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Journal articles on the topic 'Acquisition of managerial competencies'
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1
Bondarenko, Viktoriya, Olesia Diugowanets, and Oksana Kurei. "Transformation of Managerial Competencies within the Context of Global Challenges." SHS Web of Conferences 90 (2021): 02002. http://dx.doi.org/10.1051/shsconf/20219002002.
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This contribution presents an analysis of the transformational changes in the global environment on the content of modern models of managerial competencies. Theoretical approaches to the definition of managerial competencies according to international standards are studied, and on this basis a hierarchy of competencies, within the context of their acquisition through professional training, is determined. The predictions and changes in the basic competencies of managers in the near future (2025) are analysed. Sets of general managerial (organizational) competencies (hard skills) and non-specialized supra-professional competencies (soft skills) are defined and compared. Digital competences and intercultural competences are defined as conceptually new skills required by a modern effective manager.
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Викторук, Elena Viktoruk, Коваленко, and V. Kovalenko. "Technologies related to Formation of Administrative Qualities and Professionally-Ethical Competences in Educational Process." Socio-Humanitarian Research and Technology 2, no. 2 (July 10, 2013): 21–25. http://dx.doi.org/10.12737/623.
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The research results related to conditions of forming of professionally-ethical competences and acquisition of stakeholder analysis as a method of making of ethical managerial decisions are presented in this paper. The object of examination is one of the basic ethical competencies — the ability to make ethical assessment and choice in the mood of managerial decision with required degree of ethicality.
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Darmanska, Irina. "Analysis of the state of formation of managerial competence of the future managers of general secondary education institutions." Ukrainian Journal of Educational Studies and Information Technology 7, no. 2 (June 27, 2019): 44–59. http://dx.doi.org/10.32919/uesit.2019.02.06.
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The article presents the results of the conducted ascertaining experiment that covered undergraduates in the specialty 073 «Management» of the sphere of knowledge 07 «Management and Administration». The experimental research questionnaires are structured into blocks that make it possible to predict the need to create and implement the pedagogical system of forming the managerial competence of the future heads of institutions of general secondary education.
At the stage of conducting the ascertainment experiment, the level of understanding and perception of the concepts of management activity was investigated, which showed the lack of clear interpretation and differentiation of managerial definitions; the self-needs of the undergraduates in the formation of managerial competence and readiness for the implementation of managerial functions were carried out, which showed the lack of personal readiness for managerial activity; we cleared out own attitude of students of the second (master’s) level of higher education to the expediency of forming of the aggregate competences, which create the managerial function. We made self-assessment of factors influencing the effectiveness of managerial activity, confirming the need for the formation of managerial competence through the acquisition of ethical, communicative, conflictological, psychological, general sectoral, economic, legal, subject-methodological, diagnostic, educational, information technical competence as well as competences, of self-development and productive activity.
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Shvardak, Marianna. "Content and Structure of Readiness of Future Heads of General Secondary Education Institutions to Apply Pedagogical Management Technologies." Bulletin of Luhansk Taras Shevchenko National University 1, no. 1 (339) (2021): 250–64. http://dx.doi.org/10.12958/2227-2844-2021-1(339)-1-250-264.
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The article traces the dialectical relationship between readiness, readiness for management and readiness to use pedagogical management technologies. Levels of readiness for professional activity are outlined. The essence of the definition «readiness of the future head for managerial activity», its directions are defined. The essence of the readiness of the future head of the general secondary education institution to apply the technologies of pedagogical management, its content and structure are revealed. Its components such as: motivational-value, semantic, operational and personal-reflexive are characterized. The criteria of formation of readiness of the future head for application of technologies of pedagogical management are defined also: motivational, cognitive, technological, personal and reflexive. The essence of managerial and technological competence is revealed. The system of competencies of the future head of a general secondary education institution is defined within this competence. Formation of readiness for managerial activity in the context of application of pedagogical management technologies of the future head of general secondary education means formation of knowledge, acquisition of skills, experience, instructions for formation of necessary motives, giving to mental processes and personality traits such features which will provide future specialist with effective technology management activities for the development of educational institutions.
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Lehoczká, Lýdia. "Social Management as a Current Challenge for Management and Sustainability of Efficiency in Social Services." JOURNAL OF SOCIAL SCIENCE RESEARCH 15 (March 30, 2020): 110–14. http://dx.doi.org/10.24297/jssr.v15i.8679.
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The paper discusses the requirement to develop social management. It specifies the strategic and current intention for social services and emphasises its contribution to improving the quality of professional and managerial activities in this field and the sustainability of efficiency. The study states the major research findings identifying the essential elements of management in the statements of future professionals in social services through the acquisition of important competencies and the overall professionalization of their field.
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Wiryanto, Wisber. "The Study of Human Resource Competency Development Policy in Tourism Sector of Bureaucracy Reformation Era." Prosiding Semnasfi 1, no. 1 (May 9, 2018): 156. http://dx.doi.org/10.21070/semnasfi.v1i1.1122.
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The development of the tourism sector ought to be supported by the competent Human Resources (SDM). Human resources of tourism that include human resources apparatus, industrial human resources, and the tourism community until now still facing difficulties of competency gaps and capability certification. Concerning this issue, there will be conducted a research of human resource competency development policy in tourism sector of bureaucratic reformation era. The goal of this research is to explain the development of human resource competencies in the tourism sector of bureaucratic reformation era. This research utilizes literature study method, and secondary data acquisition techniques and qualitative descriptive analysis techniques, conducted in 2017. The results showed that the development of human resource competence apparatus realized by assembling information positions and competence standards positions are still largely in the stage of the process. In the meantime, the development of industrial and community competence of human resources is carried out with capability certification in quest of obtaining optimal target achievement. Human resource personnel in both the ministry of tourism, and the provincial as well as regency/municipal tourism agencies have the right to develop managerial, technical, and social cultural competencies through education and training, seminars, courses and upgrading of at least 20 hours of lessons per year to develop competencies in order to improve performance of human resources of tourism.
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Markaryan, Irina, and Natalia Datsun. "Organizational and managerial mechanism of digitalization in a transport company." E3S Web of Conferences 224 (2020): 02028. http://dx.doi.org/10.1051/e3sconf/202022402028.
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The development of digital economy is to create market incentives, motivations, demand and needs for the use of digital technologies, products and services among transport companies, spheres of life, business and society for their efficiency, competitiveness and national development and welfare of the population. This article provides for the implementation of measures for the implementation of appropriate incentives for digitalization in the transport company, public and social spheres, awareness of existing challenges and tools for the development of digital infrastructure, acquisition of digital competencies by the staff of the transport company, as well as determines the critical areas and projects of digitalization, stimulation of the domestic market, use and consumption of digital technologies. The path to digital economy lies through the use and consumption of information, communication and digital technologies.
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Szromek, Adam R. "The Importance of Spiritual Values in the Process of Managerial Decision-Making in the Enterprise." Sustainability 12, no. 13 (July 5, 2020): 5423. http://dx.doi.org/10.3390/su12135423.
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Making decisions in the enterprise is a complex process of choosing the optimal solution. A manager who makes decisions in the management process is guided by a set of managerial criteria and competencies. The manager’s competences are shaped in the process of education and experience acquisition. However, the manager also has its own system of values that can affect the decision-making process. The article presents the results of qualitative study carried out in 52 Polish enterprises, the managers of which declare that they uphold Christian values. The objective of the study was to determine the influence of Christian values on the cooperation with employees, competition, state administration, local community, contractors, and customers. The studies determine both the level of use of the professed values when it comes to enterprise management and the likelihood of the managers to promote Christian values that they uphold. The theoretical issues were based on the review of scientific literature on managerial competences, as well as management carried out on the basis of biblical principles and especially on management by gospel. The results of the research reveal strong engagement of Christian managers in the implementation of the professed values in the enterprise management and low engagement when it comes to promoting the Christian values they uphold.
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Goncalves, Fernando Hungaro Lemes, Rosana Claudia Smek Batista, Vanessa Piffer, Artur Aguiar de Albuquerque, and Fabio Rogerio de Morais. "Essential Managerial Skills for Brazilian Micro and Small Business Managers." International Journal of Business Administration 11, no. 3 (May 14, 2020): 60. http://dx.doi.org/10.5430/ijba.v11n3p60.
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The objective of this research was to identify which are the managerial competences perceived as essential by the managers of micro and small active companies, located in the city of Porto Velho, State of Rondônia - Brazil. The relevance of the research is located in the managerial field, as a context of micro and small companies in developing regions, and, besides that, there is a theoretical expansion in the identification of managerial competencies essential to the management of micro and small companies in countries in economic and social development. The research model is the quantitative method, applied to a sample of 347 micro and small entrepreneurs from the universe of 10,221 companies, with sampling for convenience and accessibility, and data collected using a Likert scale. Therefore, the research identifies the factors that make up managerial skills, such as the dimensions “focus, production and development”, which encompasses the vision focused on the interior of the company and at work; “planning and control”, with an emphasis on plans and their execution, especially on the necessary resources; “market differentiation”, with a focus on high competition and consumers; and, finally, “training and investments”, which focuses on investments in labor and the acquisition of financial resources for the organization. These four factors synthesize the grouping of managerial skills essential for the management of micro and small companies, according to the perception of the managers participating in the sample, and, if applied to the management of micro and small companies, positively impact the survival of small businesses located in developing geographic regions.
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Kak, Anjana. "Global Competitiveness With Core Competence: A Case Study of HCL." Paradigm 7, no. 1 (January 2003): 82–92. http://dx.doi.org/10.1177/0971890720030108.
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The most effective way to exist in global market has not been explored by most of the companies. During last decade, the CEOs were judged on their ability to redesign and making organisations flatter. But now the trend is different, they will be judged on the front of core competence. The global leadership is determined by core competencies and companies must gear themselves up to build these competencies. A global competitive advantage exists in when a company can differentiate itself from its competitors, thereby succeeding not by making profits but also creating share of mind among global customers. There can be numerous sources of a company’s global competitive advantage, how sustainable is the competitive advantage is the main issue. Innovation can give a company a competitive advantage and profits, it is imitated with add on features or lower prices and does not last forever. Learning is the only sustainable source of advantage and managers must device actions for growing core competencies that lie at the heart of competitive advantage at the global level. This article examines the conditions under which core competence can be a long lasting source of a company’s global competitive advantage. It also identifies the mode of technology acquisition best suited to the organization with respect to the people involved, inherent strength, existing facilities and managerial actions that can improve the odds of success with technology development. It links the development of technology to the company’s competitive strategy, the need for executive level information for technology assimilation, accessing the technology implementation process and linking core competence perspective to the company’s competitive strategy. A case study of HCL has been presented to analyze that core competence is the sustainable source of competitive advantage at global level.
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Oborin, Matvey Sergeevich. "Strategy for diversification of enterprises in the service sector: two-factor model “consumer-market”." LAPLAGE EM REVISTA 7, Extra-D (July 19, 2021): 351–59. http://dx.doi.org/10.24115/s2446-622020217extra-d1111p.351-359.
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The study aims to substantiate a methodological approach to the strategic development of the service sector in the context of global socio-economic changes. As a result, the main provisions of the proposed methodological approach to the formation and assessment of diversification strategies for enterprises in the service sector have been formed, and a two-factor model “consumer-market” has been substantiated. It is necessary to consider the increasing role of management tactics and focus on those factors that determine the current position of the enterprise in the market presence and the industry. The basic changes associated with the digitalization of key processes and skills of the main and managerial personnel are characterized since the service sector develops based on the acquisition of innovative competencies.
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Đergović, Dragana, Lazo Kukobat, and Aleksandar Jovičić. "Managerial competency in complex business systems: Outcomes standardization and organizational learning process quality in a large-scale domestic company." Tehnika 75, no. 4 (2020): 411–17. http://dx.doi.org/10.5937/tehnika2003411d.
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Staff competency, as the only distingent factor in a working process in an organization, is in a base of a successful and sustainable business. Managerial competency, especially in complex business systems, is even more significant. Competency requirements result of both the international management systems standards and the modern business environment conditions. Meeting these requirements require the implementation of a planned and systematic process of organizational learning. A well-designed procedure for selection, acquisition and managerial competency development, available resources for human resource investment and well-chosen topics in different educational and training programs are required, but not sufficient to reach wanted effects in the organizational system. Results of the empirical research on a case study of a large-scale domestic company with international business activities show a positive experience of standardizing the organizational learning programs outcomes to meet organizational and individual interests. Standard competencies, learning programs goals and anticipated effects of manager trainings represent the company's expectations and defined obligations and responsibilities for all actors in the organizational learning process toward achieving learning and business quality goals. Some of them are highlighted in this paper.
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Brews, P. J. "Screening and evaluating potential merger or acquisition candidates: Some suggestions for a critical process." South African Journal of Business Management 24, no. 1 (March 31, 1993): 1–10. http://dx.doi.org/10.4102/sajbm.v24i1.856.
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Corporate growth through merger and acquisition is one of the many growth strategies open to the firm. Such a growth strategy can be divided into three stages: formulating the merger/acquisition strategy; screening and evaluating potential candidates; and implementing and integrating the merger/acquisition. In this article, the second in a series of three, the focus is on the second stage. Research findings into the evaluation practices utilized by twenty acquisition intensive South African companies are reported. Broadly speaking, evaluation in the South African context is seen primarily as a team effort, and the domain of top management, assisted by staff personnel where necessary. Taking between one to three months to complete, the evaluation practices of organizations represented display considerable variance. Some adopt a structured approach, and utilize formally developed evaluation checklists, while others rely on an ad hoc, informal approach. While several methods to evaluate managerial competence were suggested, no process to evaluate either managerial compatibility or the culture of potential candidates were discovered. Understanding of the concept of organizational culture was found to be minimal, though the research findings indicate a contingent role for organizational culture in the merger/acquisition process. The article is concluded by making some suggestions which, while not guaranteeing transaction success, should lessen the chance of failure being attributable to inadequate candidate evaluation.
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Kis, Svyatoslav, Ivanna Zapukhlyak, Oleg Yatsyuk, and Galyna Malynovska. "Human resources of Ukraine's health care system: a new approach to management staff development." Economic Analysis, no. 29(4) (2019): 17–27. http://dx.doi.org/10.35774/econa2019.04.017.
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Introduction. The article is devoted to the problem of development of managerial human capital of national healthcare institutions as a basis for ensuring medical sphere effective reform. The relevance of the research is due to the high degree of implemented and planned changes dependence in the field of medicine on the knowledge, skills, skills and experience of representatives of medical institutions governing bodies. Purpose. The article analyzes the existing requirements and recommendations for the implementation of the processes of providing medical institutions with leading staff of the relevant qualification and the trajectory of its development, which became the subject of research. Attention is drawn to the need to improve approaches to the development of managerial human capital in health care facilities, taking into account the intellectual economy conditions characterized by the dominance of intangible resources. Method (methodology). Usage the approach proposed by the American psychologist E. Giselli and domestic scientists research allowed to form a graphical dependence of medical institution effectiveness on the level of management corps human capital development. In this case, the scenarios of the activity of the healthcare institution are defined and characterized, depending on the chosen trajectory of managers development. Based on the results of the substantiation of the medical institution activity optimistic scenario, a profile of manager competencies is formed in the form of professional competences and personal qualities. Results. The conducted survey of existing and potential managers of medical institutions allowed to establish the degree of importance of the developed characteristics for this category of managers. The results obtained and elaborated according to the developed methodology show the highest degree of importance for such personal characteristics as «human orientation» and «innovative ability». Proposals for improving the development of managerial human capital of medical institutions were offered in form of a list of manager abilities, skills and skills, as well as opportunities for their acquisition in the system of training managers of the medical industry.
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Jacob Olufemi, Fatile, Salami I. Afegbua, and Emma Etim. "Talent Management and Public Sector Performance: An Assessment of Lagos State Ministry of Education, Nigeria." Journal of Social Sciences Research, no. 69 (September 30, 2020): 845–55. http://dx.doi.org/10.32861/jssr.69.845.855.
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Nurturing talented workforce is becoming of increasing importance to both public and private sector organizations, as it is easier for an organization with a talented and well-managed workforce to achieve its short and long term aims and objectives than an organization without it. The thrust of this study is to examine the effects of talent management on performance in the public sector, using the resource-based theory (RBT) that clearly states how a valuable, non-substitutable, rare and difficult to imitate employee adds to the competitive advantage of an organization. This kind of employee helps position the organization for short and long-term successes. The survey design was used and data were analyzed using both descriptive and inferential statistics. The stated hypotheses were tested using Pearson Moment Correlation Coefficient. Findings revealed that adequate talent management strategy is needed to enhance performance in public sector organizations as it will help in the maintenance of core competencies, employees’ retention, commitment, increase productivity, as well as lower recruitment costs. The study concludes that no matter the quality and quantity of resources spent on skills sharpening, career support, innovation, training, etc. if adequate strategies are not developed to manage talents within an organization, more resources will be spent on talent acquisition regularly without corresponding results. The study recommends that the process of having a talented workforce should begin from the acquisition (hiring) stage and should flow through the compensation and retention stages. Thus, public organizations should, at all times, identify areas that talent replacements are needed at present, as well as develop the skills and competencies of the employees to take up leadership roles in the future or when the need arises. With this, the organization will have suitable hands to fill in top managerial positions when a senior staff retires, dies, or whenever the need arises.
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Babatunde Bunmi, Osifalujo, Isiaka Najeem Ayodeji, and Olufemi O. Omotilewa. "Merger and Acquisition and Perfomance of Deposit Money Banks in Nigeria: Pre and Post Analysis." Sumerianz Journal of Business Management and Marketing, no. 312 (December 4, 2020): 183–91. http://dx.doi.org/10.47752/sjbmm.312.183.191.
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Low capital base, insolvency, poor corporate governance and incessant banks distress among other factors have contributed to the recent failure of banks in Nigeria. To curb such challenges, banks all over the world now adopt mergers and acquisitions as a strategy to improve their performances. Therefore, this study examined the impact of mergers and acquisition on the performance of deposit money banks in Nigeria. The study considered capital structure, asset profile, total deposit and profit after tax of the selected bank as the measurement for the performance and effect of merger and acquisition of the bank in both pre and post merger and acquisition period. Data were collected from the published financial statements of the bank namely former Intercontinental Bank Plc and Access Bank (now Access Bank Plc) from 2005 to 2017 and the model was formulated using ordinary least square method. It was revealed that for both the pre-merger and post-merger periods, it was revealed that the access bank performed better. In the post – merger and acquisition period as asset profile and total deposit has no significant effect on the profit after tax of access bank in Nigeria, while capital structure has a significant effect on profit after tax of access bank plc. While in the pre-merger and acquisition capital structure, asset profile and total deposit have no significant impact on profit after tax of access bank plc. The study concludes that mergers and acquisitions have a significant impact on the performance of deposit money bank in Nigeria. Therefore, the study recommended that banks can merge or acquire one and other. This has proved to be an effective strategy for rescuing ailing or weak banks. This would provide financial muscles and managerial competence that would enhance financial performance.
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VEDERNIKOV, Mykhailo, Nataliya BAZALIYSKA, Lesia VOLIANSKA-SAVCHUK, Maria ZELENA, Oksana CHERNUSHKINA, and Olena KOSHONKO. "DEVELOPMENT OF MANAGEMENT STAFF OF THE ORGANIZATION IN A KNOWLEDGE ECONOMY." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 296, no. 4 (June 2021): 40–50. http://dx.doi.org/10.31891/2307-5740-2021-296-4-7.
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Features of labor management in modern conditions are re-searched in the article. Directions of improving management system activities are determined. Methodological approaches to the formation of the system of development of management personnel of the organization in the conditions of knowledge economy are considered. The stages of development of the information society in connection with the innovative phase of development of the knowledge economy are described. Theoretical approaches to the definition of “knowledge economy” are formed. The characteristic features of the “knowledge economy” are highlighted. The stages of implementation of the process of increasing the efficiency of development of the management staff of the organization in the conditions of knowledge economy are offered. An organizational model of the process of increasing the development of management staff of the organization in a knowledge economy. This paper improved theoretical and methodological basis of the system of administrative personnel. In the context of globalization and integration of the domestic labor market, the managerial staff of the organization acts as a valuable socio-economic resource, the cost of professional qualities and competencies of which is steadily growing due to the acquisition of new knowledge by employees. The effectiveness of the managerial work of an organization, in contrast to the labor productivity of direct participants in the creation of material wealth, is not measured directly, but by the performance indicators of the work of business entities over a certain period of time. An important role in increasing the efficiency of the organization’s managerial work belongs to the organization of labor of the employees of the management apparatus on a scientific basis, which means a system of sound technical, organizational and economic measures aimed at directly improving the organization and management methods using scientific and technical achievements, the widespread introduction of mechanization, automation and computerization of all functions of the management process.
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Wiśniewska-Salek, Anna. "Education, Competences - Labor Market Analysis Against the Challenges of Industry 4.0 Economy." System Safety: Human - Technical Facility - Environment 2, no. 1 (March 1, 2020): 142–49. http://dx.doi.org/10.2478/czoto-2020-0017.
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AbstractBuilding a strong economy depends on numerous factors: technological, political, geographical but also and above all social ones. Currently, the ongoing fourth industrial revolution is primarily based on digitization of all processes in the conducted activities. The acquisition and processing of vast amount of data generates information which is very complex and not always unambiguous. Industry 4.0 also assumes that employees will understand both technical needs and those not related to the production process. This means that the present education system (definitely the one related to technical science) should also be changed so that engineers acquire more managerial skills. The article presents the educational assumptions in the face of challenges posed by Industry 4.0 in the context of the current opportunities of the labor market and education in Poland and in Europe.
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Gerasimov, Kirill, and Boris Gerasimov. "Formation of professionalism of executives." International Journal of Educational Management 31, no. 1 (January 9, 2017): 45–55. http://dx.doi.org/10.1108/ijem-02-2016-0044.
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Purpose The purpose of this paper is to present the results of the research in the sphere of education and preparation of Russian executives in view of mentality and elements of national model of management. Design/methodology/approach The research consisted in analysis of modern developments in the sphere of HR management in socio-economic systems. The authors used the materials on structuring and classification of managerial activities from various points of view. The research is based on recent tendencies in the sphere of application of intensive educational technologies. Findings Ten levels of managerial activities were distinguished on the basis of the performed research. Each of these levels is a new step of qualitative significance and complication of managerial activities. In order to achieve new and higher levels of professionalism, a model of professional development of executives was created, which consists of several blocks, which stimulates obtaining the knowledge and acquisition of certain skills in this sphere. The structure of problem and situational game “Professionalism of executives” and methodology of evaluation of activities of game participants are given. Practical implications Using game modeling for determination of the level of professional activities will allow evaluating specialists, in particular, executives, and determine qualitative evaluation of the level of their competence in various aspects of their activities. Originality/value The research possesses a value for lecturers, managers, and consultants of educational establishments who perform training, additional training, and development of professional competence of executive in organizations of any profile in view of national mentality.
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Paurienė, Giedrė, and Irena Žemaitaitytė. "The Role of the Teacher's Vocation in the Efficiency Building of an Education System." Acta Paedagogica Vilnensia 45 (December 28, 2020): 145–59. http://dx.doi.org/10.15388/actpaed.45.9.
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The article analyzes the experiences determined by biographical circumstances that encourage individuals to choose the profession of a teacher in the pursuit of their vocation. Based on people’s biographies, it can be argued that many separate stages of human life, viewed as a whole, provide a meaningful context that can help understand the phenomenon of vocation and reveal its links to the development of professional competencies and to the efficiency of the educational system. The research usually explains the efficiency of an educational organization through pedagogical, managerial, economic and institutional aspects and defines it by qualitative characteristics that are related to the acquisition of knowledge, skills, results achieved by children, efficient use of resources, and the improvement of the teaching process. The aim of the article is to reveal a person’s vocation to become a teacher as a condition, on the one hand, leading to the pedagogical educational process through informal learning, and, on the other hand, making the educational system more efficient. The analysis and results of the qualitative research data are based on the abductive theory construction according to Peirce and the methodology of the Grounding Theory according to Strauss / Corbin. The research revealed that the choice of pedagogical profession and the perception of vocation are evoked by biographical circumstances. The pedagogical potential noticed and mentioned by the close people as well as the preferences for certain activities from childhood and the perception of one’s needs become a basis for the further development of existing competences. Thus, when a competent educator who experiences strong dedication to an educator’s profession gives lessons in an educational institution, the effective and purposeful activity of the educator interacts with the efficiency building of the education system.
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Ajuzie, Emmanuel, Adam Bouras, Felix Edoho, David Bouras, Aloyce Kaliba, Roberto Ike, and Abhirjun Dutta. "Productive Efficiency And Optimal Firm Size: The Case Of US Health Services Industry." American Journal of Health Sciences (AJHS) 2, no. 2 (November 23, 2011): 75–86. http://dx.doi.org/10.19030/ajhs.v2i2.6632.
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This paper examines the link between firm size and productive efficiency. In so doing, it attempts to determine optimal firm sizes in terms of market capitalization and total asset thereby allowing firms to achieve higher level of productive efficiency. The results indicate that the optimal firm size in terms of market capitalization is $13.1 billion. In terms of total asset, the optimal firm size is $10.3 billion. The results also suggest that there is a threshold above which an increase in firm size adversely affects the level of productive efficiency. The results have important implications for managerial policies regarding firm restructuring. To achieve higher productive efficiency, smaller firms have to pursue expansion strategies through mergers and acquisitions. Larger firms, on the other hand, have to pursue divestment strategies to reduce the size of their assets, particularly by refocusing on core competencies.
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Душкин, Антон, Anton Dushkin, Кирилл Злоказов, and Kirill Zlokazov. "A psychological counseling police executives for effectively manage police teams and departments." Vestnik of the St. Petersburg University of the Ministry of Internal Affairs of Russia 2019, no. 3 (October 15, 2019): 204–14. http://dx.doi.org/10.35750/2071-8284-2019-3-204-214.
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The article examines the nature and content of the main directions of psychological counseling police executives. The relevance is justified by the need to determine the specifics of counseling for police leaders, systematize ideas about the types of psychological counseling of leaders by a psychologist. Psychological counseling is defined as a type of organizational counseling aimed at developing the managerial competence of a leader through the acquisition of psychological and pedagogical knowledge, skills and abilities. The domain of psychological counseling of the executives is determined in the context of the main areas of management of the staff.
Five directions of consulting a police executives are described: 1) organization of selection and appointmentof employees; 2) the organization and conduct of events of moral and psychological support; 3) the formation of a favorable socio-psychological climate in police teams and department, as well as issues of improving the style and methods of managing employees; 4) the participation of the leader in minimizing the consequences of emergencies and their prevention; 5) optimization of the operational activities of the police officer. The results of psychological counseling are divided into primary, associated with improving managerial competence and the effectiveness of managing subordinate personnel, secondary, associated with the realization by the head of the value of psychological and pedagogical knowledge in the field of management of the staff.
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Benson, Lyle, and Rickard Enström. "Deliberate institutional differentiation through graduate attributes." Journal of Management Development 36, no. 6 (July 10, 2017): 817–27. http://dx.doi.org/10.1108/jmd-08-2016-0148.
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Purpose The purpose of this paper is to describe the creation and deliberate positioning of a new Bachelor of Commerce program at MacEwan School of Business, Canada, by formally integrating professional skills in the curriculum. Through institutional narratives and statistical measurements, the authors detail the process from the first broad conversation and the different phases of the institutional deliberations to a measurement of students’ development of professional skills and self-confidence through the eyes of student peer coaches. Design/methodology/approach The paper explains the institutional thinking process and the inputs that were sought when creating the new Bachelor of Commerce program with integrated professional skills. Hard data were collected on student peer coaches’ development of professional skills through a scale for assessing managerial competencies for undergraduate business students. In addition, coaches’ development of peer-coaching self-confidence was measured. This allows for the correlation between the two constructs self-confidence and professional skills development to be measured. Findings The formal implementation of professional skills and peer-coaching of professional skills in the Bachelor of Commerce program showed to be effective in furthering students’ development of professional skills and self-confidence. Also, this study illustrates the need for deliberate and systematic planning, and the inherent differentiating opportunities, when creating a new degree program. Originality/value This paper encourages institutional positioning initiatives and presents insights into the training of large cohorts of undergraduate business in their acquisition of professional skills.
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Gavrilova, E. A., and N. A. Bulaeva. "Creation of educational complexes as a method of ensuring preschool education accessibility and compliance with the requirements of the federal state educational standard for preschool education." Open Education 23, no. 6 (December 26, 2019): 41–49. http://dx.doi.org/10.21686/1818-4243-2019-6-41-49.
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The goal of this study is to transmit the project results contributing to ensuring the education system effective management by improving the education quality, to achieve the continuity of preschool and educational organizations educational programs, including ensuring the territorial accessibility of educational organizations.Materials and research methods. The research was based on the results of work performed within the project “Analysis of changes in the education system related to the network restructuring, educational organizations enlargement and educational centers creation, including preschool educational organizations”. The methods used within the research are: analysis and synthesis, deduction (induction), search method, fixation and comparison, survey method, statistical processing of information, selecting experts and expert judgment, competencies, discussion, organizing events, Internet channels technical support, network communication with “instant” access to information; material presentation (problem, contextual), description, developing the material structure, inclusion method, structuring, proofreading the text material, preparing the content of the material, design method, determining an effective style solution, acquisition method, design and placement method and others.Results of the research. The urgent issues of preschool education modernization related to the process of creating educational complexes are disclosed. The main reasons for the reorganization of preschool educational institutions are considered, the regional practices characterized by the most effective organization and functioning of educational complexes are presented.Conclusion. The main trends of the preschool organizations development as part of educational complexes are presented, including managerial actions aimed at improving the educational services quality, which allows citizens to exercise their right to an affordable preschool education that meets the requirements of the federal state educational standard for preschool education.
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Smirnov, V. V. "Analyzing trade and financial relations in Russia today." Finance and Credit 26, no. 8 (August 28, 2020): 1703–30. http://dx.doi.org/10.24891/fc.26.8.1703.
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Subject. The article discusses trading and financial relations of today’s Russia. Objectives. The article is to determine requirements for trading and financial relations to progress in Russia today and evaluate how they influence the economic growth. Methods. The study is based on the systems approach and the statistical analysis. Results. Having analyzed trading and financial relations, I found what can give an impetus to the contemporary economy in Russia, i.e. oil prices, related risks. The article demonstrates that government bonds (federal loan bonds) cushion and set off an increase in the foreign exchange rate. The dynamics of the oil price and the issue of federal loan bonds shape the environment where trading and financial relations evolve in Russia today, i.e. export prices for natural resources outgrowing prices for some commodities; a stalling growth in the acquisition of financial assets, debt instruments and a growth in liabilities, equity and shares of mutual funds; a growing pace of long positions of forward, futures, options contracts due to a slow down in short positions; rising pace of official reserve assets. As long as the international trade slows down and the global recession begins, the existing trading and financial relations resulted in a palpable economic growth. Conclusions and Relevance. Opportunities for the development of trade and financial relations in contemporary Russia are conditioned by the changing world order, which determines the dynamics of economic growth. The findings expand the knowledge and create new competencies of governmental authorities when making managerial decisions to ensure the effective design of the Russian economy in terms of the current trading and financial policy.
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Zadorozhna-Knyagnitska, Lenina. "JUSTIFICATION OF CRITERIA AND INDICATORS OF FORMATION OF THE DEONTOLOGICAL COMPETENCE OF FUTURE EDUCATION MANAGERS." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (May 21, 2019): 624. http://dx.doi.org/10.17770/sie2019vol1.3913.
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The article presents the results of theoretical analysis of scientific works on the problems of deontological training of future specialists in higher education institutions. The result of this training is deontological competence as a complex subjective feature that determines the ability for the proper professional behavior and making effective decisions in deontologically determined situations of managerial interaction. The purpose of the research is to theoretically substantiate the criteria and indicators of the formation of the deontological competence of future specialists. To achieve this goal, the following research methods were used: terminological analysis, concretization and generalization of theoretical concepts in the philosophical, psychological and pedagogical works of domestic and foreign scientists. The article describes the results of the research. The criteria and indicators of forming education managers’ deontological competence at university master’s level are proved for the first in pedagogical science. The content of motivation, cognitive, activity-based criteria is revealed. The motivation criterion indicates the motivation for normative behavior, developed values that determine the proper performance of professional duties by education managers, their aims and needs as bearers of professional and moral values; cognitive criterion defines the degree of acquisition of deontological knowledge; technological criterion shows the degree of forming deontological abilities and skills.
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Cioli, Valentina, Alessandro Giannozzi, Valentina Ippoliti, and Oliviero Roggi. "Cross-Border M&A and Financial Performance: Empirical Evidence on Bidder/Target Companies." International Journal of Business and Management 15, no. 4 (March 9, 2020): 67. http://dx.doi.org/10.5539/ijbm.v15n4p67.
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Achieving successful integration of mergers and acquisitions (M&A) continues to pose serious challenges for cross-border acquirers. The aim of this paper was to analyze the impact of cross border M&A on bidder and target companies’ post-M&A profitability, leverage and growth in sales/invested capital. We used a sample of 415 Italian bidder companies and 370 Italian target companies over the period of 2006-2013. Our analysis suggests that the cultural distance exerts positive effects on bidder companies’ post-M&A performance and a negative effect on target companies. Bidder companies better exploit the source of value in terms of competencies and resources, learning from their counterparties. The results suggest that the effect of culture distance is conditioned by the acquirer size, prior experience and managerial capabilities in dealing with cross-border cultural challenges. Profitability ratios show a significant increase in bidder companies, while target companies do not reveal any significant change in the comparison pre-post M&A. Leverage reveals no significant difference in bidder companies, while target companies have a higher leverage after a cross-border M&A. In cross-border M&A, the private equity funds as acquirer do not generate any incremental benefit from the target companies’ post M&A performance.
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Amalia Kusuma Wardini. "PENGEMBANGAN MODEL KOMPENSASI BERBASIS KOMPETENSI DI UNIVERSITAS TERBUKA." Jurnal Organisasi dan Manajemen 3, no. 1 (August 14, 2007): 69–80. http://dx.doi.org/10.33830/jom.v3i1.107.2007.
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The transformation into stated-owned legal body (BHMN/BHP) makes quite a significant impact on UT management, since the autonomy is wider and consequently it brings bigger responsibilities and challenges. One of these challenges is adjusting compensation system which previously referred to Civil Servants System and currently has several weaknesses, such as externally less competitive salary level, very close gap between highest and lowest salary and minimal concern about performance. It leads to the need of designing new compensation system during UT-BHP transitional period (2008-2017). Competency based Pay (CbP) which is rewarding the way people work, not just recognizing what they can be deliver, fits the academic world. In a learning organization, colleges and universities certainly qualify, the focus on competence and the importance of individual growth is tied explicitly to the organization’s mission and value also consistent with the growing interest in life long learning. The acceptance of individual development and skill acquisition as the criteria for rewarding staff employees should be a natural in higher education. This compensation design is focused on academic staffs, which are lecturer, researcher, and managerial position. Base salary and allowances have several alternatives, and choice will be made based on UT-BHP financial condition and the suitability with UT-BHP human resources development strategy
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Mohamad. "Managerial Competencies in Agriculture." EUROPEAN RESEARCH STUDIES JOURNAL XXI, Issue 2 (November 1, 2018): 623–29. http://dx.doi.org/10.35808/ersj/1028.
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Boyatzis, Richard E. "Managerial and Leadership Competencies." Vision: The Journal of Business Perspective 15, no. 2 (June 2011): 91–100. http://dx.doi.org/10.1177/097226291101500202.
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Khasanova, I. I., and S. S. Kotova. "PSYCHOLOGICAL READINESS OF SECONDARY VOCATIONAL EDUCATION TEACHERS FOR MASTERING NEW ACTIVITIES IN THE CONTEXT OF PROFESSIONAL REORIENTATION." Education and science journal 20, no. 7 (September 17, 2018): 147–67. http://dx.doi.org/10.17853/1994-5639-2018-7-147-167.
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Introduction. In the context of fundamental changes which have occurred in the last decades in the world of professions and transition from monoprofessionalism to poly-professionalism, a modern man needs to have an ability to freely navigate the modern labour market, to quickly diversify contents and quality of the professional activity, and, if thought appropriate, to change an occupation without difficulty. Nowadays, the requirements for the teachers of vocational training are designed in a completely different way to provide high-quality lifelong learning.The aimof the research is to reveal the psychological readiness of teachers of vocational school for the development of new types of learning activities in the conditions of a professional reorientation.Methodology and research methods. The methodological framework of the present research is based on conceptual provisions of the personal-focused, subject, competency-based and system approaches to vocational education, as well as theories of the psychology of abilities and organization of continuing the professional education of adults. General scientific methods such as analysis, synthesis, specification and generalization were applied. Techniques of psychological and pedagogical observation and questionnaire were used at the diagnostic phase of the study as the leading ones.Results and scientific novelty. The concepts of “professionalization”, “professional self-determination”, “transprofessional competencies” and “psycho-pedagogical assistance” are clarified. It is stated that under the increasingly complex socio-cultural and professional environment there is the need for pedagogical personnel capable to carry out continuing training and retraining of mid-level professionals for the real sector of the economy and the social sphere in compliance with the international standards and advanced technologies. Based on the content of scientific sources, a list of systematically important transprofessional competencies to provide psychological readiness of teachers of vocational school for new kinds of activities is drawn up. Results of a diagnostic questioning are described; the respondents were teachers and employees of methodical offices of vocational-oriented education of various colleges of Yekaterinburg and Novouralsk who do not have a basic pedagogical education. Using the processing of the obtained data, it is established that teachers, on the one hand, understand the essence and objectives of their work; on the other, they can not independently respond to their personal needs to reevaluate own professional position due to the use of outdated methods and stereotypic ways of training. Conclusions are drawn that most of the interviewed teachers have no ability to conduct overtime professional activity that enables to carry a standard teaching load; a considerable part of teachers need acquisition of additional pedagogical and transprofessional competencies.The authors outlined the proposal to develop a combinatory technology of psycho-pedagogical support for teachers of vocational schools to improve the current situation. The functionality of this technology, its tasks, structural components, possible methods and estimated effects of its implementation in practice of the SPE (Secondary Professional Education) system are noted.Practical significance. The materials of the present paper can be useful for managerial staff, psychologists and training specialists of the SPE system who are engaged in the issues of teacher professional development.
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Pickett, Les. "Competencies and Managerial Effectiveness: Putting Competencies to Work." Public Personnel Management 27, no. 1 (March 1998): 103–15. http://dx.doi.org/10.1177/009102609802700110.
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To be effective the development of workplace and managerial skills must reflect the current and projected needs of the organization. It is a critical responsibility of senior management to identify the core competencies of the enterprise and to ensure that the competencies required by managers, specialists and the workforce in general are adequate and appropriate. The development of an effective competencies framework and a complimentary performance management program provide an opportunity for enterprise and individual growth, and in the longer term, can also increase shareholder value. The following article illustrates how this is accomplished through training and development, a supportive and motivating culture and management competence.
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Abraham, Steven E., Lanny A. Karns, Kenneth Shaw, and Manuel A. Mena. "Managerial competencies and the managerial performance appraisal process." Journal of Management Development 20, no. 10 (December 2001): 842–52. http://dx.doi.org/10.1108/02621710110410842.
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Gonzalez-Zapatero, Carmen, Gustavo Lannelongue, and Javier Gonzalez-Benito. "Managerial competencies in Operations Management." WPOM-Working Papers on Operations Management 8 (June 7, 2017): 104. http://dx.doi.org/10.4995/wpom.v8i0.7185.
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<p class="Abstract">The main objective of this paper is to develop a method of self-assessment of managerial competencies in Operations Management. Specifically we work the following skills: Analytical Consideration, Planification and organization, Consciousness and teamwork, Adaptability, Assertiveness, Leadership. The empirical evidence shows how some of these abilities are related to the results of the course while no relation was found with the results obtained with the results the rest of the degree.</p>
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Daley, Dennis M., and Katherine C. Naff. "Gender Differences and Managerial Competencies." Review of Public Personnel Administration 18, no. 2 (April 1998): 41–56. http://dx.doi.org/10.1177/0734371x9801800204.
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Sangka, Bayu Khresna, Shams Rahman, Aswini Yadlapalli, and Ferry Jie. "Managerial competencies of 3PL providers." International Journal of Logistics Management 30, no. 4 (November 11, 2019): 1054–77. http://dx.doi.org/10.1108/ijlm-04-2019-0098.
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Purpose The purpose of this paper is to identify and prioritise competencies of Indonesian third-party logistics (3PL) managers from the perspective of multinational corporations (MNCs) and local firms. Design/methodology/approach Underlined by the theory of action and job performance (competency model), the study proposes a framework that consists of management, logistics, business and information and communication technology competency categories, with 15 competencies. Data are collected from five MNCs and five local 3PL firms operating in Indonesia. The analytic hierarchy process method is used to calculate the priority weights and to prioritise the competencies. Findings Results indicate that both the local and MNC 3PL providers emphasise logistics as the “most important” competency category. In the “moderately important” competency group, MNCs prioritise competencies in the management competency category while local firms prioritise competencies in the business competency category. Research limitations/implications Results obtained in this study focus on 3PL firms in Indonesian businesses, which may not be applicable to other nations and other industries. Practical implications 3PL firms, industry peak bodies (e.g. Indonesian Logistics Association) and education providers can benefit from incorporating the findings of this study in developing curricula for higher education and training programmes for certification designed to improve managerial competencies. Originality/value By including the perceptions of the MNCs and local 3PL providers, this study advances the literature on 3PL managerial competencies by extending such knowledge to the global environment.
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Wadongo, Billy, Oscar Kambona, and Edwin Odhuno. "Emerging critical generic managerial competencies." African Journal of Economic and Management Studies 2, no. 1 (April 12, 2011): 56–71. http://dx.doi.org/10.1108/20400701111110777.
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Verle, Karmen, Mirko Markič, Borut Kodrič, and Annmarie Gorenc Zoran. "Managerial competencies and organizational structures." Industrial Management & Data Systems 114, no. 6 (June 3, 2014): 922–35. http://dx.doi.org/10.1108/imds-01-2014-0019.
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Purpose – The purpose of this paper is to determine whether there is a relationship among leadership, action, social, and personal competencies of managers in modern organizational structure types and whether a relationship exists between a company's organizational structure and performance. Design/methodology/approach – A questionnaire was carried out among top managers in Slovene mid- and large-sized companies. The relationship among managerial competencies, the choice of organizational structure type and the company effectiveness were measured with a value-added approach. The method of structural models was used for establishing the affect among individual variables. Findings – The results support the hypothesized effect of managerial competencies on a company's organizational structure type. The effect of a modern, horizontal organizational structure on a company's performance and growth on the market facilitates the achievement of higher value added as well as has a direct impact of managerial competencies on a company's performance. Research limitations/implications – The study was limited to mid- and large-sized companies in Slovenia. Only top managers were included in the study as they are the ones that are responsible and have the largest influence in creating a company's organizational structure. Practical implications – The paper includes implications to those organizations in the process of restructuring and for those companies that are prepared to modify traditional principles of management participation. Originality/value – To the authors knowledge no research studies were found that examined the affect and relation of top management competencies with respect to different organizational structures.
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Milosevic-Stolic, Jasmina, and Jan Marcek. "Establishing the officers’ managerial competencies." Vojno delo 68, no. 6 (2016): 164–85. http://dx.doi.org/10.5937/vojdelo1606164m.
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Cockerill, Tony, John Hunt, and Harry Schroder. "Managerial Competencies: Fact or Fiction?" Business Strategy Review 6, no. 3 (September 1995): 1–12. http://dx.doi.org/10.1111/j.1467-8616.1995.tb00095.x.
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Gelmon, Sherril B. "B20 Managerial Competencies for Improvement." Quality Management in Health Care 1, Supplement (1993): 62. http://dx.doi.org/10.1097/00019514-199312001-00091.
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Gelmon, Sherril B. "B20 Managerial Competencies for Improvement." Quality Management in Health Care 1, Supplement (December 1993): 62. http://dx.doi.org/10.1097/00019514-199301041-00091.
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Atamuratov, Murat. "CHARACTERISTICS OF MANAGEMENT COMPETENCIES." JOURNAL OF SOCIAL STUDIES 7, no. 3 (July 30, 2020): 40–48. http://dx.doi.org/10.26739/2181-9556-2020-7-4.
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The article examines the specifics of managerial competencies, the classification of competencies based on a behavioral approach, visual interpretation of the competency model, reforms aimed at developing the managerial competencies of civil servants and managerial personnel in Uzbekistan. Also, a universal model of professional competencies is considered, which identifies five groups of competencies: personal, social, technical, organizational and administrative. The clusters of competencies are arranged in a specific order
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Hassan, Afaf. "Managerial Competencies Required to Achieve Sustainable Development Projects: A Proposed Model for Managers." Environmental Management and Sustainable Development 9, no. 3 (August 30, 2020): 68. http://dx.doi.org/10.5296/emsd.v9i3.17603.
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This study deals with the managerial competencies of current managers that are required to achieve sustainable development projects. A comparative literature review is conducted to summarize the critical managerial competencies in general. Then, this is narrowed down to find the managerial competencies that lead to the proper accomplishment of sustainable development projects. Considering these views, the purpose of this exploration is to discover the significance of managerial competencies on the achievement of sustainable development projects. The findings indicate that communication, leadership, development orientation, achievement orientation, motivation, teamwork, innovation, and decision making are the most critical managerial competencies that can enhance the performance of managers towards achieving sustainable development projects. Thus, this article demonstrates a model inclusively for managers to link the found managerial competencies with the realization of sustainable development projects. The model is focused mainly on the specific managerial competencies that will encourage managers to perform outstanding results in recent as well as future sustainable development projects.
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Shang, Huping, and Wenxuan Yu. "Assessing Chinese Managerial Competencies from Different Perspectives." Social Behavior and Personality: an international journal 41, no. 9 (October 1, 2013): 1469–85. http://dx.doi.org/10.2224/sbp.2013.41.9.1469.
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In this study we investigated assessments of managerial competency in the context of Chinese local government public officials. Based on data collected from a 2008 survey conducted in China's Jiangsu Province and drawing on the competing values framework developed by Quinn and Rohrbaugh (1981, 1983), we examined discrepancies in the assessment of managerial competencies through the supervisors' self-assessments of their own competencies, subordinates' self-assessments of their own competencies, supervisors assessments of their subordinates' competencies, and subordinates' assessments of their supervisors' competencies. We found that, significant differences existed between the managerial competency assessments of public officials with leadership positions and the assessments of their subordinates. This calls into question the validity and effectiveness of supervisors' assessments and peer assessments of managerial competencies in Chinese government. We offer both general and specific policy suggestions for improving the measurement of managerial competencies in China.
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Salleh, Maznah Binti, and Nik Hazimah Nik Mat. "Managerial Competencies Preferences Towards Organizational Change." International Journal of Learning: Annual Review 16, no. 9 (2009): 649–62. http://dx.doi.org/10.18848/1447-9494/cgp/v16i09/46574.
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Tyrańska, Małgorzata. "Managerial Competencies for Various Management Levels." Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie, no. 11(959) (2016): 21–38. http://dx.doi.org/10.15678/znuek.2016.0959.1102.
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Phannalath, Vikate, and Lantip Diat Prasojo. "The effectiveness of principal’s competencies implementation at SMAN 3 and Internasional Budi Mulia Dua Yogyakarta." Jurnal Akuntabilitas Manajemen Pendidikan 5, no. 2 (October 10, 2017): 220. http://dx.doi.org/10.21831/amp.v5i2.15651.
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This study aimed to evaluate the effectiveness of principal’s competencies implementation at SMA Negeri 3 Yogyakarta and SMA Internasional Budi Mulia Dua Yogyakarta, Indonesia. The research was an evaluation research using the discrepancy model of evaluation. The respondents were vice principals, teachers, as well as administrative officers. The data was collected through the questionnaires, the results of the study showed that the effectiveness of the principal’s competencies implementation at SMA Negeri 3 Yogyakarta is: personality competencies 78.84% effective, managerial competencies 82.69% effective, entrepreneurship competencies 78.84% effective, supervision competencies 84.61% effective, and social competencies 86.53% effective, while in the SMA Internasional Budi Mulia Dua was: personality competencies 100% effective, managerial competencies 100% effective, entrepreneurship competencies 100% effective, supervision competencies 96% effective, and social competencies 100% effective. The effectiveness of the principal’s competencies implementation of SMA Internasional Budi Mulia Dua Yogyakarta was better compared to SMA Negeri 3 Yogyakarta.Keywords: the effectiveness of personality competencies, managerial competencies, entrepreneurship competencies, supervision competencies, social competencies
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Taj, Fozia. "Role of Managerial Competencies and Risk-Taking Behavior in Financial Service Outreach of Microfinance Banks in Pakistan." IBT Journal of Business Studies 15, no. 2 (2019): 25–42. http://dx.doi.org/10.46745/ilma.jbs.2019.15.03.03.
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This study aims to investigate the relationship between the managerial risk-taking, managerial competencies and financial service outreach of microfinance banks in Pakistan. Primary data was collected from 36 branches of microfinance banks (MFBs) in nine cities. The unit of investigation is the branch manager and senior credit officer of each MFB branch. Descriptive statistics, correlation and regression, are used for data analysis. This study found a positive relationship between financial service outreach of MFBs and managerial competencies; financial service outreach also has a positive relationship with the risk-taking behavior of managers. There is a positive relationship between risk-taking behavior and financial service outreach of banks. The risk-taking behavior partially mediates the relationship between the managerial competencies and financial service outreach. The magnitude of the relationship between managerial competencies and outreach is significant, and its magnitude reduces when there is the mediation of managerial risk-taking behavior between them. Thus, managerial competencies, along with risk-taking behavior are the keys drivers of financial service outreach of MFBs. This study informs MFB’s top management and policymakers that competencies of managers and their calculated risk-taking propensities determined outreach performance of the MFBs.
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Brožová, Helena, Jana Horáková, and Jiří Fiedler. "LECTURERS’ MANAGERIAL COMPETENCIES IMPORTANT FOR STUDENTS AT THE CZECH UNIVERSITY OF LIFE SCIENCES." Problems of Education in the 21st Century 76, no. 4 (August 15, 2018): 465–82. http://dx.doi.org/10.33225/pec/18.76.465.
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This research identifies the lecturers’ competencies which are the most important from the students’ perspective at the Czech University of Life Sciences Prague and compares students’ opinion and their change over the whole study period. It does not deal with the knowledge competencies of lecturers that students cannot objectively evaluate, but with lecturers’ managerial competencies that affect the organization, forms and ways of teaching. The examined competencies are hierarchically organized into three groups of particular competencies comprising of bipolar characteristics. Based on survey of students at the University, the evaluation of importance of managerial competencies using the Analytic Hierarchy Process was performed. The findings show that Innovative education, Good communication skills, Ability of improvisation, and Democratic way of teaching are the most important lecturers’ competencies from students’ point of view. Surprisingly, Oral based presentation is preferred to IT based one. Knowledge of the most important managerial competencies can help lecturers and universities to increase quality of educational process and attractiveness of the university for students. Keywords. Analytic Hierarchy Process, higher educational institutions, lecturer’s managerial competencies, students’ perception.