Managerial Competencies Research Articles

Building capacity to lead: Development implementation and evaluation of a leadership and management education program for nurse leader-managers

Background/Objective: Nurses in leadership and managerial roles require ongoing opportunities to develop their leadership knowledge and skills. Effective nursing leadership contributes to team functioning and healthy work environments, as well as improved outcomes for staff and patients. This paper reports on the development, implementation and evaluation of a Leadership and Management for Nurses Program (LMNP) in Ontario, Canada. The program was designed for novice nurse leader-managers to enhance knowledge and skills necessary to promote competence, confidence, and effectiveness in these roles.Methods: A program evaluation framework was developed to evaluate the LMNP including the degree to which the program supported participants in achieving their leadership goals and the impact of the program on participant leadership and confidence. Upon completion of the program all participants were invited to respond to an electronic evaluation survey exploring both program processes and outcomes. Descriptive statistics were used to analyze survey data.Results: Fifty-four participants responded to the survey. Results suggest that the program length and content were appropriate, contributing to the achievement of leadership learning goals and the development of leadership and managerial skills and knowledge, increased confidence and overall preparedness to lead.Conclusions: Novice nurse leader-managers require support to develop and maintain leadership and managerial competencies, underscoring the importance of providing leadership development opportunities through programs such as the LMNP. Healthcare organizations should consider how best to support ongoing nurse leader-manager development through leadership training and mentorship programs.

Testing the CASEL Model: Exploring Relationship between Social Emotional Competencies and Academic Performance of Distance Learners

Social emotional competencies (SEL) enable an individual to understand thoughts, ideas, and feelings. These are also important for students’ emotional, mental, and social well-being to achieve academic goals (Fitzgerald, Shipman, Pauletic, Ellesworth, & Dymnicki, 2022). In this study we investigated whether social and emotional variables correlate with academic performance of students through CASEL model. Survey was conducted (N=150 female and 70 male) distance learners. For measuring the levels of social emotional competence, the Social Emotional Competence Questionnaire (SECQ) was used which was based on CASEL model given by (Zhou & Ee, 2012). This scale contained five sub-constructs: “self-awareness competence, social awareness competence, self-management competence, relationship management competence, and responsible decision-making competence”. For measuring academic achievement of students their result was taken. Results showed that academic achievement of distance learners is significantly correlated with social emotional abilities such self-awareness, social awareness, self-management, relationship management, and responsible decision-making. Social-emotional competencies (SEC) in distance learning should be the future focus of research for the reasons that they are the key competencies for academic success. Such learners can improve their ability to deal with educational challenges in remote settings if they acquire SEC, such as self- awareness, social awareness, relationship management, self-management, and responsible decision-making competence can enhance learners’ ability to manage academic challenges in remote settings. Integration of SEC development should be the priority for institutions in distance education programs and facilitating a learning support culture. The areas for further studies could be constituted in effective interventions to strengthen SEC for the positive academic outcomes of distance learners.

School-Based Management: A Literature Review of Its Implementation and Impact on School Organizational Effectiveness

The purpose of this study is to describe the general patterns underlying the success of school-based management (SBM) implementation, as well as to identify the main challenges that often arise in its implementation. Thus, this study can provide an important contribution in understanding the dynamics of SBM and its implications for efforts to improve the quality of school management and the effectiveness of educational organizations at the local level. This study presents a systematic review of school-based management literature through the collection, documentation, examination, and analysis of research publications. The results of the study show that SBM can improve the effectiveness of school organizations through decentralization of decision making, increased community participation, and increased accountability. However, the success of SBM is greatly influenced by contextual factors, such as resource support, principal managerial competence, and stakeholder involvement. While SBM is able to improve the quality of school management and organizational culture, its impact on student learning outcomes has not been consistent. In addition, the increasing bureaucratic burden and declining teacher morale are challenges that require attention in the implementation of SBM.

More Money and Less Diversity: What is the Ideal Workplace According to the Gen-Z Perception?

In the evolving employment landscape, organizations are compelled to confront the formidable challenge of managing a multigenerational workforce. Generation Z—also referred to as Gen-Z, iGen, or the post-millennial cohort—are embarking on their initial career endeavors and are anticipated to significantly transform the work sphere in the forthcoming years. To tailor the prospective work milieu to the traits, necessities, and expectations of these youths, comprehending their conception of an optimal workplace is imperative. Concurrently, to efficaciously navigate talent management, it is paramount for organizational leaders to gain a nuanced comprehension of the factors influencing young individuals' decisions to depart from their jobs. This manuscript offers preliminary insights from a research endeavor conducted to discern Gen-Z's perspectives regarding the job market. A digital survey was disseminated in the summer of 2023 among Gen-Z individuals, garnering 461 responses. The investigative outcomes afford a distinctive opportunity to enhance our grasp of the anticipations and vocational ambitions harbored by this nascent workforce. In addition to a pronounced preference for substantial remuneration, commensurate benefits, and superior, adaptable working conditions, data indicates that Gen-Z places considerable value on the prospect of professional growth. We deduce that if employers accentuate their commitment to employee development and progression, they will more readily captivate this demographic's allegiance. Given the findings and Gen-Z's heightened propensity for intrinsic motivation relative to preceding generations, it is incumbent upon business executives to cultivate managerial competencies conducive to bolstering the young workforce's sense of purpose. These revelations provide a propitious foundation for extended inquiry into the future of employment, particularly concerning the assimilation of "digital natives" therein.

Synergy Analysis of Pedagogical Competence and Managerial Competence in Fish Preservation Industry Management Training in Maluku Province

This study aims to obtain and analyze data regarding: 1) The effect of pedagogical competence on learning outcomes of fish preservation industry management training in Maluku Province. 2) The effect of managerial competence on learning outcomes of fish preservation industry management training in Maluku Province. 3) The effect of a synergy of pedagogical competence and managerial competence in the process of industrial management training for fish preservation in Maluku Province. With a population of 40 people and a sample of 15 employees. The instrument used to collect data in this study is a questionnaire. This study uses multiple regression analysis. The data were then subjected to descriptive analysis, classical assumption testing, and hypothesis testing. The results showed that: 1) There is an influence of pedagogical competence on learning outcomes of fish preservation industry management training in Maluku Province, meaning H1 is accepted. 2) There is an influence of managerial competence on learning outcomes of fish preservation industry management training in Maluku Province, meaning H2 is accepted. 3) There is an influence of the synergy of pedagogical competence and managerial competence in the process of fish preservation industry management training in Maluku Province, meaning H3 is accepted. Keywords: pedagogical competence, managerial competence, training. Keywords: pedagogical competence, managerial competence, training

Capturing Competence: The Design, Evaluation, and Implementation of a Video‐Based Instrument for Assessing Verbal Aggression Management Competence

ABSTRACTComplex competences, such as managing students' aggressive behaviour, are challenging to develop during teacher training. Recently, video‐based simulations have been considered promising, yet suitable assessment instruments are limitedly available. This paper reports on the design and evaluation of a video‐based assessment tool tailored to measure preservice teachers' verbal aggression management competence (V‐AMC) development. Design considerations for video‐based activities served as a framework, resulting in an assessment instrument consisting of video vignettes mirroring classroom situations concerning verbal aggressive behaviour, questions prompting situation‐specific skills development, and a coding scheme to analyse preservice teachers' answers. Furthermore, this paper discusses the results of the instrument's implementation on preservice teachers' (n = 182) V‐AMC. Findings support the appropriateness of the instrument in assessing V‐AMC levels and mapping the impact of a simulation‐based intervention. The data partially confirm the intervention's contribution to V‐AMC development. Implications for future interventions targeting competence development are discussed.

Managerial competencies and knowledge management among the Affiliated Hospital of Chifeng University

Managerial competencies and knowledge management among the Affiliated Hospital of Chifeng University

What drives the overall technical efficiency of farm businesses in the Wheatbelt of Western Australia? Analysis of persistent and transient efficiencies in the presence of firm effects

AbstractThis study enhances our comprehension of the performance of farm businesses in Western Australia by estimating persistent and transient technical efficiency measures in the presence of firm‐level effects. The analysis is based on a balanced panel data set of 54 farm businesses from the years 2002 to 2011. We employ Kumbhakar et al.'s (2014, Journal of Productivity Analysis, 41, 321) model to estimate persistent efficiency and firm effects separately, as well as Kumbhakar's and Heshmati's (1995, American Journal of Agricultural Economics, 77, 660) model where these two factors are confounded. Furthermore, we investigate the factors that influence transient and persistent technical efficiency. Our findings reveal that failing to differentiate between persistent technical efficiency and firm effects underestimates the estimates of persistent and overall technical efficiency. This underestimation may result in misguided policy recommendations for improving the technical performance of farm businesses. We also find that persistent efficiency dominates overall technical efficiency. The significant determinants of persistent overall technical efficiency include the regional rainfall zone where a farm business is located, the managerial competency of the farm operator denoted by their age and off‐farm activities. Off‐farm income plays a crucial role in determining transient technical efficiency.

Leadership effectiveness, managerial competencies and knowledge management among the Affiliated Hospital of Chifeng University

Leadership effectiveness, managerial competencies and knowledge management among the Affiliated Hospital of Chifeng University

Solid waste management in Ugandan developing cities: Material flow analysis and sustainable practices for reducing the global warming potential.

The introduction of appropriate solid waste management (SWM) strategies can foster the mitigation of waste open dumping and burning in low-income developing cities. In this work, the SWM system in Gulu (Uganda) has been studied, and a material flow analysis, also of informal flows of waste, has been carried out. Moreover, the effectiveness of the SWM system of St. Mary's Lacor Hospital in Gulu was evaluated. Waste has been characterized and a material flow analysis allowed to highlight the difference with the current situation in the remaining part of Gulu. The sustainable practices already implemented in the hospital compound were studied to be replicated in Gulu to mitigate SWM impact in terms of global warming potential. Inadequate financial resources pose a hurdle for Gulu municipality in managing municipal solid waste (MSW) effectively. The SWM system of the hospital demonstrated both financial and managerial competence, paving the way to promote waste recycling actions acting as a hub for fostering sustainable and health-conscious valourization technologies, while discouraging waste open burning and dumping. This study estimated that the total CO2-eq emissions from open dumping and open burning avoided in 2030-2050, if Gulu would appropriately dispose of MSW by 2030, are equal to about 17,000 metric tonnes per year (t year-1). This work suggests appropriate strategies to mitigate waste open burning in low-middle income countries. The results can be helpful for waste management planners and practitioners providing important information for the use of appropriate technologies in low-middle income developing cities.

Organizational Factors Driving the Realization of Digital Health Transformation Benefits from Health Service Managers: A Qualitative Study.

Healthcare is experiencing a global period of profound transformation, and digital health shows the promise of dispensing innovative and contemporary service models. However, changes are required to improve the capabilities of health managers in driving successful digital transformation. This paper aims to explore the organizational barriers that health service managers have encountered when realizing the benefits of a digitally transforming environment. This is part of a larger research study exploring digital competencies for health service managers, with the findings from focus group discussions providing a baseline from which to address the organizational improvements and changes in system capabilities required to assist in realizing the benefits of digital health transformation. The study is qualitative in nature. It employs focus group discussions to gain an in-depth understanding of the experiences and views of health service managers and identify the benefits and barriers that managers have experienced in introducing digital health in their workplace. Barriers encountered in realizing digital health benefits in the workplace were evidenced across five major themes: (1) change resistance and usage, (2) trust and uniformity, (3) resourcing and procurement, (4) digital literacy, and (5) siloed systems. Findings from this study demonstrate that in driving the realization of digital health transformation benefits, health service managers need organizational and system-wide efforts to support managing in the digital health context. The key identified barriers experienced by health service managers include facing human and technical challenges with system adoption and the governance of data-driven decision-making in the digital context. The importance of digital transformation in healthcare is evident and will increasingly become a necessity for organizational survival and success. This study adds important insights into the organizational barriers that health service managers have encountered when realizing the benefits resulting from digital transformation. Addressing these barriers requires macro-, meso- and micro-level system investments. These benefits are enhanced by enabling factors critical for digital health adoption that have been described in key categories involving health system related: (1) policy and system, (2) organizational structure and processes, and human resource management, and (3) people factors. The importance of ensuring the organizational factors driving the realization of benefits in a digitally transforming environment is also addressed and capitalized upon for health service managers.

Acceleration of Green Transitions on the Base of Port Organizational Ecosystem’s Resilience Enhancement: A Socio-Technological Approach

Seaports are pivotal nodes in global trade, under increasing pressure to expedite green transitions while navigating the complexities of modern economic and environmental challenges. This research investigates the intricate relationship between the resilience of port organizational ecosystems and the successful implementation of green transitions. Employing a combination of focus group interviews and participatory observation, the study explores the primary obstacles, particularly the insufficiency of managerial capacity, which hampers the integration of technological innovations. Challenges identified include outdated infrastructure, cybersecurity vulnerabilities, and the imperative for sustained investment in new technologies, along with the need to promote a culture of sustainability. Experts highlight the crucial role of managerial competencies and continuous learning in overcoming these barriers. Furthermore, the research underscores the importance of fostering strong partnerships among stakeholders, including government bodies, industry associations, and environmental organizations. The findings offer valuable insights for policymakers, port managers, and other stakeholders seeking to navigate the challenges for ensuring a sustainable future for the maritime sport organizational ecosystems and maritime industry.

Employer Fraud and Toxic Leadership and Collusion with PMC Operations: Implications for a Dual Metro Project in UP, India

This research is concentrated on the opinions of a PMC/Engineer staff of a dual metro construction project in UP, India, in relation to project fraud and underpinned by toxic leadership of the Employer. The research study employed a qualitative/interpretive methodology focused on grounded theory to extract meaning associated with the views and practices regarding the Employer and PMC Core Group collusion to negatively affect the project performance and management competence. The research scope was PMC/Engineer staff as part of the joint venture, contracted by the Employer, to oversee the project management and construction. The targeted population was made up of eleven (11) respondents, from a Project Management JV (PMC), located across a dual metro construction project having similar experiences of toxic leadership and fraud. The research outcomes comprised of four (4) main-themes - Employer, PMC Core Group, PMC, and ED; with Fourteen sub-themes (14) – illustrated by 276 discussion targets.The research outcome has raised important issues of project Employer derived fraud, where toxic leadership was used to deflect from the fraudulent activities underpinned by a PMC Core Group, acting as sycophantic fraud “enablers”. These included harassment, creation of fear, arrogation of contract, and a sense of impunity of the Employer MD/DWI and the PMC Core Group. The lack of risk management and project governance, attributed to significant procedural failures of the project stakeholders, including the European donor, has raised clear evidence of ongoing and associated fraud.

Do Demographic Characteristics and Managerial Competency Influence Business Performance nn The Creative Industry at West Sumatera?

Penelitian ini bertujuan untuk menganalisis pengaruh karakteristik biografis dan kompetensi manajerial terhadap kinerja industri kreatif Sumatera Barat. Sampel berjumlah 263 manajer usaha industri kreatif Sumatera Barat. Teknik pengambilan sampel menggunakan proportionate stratified random sampling, dimana sampel yang diperoleh dialokasikan secara proporsional di 6 Kabupaten antara lain: Padang Pariaman, Pesisir Selatan, Agam, Tanah Datar and Sawah Lunto Sijunjung. Metode penelitian adalah survei dan teknik pengumpulan data menggunakan kuesioner. Teknik analisis data Structural Equation Model (SEM) dan PLS. Hasil penelitian menunjukkan bahwa karakteristik biografis tidak berpengaruh signifikan terhadap kinerja, kompetensi manajerial berpengaruh positif dan signifikan terhadap kinerja pada industri kreatif Sumatera Barat.

Educational management in personnel training of hydrometeorological services: world experience

Introduction. The relevance of the presented study is determined by the fact that the acceleration of climate change on the planet has a significant impact on almost all spheres of economic and social life of mankind, which imposes new requirements both on the information provided by hydrometeorological services and on the personnel of managers and specialists providing it.Purpose setting. The purpose of the presented studies is to summarize the world experience in the development of promising requirements for the skills and competence of managers and specialists of national meteorological services in the interests of forming a system of requirements for staffing and training of managers and specialists of hydrometeorological services of the Roshydromet system.Methodology and methods of the study. The methodological base of the research consists of well-known scientific works devoted to the promising requirements for the skills and competencies of managers and specialists of the hydrometeorological service. Results. The novelty of the obtained results lies in the fact that, based on the generalization of world experience in the development of promising requirements for the skills and competence of managers and specialists of national hydrometeorological services, it was found that when forming personnel management strategies, on the one hand, requirements are put forward for a wide range of competencies of personnel who own both traditional technologies and innovative technologies for processing and interpreting information based on IT. On the other hand, hydrometeorological services impose increased demands on themselves, which is manifested in strategic aspirations to form a holistic motivation system for their employees, covering all levels of human needs, according to substantive theories of motivation – from economic competitiveness to opportunities for training, development and self-expression.Conclusion. The practical significance of the obtained results lies in the possibility of using world experience in developing promising requirements for the skills and competence of managers and specialists of national meteorological services when forming strategies for personnel management of hydrometeorological structures of the Roshydromet system.

Managerial Competency and Social Competency of School Principals in Improving the Quality of Education in Vocational Schools

Successful education in achieving school goals requires the competence of the school principal. Principal competency is the ability possessed by the principal in terms of planning, organizing, developing and supervising educational institutions to be able to utilize existing resources to achieve quality learning and quality education..The aim of this research is to find outmanagerial competence and social competence of school principals in improving the quality of education at State Vocational Schools in Banda Aceh City. This research uses quantitative methods. Questionnaires, interviews, and observation are all used as data collection methods. Both qualitative and quantitative descriptive analysis are the methods of data analysis that are employed. The R-squared test, which shows that the management competency variable has an R-squared value of 0.893, indicating that 89% of the variation in this variable can be explained by the model research, makes it a powerful model. Based on research findings, it was found that managerial and social competencies have an influence on improving the quality of education in schools. In the meantime, the social competency variable is regarded as moderate because its R-squared value of 0.655 indicates that the model accounts for 65% of the variation.

Applying a Theory of Change for Human Resources Development in Public Health Supply Chains in Rwanda.

The health supply chain (SC) system in Rwanda experienced a number of workforce-related challenges, including insufficient skilled supply chain management (SCM) professionals with the necessary competencies. The Human Resources for Supply Chain Management (HR4SCM) Theory of Change (TOC) provides a methodology to assess human resources (HR) management systems by explaining the preconditions required to achieve optimized workforce performance. We applied this model to design interventions to strengthen the Rwanda health SC workforce. We compared conditions in the health SC HR system in Rwanda with the 60 outcomes described as necessary for optimized workforce performance in the HR4SCM TOC model. We used a survey and participatory workshop at the central level, followed by structured interviews (N=35) with SC professionals in health centers, hospitals, and regional warehouses (N=20) in Southern Province and Kigali City to identify which outcomes already existed in the Rwandan HR system and which outcomes required strengthening through targeted interventions. We used focus groups (N=2) to refine interventions. We identified that 31 of the 60 outcomes were not sufficiently in place in the Rwandan health SC HR system. SCM workers had gaps in the technical and managerial competencies and did not have access to adequate training and professional development opportunities for certain required competencies. An SCM career path did not exist, and education was not available for all required SCM qualifications. Fourteen of these outcomes were prioritized for strengthening. We designed 20 workforce interventions with the Ministry of Health to address these deficiencies and selected indicators to monitor the interventions. Applying this HR TOC model enabled a systematic process to identify gaps, develop and prioritize interventions, and select indicators. Practitioners designing and evaluating SC workforce interventions should consider applying this methodology to design more effective, theory-driven interventions to improve SC workforce performance.

The Role of Managerial Competencies in Higher Education: Navigating Current Transformational Trends

Objective: This study investigates the managerial competencies required in the field of higher education in response to contemporary transformational trends. The main goal is to explore how these competencies are shaped by the ongoing digital transformation, strategic management approaches, and the shift towards entrepreneurial university models. Theoretical Framework: The research draws on key concepts related to digital leadership, human capital development, and Agile management. Theories of educational management and models of intellectual capital are employed to frame the investigation and provide a comprehensive understanding of the changing dynamics in higher education. Method: A qualitative and mixed-methods approach was utilized, incorporating data from reports, surveys, and contemporary studies on digital competencies, hybrid learning, and leadership in educational institutions. The study includes both theoretical analysis and empirical data collection through case studies and expert assessments. Results and Discussion: The findings reveal that digitalization and the transition to blended learning environments are driving the need for new managerial skills. These skills include digital leadership, strategic decision-making, and the ability to balance traditional and online educational models. The discussion highlights the importance of flexible management approaches, such as Agile, in addressing these emerging challenges. Research Implications: The study provides practical and theoretical insights into how higher education institutions can adapt their leadership strategies to meet the demands of digitalization. These findings have implications for educational policy, institutional governance, and the development of leadership training programs. Originality/Value: This research contributes to the growing body of literature on higher education management by offering a fresh perspective on the evolving competencies required in today’s digital age. The value lies in its focus on the intersection of digital transformation and managerial competencies, offering practical solutions for enhancing leadership in higher education.

Analysis of Knowledge Management and Instructor Competence on Training Satisfaction with Industrial Relations as Moderation Variables at LP3I Sidoarjo

The purpose of this study is to ascertain how knowledge management and instructor competency at LP3I Sidoarjo affect training satisfaction with industrial relations as a moderating variable. 94 respondents—representatives of the 2019 and 2020 Batch—who have completed a two-year professional education program were given questionnaires as part of a quantitative research project. SmartPLS was utilized for data processing, and disproportionate stratified random sampling was the sampling technique. The research's analysis's findings indicate that: 1) Knowledge management hasn't been able to directly raise training satisfaction. 2) Training satisfaction can be positively impacted by instructor competency. 3) Knowledge management and training satisfaction have not benefited from industrial relations. 4) Training satisfaction and instructor competency can both benefit from industrial relations.

MANAGING PERSONAL SELLING ACTIVITIES IN A MODERN ENTERPRISE

Proper management is necessary for the selling function to survive effectively and efficiently in the organizational structure of an enterprise. By managing sales, i.e. sales force, the enterprise strives to accomplish the ‘-proclaimed’ goals and strategy. Within organizational sales, personal selling activities are also subordinated to managerial competencies (managers, directors, etc.), which are hierarchically positioned and have formal responsibilities. This paper aims to explain the process of personal selling management in an enterprise under the influence of current market conditions and global trends. The paper points out that there have been significant changes in the attitude towards work, management method, applying sophisticated tools, designing planning and strategic tasks, using information, etc. Today, a sales manager must possess the skill of making the right quality decisions, manage staff in an efficient and convincing way, have a sense of communication, clear the way for creativity and successfully solve problems.