Unit 3: Competence Based management

Question 1

what is Boyatzis (1982) definition of competency?

Answer 1

underlying characteristics (personality traits) causally related to good-excellent performance in a job (observable)

Question 2

What is Levy-Leboyer (1995) definition of a competency?

Answer 2

set of OBSERVABLE traits causally related to good/ excellent performance in a job

Question 3

what are the indicators of theory X leadership?

Answer 3

clarify roles & resposnibilities
concrete, realistic goals for members
motivate
involve team

Question 4

What are the 6 indicators of theory Y leadership?

Answer 4

• prioritize & solve requests for help
• Adapt mgmt style to each employee & needs
• teach, train, develop
• Positive/secure climate encouraging free expression
• collaborative DM
• Teamwork

Question 5

How is competency based M different to classic management?

Answer 5

CBM goes beyond one individual/job (classic focuses on job)
CMB focuses on future (Csc= now)
CBM focuses on strategy (Csc = compliance)

Question 6

what are 5 methods fo identifying competencies

Answer 6

interviews
questionnaires

expert panels
critical incident analysis

other (observation, documentation analysis)

Question 7

which method of identifying competencies is most fitting when excellent performance in a role is necessary?

Answer 7

Critical incident analysis

Question 8

How many competencies should you start with? and why?

Answer 8

5 - shouldn’t make it too complex

Question 9

what is a competency model?

Answer 9

Its the process of identifying competencies & the related behaviours needed to fulful org startegy

Question 10

what is a competency model used for?

Answer 10

selection, training, career planning, remuneration, performance appraisal

Question 11

what are the 3 methods of competency models?

Answer 11

single Job CM
One-fits-all M
Multiple poitions M

Question 12

what is a single-job competency model? which method?

Answer 12

Bhvrs job holders perform to achieve excellence
Method: criticial incident review
This info is the analysed and converted into a CM

Question 13

what is a one-fits-all model?

Answer 13

Competencies established for wide range of poistiions (managerial)

Question 14

What is a multiple positions CM?

Answer 14

competencies for all positions in company

Question 15

what are the 3 phases of developing CM for multiple positions?

Answer 15

1. prepare a menu of competencies
2. Adapt the CM to specific job positions
3. Identify specific technical competencies for each position (optional)

Question 16

outline step 1 of developing CM for multiple positions

Answer 16

Prepare menu of competencies
Based on organisation stragey
define & specified with behaviours (5-15)

Question 17

outline step 2 of developing CM for multiple positions

Answer 17

Adapt the CM to specific job positions
- the level of requirement of C for each positions
- Adapt bhvrl examples

Question 18

Outline step 3 of developing CM for multiple positions

Answer 18

this is an optional step
Identify specific technical competencies for each positions
- 5-15 bhvrs
- wat level should the competency be demonstrated at?

Question 19

What is a competency book? (3 aspects)

Answer 19

This is created after the model and includes a full list of organisational competencies
- copmetency definition & behavioural indicators
- levels of each competency & behaviour
- level that each competency is required for each position

Question 20

What should you adapt with major structural changes?

Answer 20

The competency book