Dissertations / Theses: 'Acquisition of managerial competencies'

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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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Andrews, Julian. "Managerial judgement and acquisition target valuation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0016/NQ46799.pdf.

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Yeo, Amy Chu-May. "Integrated cultures, perceived managerial competencies and organisational performance : a Malaysian context." Thesis, University of Derby, 2006. http://hdl.handle.net/10545/283397.

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Understanding `culture' has become an essential mantra of organisational activities. Managers today are facing this challenge of how to bring about changes in the way they manage, leading to sustainability and growth of organisations. The magnitude of effectiveness relies greatly on managers' skills and competencies. Hence, this study takes on a new dimension of integrating a more complex contingency linkage of cultures and competencies of managers with corporate performance, in a Malaysian context. Little is known about the synthesis of using these two components from evidence of previous research. This gap is filled in this research by embarking on two phases of empirical study. A mixed methodology was employed to triangulate the two approaches (qualitative and quantitative). This method allows researcher to be more confident of their results, provides new ways of capturing a problem to balance with conventional data-collection methods as well as counter-balances strengths and weaknesses of one approach with another. The first phase using a case study method aimed to get a feel for the key issues before embarking on a survey, which is the second phase of the study. It involved two cases based on public listed companies in Malaysia using in-depth interview with managers. The interview results revealed characteristics of strong cultures, variations in Hofstede's four dimensional cultures and perceived managerial competencies required for managers. The second phase based on positivist approach using survey instrument to collect data from a sample of 276 managers. The survey was carried out to elicit data on the perception of managers gathered from ten public listed companies (five locally controlled and five multinationals) in relation to cultures and the competency level of managers. Results of the second phase indicate that cultures, using Hofstede's (1980,1990) classifications at both national and organisational perspectives, correlate significantly with managerial competencies and organisational performance. However, findings also revealed that companies having strong cultures as indicated by high consistency drawn from the perception of managers appear to have a profound impact on managerial competencies and were predictive of organisational performance. It is also interesting to note that the factorised components of key-value and hardwork; emotional involvement and build (ie. ability to build frameworks/models/forms on the basis of information) orientations; participative decision and interpersonal respect as well as work goals have significant influence over performance. Evidence from the case studies implied that these elements reflect culture strength of organisation and therefore, contribute to positive organisational performance. The congruent effect on organisational performance was more apparent between organisational culture and managerial competencies than cross-cultural construct. By establishing an empirical linkage between cultures, managerial competencies and performance, the research provides fresh support for human capital requirements in the Malaysian's public and private enterprises.

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Smith, Donna M. "Physician managerial skills: Assessing the critical competencies of the physician executive." Case Western Reserve University School of Graduate Studies / OhioLINK, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=case1054737799.

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Sharma, Surinder Paul. "U.S. Government Program Managers' Competencies to Manage Satellite Acquisition Programs." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10603364.

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U.S. government satellite acquisition programs have continually experienced large cost overruns, schedule delays, technology development problems, and performance shortfalls, which can potentially affect national security as well as the health and safety of civilians. Government program managers play a significant role in achieving organizational objectives through the acquisition life cycle of major U.S. government programs. Prior researchers have explored the importance of program managers’ competencies. Other researchers have identified key competencies of project managers to lead and manage the projects successfully in the aerospace industry. However, not enough research was conducted to assess the U.S. government program managers’ competencies to manage complex and challenging satellite acquisition programs in combination of other program context factors above and beyond program managers’ competencies, which could moderate and affect overall program success. The purpose of this quantitative, non-experimental survey research study was to examine the relationship and importance of U.S. government program managers’ perceived hard and soft competencies needed to achieve overall program success in managing major satellite acquisition programs. Additionally, the researcher examined how the program context factors moderated the relationship between program managers’ competencies and overall program success. A web-based survey, targeting aerospace and defense professionals garnered 104 valid responses. Utilizing the competency theory framework, multiple linear regression, chi-square goodness-of-fit, and hierarchical multiple regression tests were used to analyze the study data. The survey results revealed that program managers’ both hard and soft competencies predicted overall program success, F(2, 101) = 4.085, p = .020, R² = .075. Program managers’ soft competencies were found to be somewhat more important than hard competencies in achieving overall program success, χ²(4) = 29.3, p < .001. Of the four program context factors, resource availability positively moderated the relationship between program managers’ soft competencies and overall program success, F(10, 93) = 2.116, p = .031, R² = .185. A future hypothesis-based study may be conducted for other major U.S. government defense programs or private sector programs, which may provide insight to senior management leaders into matching of program managers’ competencies to specific program contexts and program types. A qualitative study to identify the causal reasons for unsuccessful U.S. space acquisitions program outcomes may provide in-depth personal and professional perspectives of other program context factors, which may influence overall program success.

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Pan, Luyao, and 潘璐瑶. "Essays on acquisition of newly listed firms and managerial compensation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2014. http://hdl.handle.net/10722/202373.

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This thesis consists of two essays in corporate finance, one on newly listed firms’ post-IPO activities as acquisition targets and the other on corporate executive compensation. In the first essay, I examine a large sample of U.S. newly listed firms to analyze their likelihood of becoming a takeover target. I find that 27 percent of newly listed firms are acquired within five years after the IPO, which is compared with the seasoned-firm counterpart of 17 percent. This difference is economically large, statistically significant, and robust to various firm and market characteristics controls. Several recent studies have reported newly listed firms’ active activities as an acquirer. Contributing to this literature, my finding further identifies an active role of IPO firms as a takeover target. My finding is consistent with the presumed motivation of firms’ going public for a “double-exit” strategy: To sell the shares through a takeover after the company goes public. Economic rationales for this strategy include advantages from auctioning off a minority stake to dispersed shareholders and more efficient bargaining in takeover negotiations due to increased share liquidity and reduced uncertainty after the IPO. Therefore, going public can be an optimal first step in the process of selling a company. In further support of this motivation, I find that IPO firms, as an acquisition target, receive higher takeover premiums than do comparable privately held targets and seasoned target firms. In conclusion, my findings are consistent with the double-exit strategy predicted by theory, suggesting that IPOs facilitate subsequent sales of the companies and that the strategy is economically justified. In the second essay, I study executive compensation under the Japanese corporate governance system. In March 2010, the Japanese regulator enacted the first legislation regarding the disclosure of director compensation to named individuals. With access to the first publicly available data for Japanese executives, I document comprehensive evidence on the level, structure, and mechanisms of CEO compensation. My findings reveal Japanese practices in CEO pay that differ from the well-known Anglo-American model in significant ways. Its distinct features include base salary dominance and unusually low levels of pay and pay variation. I also identify significant impacts on the compensation system of corporate governance and U.S. influence factors, such as keiretsu groups, financial institutions, US-style compensation committees, and cross-listing on US stock exchanges.
published_or_final_version
Economics and Finance
Doctoral
Doctor of Philosophy

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Quarterman, Martyn. "Acquisition of higher-order professional competencies : a new synergistic learning model." Thesis, Anglia Ruskin University, 2017. http://arro.anglia.ac.uk/701818/.

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Context This research centres on the acquisition of professional competencies by graduates who have recently entered the construction industry. Many professional competencies involve critical thinking and subjective decision-making under conditions of uncertainty and variability; and therefore require higher-order abilities to accomplish. The acquisition of these competencies has been shown to be problematic, difficult to achieve and to take longer than anticipated. The aim of this research was to determine if acquisition could be enhanced and/or accelerated. Research Design The research design adopted a mixed methods approach. The study commenced by identifying and defining the problematic competencies through a process of qualitative research. This was followed by analysis of existing learning theories and non-traditional learning techniques that had been applied in other contexts through a search of the literature and published accounts of applications. The analysis identified constituent parts of theories and practice which were developed into an innovative learning model. The model was tested through a process of quantitative research conducted using a controlled experiment with a sample of new-entrant graduates employed by professional firms. Findings The research produced a new model of learning comprising a unique combination of learning theories, practices and applicational constituents which acted in a synergistic way to enhance the acquisition of higher-order professional competencies. The research identified synergy as an important factor in the design and efficacy of the model, hitherto not recognised. Conclusions The research has shown that higher-order professional competencies can be acquired faster and more effectively. It has developed and extended the learning theory of Bancroft, Burguillo, Lui et al and others through the identification of synergy as a significant factor. The research concludes by demonstrating that the learning model can reasonably be transferred to other new-entrants within the built environment industry and generalised to the development of graduate new-entrants in other professional sectors.

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Fortier, Denise. "Identifying multicultural managerial competencies informing the content of a Master's program in International Management." Thèse, Université de Sherbrooke, 2009. http://hdl.handle.net/11143/5778.

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The fabric of the workforce is changing. Indeed, domestic managers are working with an increasingly multicultural workforce at home while managers who travel abroad often work with people from multiple cultures. Concurrently, managers are often required to work with people in organizations that span across geographic boundaries, located in various time zones, relying mainly on information technology. However, empirical guidelines to train managers facing these challenges are scant as management typologies fall short when it comes to identifying the skills needed for simultaneously working with people from multiple cultural backgrounds.The goal of this study was to identify a repertoire of multicultural managerial competencies for work at home and abroad, in face-to-face contexts and via the use of technology. Using competency modeling as a conceptual framework, we enlisted the help of 20 mid- to upper-level managers who were invited to participate in individual behavioral event interviews to discuss positive and negative critical incidents and to answer questions grounded in job analysis. Data was analyzed using thematic (content) analysis based on a mixed method, a process that mostly illustrated the emergence of new competencies. ATLAS.ti was then used to code transcripts and to cross-reference behaviors according to emerging competency categories. Managers were then invited to validate the relevance of the initial version of the typology and to confirm that no competencies or related behaviors were missing.The resulting Multicultural Managerial Competency (MMC) typology, outlining five competence categories that combine 12 competencies along with their 71 corresponding behavioral indicators, makes both theoretical and practical contributions while offering flexibility for application. Indeed, the MMC typology illustrates an overlap between management and intercultural/cross-cultural literature, confirming that managers in multicultural contexts are called upon to invest in the management of trusting relationships, in distance management, as well as in expatriate management. Multicultural elements also permeate classic business and team functions thereby giving management requirements a new form. In terms of practical applications, the MMC typology provides concrete behavioral indicators for managers to use as guidelines for competence and serves to inform the creation of university curricula in international management.

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Guio, Jaimes Juan Manuel. "Analysis of the process of acquisition of skills and competencies in Spain." Doctoral thesis, Universitat de Barcelona, 2017. http://hdl.handle.net/10803/441744.

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This thesis has provide a thorough analysis of the factors that influence the decision process of educational acquisition and an individual's permanence in the school system, first from the perspective of factors closely related to the students' environment; and second, by analysing the effect of economic conditions and the labour market on the schooling decisions of individuals. This thesis also have examined how these competencies and skills are remunerated differently in the labour market, according to the quality of the match between the required occupational characteristics for the job and the occupational endowments of the individuals, and their gender. This thesis comprises four chapters, in addition to this introduction, representative of three separate studies, and the conclusions. The first study (Chapter 2) is entitled “The evolution of school failure risk during the 2000 decade in Spain". It seeks to provide an overview of the evolution of the factors that have had a significant influence on the risk of school failure by focusing on personal, household and school characteristics. A multilevel logistic regression analysis was applied to the 2000, 2003, 2006 and 2009 PISA databases. The findings show that, when considering students' reading skills, males are twice as likely as females to drop out of school, and that immigrant students are at a higher risk of dropping out than native students are. Household characteristics have a strong positive influence and so reduce the risk of school failure, while school-related variables have only a negligible effect on school failure. The second study (Chapter 3), “Labour markets, academic performance and school dropout risk: Evidence for Spain" provides a better understanding of the links between labour market conditions and academic performance by disentangling the effects of unemployment. The contribution of this study is, therefore, threefold: first, it provides new evidence on the link between labour market conditions and educational decisions; second, it quantifies separately the two effects of unemployment on academic performance at age 15; third, it analyses the heterogeneous impacts of the “family" and “local labour market" effects, proxied through the unemployment rate of the school community. The analysis of the impact of unemployment on academic performance is performed through hierarchical linear regressions (HLR). Results show that academic performance at age 15 is affected by labour market conditions, and, at the same time, previous performance determines future educational decisions. Thus, these results highlight the sensitivity of students' educational decisions and academic performance to shifts in the labour market. The third study (Chapter 4), “The effect of overeducation and overskill on the gender wage gap: A cross-country analysis" performs a comparative analysis of the gender wage differentials for a group of OECD countries considering the incidence of overeducation and overqualification, and determines the extent to which differences in the gender wage gap may be attributed to educational and skills mismatches. The contribution of this study is thus twofold: first, it provides new evidence on the link between occupational mismatch and the gender wage gap; second, it explores the factors behind cross-country differences in the gender wage gap. We use Mincer wage equations, controlling for sample selection bias, in order to estimate differences by gender in the effects. We then apply Oaxaca-Blinder decompositions to determine the effects of overeducation and overskill on the gender wage gap. Finally, a Machado-Mata (2005) [85] quantile regression approach is performed at the country level. Results show that: i) overeducation has a negative effect on wages and that this effect is larger for women; ii) overskill also has a negative effect on wages, but differences by gender are less evident; and, iii) most of the gender wage gap is explained by the different returns by gender of the productive characteristics of workers, occupational mismatch being one of the factors that increases this gap.
Esta tesis ha proporcionado un análisis exhaustivo de los factores que influencian el proceso de decisión de la adquisición de educación y de la permanencia de los individuos en el sistema escolar, primero desde la perspectiva de factores estrechamente relacionados con el ambiente de los estudiantes, y segundo, analizando los efectos de las condiciones económicas y del mercado de trabajo en las decisiones educativas de los individuos. Esta tesis también ha examinado como estas competencias y habilidades son remuneradas de forma diferenciada en el mercado de trabajo, de acuerdo con la calidad del emparejamiento entre las características ocupacionales requeridas para el empleo y las dotaciones ocupacionales de los individuos y sus géneros. Esta tesis comprende cuatro capítulos en adición a la introducción, representativos de tres estudios separados y las conclusiones. El primer estudio (Capítulo 2) es titulado “The evolution of school failure risk during the 2000 decade in Spain". Busca proveer una visión general de la evolución de los factores que han tenido una influencia significativa sobre el riesgo de fracaso escolar al enfocarse en características personales, del hogar y de la escuela. Un análisis de regresión logística multinivel se utilizó para las bases de dato PISA del 2000, 2003, 2006 y 2009. Los resultados sugieren que, cuando se consideran las habilidades lectoras de los estudiantes, los hombres tienen una propensión dos veces mayor que las mujeres de abandonar la escuela antes de tiempo, y que los estudiantes de origen inmigrante enfrentan un mayor riesgo de abandono escolar que los estudiantes nacionales. Las características del hogar tienen una fuerte influencia positiva y por lo tanto reducen el riesgo de abandono escolar, mientras que las variables relacionadas con las escuelas tienen un efecto insignificante sobre el fracaso escolar. El segundo estudio (Capítulo 3), “Labour markets, academic performance and school dropout risk: Evidence for Spain" permite un mejor entendimiento de los nexos entre las condiciones del mercado laboral y desempeño académico al separar los efectos del desempleo. La contribución de este estudio es, por lo tanto, triple: primero, provee nueva evidencia sobre la relación entre las condiciones del mercado de trabajo y las decisiones educativas; segundo, cuantifica de forma separada los dos efectos del desempleo sobre el desempeño académico a los 15 años; tercero, analiza los impactos heterogéneos de la “familia” y el “mercado de trabajo local”, este último representado a través de la tasa de desempleo de la comunidad escolar. El análisis del impacto del desempleo sobre el desempeño académico se realiza por medio de regresiones jerárquicas lineales (HLR). Los resultados demuestran que el desempeño académico a los 15 años está afectado por las condiciones del mercado de trabajo, y, que al mismo tiempo, el desempeño previo determina las decisiones educativas futuras. Por lo tanto estos resultados destacan la sensibilidad de las decisiones educativas de los estudiantes y su desempeño académico a cambios en el mercado laboral. El tercer estudio (Capítulo 4), “The effect of overeducation and overskill on the gender wage gap: A cross-country analysis" realiza un análisis comparativo de los diferenciales en la brecha salarial por genero para un grupo de países de la OCDE, considerando la incidencia de la sobre educación y la sobre calificación, y determina hasta qué punto las diferencias en la brecha salarial por genero pueden ser atribuidas a desajustes educativos y de habilidades. La contribución de este estudio es por lo tanto doble: primero, aporta nueva evidencia del vínculo existente entre desajustes ocupacionales y la brecha salarial entre géneros; segundo, explora los factores subyacentes en las diferencias salariales de hombres y mujeres entre países. Se utilizan ecuaciones salariales mincerianas, controlando para sesgos en la selección de la muestra, con el propósito de estimarlas diferencias por género en estos efectos. Posteriormente se aplica una descomposición Oaxaca-Blinder para determinar los efectos de la sobre educación y del exceso de habilidades en la brecha salarial por género. Finalmente, una regresión cuantílica de tipo Machado-Mata se realiza a nivel de países. Los resultados muestran que: i) la sobre educación tiene un efecto negativo en los salarios y este efecto tiene una mayor magnitud para las mujeres; ii) el exceso en las habilidades también tiene un efecto negativo sobre los salarios, pero las diferencias por género son menos evidentes; y iii) la mayor parte de la brecha salarial por género esta explicada por la diferencia en los retornos por género a las características productivas de los trabajadores, siendo el desajuste ocupacional uno de los factores que incrementa esta brecha.

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Trevan, Catherine. "The competing values framework : the interaction between gender, organizational culture, managerial competencies and organizational performance /." Title page, table of contents and abstract only, 1991. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpst8118.pdf.

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Zechner, Solveig Antonia. "Self-assessment of managerial competencies of nurse managers in South Africa - identifying the skills gaps." Thesis, University of the Western Cape, 2008. http://hdl.handle.net/11394/2718.

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Magister Commercii - MCom
Broad access to healthcare services is a key factor of human development in any country. The current health care situation in South Africa can be diagnosed as critical. The hospitals are understaffed, over-occupied and the diseases like Human Immunodeficiency Virus (HIV) give health care workers additional challenges. The demand for management skills in the health sector including those for nurse managers is high. A recent World Health Organization (WHO) study of nurses working in maternal health services identified good management as more important than salary, unless the remuneration was dramatically higher. In South Africa, little empirical research exists about the management skills of nurse managers, even though proper management of human resources is vital to achieve better outcomes and access to health care around the world. In South Africa, a greater focus on human resource management in health care and more research is needed to develop new policies that will help to address the skills gap of nurse managers. The object of this research project was to identify the gaps between required and existing management skills of senior nurse managers in South Africa in private and public hospitals. Once identified, this skills gap assessment can be used by employers and policy-makers to define the management education that nurse managers require. The research is based on a survey of nurse managers in private and public hospitals using a questionnaire. The survey instrument was based on prior research of hospital managers' competencies in South Africa, and a review of the related theoretical literature.
South Africa

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Giousmpasoglou, Charalampos. "A contextual approach to understanding managerial roles and competencies : the case of luxury hotels in Greece." Thesis, University of Strathclyde, 2012. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=16926.

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Studies of managerial work span more than half a century, nevertheless there is no clear account of the managerial work context and content. The dominance of the North American school of thought in management and the rapid global expansion of American multinational companies, was based on the creation of common (standard) managerial practices in their global operations. Since the early 1980s universality on management practices has been challenged from cross-cultural and HRM studies, that emphasised the influence of national culture on managerial work. In addition, organisational studies have focused on the influence of organisational context since the early 1960s, but only recently has this been directly linked with managerial work. This study explores managerial work roles and competencies in a country study. Greece was selected because it encompasses ‘cultural compatibility’ with the West, while simultaneously maintains a strong national character. The research focuses on the Greek luxury hotel sector in order to investigate the effects of national and organisational culture on managerial work. Secondary data on the Greek luxury hotel sub-sector was used to identify a sample of sixteen hotels, with 32 participant senior managers (hotel unit GMs and assistants). A qualitative approach was employed, using several methods of data collection (in-depth interviews, questionnaires, non-participant observations and company documents). The large amount of primary and secondary data collected was triangulated in order to enhance validity of the findings. Based on the work of Johns (2006) and Dierdorff et al. (2009) this research unearths the importance of contextual variables in managerial work, and demonstrates that there are alternatives to the use of universal (standard) management practices. The wider theoretical contributions include insights on managerial work, and the interplay between managerial work and context. More specifically, the contributions of this research are: a) the acknowledgement that contextual factors such as the organisational and national culture affect managerial work to a great extent; b) managerial work roles and competencies are shaped and exercised according to the dominant organisational and cultural context; and c) the set of roles performed and competencies exercised is unique and inimitable for every manager.

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Pitombeira, Suzete Suzana Rocha. "Managerial competencies and experience in solving problems in an engineering company of movement: a case study." Universidade Federal do CearÃ, 2007. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=3556.

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The current study aimed to identify the degree of importance experience has as an element of competencies, in problem solving of management work. A case study was conducted descriptively throughout the research at a movement engineering company, located in the state of CearÃ, certified by ISO 9000/2000, which searches for quality in its strategic guidelines. Eight surveys were answered by the managers of various areas. The results of this data, along with the relevant theory, made it possible to check according to the ones researched that personal experience is necessary to the development of managers` basic and specific competencies, and these contribute to the solution of management problems. In practice, it is confirmed that competencies are made up by how workers see the job, build up and organize the knowledge and abilities in different competencies in the carrying out of their professional activities.
O presente estudo objetivou identificar o grau de importÃncia da experiÃncia como elemento da competÃncia para a soluÃÃo de problemas gerenciais. Adotou-se o estudo de caso de modo descritivo, em uma empresa prestadora de serviÃo em engenharia de movimento, localizada no estado do CearÃ, e certificada pela norma ISO 9000/2000, a qual contempla a busca da qualidade em suas diretrizes estratÃgicas. Foram aplicados oito questionÃrios com os gerentes de diversas Ãreas. Os resultados dessa investigaÃÃo, associados Ã teoria pertinente, possibilitaram a verificaÃÃo segundo as manifestaÃÃes dos agentes pesquisados, que a experiÃncia pessoal Ã necessÃria ao desenvolvimento das competÃncias bÃsicas e especÃficas dos gerentes, e estas competÃncias contribuem para a soluÃÃo dos problemas gerenciais. Confirma-se na prÃtica que a competÃncia Ã constituÃda pelo modo como os trabalhadores concebem o trabalho, formam e organizam os conhecimentos e as habilidades em competÃncias distintas na realizaÃÃo de suas atividades profissionais.

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Makridis, Christos, and Alexandros Ioannidis. "Managerial competencies and skills in virtual teams of matrix organizations : A correlation analysis on virtual team performance." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-20048.

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Over the last decades, there is a constant experimentation on new organizational models and structures by many international companies aiming to overcome the difficulties of a highly competitive global market and satisfy the needs of the customers 24/7. As such, the companies have commonly adopted virtual team strategies using also the technological advancements. In order to optimally use their resources, they have also used matrix organizational structures. In such complex and demanding organizational models, the virtual managers face a lot of challenges in order to effectively lead their teams. Therefore, the required managerial competencies and skills related to an effective team performance are of great scientific interest. The objective of this thesis is twofold. Firstly, this thesis aims to examine how managerial competencies of a virtual manager in matrix organizations influence the performance of a team and what the most important skills of these competencies are. Secondly, it aims to identify the managerial skills that a virtual functional manager and a virtual project leader need in order to effectively manage their teams and compare these skillsets. This study adapts a survey strategy with the use of an online questionnaire and gathers responses from professional engineers that virtually work in matrix organizational schemes mainly based in Sweden and Switzerland. The descriptive analysis of the collected data shows that both type of virtual managers (functional and project) have similar managerial skills which are commonly found in managers working in more traditional organizational models. This is not in line with the findings of our study, since in our analysis we considered the virtuality dimension, for which our results show that it strongly affects the virtual team performance. Therefore, the required managerial competence is formed with skills that are more important in the virtual context than in other traditional models. A second finding is that a virtual functional manager requires different skills compared to the virtual project leader, which suggests that the companies should account for the management role in the hiring process of a specific type of virtual manager. A future research on virtual teams in matrix organizations taking into consideration the different levels of virtuality or broader sampling techniques or case studies per industry would be of a great interest.

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Alexander, Juli. "An analysis of training requirements and competencies for the Naval Acquisition Systems Engineering workforce." Monterey, California: Naval Postgraduate School, 2013. http://hdl.handle.net/10945/34618.

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Approved for public release; distribution is unlimited
This research provides an analysis of the training required by the Defense Acquisition University (DAU) for Defense Acquisition Workforce Improvement Act (DAWIA) certification in the Systems Planning, Research, Development, and Engineering (SPRDE) Systems Engineering (SE) career field. This training curriculum was compared and contrasted with the actual knowledge, skills and abilities needed to perform as a proficient naval acquisition systems engineer as determined by the Naval Postgraduate School SE Competency Model, as well as to DAUs own SPRDE Competency Model. Learning objectives were also compared to overarching course objectives to determine the consistency of the curriculum itself. It was found that a large gap in training exists. Only 27 percent of the KSAs needed by naval acquisition systems engineers are addressed in the SPRDE training curriculum and the SPRDE-SE curriculum does not accurately reflect the 29 competencies identified in the DAU SPRDE Competency Model. Less than half of the course objectives were consistently supported by associated learning objectives suggesting a weakness in the curriculum. Proper training of this highly specialized workforce is imperative to assure successful acquisition programs. The DAU SPRDE curriculum provides DAWIA certification and some foundation but more must be done to provide comprehensive training.

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Diaz, Kathlyn Spires. "Achieving Academic English Competencies: Perspectives From Mexican Adult Immigrants In A Community College ESL Classroom." Diss., The University of Arizona, 2014. http://hdl.handle.net/10150/332773.

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Mexican immigrants make up approximately 46 percent of the entire Mexican-origin population in the United States, establishing Mexican immigrants as one of the largest ethnic subgroups in the U. S. (Pew Research Center, 2012). Current research indicates that only 14.5 percent of all Hispanic adults have a four year degree. This is considerably less for Mexican adult immigrants compared to 30 percent white adults with a baccalaureate (Zarate & Burciage, 2010). Since academic proficiency in English is one critical factor for college success, this study investigates how Mexican adult immigrants acquire academic English in a community college setting and what strategies they perceive are effective in this context. Utilizing Adult Learning, Second Language Acquisition, and Social Capital theoretical frameworks, this study addresses the following questions: 1) What do Mexican adult immigrants perceive as challenges (for themselves) while learning academic English in a community college? 2) How do Mexican adult English language learner (ELL) students at a community college use their native language to learn English? 3) What teaching and learning strategies do Mexican adult immigrant students perceive to be effective in learning academic English? To better understand the participants' English language learning experience, the students in this high-intermediate English as a second language (ESL) class were surveyed. A case study was conducted, taking field notes, collecting writing samples, and interviewing (audio-taped) to identify participants' challenges and obstacles hindering their acquisition of academic English, identifying native language support mechanisms, and developing effective teaching strategies for L2 acquisition. Data was collected over the course of one semester in a community college setting. Findings from the data were triangulated resulting in three emerging themes, all central to issues in academic English proficiency: collaborating and helping others; recognizing the need to practice English; and being college ready. The first theme addresses the preferred and effective learning styles of the participants in this study. The second recognizes the need to practice English, a limitation of which is access to native English-speakers. And the third theme, college readiness, addresses what is needed for Mexican adult ELLs' success in obtaining a college degree. This study is useful for those educators and administrators developing curricula, designing intervention strategies and implementing effective collaborative and comprehensive instructional approaches critical for ELLs learning academic English. Implications for college and university administrators address intervention strategies which may increase college enrollment and retention. Also, SLA researchers could further explore technological applications for linguistic and social support, as well as cognitive development for English language learners.

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Abdo, Said. "Evaluating managerial competencies through communication theory : a framework for examining the role of competencies in effective knowledge transfer : the case of multinational enterprise hotels operating in Greece." Thesis, Glasgow Caledonian University, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.743877.

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Rabogadi, Thulaganyo Arnold. "Strategies Information and Communication Technology Managers Use to Build Employee Competencies." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3573.

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The World Economic Forum (WEF) found that Botswana's information and communication technology (ICT) networked readiness index (NRI) had declined from position 89 in 2012 to 104 in 2015. A decline in Botswana's ICT NRI resulted in a modest gross domestic product (GDP) growth increasing from 4.2% in 2012 to 5.0% in 2015. The purpose of this qualitative multiple case study was to explore strategies ICT service provider managers use to build employee competencies to address ICT infrastructure performance deficiencies. The target population for this study consisted of over 120 managers from 2 ICT service providers located in Gaborone and Francistown in Botswana. The conceptual framework for this study was information technology (IT) competency model. Face-to-face interviews with 15 managers and a review of 12 company documents were gathered and all interpretations from the data were subjected to member checking to ensure the trustworthiness of the study findings. The thematic analyses of participants' interviews and company documents resulted in the emergence of 3 common themes: developing professional employee competencies through training, promoting knowledge acquisition and skills transfer, and developing budgets for funding the development of employee competencies. Participants cited training and professional development as a reason for ICT infrastructure performance deficiencies. Social implications from this study include developing strategies business managers can use to build employee competencies to improve ICT infrastructure performance, which could result in improved services to citizens and enhanced national development, social transformation, and economic diversification.

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Park, B. "Managerial knowledge acquisition from foreign parents in international joint ventures : the case of Korea." Thesis, University of Bradford, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508468.

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Zainuddin, Eruani. "Managerial competencies for information systems project success : development of a theoretical model and a proposed empirical investigation framework." Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/2476.

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This study examines the link between managerial competencies and Information Systems outsourcing (ISO) project success under different types of outsourcing relationships. At present, ISO is a multi-billion dollar industry, and has spawned a new industry related to the management of outsourcing contracts. At the micro-level, ISO offers firms economic, strategic, and technical benefits. Various academic and industry publications have observed the critical importance of managerial competencies in influencing ISO project success. Yet, research that investigates the relationship between managerial competencies and ISO project success is scant. In this study, we developed a theoretical model along with a set of propositions that can be empirically tested. The model and propositions are based on theories that stem from economics (Transaction Cost Economics and Agency Theory), strategic management (core competence, and Resource-based View), and social (Relational Exchange Theory and Social Exchange Theory) perspectives. We also proposed an investigation framework utilizing the case study approach to guide future empirical studies. Our theoretical model and propositions indicate different patterns of managerial competencies for the client and vendor project managers within the different types of ISO relationships. Apart from an empirical study based on our theoretical model and propositions, future research can adapt and/or extend the model to study knowledge residing in other project stakeholders such as project directors, or to study other outsourcing context such as offshore outsourcing projects.

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Steyn, Elizabeth Fredrika. "Managerial competencies among first-line news managers in South Africa's mainstream media : a newsroom management framework / E.F. Steyn." Thesis, North-West University, 2006. http://hdl.handle.net/10394/7.

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Nosiri, Onyekachi Nneka. "Competencies and consultation delivery : service quality strategy of multinational management consulting firms in Nigeria." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/14720.

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This research studies the impact of consultancy competency and consultation mode on the service quality of management consulting firms in the emerging market of Nigeria – the largest economy in Africa. It explains the consultant competency and the adopted consultation approach of the ‘Big Four’ (PwC, Akintola-Deloitte, Ernest and Young, and KPMG) management consultancy firms from the resource based-view (RBV) and institutional theory of the firm. The conceptual framework of management consulting directing this study is generated from earlier research (Canavan et al., 2013; Jang et al., 1997, 1998; Patterson, 2000; Parasuraman, 1988; Kisang et al., 2012; Pugh et al., 1968; Oliver, 1980). Previous research has examined factors that are important for management consulting success, however, one of the remaining challenges is to investigate the associations among these factors. Furthermore, there seems to be a relative disregard for the associations between these management consulting factors and service quality. This study aims to advance the RBV and make theoretical contributions in several ways. First, it identifies and proposes that the professional and managerial competencies of the consultants are the key assets of the management consultancy firms needed to sustain and further their competitiveness in emerging markets. Specifically, we argue that these competencies are particularly valuable and have direct impact on management consultancy firms’ service quality. Also, from an institutional perspective, this study proposes that multinational management consulting firms must have the capacity to deliver quality in a consultation mode suitable to their various clients in different countries for sustainability. Specifically, we argue that the particular consultation mode adopted by the consulting firm impacts the quality of consultation service rendered to its clients in the Nigerian market, determining its firms’ client satisfaction levels. This study utilized a mixed methods approach (Creswell, 2003), which entailed the use of both qualitative and quantitative methods in assessing this research’s questions. 13 senior management consultants were interviewed, and survey data was collected from 311 business clients of these management consultancy firms situated in the three most industrious states in Nigeria, which are Abuja (North), Lagos (South-West), and Port Harcourt (South-South). The results of this study show that the service quality of well-established western management consulting firms is significantly influenced by their consultation mode, as well as both their professional and managerial capabilities, irrespective of their client’s organizational structure. This study also finds that client experience levels in dealing with management consultants considerably moderates the relationship between these firms’ service quality and their client satisfaction in this strategic context. Our study advances the RBV and institutional theories, highlighting that the consultation modes, professional competencies, managerial competencies and client experience levels are the key competitive factors of western management consulting firms in Nigeria.

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Smiljanić, Dušan. "NEW TRENDS IN DEVELOPING MANAGERIAL COMPETENCIES FOR MODERN COMPANIES: APPLICABILITY OF MUSIC IN IMPROVING BUSINESS EFFICIENCY AND WORKING ENVIRONMENT." Doctoral thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-165967.

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Practical approach to the issue of music applicability is a multi-disciplinary taking into account the complexity of working environment, personality of modern managers and the sole human nature. Musical map could serve to HR experts in building innovative programs of staff training in accordance with organization' preferences and individuals uniqueness. Recent investigations of the connection between music and motivation, music and team work, music and creativity, music and learning process, are opening numerous options for practical applicability of music in working environment aimed at increasing existing competencies and developing the new ones. The need for an increase in staff performances has imposed a need to explore how musical practice can support creation and implementation of realistic organizational goals in intercultural environment. The main goal of this doctoral thesis is to examine musical preferences and applicability of music with its positive effects on different aspects of working environment, creating thus, via empirical research, a musical map of geographical region that could be employed to increase working performance and efficiency. In order to achieve the goals defined, a field research has been conducted via structured questionnaire including 6 socio-demographic variables (gender, age, educational degree, position in the organization, sector and working experience) and 6 dependant variables (working atmosphere, efficiency in accomplishing tasks at work, motivation, learning, team work and stress reduction). The research was conducted in Serbia, on a random sample of 126 managers and employees in Belgrade, Novi Sad and Novi Pazar. The main hypothesis was that applicative music positively affects creation of proper corporative ambient and improvement of employees' competences, and was tested via 13 auxiliary hypotheses. Main empirical outcome of the Ph.D. thesis research is the determination of Serbian working population Musical Map and results of influence of certain socio-demographic and professional factors on the Musical Map Method implementation. HR staff would subsequently implement the "concept of musical map method" within its own company that is expected to increase motivation, learning and creativity as shown empirically in the study conducted. Also team work and working efficiency are expected to increase and stress at work to decrease under the proper musical exposition and all of these are explicitly shown in the thesis research results. In addition, influence of the degree of education on musical preference at work place and in general are the most surprising data, as revealed by chi square test if independence. Although general statistics of total sample on participant's opinion, speaks in favour of hypotheses confirmation expressing positive effects of music on 6 dependent variables, there are some fine differences, influenced by cardinal and derived variables, as shown by one way ANOVA test (e.g. influence of gender on opinion of positive music effects on stress reduction etc.). The final result of the thesis is the creation of the Musical Map Method that contains original approach toward creation of musical map and determination of the necessary factors that could substantially influence its implementation. Method could be applied anywhere in the Globe to produce other unique music maps as per sponsor request.

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Iversen, Ole I. "An investigation into competencies associated with successful managerial performance in the European workplace and in different European countries today." Thesis, Henley Business School, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251944.

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Baumann, B. Marc. "Defense acquisition program manager as program leader : improving program outcomes through key competencies and relationship management." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/83786.

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Thesis (S.M. in Engineering and Management)--Massachusetts Institute of Technology, Engineering Systems Division, 2013.
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 162-168).
The US defense acquisition system is a massive enterprise charged with developing and acquiring state-of-the-art military technology and systems. For the past 65 years, many broad-reaching studies and commissions have endeavored to refine and overhaul the acquisition process to improve its value delivery in the form of increased capability, in less time, and for lower costs. But processes don't make things, people do; which reframes this research to focus on people over process. Acquisition people are knowledge workers, who must creatively execute defense programs within the system and processes they are given. The Government Program Manager (PM) is the primary focus of the thesis. The research explores how the PM is able to achieve improved program outcomes through a combination of leadership competencies and management of key stakeholder relationships. The examination of relevant acquisition literature provides opportunities for the application of systems, stakeholder, and negotiation theory to enable PMs to achieve value delivery on defense programs. Additional theories on organizational routines and activity systems provide insight on how effective PMs can build acquisition dynamic capabilities in the small and in the large to benefit US national security. The research gathers interview data from PM experts and leadership of several large acquisition case study programs. Unique to this research is the multi-dimensional perspective obtained from the Government PM, the lead User representative, and the prime contractor PM on the case programs. This approach enables an examination of the influence of dyadic and triadic relationships and program priorities alignment, with particular focus on the Government PM's role in establishing and managing those stakeholder relationships. The research concludes that strong dialectic leadership, with sufficient managerial and technical competence is paramount for an exceptional PM to succeed in delivering improved program outcomes. Recommendations are provided for the PM, those responsible for PM development, and the DoD to increase efficiency and effectiveness of the defense acquisition enterprise.
by B. Marc Baumann.
S.M.in Engineering and Management

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Hewlett, L. R. Scott. "The linguistic competencies of early French immersion graduates : an investigation of parental expectations /." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0030/MQ47455.pdf.

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Paul, Donna. "Internal governance and the correction of managerial error : evidence from corporate restructuring following bad acquisition bids /." view abstract or download file of text, 2001. http://wwwlib.umi.com/cr/uoregon/fullcit?p3018386.

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Thesis (Ph. D.)--University of Oregon, 2001.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 73-75). Also available for download via the World Wide Web; free to University of Oregon users.

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Cumming, Nancilynne. "Acquisition of consumer purchasing competencies of California seventh-grade students in home school and public school programs /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487859313344608.

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Breed, Josef Adriaan. "Die leierskapsrol en -bevoegdhede van die skoolhoof en die bedryfsleier : 'n vergelykende studie / J.A. Breed." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1777.

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Jamil, Rossilah. "Stakeholders' perceptions of MBA provision by public universities in Malaysia." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/stakeholders-perceptions-of-mba-provision-by-public-universities-in-malaysia(fe67b099-a1eb-4697-8632-71a1f8470e2a).html.

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The research was triggered by widespread criticisms from its constituencies about the relevance of MBAs, allegedly instigated by its dual academic and utilitarian purposes in developing functionally and ethically competent managers. Using Malaysia as the research focus, the perceptions of three MBA stakeholders (i.e. business schools/management educators, industries and students) were explored on the adequacy of MBA provisions by its public universities in preparing professionally and ethically competent managers. Their opinions were gauged on several subjective terms, each carrying the dual academic-utilitarian connotations, i.e. the roles of MBAs, the roles of its providers, the definitions of relevance, the definitions of managers and the necessary competencies, and their concerns over the social responsibility of managers and their education. The research employed mainly qualitative approaches. Primary data was gathered through semi-structured interviews, a focus group discussion and e-mails from the three stakeholders. The management educators and students were derived from three selected business schools. The secondary data involved analysis of the MBA websites and prospectuses provided by all the 10 public universities in Malaysia. In total, the research derived data consisting of 28 interviews, 1 focus group, 81 surveys, 3 email questionnaires, and 10 document analyses. The findings suggested that the perceptions of all three stakeholders reflected an imbalanced MBA that was biased towards utilitarian objectives as opposed to social objectives. The findings showed that religion / spirituality and the development of ME in Malaysia had a considerable impact in influencing the perspectives of the respondents. The research contributes to the discipline by demonstrating how a non-western, religious, developing country viewed the research issues dominated by Western literature.

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Carlsson, Emilia, and Daniela Martinetti. "From Zero to Hero : A Comparative Case Study on Managerial Capability Development in Incubated Start-ups." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-120828.

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Background Exploring the literature stream of the knowledge perspective as well as that of start-ups andincubation, and subsequently bringing the two together. Aim To construct propositions regarding the process of developing managerial capability in incubatedstart-ups. Methodology The study entails 3 start-ups that provide a high technology product. The development ofmanagerial capability was explored through a comparative case study in which founders, businesscoaches and externally recruited employees where interviewed. Findings The process of managerial capability development in incubated start-ups can be deconstructedinto two processes, knowledge acquisition and knowledge integration, where each process presentdistinct attributes in different stages of development of the start-up. This managerial capabilityformation is an incremental process that drives growth.

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Koenigsfeld, Jason Paul Hubbard Susan Sorrells. "Developing an industry specific managerial competency model for private club managers in the United States based on important and frequently used management competencies." Auburn, Ala., 2007. http://repo.lib.auburn.edu/2007%20Fall%20Dissertations/Koenigsfeld_Jason_42.pdf.

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Fobe, Mila Pamella. "Curriculum outcomes, teaching practices and learner competencies in isiXhosa in three Grahamstown schools." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1012072.

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This study looks at the curriculum outcomes, teaching practices and learner competencies in isiXhosa at three Eastern Cape schools and across three different grades, 7-9. It explores the link between language learning and teaching as well as the teaching strategies used within the classroom. In particular, the study seeks to analyse how isiXhosa is taught at three different levels of instruction, namely at Home Language (HL), First Additional Language (FAL) and Second Additional Language (SAL) levels. Qualitative methods were used, and the study took the form of interpretive case studies within the respective schools. The purpose of using multiple case studies was to investigate the reality within the three sites selected. The three schools had three extreme settings, in the sense that one of the schools is a rich isiXhosa environment and the other two schools are English environments. The tools used for data gathering were interviews, classroom observations, and an analysis of documents from the Department of Basic Education. Data was then presented and analysed in Chapter 4 and 5 against the backdrop of an extensive literature review in Chapter 2 as well as a detailed methodological approach as outlined in Chapter 3. One of the findings of this research indicates that in two of the schools the teaching culture is largely from a western perspective, whereas in one of the schools the learners are primarily isiXhosa speaking and teachers use a different linguistic approach to imparting knowledge. In the private and ex-Model C school it was found that a lack of exposure to isiXhosa is the primary cause of language problems for L2 learners. Secondly the L1 is not appropriately maintained or promoted in the school environment because it is presumed that learners are sufficiently exposed to their L1 at home. The research found therefore that in this particular schooling environment there is an inconsistency between the curricula that is taught in relation to the linguistic abilities of the learners, many of whom are mother tongue speakers of isiXhosa. Furthermore and more generally, it was found that teachers are still not well informed concerning South Africa’s Language-in-Education-Policy and there is a need for more inservice training that will focus on the nature of additional language acquisition in order to address the challenges of teaching these languages. The thesis concludes that extensive work needs to be done in order to reposition the teaching of isiXhosa at all three levels, but particularly at FAL level. This research shows that there is a disjuncture between the proposed curriculum/learning outcomes and the standards or levels achieved by the learners, more especially at FAL and SAL where oral proficiency in isiXhosa remains a challenge. Specific recommendations are contained in the final chapter of the thesis which also makes reference to the draft policy of the Ministry of Basic Education regarding the incremental introduction of the teaching of African languages from 2014 onwards. This thesis also makes takes as a point of departure the importance of multilingualism in a multicultural society such as South Africa where language is suggested as a strong factor in the fostering of social cohesion. It is for this reason that the thesis argues that the expert teaching of African languages, in this case isiXhosa, at both mother tongue and second language levels is of fundamental importance to the future of South African society.

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Leeamornsiri, Joseph Nantawut. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1125373712.

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Thesis (Ph. D.)--Ohio State University, 2005.
Title from first page of PDF file. Document formatted into pages; contains xv, 241 p.; also includes graphics. Includes bibliographical references (p. 195-201). Available online via OhioLINK's ETD Center

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Leeamornsiri, Nantawut Joseph. "The perceptions of human resource professionals in five Thai banks about the human resource development competencies and programs used during the merger and acquisition process." The Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1125373712.

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Alves, Filho Luiz da Costa. "Criatividade e desenvolvimento de competências gerenciais em empresas de base tecnológica." Universidade Federal da Paraíba, 2016. http://tede.biblioteca.ufpb.br:8080/handle/tede/8277.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
This study aimed to understand the perception of managers of technology-based companies (TBCs) about creativity and its implications for the development of managerial competencies. To this end, the following specific objectives have been defined: a) characterize the meaning of creativity in the perception of the TBCs managers; b) identify the role of creativity in the context of professional performance of TBCs managers; c) identify managerial competencies of TBCs linked to creativity and; d) verify the implications of creative thinking and technological environment in the development of managerial competencies in TBCs. The Literature review was structured by creativity, which involves the creative environment, creative work and creative management; managerial competencies, technology-based companies and their characterization. The research qualifies as a qualitative approach and was held with managers of companies of technological basis, participants of technology incubator of Campina Grande-PB, in a total of 9 (nine) respondents linked to 8 companies. The interviews were transcribed, categorized and interpreted through content analysis. The categorization of the data process enabled the delimitation of the following dimensions: creativity in the perception of TBCs managers, the role of creativity in the context of managerial TBCs, the link between managerial competencies and creativity in TBCs and implications of creative thinking and technological environment in the development of managerial compettencies. The survey results revealed that managers perceive a significant link between creativity and innovation, being nearly inseparable. In this perspective, creative actions are associated with both the product development as the changes in organizational processes. The findings still indicate some factors that foster creativity through internal and external stimulus and that demand of managers to have an open mind to obtain insights and being able to generate ideas and promote company creative solutions. In addition, the results point to creativity as essential in the context of managerial action, as it allows the managers to develop innovative actions to enhance the company's competitiveness, facilitating both the interpersonal relationship, conflict management and expectations among stakeholders as to its ability to take advantage of new business opportunities and open up new horizons for the company. All these aspects associated with managerial resilience that the managers develop through the dynamic environment in which its companies operate and require of their managers the notion of constant learning, essential to develop managerial competencies aligned to creativity to cope with the hardships inherent in the tech industry. Some creative experiments were also mentioned carried out within the participating companies, which enabled the practical visualization of actions considered simple, but that can be the difference wich the market and customers were waiting to see value in the company. Besides, it is believed that this work can to broaden the discussion about a relatively new phenomenon in the study of management - creativity - and their implications in dynamic work environments. The reflections still suggest raising the optimisation of human capital in these contexts, which can be result of a generation that prioritizes flexibility, recognition and quality of life.
Este estudo buscou compreender a percepção dos gestores de empresas de base tecnológica (EBTs) sobre a criatividade e suas implicações no desenvolvimento de competências gerenciais. Para tanto, foram definidos os seguintes objetivos específicos: a) caracterizar o significado da criatividade na percepção dos gerentes de EBTs; b) identificar o papel da criatividade no contexto de atuação profissional dos gerentes de EBTs; c) identificar as competências gerenciais de EBTs vinculadas à criatividade e; d) verificar as implicações do pensamento criativo e do ambiente tecnológico no desenvolvimento de competências gerenciais em EBTs. A fundamentação teórica debruçou-se sobre o fenômeno da criatividade, o qual envolve o ambiente criativo, o trabalho criativo e a gestão criativa; bem como as competências gerenciais, as empresas de base tecnológica e sua caracterização. A pesquisa se enquadra como de abordagem qualitativa e foi realizada com gestores de empresas de base tecnológica participantes da Incubadora Tecnológica de Campina Grande-PB, em um total de 9 (nove) entrevistados vinculados a 8 (oito) empresas. As entrevistas foram transcritas, categorizadas e interpretadas por meio da análise de conteúdo. O processo de categorização dos dados possibilitou a delimitação das seguintes dimensões: a criatividade na percepção de gerentes de EBTs, o papel da criatividade no contexto gerencial de EBTs, o vínculo entre competências gerenciais e criatividade em EBTs e implicações do pensamento criativo e do ambiente tecnológico no desenvolvimento de competências gerenciais. Os resultados da pesquisa revelaram que os gestores percebem um vínculo significativo entre criatividade e inovação, sendo quase indissociáveis. Nessa perspectiva, as ações criativas estão associadas tanto ao desenvolvimento de produtos quanto a mudanças nos processos organizacionais. Os achados ainda indicam alguns fatores que fomentam a criatividade por meio de estímulos internos e externos, e que demandam dos gestores ter mente aberta para obter insights e serem capazes de gerar ideias e promover soluções criativas para a empresa. Além disso, os resultados apontam a criatividade como fundamental no contexto da ação gerencial, pois permite aos gestores desenvolverem ações inovadoras para potencializar a competitividade da empresa, facilitando tanto o relacionamento interpessoal, o gerenciamento de conflitos e as expectativas entre as partes interessadas quanto a sua capacidade de aproveitar novas oportunidades de negócio e abrir novos horizontes para empresa. Todos esses aspectos estão associados à resiliência gerencial que os gestores desenvolvem mediante o ambiente dinâmico em que suas empresas atuam e que exige de seus gerentes a noção de constante aprendizado, aspecto essencial para desenvolver competências gerenciais alinhadas à criatividade para lidarem com as adversidades inerentes ao setor tecnológico. Também foram mencionadas algumas experiências criativas realizadas dentro das empresas participantes, as quais possibilitaram a visualização na prática de ações consideradas simples, mas que podem ser o diferencial que o mercado e os clientes esperavam para enxergar valor na empresa. No mais, acredita-se que este trabalho amplia a discussão acerca de um fenômeno relativamente novo nos estudos sobre gestão – criatividade - e de suas implicações em ambientes de trabalho dinâmicos. As reflexões ainda suscitam a valorização do capital humano nestes contextos, o que pode ser reflexos de uma geração que prioriza flexibilidade, reconhecimento e qualidade de vida.

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Ozkan, Deniz. "The Relationship Between Attribution Related To Aquisition Of Managerial Position By Women, Attitudes Toward Women Managers, Sexism And Sex Differences." Master's thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607472/index.pdf.

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The aim of the present study was to investigate the relationship between attribution related to acquisition of managerial position by women, attitudes toward women managers, sexism and sex differences. 201 workers from various positions in various firms participated in the present study. Findings indicated that male participants exhibited more negative attitudes toward women managers than did female participants. Participants who were high on hostile sexism revealed more negative attitudes toward women managers than participants who were low on hostile sexism. Additional analysis further revealed that unique contributions of sex and HS were found as predictive factors to explain the reason of both negative and positive attitudes toward women managers. Also, findings indicated that the main effects of sex difference and positive attitude toward women managers on ability and effort attributions were not found significant. However, there were significant main effects of sex difference and negative attitude toward women managers on task difficulty and luck attributions. That is to say, men attributed women managers&
#8217
success more to task difficulty, whereas women attributed women managers&
#8217
success more to luck than men. In addition, participants who were high on negative attitudes toward women managers attributed women managers&
#8217
success more to task difficulty than participants who were low on negative attitudes toward women managers. The major contributions of this thesis were (1) investigating the relationship between hostile sexism, sex difference and negative attitude toward women managers
(2) comparing the effects of sex difference and hostile sexism on positive and negative attitudes toward women managers and (3) showing the effects of sex difference, negative and positive attitudes toward women managers on four attributional explanations about women managers&
#8217
success (ability, effort, task difficulty and luck).

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Gondim, Cibelle Batista. "Competências Gerenciais Relevantes e em Desenvolvimento no Setor Hoteleiro de João Pessoa PB." Universidade Federal da Paraíba, 2008. http://tede.biblioteca.ufpb.br:8080/handle/tede/3787.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
The growing competitiveness in job market of the hotel sector has been requiring from its managers a constant search for new competencies that attend the demands of its specific functions. Considering the shortage of studies in this sector about which would be these competencies or how they have been developed, it was decided to do this research with the aim of filling this detected theoretical gap. Thus, this research has the aim of identifying the existing and developing competencies considered relevant to the Management of the hotel sector of João Pessoa PB. In order to do so it was developed a study of multiple cases of three middle sized companies of the hotel sector in the mentioned city. During all work, the usage of the Resources Competencies Diagram, proposed by Ruas (2001), was chosen as theoretical reference, being the concept of Competencies subdivided in Knowledges, Abilities and Attitudes. After the bibliographical review, a field research was developed with the application of questionnaires, which had the participation of 14 managers of these organizations. It was used the theme based content analysis technique, considering four variables: 1) Profile of the Vocational Training; 2) Courses and Trainings for the Managerial Development; 3) Management Competencies; and 4) Acquisition and Development of Management Competencies. Following a quanti-qualitative approach, the data were initially analyzed by company, then it was developed a general sinthesis of them what made possible to compare them with the information obtained in the theoretical review. Among the main results obtained we find the resources of competencies mentioned as relevant, according to the perception of the managers, and according to the theoretical review developed including a total of 15 knowledges; 11 abilities; and 30 attitudes. It is concluded that the competencies identified as relevant to the hotel sector are characterized as multifunctional , they are common to different managerial posts and analyzed sectors. Among the developing competencies, two were mentioned as results both of courses offered by the organizations and of courses searched by the managers themselves, which are: knowing how to meet the customs expectations and knowing how to cultivate interpersonal relationships . Besides, the daily practice of the profession was considered the most important way of learning for the development of competencies, according to the perception of participants of the research.
A crescente competitividade no mercado de trabalho do setor hoteleiro vem exigindo dos gestores uma busca constante de novas competências que atendam as demandas de suas funções específicas. Considerando a escassez de estudos no setor em questão, sobre quais seriam estas competências gerenciais e como as mesmas vêm sendo desenvolvidas, optou-se pela realização da presente pesquisa com o intuito de suprir essa lacuna teórica detectada. Sendo assim, tal trabalho tem como objetivo identificar as competências existentes e em desenvolvimento consideradas relevantes, para a Gestão no setor hoteleiro de João Pessoa PB. Para tanto, realizou-se um estudo de casos múltiplos em três empresas de médio porte do setor hoteleiro do município mencionado. Durante todo o trabalho, optou-se pela utilização do Diagrama de Recursos de Competências, proposto por Ruas (2001), como referencial teórico, sendo o conceito de Competências subdividido em Conhecimentos, Habilidades e Atitudes. Após a revisão bibliográfica, foi realizada uma pesquisa de campo a partir da aplicação de questionários, que contou com a participação de 14 gestores dessas organizações. Para o tratamento dos dados coletados foi adotada a técnica de análise de conteúdo por temas, considerando quatro variáveis: 1) Perfil de Formação Profissional; 2) Cursos e Treinamentos para o Desenvolvimento Gerencial; 3) Competências Gerenciais; e 4) Aquisição e Desenvolvimento de Competências Gerenciais. Seguindo uma abordagem quanti-qualitativa, inicialmente os dados foram analisados por empresa, e depois foi realizada uma síntese geral destes - o que permitiu compará-los com as informações obtidas na revisão teórica. Dentre os principais resultados obtidos encontram-se os recursos de competências mencionados como relevantes, segundo a percepção dos gestores, e a partir da revisão teórica realizada - incluindo um total de 15 conhecimentos; 11 habilidades; e 30 atitudes. Concluiu-se ainda que, as competências identificadas como relevantes para o segmento hoteleiro caracterizam-se como multifuncionais , sendo comuns aos diferentes cargos gerenciais e setores analisados. Dentre as competências em desenvolvimento, duas foram mencionadas como resultantes tanto dos cursos oferecidos pelas organizações, quanto daqueles buscados pelos gestores por iniciativa própria, que são: saber atender às expectativas dos clientes e saber cultivar relacionamentos interpessoais . Além disto, a prática diária da profissão foi considerada a forma de aprendizagem mais importante para o desenvolvimento de competências, segundo a percepção dos participantes da pesquisa.

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39

Klaiba, Jan. "Návrh rozvoje osobnosti úspěšného manažera." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222250.

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This diploma thesis focuses on development of managerial competencies of manager‘s personality in the business environment. This work is divided into two main parts. The first, theoretical, includes theory and introduces basic terms. The second, practical, consists of two sub-parts: analytical, in which I analyse the situation and explore the problems, in the second sub-part I present a concept of my own solution.

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Danuta, Diskienė. "Vadovų vadybinės kompetencijos: būklė ir perspektyvos." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20090408_085113-11467.

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Habilitacijos procedūrai teikiamų mokslo darbų apžvalgoje nagrinėjami svarbiausi Danutos Diskienės atliktų 1997–2008 m. mokslinių tyrimų rezultatai. Autorės tyrimai yra susiję su vadovų vaidmens šiuolaikinėje organizacijoje pokyčiais bei verslo ir viešojo sektoriaus skirtingo lygio vadovų vadybinėmis nuostatomis, įgyvendinant valdymo funkcijas. Pagrindinis tyrimų tikslas - įvertinti vadovų vadybines kompetencijas pagal pagrindines valdymo funkcijas bei atskleisti kompetencijų pokyčių turinį ir kryptis, atsižvelgiant į besikeičiančios aplinkos iššūkius. Tikslui atskleisti buvo iškelti tokie uždaviniai: • atlikti, remiantis teoriniu vadovų kompetencijų modeliu, verslo ir viešojo sektorių skirtingo lygio vadovų kompetencijų lyginamąją analizę ir identifikuoti kritines pozicijas; • nustatyti, atsižvelgiant į kultūros orientacijos modelį, Lietuvos kultūros vertybių orientacijas ir atskleisti jų įtaką vadybinės elgsenos raiškai organizacijose; • išnagrinėti ir apibendrinti teorines valdymo funkcijų turinį atskleidžiančias koncepcijas vadovų kompetencijų ugdymo kontekste, pabrėžiant jų pritaikomumo lygį skirtinguose veiklos sektoriuose (verslo ir viešajame sektoriuje); • įvertinti skirtingo lygio vadovų vadybinių kompetencijų būklę, įgyvendinant pagrindines valdymo funkcijas ir atskleisti galimas kompetencijų pokyčių kryptis. Savo darbuose autorė remiasi teorinės minties ir vadybinės praktikos integravimu. Empiriniai iškeltų vadybinių problemų tyrimai buvo atliekami dviem etapais: I... [toliau žr. visą tekstą]
This overview of research work done by Danuta Diskiene includes the most important research issues and results obtained in the period of 1997–2008. The principal research points and issues are summarized below. Author’s research is related to the changes of leader’s role in the modern organization, as well as with different managerial attitudes of business and public sector leaders needed in the realization of managerial functions. The main aim of this research is to evaluate the managerial competencies of leaders according to the main managerial functions and to reveal the contents and directions of the competencies’ changes in respect to the challenges of the changing environment. The following tasks were formed to disclose the aim: • To perform a comparative analysis and indentify critical positions of the managers representing different levels in business and public sectors, invoking theoretical module of managerial competencies; • To determine Lithuanian cultural values and to reveal their influence on the managerial behavior in the organizations in consideration of cultural orientation model; • To analyze and summarize theoretical concepts which reveal the content of managerial functions in the context of managerial competencies’ cultivation, stressing their adaptability level for different sectors (business and public sector); • To evaluate the condition of leaders’ managerial competencies on different levels, through implementation of main managerial functions and to... [to full text]

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Martins, Juliana de Souza. "Competências gerenciais do middle manager: um estudo comparativo sobre as competências gerenciais do middle manager que atua na área comercial de uma instituição bancária de grande porte." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/24045.

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Os gerentes da média gestão, a quem nesse estudo chamaremos de middle managers, são responsáveis por fazer a ligação entre o nível executivo e o nível operacional nas empresas. Eles agem como sintetizadores da informação da alta liderança e como facilitadores para os níveis abaixo e níveis laterais (áreas de suporte, por exemplo) encorajando e engajando as equipes a novas ideias e outros fatores experimentais na busca por resultados. O presente trabalho estabelece-se em torno desse importante agente, restringindo sua pesquisa a middle managers que atuam na área comercial de uma instituição bancária de grande porte que atua junto às grandes empresas brasileiras. O estudo compreende uma análise da literatura existente sobre o tema competências e deseja compreender quais são as competências gerenciais que a organização estabelece para o público de middle managers; seja formalmente, via avaliação de competências, seja informalmente, via cobrança dos gestores que lideram este grupo de média gestão. Adicionalmente, o projeto deseja compreender quais são as competências gerenciais que a organização estabelece para esse público: seja formalmente, via avaliação de competências, seja informalmente via cobrança dos gestores que acompanham esses gerentes no dia a dia. O levantamento das competências do middle manager 'cobradas' pelos gestores foi realizado a partir de entrevistas com os líderes da área em questão, o que resultou numa relação de 12 competências principais. Em paralelo, foi realizado um levantamento com os próprios middle managers a fim de determinar quais as competências que eles entendem que possuem. Esse levantamento culminou numa lista de 13 competências. Os quatro levantamentos foram comparados e consolidados, todas as intersecções foram excluídas e encontrou-se uma relação de 11 competências importantes para a atuação do público em questão.
Middle management managers, whom we will call middle managers in this study, are responsible for connecting the executive level to the operational level in companies. They act as high-level information synthesizers and as facilitators for the levels below and lateral levels (supporting areas, for example) by encouraging and engaging teams with new ideas and other experimental factors in the search for results. The present work establishes itself around this important agent, restricting its research to middle managers who work in the commercial area of a large banking institution that works with large Brazilian companies. The study comprises an analysis of the existing literature on the subject competencies that results in 34 competencies. In addition, the project wants to understand the managerial competencies that the organization establishes for this public: either formally, through evaluation of competencies, or informally through the collection of the managers who accompany these managers on a daily basis. The survey of managerial skills 'collected' by the managers was carried out through interviews with the leaders of the area in question, which resulted in a list of 12 main competencies. In parallel, a survey was carried out with the middle managers themselves in order to determine what competences they understand they have. This survey culminated in a list of 13 competencies. The four surveys were compared and consolidated, all intersections were excluded and a list of 11 important competencies was found for the performance of the public in question.

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Marion, Arnaldo Luís Costa. "Métodos de ensino para cursos de administração: uma análise da aplicabilidade e eficiência dos métodos." Pontifícia Universidade Católica de São Paulo, 2007. https://tede2.pucsp.br/handle/handle/1225.

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It is continuously growing the charges from organizations regarding to formation process of future administrators that could be in a mid managerial or senior managerial position in a short coming. The companies are after a reduction on its training and development investments, that mostly extends for months before the just arrived newly professionals can initiate to produce efficiently. For the companies they demonstrate lacks, especially on the behavior matters and in the so called emotional intelligence . Based on this context the present work has as it s objective identify and evaluate the main ten teaching methods for business school in Brazilian Educational Colleges. Due to the important role that teaching methods perform in the teaching-learning process it was evaluated the didactic fundaments under two points of view: the on educational principal s fundaments and the development potential of managerial competencies. To accomplish this, a solid fundament of the andragogic educational principal s and of the managerial competencies regarding its three attributes: knowledge, skill and attitude were investigated and integrated. As main results achieved, it is possible to visualize in a more consistent matter the method that better fit the business context and able a solid development for future administrator s. This work also offers an contribution presetting a best combination of different methods, according to its didactic approach, looking forward to optimize the learning process
É cada vez maior a cobrança por parte das organizações quanto ao processo de formação de futuros administradores que poderão exercer em pouco tempo, cargos de gerência e até diretoria. As empresas buscam reduzir seus investimentos em treinamento e formação, que, muitas vezes se estende por meses antes que o recém-chegado da universidade possa iniciar a produzir efetivamente. Para as empresas os recém-formados demonstram falhas, principalmente, nos aspectos comportamentais e na denominada inteligência emocional . Pautado nesse contexto o presente trabalho tem como objetivo identificar e avaliar os dez principais métodos de ensino para cursos de administração de empresas nas Instituições de Ensino Superior brasileiras. Devido ao importante papel que esses métodos de ensino desempenham no processo de ensino-aprendizagem avaliou-se sua fundamentação didática sob duas ópticas: dos princípios educacionais que o fundamentam e da potencialidade de desenvolvimento de competências gerenciais. Para isso foi investigada e integrada a este trabalho uma sólida fundamentação dos princípios educacionais andragógicos e das competências gerenciais quanto aos seus atributos: conhecimento, habilidade e atitude (C.H.A.). Como principais resultados obtidos é possível visualizar de forma mais consistentes os métodos que melhor se aplicam ao contexto dos negócios e possibilitam um desenvolvimento sólido dos futuros administradores. Este trabalho também oferece uma contribuição apresentando uma melhor combinação dos diferentes métodos a fim de maximizar o aprendizado, vislumbrando as características complementares quanto à abordagem didática de um método em relação ao outro

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SALLES, Michelle de Andrade Souza Diniz. "Capacita??o gerencial para a UFRRJ: uma proposta baseada na aprendizagem dos gestores no escopo de uma gest?o de pessoas por compet?ncias." Universidade Federal Rural do Rio de Janeiro, 2013. https://tede.ufrrj.br/jspui/handle/jspui/2509.

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This is an exploratory qualitative research accomplished at a Higher Education Federal Institution (HEFI), situated in Rio de Janeiro State. It aimed at developing a proposal for public managers? capacity building departing from their managerial learning capacity in order to develop their managerial competency to support a Professional Competencies Management System. Therefore, this research answered: How to develop managerial capacity dedicated to the HEFI real context considering managers emergent learning process at work? Five intermediate goals were also attained: (a) Characterizing the management learning activity in public service; (b) Elucidating the managers? perception about the required competencies for practicing their managerial role; (c) Identifying managerial competencies developed by managers in the exercise of managerial activity; (d) Identifying individual and collective learning processes embedded in managers work, (e) Setting up the managerial development activities. Empirical data collected among 19 managers of the HEFI, through semi-structured individual interviews, were qualitatively analyzed by means of hermeneutic interpretive inductive approach. Empirical results indicates that the managers learning process and managerial competency development occurred through: (a) Self-learning, (b) vicarious learning, c) self-experience, and by solving problems in a trial and error mode (d) Social and collective interactions (e) Formal education (f) Working practice deconstruction; g) Managers? life activities off work. To trigger the development of managerial competencies including the emerging managers learning processes at this HEFI, an institutionalized managerial development project is needed grounded in andragogy pedagogy, this is, specific for adult learning process based on public managers awareness enhancement about the importance of the various ways of learning in the working practice. For instance, encouraging vicarious learning through the presentation of other institutions cases and the collective identification of the required managerial competencies. The managerial development project structure should take into account the need to meet individual managers? development requirement as well as the constraints imposed by the collective election process for being a public manager at this HEFI. Developing managerial competencies should have as structure: a) Evaluation b) learning c) Analysis d) Practice e) Application. Managerial competencies development should follow a continuous learning at work approach, taking into account profile differences concerning the academic and technical managerial positions.
Trata-se de uma pesquisa explorat?ria de natureza qualitativa realizada em uma institui??o federal de ensino superior (IFES), situada no Estado do Rio de Janeiro. O objetivo do estudo foi subsidiar uma capacita??o de gestores p?blicos com vistas a desenvolver compet?ncias gerenciais no escopo da Gest?o de Pessoas por Compet?ncias. Para tanto partiu-se da quest?o como capacitar gestores da UFRRJ nas compet?ncias gerenciais tendo como base a aprendizagem dos gestores no escopo de uma Gest?o de Pessoas por Compet?ncias? e cinco objetivos intermedi?rios foram alcan?ados: (a) Caracterizar a aprendizagem gerencial no servi?o p?blico; (b) Levantar as compet?ncias requeridas dos gestores segundo a percep??o dos mesmos para o exerc?cio da fun??o gerencial; (c) Identificar as compet?ncias gerenciais desenvolvidas pelos gestores no exerc?cio da atividade gerencial; (d) Identificar processos de aprendizagem individual e coletiva presentes no trabalho dos gestores; (e) Propor atividades de capacita??o gerencial para desenvolvimento de compet?ncias gerenciais pertinentes aos gestores da IFES examinada. A coleta de dados emp?ricos foi feita junto a 19 gestores, por meio de entrevistas semiestruturadas conduzidas pessoalmente com cada entrevistado. A an?lise qualitativa dos dados se realizou por meio de abordagem indutiva com interpreta??o hermen?utica. Os resultados emp?ricos indicam que o processo de aprendizagem gerencial ocorre por meio de: a) Auto-aprendizagem; b) Aprendizagem vic?ria; c) Experi?ncia pr?pria, resolvendo problemas e por tentativa e erro; d) Intera??es sociais e coletivas; e) Educa??o formal; f) Desconstru??o de pr?ticas de trabalho; g) Atividades na vida dos gestores fora do trabalho. As compet?ncias foram desenvolvidas por meio destes processos de aprendizagem. Para ativar o desenvolvimento de compet?ncias gerenciais por meio de aprendizagem na IFES recomenda-se a institucionaliza??o de um Programa de capacita??o gerencial, com base na andragogia, ou seja especifica para aprendizagem de adultos, pautada em um processo de sensibiliza??o dos quadros gestores, a ser feita propiciando uma aprendizagem vic?ria por meio da apresenta??o de exemplos de outras institui??es e pela identifica??o coletiva das necessidades dos pr?prios gestores da IFES. A estrutura da capacita??o dever? levar em considera??o a necessidade de atender as demandas de desenvolvimento gerencial assim como as restri??es impostas pelo processo de elei??o colegiada de gestores vigente. Recomenda-se uma capacita??o assim estruturada: a) Avalia??o; b) Aprendizagem; c) An?lise; d) Pr?tica; e) Aplica??o. S?o sugeridas capacita??es gerenciais seguindo a abordagem da capacita??o continuada por n?veis, considerando as diferen?as dos respectivos perfis dos cargos t?cnicos e docentes.

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Brožová, Eva. "Vliv profesní minulosti manažerů v sociálních službách na výkon jejich povolání." Master's thesis, 2017. http://www.nusl.cz/ntk/nusl-367923.

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The diploma thesis deals with the topic of the professional past of managers in social services and its influence on the performance of managerial profession. In my thesis I'm dealing with those workers who are currently working in managerial positions and previously worked as social workers. I am interested about how their professional past influenced the performance of their managerial function and how these managers get new managerial competencies. In the theoretical part, I mainly deal with the competencies of social workers, the competencies of managers and then I compare them. I also deal with the acquisition of managerial competencies. In the practical part, I describe the methodology of research surveys and present the results I have reached. The main method is a qualitative research survey using a semi-structured interview. A supplementary method is a quantitative research survey using a questionnaire. In the discussion, I compare these results with available resources. Finally, I reflect the fulfillment of the goals of my thesis and make recommendations.

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Barker, David Ross. "Managerial competencies of the clergy." Thesis, 2016. http://hdl.handle.net/10539/20582.

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A research report submitted to the Faculty of Business Administration, University of the Witwatersrand, Johannesburg in partial fulfilment of the requirements for the degree of Master of Management 1992
This study investigated the managerial training needs of ordained ministers of the Methodist Church through the identification of managerial tasks that ministers perform and their current levels of proficiency in these areas. Managerial competencies were generated from the literature and from interviews with several bishops. The competencies were defined and used in the construction of questionnaires which were completed by ordained ministers and laity in two independent studies. The perceived importance and need. for training was determined for each competency. The training needs identified from the triangulated research design were found to be statistically similar. This study is important since it yielded several Significant findings which have practical applleadon, These include: * A logical framework for a. management course for probationer ministers was derived on the basis of a factor analysis of the importance rankings of the competercies, * Training needs which were identified were prioritised and form logical framework for a programme for in-service training. * Managerial competencies required of ministers were identified and prioritised which has provided a resource for a performance appraisal and needs analysis within the church. * It was established that ministers and laity perceive a very great. need for training in the managerial competencies.

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NADEGE, KABORE, and 康. 娜. 蝶. "Managerial Competencies in the Cosmetic Industry." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/nrwd8v.

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碩士
國立臺灣師範大學
國際人力資源發展研究所
100
The cosmetic industry as many other industries, is characterized by high competition triggered by the globalization phenomenon and the liberalization of markets. Organizations now more than ever have to capitalize on their people to innovate their products and services in order to respond to the consumers ever changing demands. One of the most prominent and influential group of employees in every organization is the management group. Managers have the responsibility to effectively plan, organize, lead and control the multiple activities undertaken in the organization. Therefore it is important for managers to know and understand the roles and tasks they have to perform in an organization. It is equally essential for managers to understand that certain competencies are required of them for superior performance on the job. A better understanding on managerial competencies can provide a basis for better competencies development programs to develop high performing managers. The purpose of this research is to understand the managerial roles, tasks and competencies in the cosmetic industry in order to provide competencies development strategies. This research used a qualitative research method to deeply investigate the managerial competencies in the cosmetic industry. Managerial roles and tasks as well as managerial competencies were found. In addition, managers who were interviewed provided ways of developing those competencies as well as advice to future managers. The researcher believed to have made a valuable contribution to the literature on managerial competency and to the cosmetic industry.

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Cresswell, Jeffrey Martin. "Managerial and service competencies of attorneys." Thesis, 1995. https://hdl.handle.net/10539/24292.

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A research report submitted to the Faculty of Management, University of the Witwatersrand, in partial fulfillment of the requirements for the degree of Master of Management
In order to provide an effective legal service, all attorney must, inter alia, be an effective manager and service provider. Competencies are characteristics that are causally related to effective performance. The study investigated the managerial and service competencies which attorneys require to perform effectively. In addition, the perceived training needs of attorneys in the identified competencies were investigated. The competencies were initially identified by means of a literature review and interviews with senior members of the legal profession. The thirty-one competencies so identified formed the basis for a questionnaire which was administered to practising attorneys. The 85 respondents rated the importance of the competencies and determined the need for training in these competencies. The survey revealed that twenty-nine competencies were considered important for effective management and service provision. The competencies were ranked in order of importance.
AC 2018

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48

Chang, Li-Jen, and 張立人. "Managerial Overconfidence and Acquisition Decision." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/52719391048947350584.

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碩士
國立臺灣大學
國家發展研究所
98
This study examines the effect of CEO overconfidence on merger decisions and the corresponding market responses. Overconfident CEOs tend to overestimate their ability in generating value. Hence, there is a greater chance that they conduct more mergers with a lower-than-average quality and sequentially poorer market responses. We study 673 US firms and their merger bids during 1996 and 2006. The empirical results show that overconfident CEOs are more likely to conduct mergers. This is more evident when the overconfident CEOs are in firms with lower managerial power. The market reacts significantly more negative to the mergers announced by overconfident CEOs than those by rational CEOs.

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49

Bussin, Remega Helen. "Managerial competencies for managing stakeholders in the retail environment." Thesis, 1992. http://hdl.handle.net/10539/22046.

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A research report submitted to the Faculty of Business Administration, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Management Johannesburg November 1992
The South African socio-political environment in which organisations have operated in over the last fifteen years, has been extremely turbulent in both the internal and external domain of the organisation. Due to the nature of the South African society, organisations have this had to take cognizance of the groups or individuals who affect or are affected by the organisations' purpose in order to ensure its continued business survival. [Abbreviated Abstract. Open document to view full version]
MT2017

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50

Wu, Chao-Ching, and 吳朝慶. "Managerial Horizon, Herding Behavior, and Acquisition Decisions." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/45129103744887917906.

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碩士
中國文化大學
國際貿易學系碩士班
96
The purpose of this paper is to analyze the motives and consequences of mergers and acquisitions from an angle of managerial horizon. Taking CEO age or CEO tenure as the proxy for managerial horizon may be problematic, since CEOs have heterogeneous career lengths. I formalize and test some hypothesis by using CEO age and CEO tenure to measure managerial horizon, the results are as follows: The acquiring firms controlled by long-horizon mangers have higher abnormal returns around announcements, higher likelihood of using equity as the payment mode, and better post-merger stock performance, than the bidders controlled by short-horizon managers. Beside, Managers of long horizon emphasize more on firms’ long-term value; they tend to use their overvalued equity to acquire target firms in order to preserve some of the temporary overvaluation for long-run shareholders. In contrast, short-horizon managers have greater concerns on firms’ short-term value; they prefer using cash to pay for the mergers, for the purpose of hiding the information about firms’ fundamental value. The acquiring firms controlled by herding mangers have lower abnormal returns at acquisition announcements and better stock performance in the long run. Our conclusion about CEO ownership is aligned with existed literature.

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Dissertations / Theses on the topic 'Acquisition of managerial competencies'

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