This study examined the multicultural counseling competence among new residence life professionals by using the Multicultural Counseling Knowledge and Awareness Scale (MCKAS: Ponterotto, Gretchen, Utsey, Riger, & Austin, 2002) and a demographic questionnaire created by the researcher. Results included statistically significant positive relationships between participants’ completion of multicultural counseling graduate coursework and multicultural knowledge, quantity of field experiences and multicultural knowledge, and race and multicultural awareness. A negative relationship was discovered between the frequency of travel experiences outside country of birth and multicultural knowledge. Implications of these findings for field of Student Affairs and suggestions for future research are discussed.

The main purpose of this study is to develop indices of the core competence for undergraduates in Taiwan and to explore the status quo of Taiwanese undergraduates¡¦ basic competence. Questionnaire survey was conducted in this research and based on The Indices of Undergraduates¡¦ Core Competence Scale. The scales in the study consist of 6 subscales of Basic & Professional Abilities, Creativity & Problem-solving Capability, Interpersonal Communication Skill, Moral & Civic Literacy, International Visions and Self-directed Learning to explore the important competence and literacy and the possessed competence and literacy. There were totally 642 subjects of three groups, including 113 superintendents, 116 professors, and 413 undergraduates. Data were analyzed through descriptive statistics, one-way ANOVA, one-way MANOVA, and Rasch analysis. The results indicated: (a) each subscale of each scale had reasonable Cronbach £\ ranging from .77 to .97 and the overall model fit statistics indicated that model fitted the observed data; (b) all subjects considered that undergraduates¡¦ competence was above average on the dimensions of the important competence and the possessed competence, except that the professor group considered that undergraduates¡¦ competence did not achieve average level on Creativity & Problem-solving Capability, International Visions, and Self-directed Learning of Possessed Competence and Literacy; (c) there were significant differences in different classes of superintendents, different genders and different grades of the undergraduates on Important Competence and Literacy for Undergraduates; (d) the items of important and not possessed considered by superintendents and professors were ¡§problem-solving skills,¡¨ ¡§wide visions,¡¨ ¡§foreign language skills,¡¨ ¡§setting learning goals and strategies,¡¨ ¡§evaluating learning achievements,¡¨ ¡§critical thinking skills,¡¨ ¡§managing learning environment,¡¨ and ¡§keen perception,¡¨ and the items of important and not possessed considered by undergraduates were ¡§foreign language skills,¡¨ ¡§making use of learning resource,¡¨ ¡§professional erudition,¡¨ ¡§capacity of logic analysis,¡¨ ¡§reflecting the effects of learning.¡¨ Suggestions were proposed as reference for college education policies, general courses, and future studies.

The purpose of this study was to examine the preschool teachers' view of their competence in art and art creation, as well as the competence they consider that a preschool teacher should have and how competence can develop. In this study, we define competence as something you own in the practice of preschool education and that preschool teachers can meet the challenges that the profession requires. Competence is about being able to carry out an action in practice, and in this study, the expression summarizes what a person can in the field of art and art creation. Our study addresses the following questions; how do preschool teachers perceive their competence in art and art creation? What do the preschool teachers think they need in competence in art and art creation? What role do preschool teachers play in promoting their own and children's competence development in art and art creation? Four preschool teachers and a teacher for elementary school's older years who worked in preschool since her education was interviewed with a qualitative interviewing method from a sociocultural perspective. The results show that the competencies that preschoolers apprehend is competence that includes material knowledge, the ability to link activities with curriculum and theories, and to make it a fun-filled activity for the children. In order to develop their competence, the result shows that they use continuous education and collegial learning and in interaction with children.

The main aim of this thesis is to illuminate how researchers might provide support to the improvement of educators' competence, in a school development context. The thesis also sheds light on conditions and obstacles for such development. The theoretical approach derives inspiration from several lines of thought but above all from action theory and theories on adult learning and development. The approach of the thesis can be characterized as “contextual-constructivist” or “social constructivist”. Four different forms of collaboration between researchers and educators are studied and compared. The methods used were interviews, questionnaires and document study. The similarities between the different types of collaboration are striking. The educators’ competence for action and development seems to have increased in all types of collaboration, for example towards increased communicative and meta-cognitive competence. This, however, cannot be attributed solely to the researchers; rather it seems to be a result of the whole interplay with the environment that was initiated by the collaboration. One group of educators also turned out to act as bridge-builders between the researchers and their own colleagues. Further, the educators have had access to various tangible tools, which have appeared to be useful not only in developmental work but also in the everyday work. Finally, the utility aspect of school research is discussed, as well as the double, sometimes triple, helix of learning and developmental processes that educators may share as a result of the collaboration with researchers.

Önskvärda ledarskapskompetenser är ett väl utforskat område, dock finns det relativt lite forskning som berör ämnet inom industrin i Sverige. Syftet med denna studie var därför att få en ökad förståelse för vad medarbetare som är verkande i en global industriorganisation upplever som viktiga kompetenser för ett optimalt ledarskap. Studien bygger på empiri från nio kvalitativa semistrukturerade intervjuer med anställda från den globala industriorganisationen. Resultatet visar att chefer som besitter både generisk- och yrkeskompetens visar sig tillsammans uppnå det mest optimala ledarskapet. Slutsatsen som dras är att medarbetarna upplever en kombination av generisk- och yrkeskompetens som mest gynnsamt och att de ej går att styrka att den ena kompetensen är viktigare än den andra. Ytterligare en annan slutsats som denna studie kan bidra med är en ny synvinkel till teorin gällande uppdelningen mellan generisk- och yrkeskompetens. Empirin i studien har visat en sammanslagning av både generisk- och yrkeskompetens och menar att om dessa särskiljs helt åt kan det uppvisa en missvisande bild av kompetenserna. / Desirable leadership skills are a well-explored area, however, there is relatively little research on the subject within industry in Sweden. The purpose of this study was therefore to gain an increased understanding of what employees who are working in a global industrial organization experience as important competencies for optimal leadership. The study is based on empirical evidence from nine qualitative semi-structured interviews with employees from the global industrial organization. The result shows that managers who possess both generic and professional competence together achieve the most optimal leadership. The conclusion that is drawn is that the employees experience a combination of generic and professional competence as the most favorable and that they cannot prove that one competenceis more important than the other. Another conclusion that this study can contribute is a new point of view to the theory regarding the division between generic and professional competence. The experience in the study has shown an amalgamation of both generic and professional competences and believes that if these are separated completely, it can present a misleading picture of the competences.

Made available in DSpace on 2016-08-02T21:42:18Z (GMT). No. of bitstreams: 1 Marco Antonio.pdf: 640660 bytes, checksum: d2aa4bcaa1d6f4d8a892cf3c2e5dc616 (MD5) Previous issue date: 2011-08-18 / Many organizations face the challenge of assuring their survival in fiercely competitive markets, consequently, the development of individual management competencies starts to be valued. The manager is in evidence before this scenario, performing relevant roles in the strategic process and in the organizational development. The mapping of management competences is part of an important search in the field of people management due to the fact that the diagnostics can t be transferred, automatically, from one organizational environment to another one. This dissertation had as its goal to develop a tool that maps the management competences and use this mapping in an editorial company. As part of this study five managers were interviewed in the same hierarchical level. The creation of this mapping contained descriptive analysis of auto and hetero perception as well as the difference between the two evaluation modalities. It is important to highlight that the study objective was able to be concluded, because the application of this tool allowed to identify aspects that need investments in management capacitation actions. It should be noted that this work is able to contribute with an initial base of knowledge for the reflection about the enterprise s strategic alignment according to expected behaviors correlated to each one of the twelve management competences identified during this study, as well as supporting new analysis and maps, creating also opportunities to an adequate implantation of training actions, with the intention of minimizing the risks of lack of the strategic alignment according to the responsibilities to be pursued by the managers in order to improve the result of the searched company. / Muitas organizações enfrentam o desafio de assegurar a sobrevivência em mercados acirradamente competitivos e o desenvolvimento de competências individuais gerenciais passa a ser valorizado. O gerente está em evidência diante desse cenário, desempenhando papéis relevantes nos processos estratégicos e de desenvolvimento organizacional. O mapeamento de competências gerenciais constitui uma linha de pesquisa importante no campo da gestão de pessoas pelo fato dos diagnósticos não poderem ser transferidos automaticamente de um ambiente organizacional para outro. Este trabalho teve como objetivo desenvolver uma ferramenta para mapear as competências gerenciais e realizar o mapeamento em uma empresa do ramo editorial. Tomaram parte do estudo cinco gerentes do mesmo nível hierárquico. A realização do mapeamento conteve análises descritivas de auto e heteropercepção, bem como as diferenças entre as duas modalidades de avaliação. Destaca-se que o objetivo do estudo pôde ser concretizado, pois a aplicação da referida ferramenta permitiu identificar aspectos que necessitam investimentos em ações de capacitação gerencial. Cabe salientar que este trabalho pode contribuir com uma base inicial de conhecimento para a reflexão sobre o alinhamento estratégico da organização de acordo com comportamentos esperados correlacionados com cada uma das 12 competências gerenciais identificadas durante o estudo, bem como suportar novas análises e mapeamentos, oportunizando também a implantação adequada de ações de capacitação, com o objetivo de minimizar os riscos da falta de alinhamento estratégico de acordo com as responsabilidades a serem perseguidas pelos gerentes com a pretensão de melhorar os resultados da empresa pesquisada.

Idag är det vanligt på större IT-företag att konstellationen i de agila teamen ändras i och med projektens kompetensbehov. Förutom de egna anställda, hyrs ofta konsulter in med spetskompetens inom olika områden. För att effektivisera projektplanering, kompetensutveckling och för att hitta kompetenser i andra team på företaget, behövdes ett verktyg för att hantera kompetenserna på företaget. Denna rapport bygger på ett uppdrag förmedlat av Transportstyrelsen. Transportstyrelsens IT-enhet växer och ett stort antal konsulter är ständigt på plats. Uppdraget gick ut på att ta fram en prototyp till en webbaserad plattform för att hantera de olika teamens kompetenser. Projektet resulterade i en webbapplikation med ett användargränssnitt byggt i Angular med data lagrad i en code first-baserad SQL-server. Kommunikationen mellan Angular och SQL-servern görs över ett Web-Api. / Today, it is common for large IT companies that the constellation of the agile teams changes based on the projects skills requirements. In addition to their own employees, consultants are often hired with excellence in different areas. In order to streamline project planning, skills development and finding skills in other teams in the company, a tool was required to manage the skills in the company.   This report is based on a mission conveyed by the Swedish transport Agency. The Transport Agency's IT unit is growing and a large number of consultants are constantly present. The mission was to produce a prototype of a web-based platform to handle teams various skills.   The project resulted in a web application with a user interface built in Angular with data stored in a code first-based SQL server. Communication between Angular and the SQL Server is done over a Web Api.

Syftet med studien är att undersöka linjechefers upplevelser av kompetensutveckling i sin yrkesroll. Studien utfördes på en stor global organisation i ett av huvudkontoren i centrala Stockholm. Det empiriska materialet samlades in genom kvalitativa semistrukturerade intervjuer där en tematisk analys tillämpades som analysmetod. Ur resultatet framkom att organisationen tillhandahåller goda möjligheter till kompetensutveckling men att kompetensutvecklingsaktiviteter försummas på grund av tidsbrist. Samtliga linjechefer upplevde att kompetensutveckling snarare sker kontinuerligt i det dagliga arbetet genom arbetsplatslärande. Resultatet visade vidare att ett fåtal linjechefer upplevde icke-formella kompetensutvecklingsaktiviteter som betydelsefulla, där samtliga däremot ansåg digitala utbildningar som minst betydelsefulla. Linjechefernas upplevelser sattes i relation till isbergsmodellen som illustrerar synliga, delvis dolda och dolda aspekter av kompetensutveckling. Det behov av kompetensutveckling som linjecheferna fann i sin roll är att klassrumsutbildningar borde riktas mot deras specifika arbetsområden, men även vara bättre anpassade för organisationens arbetssätt. I rollen som linjechef upplevdes även ett behov av stöd från närmaste chef genom tätare återkoppling. Vidare diskuterades om kompetensutveckling ansågs vara individens eller organisationens ansvar. Slutligen redogjordes det för betydelsen av linjechefernas upplevelser som trädde fram ur det dolda och huruvida kompetensutvecklingen fyller linjechefernas behov i yrkesrollen. / The purpose of the study is to examine line managers’ experiences of competence development in their professional role, within a large global organization in one of the head offices in central Stockholm. The empirical material was collected through qualitative semi-structured interviews where a thematic analysis was used as the method of analysis. The result showed that the organization provides good opportunities for competence development, but that competence development activities are neglected due to lack of time. All line managers’ described competence development as continuous in daily work through workplace learning. The result further showed that a few line managers’ perceive non-formal competence development activities as significant, on the other hand all considered digital education as the least important. The line managers' experiences were understood through the iceberg model that illustrates visible, partially hidden and hidden aspects of competence development. The need for competence development line managers’ perceived in their professional role is that classroom training should be customized to their specific work areas and also better adapted to the organization's working methods. In addition, the line manager’s also perceived a need for support from their immediate manager through closer feedback. Furthermore, it was discussed whether competence development is considered to be the responsibility of the individual or the organization. Finally, the significance of the line managers' experiences that emerged from the hidden and whether the competence development fulfils the needs of the line managers’ in the professional role is explained.

Bakgrund: För att företag ska överleva på lång sikt är det nödvändigt att de är lönsamma. Ett sätt för företag att utvecklas är genom att inkorporera kärnkompetens som strategi iföretaget och flertalet tidigare studier har bekräftat att kärnkompetens har en positiv påverkanpå lönsamhet. Inom revisionsbranschen är kompetens den viktigaste resursen och kan därmedvara en faktor som påverkar revisionsbyråernas lönsamhet. Denna studie fokuserar på densvenska arbetsmarknaden eftersom det existerar hög konkurrens om kompetens i Sverige ochav diverse skäl är olämpligt att undersöka flera länder samtidigt. Syfte: Syftet med denna studie var att kartlägga kompetensers vidare effekt pårevisionsbyråerna genom att ta reda på hur sambandet mellan lönsamhet och kärnkompetensser ut samt undersöka möjliga anledningar för sambandet. Teori: Inom den teoretiska referensramen definieras begreppen företagsprestation,kompetens och kärnkompetens samt de tillämpade teorierna, agentteorin och resursbaseradteori, presenteras. Begreppen och agentteorin leder fram till hypoteser. Metod: Undersökningen tillämpar två statistiska analyser, multipel linjär regression (MLR)och Spearmans rangkorrelation (SRK). MLR användes för att se hur sambandet ser ut ochSRK för att undersöka och förklara sambandet. Slutsats: Resultatet visar att 5 av 17 kompetenser har ett signifikant samband medlönsamhet, varav tre positiva och två negativa. Kompetensutveckling och hur viktiga de anseskunde förklara sambandet för vissa kompetenser och andra inte. Resultatet kan gerevisionsbyråerna en förståelse för hur de ska ta strategiska val kring byråns kärnkompetensoch vilka som behöver större fokus. / Background: It is necessary for a firm to be profitable if the firm wants to survive longterm. One way to grow is to incorporate core competence as a business strategy and previousstudies have confirmed that core competence has a positive effect on profitability. Within theauditing industry competence is the most important resource and can therefore be a factor thatinfluences the firm’s profits. This study examines the Swedish industry since competence ishighly sought after in the Swedish auditing job market, and for several reasons it is unsuitableto study more than one country at the same time. Purpose: The purpose of this study is to understand what effect competence has on auditingfirms by looking at the relationship between profitability and core competence and explainpossible reasons for the relationship. Theoretical perspective: In the theoretical perspective the terms firm performance,competence, core competence are defined and the applied theories, agency theory andresource based theory, are presented. The terms and agency theory lead to formulation ofhypotheses. Method: The research applied two statistical analyses, multiple regression and Spearman’srank correlation. The multiple regressions showed the relationship and Spearman’s rankcorrelation was used for possible explanations for the relationship. Conclusion: The result shows that 5 out of 17 competencies have a significant relationshipwith profitability, whereof three of them are positive and two are negative. Competencedevelopment and importance can explain some of the competences’ relationship to profitsand others not. The results can give firms the knowledge about competencies and enablethem to make strategic decisions about the firm’s core competence and which ones that needmore focus.

Tidigare forskning har studerat vilken kompetens om HR-personal behöver via diverse synsätt och vi vill undersöka detta djupare. Vi tolkar att det inte finns tillräckligt med forskning kring vad HR-personal själva anser att kompetens är. Syftet med denna studie har varit att öka förståelsen för synen på kompetens och vilken kompetens som behövs, i detta fall för arbetande inom HR. Detta har skett via en kvalitativ intervjustudie med HR-generalister eller motsvarande från åtta olika organisationer i såväl privat som offentlig sektor. Resultatet har visat att kompetens hos HR är ett brett och inkluderar bland annat kunskap, färdigheter, social kompetens samt kognitiv kompetens. / Previous research has studied the competence that HR needs through various approaches and we want to investigate this deeper. We interpret that there isn't enough research about what HR-staff themselves consider competence is. The purpose of this study has been to increase the understanding of the view of competence and what competence is needed, in this case for workers in HR. This has been done through a qualitative interview study with HR generalists or equivalent from eight different organizations in both the private and public sectors. The results have shown that competence in HR is broad and includes, among other things, knowledge, skills, social competence and cognitive competence.