to work due to restrictions, which led to a decrease in the profitability of restaurants.
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6

Dang, Yue. "The Contribution of Multicultural Counseling Competencies to Multicultural Supervision Competencies Among Counseling Supervisors". University of Akron / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1496967532380558.

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7

O'Connor, Thomas Karli Michelle. "Development of the Gerontological Counseling Competencies Scale: A Self-report Measure of Counselor Competence with Older Adults". University of Akron / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=akron1341672223.

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8

Schreiber, Eva. "The management of natural competencies". Thesis, University of Strathclyde, 2012. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=17069.

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Management science, as well as psychology, has tended to avoid the issue of why people like different activities, and why they tend to be good at the activities they like. The aim of this thesis is to tackle this issue by motivating and introducing a construct, called “natural competencies”, and exploring it empirically. “Natural competencies” are defined as resources that enable activities that are inherently rewarding or exciting for the subject, thereby creating positive emotions. Performing them is viewed as being part of their personal identity which transcends the social roles in which a person engages. Utilizing “natural competencies” may also result in feelings of fulfilment. It is hypothesized that natural competencies tend to appear in leisure (non-working) activities, that is, activities chosen by the subject because they are pleasurable and, therefore, motivating. So, leisure activities should be a source of information regarding an individual’s natural competencies. Ideally, occupational activities reflect natural competencies too, but alienation may prevent this. An empirical investigation was performed by in-depth-interviewing 20 subjects whose hobby it is to collect art. Collecting art may stimulate informal learning and may be intellectually challenging; so it might elicit pleasure, engagement, and ultimately fulfilment, thereby being relevant to natural competencies. Analysis of interviews was performed by “modified grounded theory”, an approach blending inductive and deductive, theory-driven methods. By combining the interviews with observations, a triangulation method was also utilized. The results are preliminary and qualitative, but they indicate that subjects experiencing and utilizing their natural competencies at occupational activities will experience a greater level of fulfilment. This basic result is stated in the “competency fulfilment model”. A basic practical implication of the work is that non-working activities may be fruitful for identifying and developing competencies in working adults. However, more work is needed to test and develop the competency fulfilment model in other domains, and to continue sharpening the concepts involved
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9

Randlesome, Collin. "Changing management competencies in Germany?" Thesis, Cranfield University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323914.

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Pulham, Emily Bateman. "K-12 Blended Teaching Competencies". BYU ScholarsArchive, 2018. https://scholarsarchive.byu.edu/etd/8793.

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This dissertation centers on competencies for K-12 online and blended teaching. Article 1, published in Distance Education, is the literature review, which compares K-12 online and blended teaching competencies. We found that online and blended teaching share personalization as the most salient competency, but that blended teaching competencies emphasize pedagogical skill sets and online teaching competencies emphasize managing the online course. Article 2, published in the Journal of Online Learning Research, is an analysis of selected literature from Article 1, which analyzes the modality in which competencies occur (online or digital context, face-to-face context, generic, or blended). Over half of the competencies analyzed were deemed generic, or not specific enough to denote which modality in which they occur, and 30% of competencies were for an online or digital context, and a very few competencies were specifically for face-to-face modality, and blended competencies made up Article 3 is a description of the validation of a Blended Teaching Assessment of five competency areas associated with blended teaching: (a) technology skills, dispositions, and digital citizenship, (b) technology-mediated interactions, (c) blending online and in-person learning, (d) personalization, and (e) real-time data practices. While the confirmatory factor analysis showed minimal evidence of validity, we believe this is an important first step to building an objective assessment of blended teaching skills, and the assessment should be refined and further analyzed if it is to be used for summative purposes.
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11

Dwyer, Edward J. "Enhancing Comprehension Competencies Through Questioning". Digital Commons @ East Tennessee State University, 2007. https://dc.etsu.edu/etsu-works/3330.

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12

Sharifian, Narcisse. "Nature of management competencies : data elicitation techniques & their effects on identification of management competencies". Thesis, University of Hertfordshire, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.275138.

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13

Taylor, Campbell Susan. "Organizational competencies and cross cultural issues assessing community competencies to adapt to the arrival refugee diaspora /". Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003taylorcampbells.pdf.

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Leeuwen, Renatus Ronaldus van. "Towards nursing competencies in spiritual care". [S.l. : Groningen : s.n. ; University Library of Groningen] [Host], 2008. http://irs.ub.rug.nl/ppn/306092131.

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15

Saruwono, Rosti. "Assessment of managerial competencies and potential". Thesis, Henley Business School, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294900.

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16

Haase, Sandra. "Applying career competencies in career management". Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/525/.

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The thesis critically examines the use of competencies in career management, and introduces career competencies as an approach to sustainable career management. An 87-item measure of career competency (CC) was tested on a sample of 632 individuals from different backgrounds. From this, the Career Competencies Indicator (CCI) was developed. The CCI comprises 43 items, measuring seven subscales: goal setting and career planning, self-knowledge, job-related performance effectiveness, career-related skills, knowledge of (office) politics, networking and mentoring and feedback-seeking and self-presentation. Sub-scale alphas were of acceptable level and the factor structure was replicated with two other samples. The impact of CCs on objective career success (OCS) and subjective career success (SCS) was explored, administering the CCI to a sample of 269 police officers and 110 university employees. SCS was measured using Gattiker and Larwood’s (1986) five SCS scales and Greenhaus, Parasuraman and Wormley’s (1990) career satisfaction scale. OCS was assessed as income and number of promotions. The control variables included personality (Saucier, 1994), career salience (Allen & Ortlepp, 2002) and demographics. Discriminant validity was demonstrated between most of the CCI sub-scales and the personality variables. Above-chance similarity between the CCI sub-scales indicated convergent validity. The CCs contributed to SCS and OCS. For four of the SCS variables, this contribution added to the contribution of the control variables. The CCs further mediated the relationship between career salience and career outcomes. To generalise these results, future work should focus on a longitudinal approach considering a range of organisations. The CCI was used as a framework for informal career discussions with twenty-one police officers. The intervention was highly valued by participants. Behavioural changes were reported three months after the intervention. A pre-post approach found no significant differences in the increase of CCs, SCS and OCS between the control and the intervention group, apart from life success which was reportedly higher for the intervention group. However, the interaction plots showed an increase in CCs, SCS and OCS from time1 to time2 for the intervention group, which reached significance for the OCS and some of the SCS variables. The thesis considers the implications of the present findings and suggests avenues for future work. The role of CCs in dealing with the requirements of the new career realities and different ways of promoting CCs are also considered.
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17

Nicholson, Kendall A. "Investigating architectural values| Concepts and competencies". Thesis, Regent University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3643469.

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The problem this research study aims to address is the development of architectural values in graduate architecture students and faculty. This study explores the relationship between academic values (architectural concepts) and practical skillsets (architectural competencies) within architectural education. It also investigates the relationship between student and faculty value priorities in regards to the profession. Conducted at the University of Virginia, School of Architecture, the study utilized the administration of the researcher-made Architectural Values Inventory (AVI), based on Rokeach's (1973) Value Survey. The principal component analysis, used to evaluate reliability and validity proved, the AVI to be both valid and reliable surfacing six significant components. The canonical correlation analysis showed a significant relationship between architectural concepts and competencies. The Goodman-Kruskal gamma rendered a relationship between students and faculty on only five of the 32 architectural values, subsequently showing little to no correlation between students and faculty on the whole. These research findings have the potential to influence areas of architectural education such as accreditation, curriculum development, professional development, and professional practice.

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Brunson, Melissa A. "Technology Leadership Competencies for Elementary Principals". Thesis, Bowie State University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10012857.

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Inspired by the implementation of the Common Core State Standards, which contains skills related to technology and media use for students in kindergarten to grade 12, and the International Society of Technology Education Technology Standards for Administrators the researcher chose to focus this dissertation is on principal technology leadership competencies that elementary principals will need to lead technology integration for teaching and learning in their respective schools. The researcher examined a range of sources, including research from internet-based sources and traditional (hard-copy) journals. The Principals’ Technology Leadership Assessment (PTLA) survey was used to assess principals’ technology leadership competencies of 132 principals from one school district in the District of Columbia metropolitan area. Using the PTLA survey response data, quantitative data analyses, including linear regression analyses, an analysis of variance, a t-test, and distribution frequency analyses, were conducted and used to determine how the independent variables, shared leadership style, transformational leadership style, support disposition, encouragement disposition, gender, and the socioeconomic status of the schools served by these principals, individually affect the dependent variable, principals’ technology leadership competencies for the ideal purpose of making predictions that may have an impact on future planning, monitoring, or evaluation of a process or practice within the K-12 educational system. Findings provide evidence that the transformational leadership style serve as a powerful predictor of technology leadership competencies for elementary principals. Keywords: technology leadership competencies, leadership styles, dispositions, gender, and socioeconomic status

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Gibson, Barbara. "Intercultural competencies needed by global CEOs". Thesis, Birkbeck (University of London), 2014. http://bbktheses.da.ulcc.ac.uk/64/.

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The world of international business has changed dramatically in the past two decades, shifting from being the exclusive realm of giant multinational corporations to a wide-open marketplace for companies of all sizes and stages of maturity. Although there is growing recognition that Chief Executive Officers need international experience, little is known about which intercultural competencies are needed at the top. Most of the research in the field has been focused either further down the management chain, on expatriate managers, or outside the business world, on international students. Both these groups are well-researched due to the relative ease of gaining access to subjects. Accessing CEOs and other business elites is considerably more challenging, which may explain the dearth of academic research at the top level of business. This research aimed to fill that gap by exploring the strategic-level intercultural challenges faced by companies doing business internationally and by identifying the intercultural competencies needed by CEOs. The study utilised an emergent approach, following on from an earlier pilot study. It included in-depth interviews with 28 global CEOs spanning 12 countries, leading companies ranging in size from fewer than 10 to more than 200,000 employees. The data was analysed utilising a “constructivist grounded theory” approach. The study concluded that intercultural competencies of CEOs have a potential impact in several key areas, including: decision-making; hiring; managing the top executive team; conflict and negotiation; working with partners and vendors; and market entry. Five intercultural competencies were identified as important at the CEO level: Cultural Self-Awareness; Cultural Sensory Perception; Open-mindedness; Global Perspective; and Adaptability. The study also discovered patterns of CEO behaviour in response to failure in intercultural interactions, which may impact the time and cost required to achieve objectives in foreign markets. Finally, the study found evidence of effective methods for developing the required competencies.
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Oruč, Mirza. "Comparative Analysis in Palliative Care Competencies". Doctoral thesis, Universidad de Alicante, 2020. http://hdl.handle.net/10045/110519.

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According to the WHO cancer is one of the leading causes of morbidity and mortality in the world. In 2012 there was 14 million of new cases worldwide. A number of new cases is expected to rise in future. An increasing number of cases demanding a new approach from health care systems regarding the staff education, hospital equipment and interprofessional cooperation in order to give full service to the customers (patients). For several years palliative care education is a top priority in the education of nurses due to the fact that there are serious deficiencies in that area (Komaromy et al. 2000, Miller et al. 2004, Goodridge et al. 2005, Hasson et al. 2008). Nurses are the forefront of caring for terminally ill patients and their families approaching the end of life, which does not minimize role of other healthcare professionals, but nurses have main role in this process. Definition and competencies of nurses involved in this process must be precisely identified and measured from time to time in order to improve the process of end of life care and palliative care nursing. Continuous development of guidelines and protocols for palliative care nursing is particularly relevant (Watts, 2013; Gambles et al 2009, Hockey et al 2005, Jack et all 2003). Development of competencies is one of key issues in contemporary education it and can be achieved with development of proper curriculum and education schedule, especially development of a proper instrument for measurement of competencies. This research has identified most important 10 competencies in accordance with WHITE paper for EAPC and WHO. General objective. This research has one general objective and it is creation and validation of new questionnaire about competencies in field of palliative care nursing with aspect of realization of core competences in developed and under developing systems. This questionnaire is a new instrument in field of competence measurement in palliative care nursing. Specific objectives of the research are based on evaluation and comparison of competences among nurses from Bosnia and Herzegovina and Spain (Valencia area). Methodology. Methodology comprises research, cross – section, analytical method of research. Actions taken in this process were literature review, analysis of data available curricula of nursing schools, literature research, development of new instruments for measurement of competences in palliative care nursing, interviews with nurses in Bosnia and Herzegovina, development of online platform for nurses in Spain, translation of instruments to Spain language, data processing, Comparison of results from both group were done by every single item of instrument and by every competences. Results. Results are presented in two different parts: Part I (one) of results is about development of instrument PALCOM and part II (two) is about the data collected from Bosnia and Herzegovina and Spain. All results are shown in proper table and graphs that are reflecting research process. Results show the significant statistical difference between groups in Bosnia and Herzegovina and Spain (Valencia area) in some aspects, while in several aspect there is no difference. Working experience and level of education are in directly linked with self-competence measurement. There is a high statistical difference between groups with different level of education, and working experience, which has a direct impact on development of competence of nurses. Conclusion. Need for measurement of competencies is expressed in the daily development of palliative care, community palliative care, hospice care and subspecialty palliative care. Questionnaire that can measure all competencies does not exist but using general competencies in PALCOM questionnaire can cover this entire field with measurement of various domains and competencies specific to that domains. PALCOM as an instrument for evaluation of competencies in the field of palliative care, is, for the time being, a reliable instrument. With the development of palliative care, improvement can be done in the area of competencies in palliative care nursing. PALCOM is applicable in various health care systems and educational systems and it does not depended on external factors. PALCOM as instrument measures the competence level of nurses and preparedness for work in palliative care settings. First scale measure knowledge, while second scale is self-measurement of competences in accordance with the level of education and work experience. Need for the appropriate instrument for measuring competences in palliative care nursing leads us to this instrument following most economical and reasonable way of developing.
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Register, Shilpa J. "STUDENT PROFESSIONALISM COMPETENCIES IN OPTOMETRIC EDUCATION". The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1330532641.

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Yu, James Hur. "Technical competencies for the electromechanical technician /". The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487326511713688.

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Al-Nuaimi, Karimeh. "Exploring newly-qualified Jordanian midwives' competencies". Thesis, Glasgow Caledonian University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517963.

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Buttlar, Lois, i Mont Rosemary Du. "Library and Information Science Competencies Revisited". Association of Library and Information Science Education, 1996. http://hdl.handle.net/10150/105083.

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This study ascertains the attitudes of library school alumni regarding the value of including various competencies in an M.L.S. program in order to facilitate curriculum planning. A total of 736 alumni rated a list of fifty-five competencies. Twenty-five percent of alumni had been out of library school less than three years; 60 percent had been out less than ten years. The largest category of respondents is represented by public librarians (39 percent), followed by academic librarians (20 percent), school librarians (19 percent), special librarians (10 percent), and those in nonlibrary settings (12 percent). There was a significant relationship between the type of library course taken during library school and the type of library in which the respondent found employment. Childrenâ s and young adult literature was the most poplar â type of literatureâ course taken. The five competencies ranked most frequently as essential include: knowledge of sources, collection management skills, conducting a reference interview, communicating effectively in writing, and the ability to apply critical thinking skills to library problems. Rating of competencies was also analyzed by beginning librarians. Competencies valued also differed as a function of setting. Findings were compared to those of an earlier study conducted by the authors in 1987.
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Rehman, Sajjad ur. "New age competencies for information professionals". School of Communication & Information, Nanyang Technological University, 2006. http://hdl.handle.net/10150/106367.

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The paper discusses competencies for new age information professionals. Emphasis has been on the changes within LIS market during the last 2-3 decades, with a particular emphasis on the new roles LIS professionals have to assume in information and knowledge management positions in the corporate world. Management and functional competencies have also been explored, that would make LIS professionals relevant in the emerging market.
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Fanta, Lynne Lenore 1962. "Agricultural competencies for the Navajo Reservation". Thesis, The University of Arizona, 1991. http://hdl.handle.net/10150/291787.

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The purpose of this study was to develop a list of agricultural occupations from the government agencies that employ people on the Navajo Reservation. In addition, a list of agricultural competencies was developed to aid Reservation agricultural education programs to train students for the agricultural jobs that are available through government agencies. The results showed 71 different occupations in agriculture available in government agencies on the Navajo Reservation. The major competencies that are needed for employment are in the area of Basic Agriculture.
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Schiro, Victor Raymond. "Addressing students' competencies thru portfolio evaluation". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2039.

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Mendes, Bábara Ferreira Tavares. "Competências de cooperação: estudo das percepções de coordenadores de equipas de trabalho". Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/15384.

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O presente estudo apresenta a percepção de coordenadores de equipa quanto às competências necessárias em situações de cooperação. Trata-se de um estudo qualitativo fenomenológico com a participação de 28 pessoas que ocupam ou já ocuparam cargos de coordenação, gestão, ou liderança, com pelo menos cinco anos de experiência profissional, aos quais foi feita uma entrevista. Os dados recolhidos demonstram que ser cooperante depende não só de competências como também de atributos individuais, que se distribuem em três dimensões: individual, relacional e contextual. As competências mais referidas foram trabalho de equipa, competências de comunicação e competências relacionais. Os atributos individuais mais referidos foram características pessoais, abertura, e disponibilidade e envolvência. Estas competências podem ser desenvolvidas principalmente através de técnicas de gestão, educação e formação, e motivação e incentivo; ABSTRACT: This study presents the team coordinators’ perception of the need competencies in cooperation situations. It’s a phenomenological qualitative study with the participation of 28 individuals who hold or have held positions of coordination, management or leadership, with at least five years of professional experience, which was made an interview. The data collected show that be cooperative not depends only of competencies as well as individual attributes, which are distributed in three dimensions: individual, relational and contextual. The competencies more mentioned were teamwork, communication skills and relational skills. The individual attributes more mentioned were personal characteristics, openness, and availability and involvement. These competencies can be developed mainly through management techniques, education and training, and motivation and encouragement.
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Vena, Peter D. "Information technology competencies for Navy enlisted personnel". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA357008.

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Thesis (M.S. in Information Technology Management) Naval Postgraduate School, December 1998.
"December 1998." Thesis advisor(s): Rex Buddenberg, Erik Jansen. Includes bibliographical references (p. 93-95). Also available online.
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Armstrong, Scott C. "A reassessment of Army program manager competencies". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA362514.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1999.
Thesis advisor(s): Lee Edwards, Michael W. Boudreau. "March 1999". Includes bibliographical references (p. 129-130). Also available online.
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Hobbs, Steven Douglas. "Clinical Nurses' Perceptions of Nursing Informatics Competencies". Diss., University of Hawaii at Manoa, 2007. http://hdl.handle.net/10125/22055.

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This is a descriptive study undertaken to identify competencies and supporting knowledge and skills in informatics perceived to be necessary by nurses for nurses engaged in clinical practice. This study applied a non-experimental, descriptive research design to a quantitative survey performed through web-based technology. Based upon the foundational work of Staggers, Gassert, and Curran (2001, 2002), the goal was to substantiate with clinical nurses and their direct nurse supervisors the clinical competencies that Staggers' identified for Beginning and Experienced clinical nurses through a Delphi methodology of nursing experts. All study facility Registered Nurses received an e-mail inviting their participation. Respondents logged on to a website and completed sections applicable to their situation; that is Beginning Nurse, Experienced Nurse, or Nurse Supervisor. Reminder emails were sent at two and four weeks after the initial invitation. Respondents who accessed and completed the survey received a $5.00 food coupon redeemable at the hospital facilities. All of the knowledge, attitudes and skills identified were supported as valuable, that is, a mean score greater than neutral. Value ranged from just above neutral to strongly agree. Factor analysis generally supported categorization; however, many items did not load into the anticipated categories. Categorization is one area which deserves further study.
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Januszkowski, Tania. "The multicultural counselling competencies of Canadian counsellors". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0021/MQ49625.pdf.

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Papadopoulos, Janine Elaine. "Competencies for entry-level adventure therapy employees". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0022/MQ62142.pdf.

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Redente, Ann Marie. "Outdoor leaders' perceptions of their skill competencies /". Available to subscribers only, 2007. http://proquest.umi.com/pqdweb?did=1324389071&sid=2&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Kwok, Chor-wo. "Competencies of project managers in Hong Kong". Click to view the E-thesis via HKU Scholars Hub, 2004. http://lookup.lib.hku.hk/lookup/bib/B37930151.

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Bryan, Michael Jerome O'Sullivan Rita G. "Prioritizing core competencies for food systems leadership". Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2008. http://dc.lib.unc.edu/u?/etd,1745.

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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2008.
Title from electronic title page (viewed Sep. 16, 2008). "... in partial fulfillment of the requirements for the degree of Master of education in the School of Education." Discipline: Education; Department/School: Education.
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Nylén, Aletta, i Christina Dörge. "Using competencies to structure scientific writing education". Universität Potsdam, 2013. http://opus.kobv.de/ubp/volltexte/2013/6485/.

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Scientific writing is an important skill for computer science and computer engineering professionals. In this paper we present a writing concept across the curriculum program directed towards scientific writing. The program is built around a hierarchy of learning outcomes. The hierarchy is constructed through analyzing the learning outcomes in relation to competencies that are needed to fulfill them.
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Gomez, Pamela E. "Competencies for entry-level adventure therapy employees". Thesis, University of New Brunswick, 1997. http://hdl.handle.net/1882/742.

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Mao, Zhaoanjian, i Ni Mo. "The most important competencies in Haier Logistics". Thesis, Högskolan i Gävle, Avdelningen för Industriell utveckling, IT och Samhällsbyggnad, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16911.

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Competence building of a corporation is a vital choice for a third-party logistics (TPL) provider for it to face drastic challenges, and the issue of competence building has attracted the attention of both academic and business communities. The purpose of this thesis is to investigate how an appliance maker can build TPL competence, and the research questions of the thesis are as follows: (1) What are the main factors in building the competence of a TPL enterprise? (2) What are the advantages of building logistics-related competence for Haier Logistics? (3) How important is logistics competence for Haier? By applying a qualitative research method, the present study takes Haier Logistics as a case, a subsidiary of the Haier Group, which provides logistics services not only for all the companies within the group but also for other companies as a TPL services enterprise. The study identifies the main factors in building up logistics competence, the advantages of such competence, and the importance of such competence. The authors of the present paper have found out that six factors—namely, the integration capacity, the operation capacity of logistics, the innovation ability of logistics, the operation capacity of information technology, the marketing ability in logistics markets, and the capability of building logistics brand—are vital for Haier Logistics.
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ANTUNES, FLAVIA SOUZA. "DEVELOPMENT OF COMPETENCIES AT TECHNICAL HIGH SCHOOLS". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2009. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=14173@1.

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A presente dissertação de mestrado, intitulada Desenvolvimento de Competências em Instituições de Ensino de Nível Técnico, tem como objetivo principal verificar se o desenvolvimento de competências dos alunos das escolas técnicas estaduais está alinhado com as demandas do mercado de trabalho, conforme as Diretrizes divulgadas pelo Ministério da Educação, considerando-se as perspectivas das escolas técnicas estaduais (agentes formadores) e do mercado de trabalho (agentes empregadores). Além disso, esse trabalho visa a contribuir com o Programa Prioridade-Rio - Apoio ao estudo de temas prioritários para o Governo do Estado do Rio de Janeiro com fomento da Fundação Carlos Chagas Filho de Amparo à Pesquisa do Estado do Rio de Janeiro - FAPERJ, intencionando auxiliar numa formação mais sintonizada com as exigências do mercado. Quanto à metodologia utilizada, adotou-se para este estudo o método de pesquisa qualitativo de caráter exploratório por meio de pesquisas de campo, bibliográfica, telematizada e documental. A principal fonte de coleta de dados foi o conteúdo das entrevistas transcritas, com as respectivas percepções e entendimentos dos entrevistados acerca do desenvolvimento de competências dos alunos das Instituições de Ensino Técnico. Ao todo foram entrevistadas vinte e sete pessoas, sendo cinco da Fundação de Apoio à Escola Técnica (FAETEC), três das duas empresas que representaram o mercado de trabalho e vinte das escolas técnicas estaduais localizadas em diferentes municípios do estado do Rio de Janeiro: a Escola Técnica Henrique Lage, em Niterói, a Escola Técnica Ferreira Viana, no Rio de Janeiro e a Escola Técnica João Luiz do Nascimento, em Nova Iguaçu. Na análise das entrevistas e discussão dos resultados, o conteúdo as entrevistas foi subdivido em cinco categorias, a saber: Relação das Escolas Técnicas Estaduais com o Mercado empregador, Concepção de Competências dos Técnicos, Formação Técnica, Configuração do Papel do Ensino Técnico, Construção da Matriz Curricular por Competência, a partir das quais foram identificados os fatores facilitadores e as barreiras que devem ser transpostas para o desenvolvimento de competências dos alunos das escolas técnicas de modo a atender as demandas do mercado de trabalho.
The main aim of this masters dissertation, entitled Development of Competencies at Technical High Schools, is to identify whether the competencies of students from state-run technical high schools meet the demands of the labor market, as set forth in the guidelines published by the Brazilian Ministry of Education, taking into consideration the perspectives of the state-run public schools (education agents) and the labor market (employment agents). The study also seeks to contribute to the Prioridade Rio [Priority Rio] program, which promotes the study of priority areas for the Rio de Janeiro state government, with the support of Fundação de Amparo à Pesquisa do Estado do Rio de Janeiro [Rio de Janeiro State Research Funding Agency] (FAPERJ), so as to better align the education provided with market needs. The methodology adopted for this study involved qualitative research of an exploratory nature. This included research of the literature and other documents, telematic research and field study. The most important source of data was the transcriptions of interviews, in which the interviewees expressed their viewpoints and perceptions about the development of competencies by students at technical high schools. A total of 27 people were interviewed, of whom five were from Fundação de Apoio à Escola Técnica [Technical School Support Foundation] (FAETEC), three came from the two companies representing the labor market, and twenty were from state-run technical high schools from different cities in Rio de Janeiro state: Escola Técnica Henrique Lage (Niterói), Escola Técnica Ferreira Viana (Rio de Janeiro) and Escola Técnica João Luiz do Nascimento (Nova Iguaçu). In the analysis of the interviews and discussion of the results, the interview contents were divided into five categories: The relationship between Technical high school and labor market, Conception of Technical Competencies, Technical Training, the Role of Technical Education, and Construction of a Competency-Based Curriculum. As a result, several helpful and hindering factors were identified, based on which the development of the competencies of students from technical high schools can be aligned to meet the demands of the labor market.
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Green, Joe Wright. "Professional competencies needed by trainers in agribusiness /". The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu148726339902318.

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Peeters, Carine. "Essays on innovation competencies and firm's performances". Doctoral thesis, Universite Libre de Bruxelles, 2003. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/211241.

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Kothbauer, Teresa R. "Intercultural competencies required by organization development consultants". Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001kothbauert.pdf.

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Reilly, Mary Ellen. "Competencies and skills in the globalized workforce". [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000290.

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Wilton, Nicole, LaShay Jennings, Renee Rice Moran, Stacey J. Fisher, Huili Hong i Edward J. Dwyer. "Encouraging Word Identification Competencies Among Developing Readers". Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/3328.

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Nicole Wilton is director of the Wilton Academy of Music in Saskatoon. LaShay Jennings is a clinical instructor in the Department of Curriculum and Instruction (CUAI) at East Tennessee State University. Renee Rice Moran. Stacey Fisher, Huili Hong and Edward Dwyer are members of the faculty in the Department of Curriculum and Instruction (CUAI) at East Tennessee State University who have literacy strategies as their primary focus for research and instruction. According to these experts, instruction in learning the relationship between letters and the sounds they represent, phonics, is an important part of literacy instruction. Instantaneous recognition of onsets and rhymes as they appear in syllables is vital for fluent reading, and, consequently for reading comprehension. The systemic instructional strategies presented in this article describe effective, efficient and enjoyable approaches for providing phonics instruction in a variety of contexts. Emphasis is placed on learning relationships of onsets and rhymes through a set of instructional materials in the Word Builder Kit. These experts believe that hands-on enjoyable experiences involving multi-sensory approaches within academically sound practices benefit both teachers and students.
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Dwyer, Edward J. "Using Periodicals to Promote Reading/Writing Competencies". Digital Commons @ East Tennessee State University, 1997. https://dc.etsu.edu/etsu-works/3384.

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Covalciuc, Marina, i Gautier Kerleguer. "Leadership Competencies Development through Game-Based Learning". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85164.

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In contemporary world, there is a constant need for leadership development. Technological advancements, excessive uncertainty and severe hostility on one hand and high expectations from subordinates, pressure from stakeholders on another hand force leaders to develop more skills and competencies in order to succeed. Leadership competencies represent a set of behaviours that are seen to be crucial to deliver desired outcomes. Organisations design competencies models that are used for diverse reasons within human resources management, such as employee selection, career development, succession planning, performance management and employee development. The current most common practices in leadership competencies development applied by organisations include coaching and mentoring, 360‐degree feedback, specific job assignments, networking, action learning, corporate case studies, computer simulations, experiential learning and of course classroom‐type leadership training. However, the future generation of employees are the nowadays youngsters whose life is widely influenced by technology. A specific interest among them is in online and computer-based games, on which they spend a considerable amount of time per week. Games in general were proven to be an effective tool for education among children and young adults, and were discussed to be useful for adults as well. Presented research is performed with the goal to create an understanding of the game-based learning approach to leadership competencies development. Our first ambition for the research was to find out what leadership competencies are most likely to be developed though GBL approach. We came to the results that GBL approach can be effective in developing social interaction competencies such as motivation, facilitation, coaching, effective communication, collaborative negotiation, effective teamwork and such cognitive competencies as strategic thinking, decision making, problem solving and technical competency. Our second aim for the research was to draw on a conceptual framework in form of an experiment to answer to the question of how effective is game-based learning for development of leadership competencies. The experiment model proposed in this conceptual paper was designed by us by putting together elements in form of such games as "Spaghetti Tower"; "Strategic thinking game with 8 players" for measurement and "Acquire" board game for development of the "strategic thinking" leadership competency.
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Johansson, Christoffer. "How to Assess and Map Employees Competencies". Thesis, Linköpings universitet, Programvara och system, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-161323.

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The need to manage, map and develop a companies employees competencies is constantly increasing in today’s rapidly growing market. It is therefore incredibly importantto have a broad understanding of what competencies one’s employees possess and whichcompetencies the company potentially lacks. This thesis investigates how to assess, evaluate and map employees competencies in the best possible manner, followed by the potential effects this can have on the individuals undergoing the assessment. Lastly the thesis identifies how a competency management system could be implemented and whichfunctionalities said system should contain. This study began with a systematic literaturereview, for me to get a better understanding of the competency concept and competency assessment. The literature study was followed by a questionnaire distributed to all Etteplansemployees in Linköping and Norrköping, and lastly four interviews were conducted withemployees at the office in Linköping. To get a clearer understanding of the employeesthoughts regarding competency and the implementation of a new competency management system. One of the most important factors to take into consideration when applyinga competency management procedure is that these implementations takes time and mustbe carefully planned and executed to generate the best possible results. All companies areunique and require their own competency management procedure to succeed.
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Batsa, Eric Tetteh. "Bicultural Managers’ Competencies and Multicultural Team Effectiveness". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7596.

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Biculturals are increasingly recognized as an important segment of managers, yet U.S.-based global organizations’ limited knowledge and recognition of this group’s distinctive experiences and related implications within their work environment limit the value placed on bicultural managers’ leadership of multicultural teams and the use of their competencies and skills to improve the effectiveness of multicultural teams. Notwithstanding, traditional leadership models are lacking in diversity and unanswered questions remain regarding the role of multiculturalism in global leadership and team effectiveness. The purpose of this qualitative exploratory multiple case study was to gain deeper understanding of the management experiences of biculturals in U.S.-based global organizations and the implications of their bicultural competencies and skills in leading multicultural teams. This study was framed by 3 concepts: bicultural competence, boundary spanning by bicultural managers, and leadership emergence in multicultural teams. Data were collected from semistructured interviews with 7 participants, reflective field notes, and archival data. Identifiable themes emerged through thematic analysis of the textual data and cross-case synthesis analysis. Five conceptual categories that enclosed a total of 16 themes were identified. The conceptual categories are (a) bicultural competence, (b) boundary spanning, (c) cultural intelligence, (d) global identity, and (e) leading multicultural teams. Findings may drive social change by challenging the status quo in existing formal work structures and promoting diversity in the workplace creating emerging avenues for business growth and building bridges of communication between the business world and society.
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Somia', Tatiana. "Operations manager's individual competencies for mass customization". Doctoral thesis, Università degli studi di Padova, 2019. http://hdl.handle.net/11577/3426717.

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To compete successfully in today's business environment, which is fraught with very heterogeneous and uncertain customer demands, manufacturing organizations are increasingly aiming to develop their mass customization capability (MCC), defined as the ability to fulfill each customer's idiosyncratic needs without considerable trade-offs in cost, delivery, and quality. The literature has overlooked the role of individual competencies (ICs) in the development of MCC, even though companies are paying growing attention to the challenge of developing their employees' competencies. The present study was aimed at narrowing this gap by using a well-established method for conducting IC assessments - namely, the behavioral event interview - to investigate the ICs of an operations manager (OM), which is among the professional roles most affected by product customization, that enhance the MCC of the manufacturing organization for which the OM works. A multiple-case study was designed involving eight cases chosen according to literal and theoretical replication logic among the machinery manufacturers of one European country. From this sample, I collected multilevel data on the MCC of each organization and on the OMs' ICs. Five OM ICs - negotiation, information seeking, efficiency orientation, analytical/systems thinking, and pattern recognition - emerged from this study, and this thesis provides empirical evidence and logical explanations for the positive effects of these ICs on a manufacturing organization's MCC. This PhD thesis is the first research on MCC-enabling managerial competencies that relies on multilevel data, considering both an organization's MCC and its managers' ICs, rather than on practitioners' experiences and opinions. This study also has managerial implications, providing guidance for the human resources management practices of companies pursuing a mass customization strategy. This study could be replicated for other managerial roles as well as in other industries and countries.
Para competir com sucesso no atual contexto de mercado, caracterizado pela existência de clientes exigentes, heterogéneos e nem sempre de fácil compreensão, as organizações produtivas estão a desenvolver cada vez mais a sua capacidade de mass customization (MCC), definida como a capacidade de satisfazer a exigência idiossincrática de cada cliente sem compromissos significativos em termos de custo, tempo de entrega e qualidade. A literatura tem vindo a negligenciar o papel das competências individuais (IC) no desenvolvimento da MCC, mesmo se as empresas atualmente estão a ter maior atenção à oportunidade de desenvolver a competência dos próprios colaboradores. O presente estudo teve como objetivo reduzir essa lacuna, utilizando um método de avaliação das IC bem consolidado - a behavioral event interview - e, desse modo, investigar como as IC de um operations manager (OM), sendo esse um dos papéis profissionais mais influenciados pela personalização de produto, melhora a MCC da empresa. Para tanto, foi projetado um multiple-case study em oito empresas industriais, escolhidas com base na lógica da réplica literal e teórica entre fabricantes de máquinas de um paí­s europeu. A partir dessa amostra recolhemos dados de vários ní­veis da MCC de cada organização e das IC do seu OM. Com o estudo emergiram cinco IC dos OMs - negotiation, information seeking, efficiency orientation, analytical/systems thinking, e pattern recognition - e o trabalho fornece evidências empíricas e explicações lógicas dos efeitos positivos dessas IC na MCC da empresa. A presente tese é a primeira pesquisa sobre competências de gestão que facilitam a MCC e baseia-se em dados de vários ní­veis da MCC de uma organização e nas IC do seu OM e não sobre as suas experiências e opiniões. O estudo apresenta também indicações para práticas de gestão ao nível dos recursos humanos em empresas que procuram uma estratégia de mass customization. Este estudo apresenta a possibilidade de ser replicado noutros papéis profissionais, setores produtivos e até países.
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