The Competent Manager: A Model for Effective PerformanceOffers an empirical, ``total'' system approach that determines which characteristics of managers enable them to be effective in various management jobs. Presents a large-scale, intensive study (2,000 managers holding 41 different jobs in 12 organizations) that provides a context for identifying the special characteristics, as well as assessing and developing managerial talent. Develops a logical, integrated model of managerial competence that explains the relationship of these characteristics to each other, to the functions of the management job, and to the key aspects of the internal organizational environment. Also introduces a model of individual competence. |
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Стр. 51
The Behavioral Event Interview can be considered a content - valid assessment
method . That is , the interview obtains a sample of the person ' s actual behavior
in the job . It is more cost - effective than following a person for a number of days
...
The Behavioral Event Interview can be considered a content - valid assessment
method . That is , the interview obtains a sample of the person ' s actual behavior
in the job . It is more cost - effective than following a person for a number of days
...
Стр. 52
To standardize the coding for this research , all interviews were recoded . Two
coders independently coded 24 interviews for each of the characteristics , or
competencies , examined in this study . Reliability was computed as a percent ...
To standardize the coding for this research , all interviews were recoded . Two
coders independently coded 24 interviews for each of the characteristics , or
competencies , examined in this study . Reliability was computed as a percent ...
Стр. 150
Results at the Skill Level Use of unilateral power ( referred to as UUP ) as coded
in the interviews was related to effectiveness as a manager ( F = 4 . 078 , df = 2 ,
p = . 02 ) , with a significant nonlinear trend favoring average managers ( F = 8 .
Results at the Skill Level Use of unilateral power ( referred to as UUP ) as coded
in the interviews was related to effectiveness as a manager ( F = 4 . 078 , df = 2 ,
p = . 02 ) , with a significant nonlinear trend favoring average managers ( F = 8 .
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Содержание
Introduction | 1 |
Competence and Job Performance | 10 |
The Research Design and Methods | 40 |
Авторские права | |
Не показаны другие разделы: 13
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The Competent Manager: A Model for Effective Performance Richard E. Boyatzis Ограниченный просмотр - 1982 |
Часто встречающиеся слова и выражения
ability action activities adaptability agers analysis appear aspects assessment average performers behavior called changes characteristics cluster comparisons competencies concepts concern concern with impact demands demonstrated described determine directing effective efficiency orientation entry level managers environment examined example executive level expected Figure findings function goals higher human identify important included individual interviews issues knowledge less management cluster management jobs managerial managers demonstrated manufacturing managers marketing measures ment methods middle level managers motive needed objectives operations organization organizational particular performance group mean person planning poor performers positive presentations private sector proactivity problem public sector regard relationship relevant resource responsibility result sample scores sector managers significant level significantly situation skill level specialized specific Stage subordinates superior performers t-tests TABLE tasks tests thought tion trait level types understanding various
Библиографические данные
| Название | The Competent Manager: A Model for Effective Performance A Wiley-Interscience publication |
| Автор | Richard E. Boyatzis |
| Издание: | иллюстрированное |
| Издатель | Wiley, 1982 |
| Владелец оригинала: | Калифорнийский университет |
| Оцифровано | 10 окт 2011 |
| ISBN | 047109031X, 9780471090311 |
| Количество страниц | Всего страниц: 308 |
| Экспорт цитаты | BiBTeX EndNote RefMan |