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Management: A Competency Based
Approach
Managing in a Dynamic
    Environment
Introductory Concepts: What Are
          Managerial Competencies?


 Competency – a combination of knowledge,
  skills, behaviors, and attitudes that contribute to
  personal effectiveness


 Managerial Competencies – sets of knowledge,
  skill, behaviors, and attitudes that a person
  needs to be effective in a wide range of positions
  and various types of organizations
Why are Managerial Competencies
               Important?

 You need to use your strengths to do your best
 You need to know your weaknesses
 You need developmental experiences at work to become
  successful leaders and address your weakness
 You probably like to be challenged with new learning
  opportunities
 Organizations do not want to waste human resources
 Globalization deregulation, restructuring, and new
  competitors add to the complexity of running a business
A Model of Managerial
     Competencies

             Communication
              Competency
                                Planning and
 Teamwork
                               Administration
Competency
                                Competency


  Global                         Strategic
 Awareness                        Action
Competency   Self-Management    Competency
               Competency
A Model of Managerial
     Competencies
         (adapted from Figure 1.1)
               Communication
                Competency
                                 Planning and
 Teamwork
                                Administration
Competency
              Managerial         Competency
             Effectiveness
  Global                          Strategic
 Awareness                         Action
Competency    Self-Management    Competency
                Competency
Management Level and Skills
Six Core Managerial Competencies:
  What It Takes to Be a Great Manager

 Communication Competency

 Planning and Administration Competency

 Teamwork Competency

 Strategic Action Competency

 Multicultural Competency

 Self-Management Competency
Communication Competency
 Ability to effectively transfer and exchange information
  that leads to understanding between yourself and others
 Informal Communication
    Used to build social networks and good
     interpersonal relations
 Formal Communication
    Used to announce major events/decisions/
     activities and keep individuals up to date
 Negotiation
    Used to settle disputes, obtain resources,
     and exercise influence
   The overall ability to use all the modes of
   transmitting, understanding, and receiving
   ideas, thoughts, and feelings—verbal,
   listening, nonverbal, written, electronic,
    and the like—for accurately transferring
    and exchanging information and emotions
   Conveying information, ideas and emotions to
    others
    Providing constructive feedback to others
    Engaging in active listening
    Using and interpreting nonverbal
    communication
    Engaging in verbal communication effectively
    Engaging in written communication effectively
    Using a variety of computer-based information
   resources
To be communicative competent
        you need skills within the following areas:

Grammatical competence
   the ability to use the rules of the language to understand and produce the
    language correctly
Discourse competence
   the ability to understand and produce coherent texts (written and oral)
    within various genres
Pragmatic competence
   the ability to understand and produce utterances that are suitable for the
    context in which they are uttered
Strategic competence
   the ability to efficiently use the skills available to you to get your message
    across
Fluency :Interrelation between the elements of communicative
   competence
   written and oral communication proficiencies
   sender and receiver
   speaking, listening, writing, and reading
   all communication is unique
   authentic communication is demanding in terms
    of collaboration, and it’s unpredictable
   we communicate and understand communi-
    cation based on the context in which it takes
    place / in which we find ourselves
 Deciding what tasks need to be done, determining
  how they can be done, allocating resources to enable
  them to be done, and then monitoring progress to
  ensure that they are done
 Information gathering, analysis, and problem solving
  from employees and customers
 Planning and organizing projects with agreed
  upon completion dates
 Time management
 Budgeting and financial management
 Accomplishing tasks through small groups of
  people who are collectively responsible and
  whose job requires coordination
 Designing teams properly involves         having
  people participate in setting goals

 Creating a supportive team environment gets
  people committed to the team’s goals

 Managing team dynamics involves settling
  conflicts, sharing team success, and assign tasks
  that use team members’ strengths
Strategic Action Competency

 Understanding the overall mission and values of
  the organization and ensuring that employees’
  actions match with them

 Understanding how departments or divisions of
  the organization are interrelated

 Taking key strategic actions to position the firm
  for success, especially in relation to concern of
  stakeholders

 Leapfrogging competitors
Competing Effectively

Strategy
   Ideas, plans, and support that firms employ to
    compete successfully against their rivals
Competitive Advantage
   Allows a firm to gain an
    edge over rivals when
    competing
Six Ingredients of Strategy
              Vision

 Value                    Planning &
Creation                 Administration

            Strategy
 Global
Awareness                Stakeholders

            Leveraging
            Technology
Multicultural Competency
 Understanding, appreciating and responding to
  diverse political, cultural, and economic issues
  across and within nations

 Cultural knowledge and understanding of the
  events in at least a few other cultures

 Cultural openness and sensitivity to how others
  think, act, and feel

 Respectful of social etiquette variations

 Accepting of language differences
Across cultures competency
   The overall ability to recognize and
    embrace similarities and differences
    among nations and cultures and then
    approach key organizational and strategic
   issues with an open and curious mind.
Foundation abilities of cultures
             competency
   Understanding, appreciating unique cultural
   Characteristics of different cultures.
    Appreciating influence of work-related values
    Understanding and motivating employees with
   different values and attitudes
    Communicating in the local language
    Effectively working with those from foreign
   countries
    Utilizing a global mindset
Self-Management Competency

 Developing yourself and taking responsibility

 Integrity and ethical conduct

 Personal drive and resilience

 Balancing work and life issues

 Self-awareness and personal development
  activities
Personal Drive & Resilience
   Seeks responsibility and is willing to
    innovate and take risks
   Ambitious and motivated to achieve
    objectives but does not put personal
    ambition ahead of organisational goals
   Works hard to get things done
   Shows perseverance in the face of
    obstacles and bounces back from failure
Balancing Work & Life Issue
   Strikes a reasonable balance between
    work and other life activities so that
    neither aspect is neglected

   Takes good care of self, mentally and
    physically and uses constructive outlets to
    vent frustration & reduce tension
Self-Awareness & Development
   Has clear personal and career goals and knows
    values, feelings and areas of strengths and
    weaknesses
   Uses strengths to advantage while seeking to
    improve or compensate for weaknesses
   Accepts responsibility for continuous self-
    development and learning, and develops plans
    and seeks opportunities for personal long term
    growth
   Analyses and learns from work and life
    experiences.



   Willing to continually unlearn and relearn
    as changed situations call for new skills
    and perspectives
Ethics and value Competency

   The overall ability to incorporate
    values and principles that distinguish
    right from wrong in making decisions
    and choosing behaviors.
Foundation abilities in the ethics
             competency
   Identifying and describing ethical
    principles
    Assessing the importance of ethical issues
    Applying laws, regulations, and rules in
   making decisions and taking action
    Demonstrating dignity and respect for
    others
    Being honest and open in communication
Ethical decision making
   Act Responsibly
   Consider our Ethical Principles
   Trust your judgment
   I dentify Impact on Stakeholders
   Obey the Rules
   Notify Appropriate Persons
TATA Steel:
The Tata Group has always sought to be a
 value-driven organisation. These values
 continue to direct the Group's growth and
 businesses. The five core Tata values
 underpinning the way we do business are:

   Integrity
   Understanding
   Excellence
   Unity

SAIL (Steel Authority of
          India):


 Tobe a respected world Class
 Corporation and the leader in
 Indian steel business in
 quality, productivity, profitability
 and customer satisfaction
Maruti Udyog:
We believe our core values drive us in every
 endeavor:

   Customer obsession;
   fast,
   flexible and first mover;
   innovation & creativity;
   networking & partnership;
   openness & learning.
WIPRO:
The Spirit of Wipro is the core of Wipro… the
 Spirit is rooted in current reality, but it also
  represents what Wipro aspires to be – thus
  making it future active.
  The Spirit is an indivisible synthesis of all
  three statements.

 Manifesting intensity to win,
 Acting with sensitivity and being

 unyielding on integrity all the time.

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Self management

  • 1. Management: A Competency Based Approach
  • 2. Managing in a Dynamic Environment
  • 3. Introductory Concepts: What Are Managerial Competencies?  Competency – a combination of knowledge, skills, behaviors, and attitudes that contribute to personal effectiveness  Managerial Competencies – sets of knowledge, skill, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations
  • 4. Why are Managerial Competencies Important?  You need to use your strengths to do your best  You need to know your weaknesses  You need developmental experiences at work to become successful leaders and address your weakness  You probably like to be challenged with new learning opportunities  Organizations do not want to waste human resources  Globalization deregulation, restructuring, and new competitors add to the complexity of running a business
  • 5. A Model of Managerial Competencies Communication Competency Planning and Teamwork Administration Competency Competency Global Strategic Awareness Action Competency Self-Management Competency Competency
  • 6. A Model of Managerial Competencies (adapted from Figure 1.1) Communication Competency Planning and Teamwork Administration Competency Managerial Competency Effectiveness Global Strategic Awareness Action Competency Self-Management Competency Competency
  • 8. Six Core Managerial Competencies: What It Takes to Be a Great Manager  Communication Competency  Planning and Administration Competency  Teamwork Competency  Strategic Action Competency  Multicultural Competency  Self-Management Competency
  • 9. Communication Competency  Ability to effectively transfer and exchange information that leads to understanding between yourself and others  Informal Communication  Used to build social networks and good interpersonal relations  Formal Communication  Used to announce major events/decisions/ activities and keep individuals up to date  Negotiation  Used to settle disputes, obtain resources, and exercise influence
  • 10. The overall ability to use all the modes of  transmitting, understanding, and receiving  ideas, thoughts, and feelings—verbal,  listening, nonverbal, written, electronic, and the like—for accurately transferring and exchanging information and emotions
  • 11. Conveying information, ideas and emotions to others  Providing constructive feedback to others  Engaging in active listening  Using and interpreting nonverbal communication  Engaging in verbal communication effectively  Engaging in written communication effectively  Using a variety of computer-based information  resources
  • 12. To be communicative competent you need skills within the following areas: Grammatical competence  the ability to use the rules of the language to understand and produce the language correctly Discourse competence  the ability to understand and produce coherent texts (written and oral) within various genres Pragmatic competence  the ability to understand and produce utterances that are suitable for the context in which they are uttered Strategic competence  the ability to efficiently use the skills available to you to get your message across Fluency :Interrelation between the elements of communicative competence
  • 13. written and oral communication proficiencies  sender and receiver  speaking, listening, writing, and reading  all communication is unique  authentic communication is demanding in terms of collaboration, and it’s unpredictable  we communicate and understand communi- cation based on the context in which it takes place / in which we find ourselves
  • 14.  Deciding what tasks need to be done, determining how they can be done, allocating resources to enable them to be done, and then monitoring progress to ensure that they are done  Information gathering, analysis, and problem solving from employees and customers  Planning and organizing projects with agreed upon completion dates  Time management  Budgeting and financial management
  • 15.  Accomplishing tasks through small groups of people who are collectively responsible and whose job requires coordination  Designing teams properly involves having people participate in setting goals  Creating a supportive team environment gets people committed to the team’s goals  Managing team dynamics involves settling conflicts, sharing team success, and assign tasks that use team members’ strengths
  • 16. Strategic Action Competency  Understanding the overall mission and values of the organization and ensuring that employees’ actions match with them  Understanding how departments or divisions of the organization are interrelated  Taking key strategic actions to position the firm for success, especially in relation to concern of stakeholders  Leapfrogging competitors
  • 17. Competing Effectively Strategy  Ideas, plans, and support that firms employ to compete successfully against their rivals Competitive Advantage  Allows a firm to gain an edge over rivals when competing
  • 18. Six Ingredients of Strategy Vision Value Planning & Creation Administration Strategy Global Awareness Stakeholders Leveraging Technology
  • 19. Multicultural Competency  Understanding, appreciating and responding to diverse political, cultural, and economic issues across and within nations  Cultural knowledge and understanding of the events in at least a few other cultures  Cultural openness and sensitivity to how others think, act, and feel  Respectful of social etiquette variations  Accepting of language differences
  • 20. Across cultures competency  The overall ability to recognize and embrace similarities and differences among nations and cultures and then approach key organizational and strategic  issues with an open and curious mind.
  • 21. Foundation abilities of cultures competency  Understanding, appreciating unique cultural  Characteristics of different cultures.  Appreciating influence of work-related values  Understanding and motivating employees with  different values and attitudes  Communicating in the local language  Effectively working with those from foreign  countries  Utilizing a global mindset
  • 22. Self-Management Competency  Developing yourself and taking responsibility  Integrity and ethical conduct  Personal drive and resilience  Balancing work and life issues  Self-awareness and personal development activities
  • 23. Personal Drive & Resilience  Seeks responsibility and is willing to innovate and take risks  Ambitious and motivated to achieve objectives but does not put personal ambition ahead of organisational goals  Works hard to get things done  Shows perseverance in the face of obstacles and bounces back from failure
  • 24. Balancing Work & Life Issue  Strikes a reasonable balance between work and other life activities so that neither aspect is neglected  Takes good care of self, mentally and physically and uses constructive outlets to vent frustration & reduce tension
  • 25. Self-Awareness & Development  Has clear personal and career goals and knows values, feelings and areas of strengths and weaknesses  Uses strengths to advantage while seeking to improve or compensate for weaknesses  Accepts responsibility for continuous self- development and learning, and develops plans and seeks opportunities for personal long term growth
  • 26. Analyses and learns from work and life experiences.  Willing to continually unlearn and relearn as changed situations call for new skills and perspectives
  • 27. Ethics and value Competency  The overall ability to incorporate values and principles that distinguish right from wrong in making decisions and choosing behaviors.
  • 28. Foundation abilities in the ethics competency  Identifying and describing ethical principles  Assessing the importance of ethical issues  Applying laws, regulations, and rules in  making decisions and taking action  Demonstrating dignity and respect for others  Being honest and open in communication
  • 29. Ethical decision making  Act Responsibly  Consider our Ethical Principles  Trust your judgment  I dentify Impact on Stakeholders  Obey the Rules  Notify Appropriate Persons
  • 30. TATA Steel: The Tata Group has always sought to be a value-driven organisation. These values continue to direct the Group's growth and businesses. The five core Tata values underpinning the way we do business are:  Integrity  Understanding  Excellence  Unity 
  • 31. SAIL (Steel Authority of India):  Tobe a respected world Class Corporation and the leader in Indian steel business in quality, productivity, profitability and customer satisfaction
  • 32. Maruti Udyog: We believe our core values drive us in every endeavor:  Customer obsession;  fast,  flexible and first mover;  innovation & creativity;  networking & partnership;  openness & learning.
  • 33. WIPRO: The Spirit of Wipro is the core of Wipro… the Spirit is rooted in current reality, but it also represents what Wipro aspires to be – thus making it future active. The Spirit is an indivisible synthesis of all three statements.  Manifesting intensity to win,  Acting with sensitivity and being unyielding on integrity all the time.