Problem – Studying the relation of the two aspects of Managerial and Entrepreneurial competencies on the individual level. Combining theoretically the competencies of managers with the competencies of entrepreneurs into the concept of entrepreneurial competencies needed by managers in their work.   Purpose – We test which of the competencies of entrepreneurs are and can be utilized by professionally employed managers, by answering our three research questions:             1. How do the researchers in the academic literature discuss and compare the managerial and entrepreneurial competencies – which are these competencies and when are they needed?             2. What are the insights from the JIBS Students, and business consultants and developers as to whether entrepreneurs require and possess certain distinguishing competencies – which are these competencies and when are they needed?             3. How does the analysis from the triangulation finalize the concept of entrepreneurial competencies needed by managers in their work?   Theoretical Framework – We build from the literature our two proposed theoretical models with 13 groups of competencies, giving an answer to our first research question: Model 1: Core managerial competencies needed for routine tasks vs. additional competencies needed for non-routine/strategic tasks Model 2: Core entrepreneurial competencies needed already from the venture’s starting stage vs. the additional competencies more necessary for running the established company.   The models are subsequently compared, and the preliminary concept of entrepreneurial competencies needed by managers in their work derived from them.   Methodology – The thesis utilizes in parallel both qualitative and quantitative data collection and analysis techniques. In answering our second research question, we used 1) a questionnaire to collect quantitative data for the population in interest, and 2) semi-structured interviews to collect qualitative data. The interview and questionnaire findings were then analyzed together. Therefore, in answering our third research question, we adopted a triangulation approach.   Empirical Findings and Conclusions – The interviews and questionnaire findings confirm that overall the respondents perceive entrepreneurs to possess all the 13 groups of competencies. The findings are almost completely in line with our proposed distribution of the 13 competency groups within Model 2. The combined analysis shows that both the interviewees and questionnaire respondents do support the concept of entrepreneurial competencies needed by managers in their work. Thus, it was concluded that our initially created concept was validated by the primary research. The concept ultimately includes the following nine groups of competencies: Proactiveness, Change, Risk Taking, Seeing Opportunities, Soft, Networking, Decision Making, Creativity, and Innovativeness.     Implications and Future Research – Several groups of potentially interested actors could benefit in various ways from certain aspects of our concept – students, managers, entrepreneurs (current and aspiring). Moreover, the academics can also use the concept for future research in other contexts, in order to enrich the concept and make it even more beneficial for all these interested actors.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The employability of graduates has been a global point of concern. Within a South African context, this issue is proliferated not only by a reported gap between employers’ expectations and those of students, but also by an exponential rise in graduate unemployment. Examining undergraduates’ perspectives regarding competencies necessary to enhance their employability as well as their efficacy beliefs regarding their perceived competence in certain competencies, is one means of gaining insights and working towards narrowing between student and industry expectations and perceptions. The primary objective of this study was to examine Industrial Psychology (IPS) undergraduate students’ perceptions of critical competencies needed for employability, their efficacy beliefs regarding their level of perceived competence in these competencies and to determine the discrepancies between these viewpoints based on certain demographic variables. This research sought to gain an understanding of IPS undergraduates’ perspectives, a perspective that previous literature has not yet addressed. Quantitative data was obtained from 151 IPS undergraduate students during the course of their respective lectures, by means of a questionnaire instrument, which comprised of two sections. The first section sought to elicit demographical information and the second section consisted of questions related to their perceptions of the importance of certain competencies, as well as their self-perceived competence in relation to these. Descriptive analyses demonstrated that IPS undergraduates regarded all of the twenty-four listed competencies as quite important for employability, some being rated as critically important and others of lesser importance by comparison. Additionally, in terms of their efficacy beliefs in their competence in these competencies, the sampled undergraduates felt they possessed a slightly above average level of competence overall, indicating a fair amount of self-efficacy. Furthermore, inferential statistical analyses were conducted to investigate the respective perceptions based on gender, age, work experience and year level of study. These results indicated several statistically significant findings between the various categories. It was evident that gender, age, work experience and year level of study played a role in the perceptions by the sampled group of IPS undergraduates, in respect to a few of the competencies highlighted. In conclusion, these perceptions may be able to add to the body of knowledge and aid in the development of IPS undergraduates from an academic and professional point of view.

With the advent of democracy, South African business leaders are confronted with numerous challenges like globalisation, cultural diversity, Black economic empowerment, transformation etc; that require innovative thinking, re-engineered approaches and improved competencies. This study focused on the leadership competencies required of South African business leaders within the financial services industry to deal effectively with these challenges and explored how the developmental needs of business leaders should be addressed. Contrary to initial predictions, transactional leadership was still prevalent within the industry and both White and Black executives continued to advocate and practice these competencies. However, corporate and individual strategies have been re-defined to incorporate transformational leadership competencies. This has required executives to modify their operating styles and leadership behaviours. With regard to servant leadership, legislation has required business leaders to focus on their interaction with employees, economic welfare and to increase social contribution. However the overall conclusion is that while banks are becoming “caring organisations” the primary focus will still be on shareholders. This business model is unlikely to change under the present capitalist and market driven economic systems. The application of African leadership competencies was a contradiction in practice. White executives were of the impression that their organisations had adopted African leadership competencies, but Black business leaders were more sceptical about its adoption. The core reason was that White executives did not necessarily fully understand these values, while Black executives were not represented in sufficient numbers to implement these values in practice. Leaders are further required to concentrate on their EQ maturity, as this will empower them to become more self-conscious, learn from experience and interpret the behaviour of others. The study concluded that for business leaders to be successful in the longer term they would need to display, advocate and practice the competencies of charisma, intellectual stimulation, inspiration and transformation, in conjunction with an appreciation of cultural diversity and Ubuntu. The most fundamental variable that proved successful for leaders was that they exhibited time for their people.

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WHAT IS THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND ADMINISTRATIVE ADVANCEMENT IN AN URBAN SCHOOL DIVISION? By Elizabeth Roberson, Ph.D. A Dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy at Virginia Commonwealth University. Virginia Commonwealth University, 2009 Director: Henry T. Clark, Ph.D. Associate Dean of the School of Education The purpose of this research was to study the relationship between emotional intelligence and administrative advancement in one urban school division; however, data acquired in the course of the study may have revealed areas that could be further developed in future studies to increase the efficacy of principals and, perhaps, to inform the selection and training process for prospective administrators. This phenomenon, then, might increase aspirants’ opportunities for advancement and augment the pool of potential leadership candidates as well. The open-minded administrator realizes that extremely well honed interpersonal skills are critical in order to inspire and emotionally move others to work towards a shared vision. Without a high degree of emotional intelligence, such a collaborative climate may not easily be created. Attuned to the feelings of others, leaders rich in EQ can help their peers to achieve at high levels and work comfortably in a cooperative way. The self-report version of the Emotional and Social Competence Inventory (ESCI) was administered electronically to principals and assistant principals in one urban school division. In turn, each principal or assistant principal was asked to provide an email address for four other individuals capable of assessing their interpersonal skills via the 360 degree version of the ESCI. Data were collected using the statistical package, SPSS, and analyzed using a variety of statistical analyses. Variables included level of emotional intelligence, age, gender, ethnicity, and level of school (elementary, middle or high), number of times an individual applied for an administrative position, the length of time it took to be appointed to such a position, and the number of administrative positions held. This was a non-experimental, quantitative comparative/descriptive study.

With the advent of democracy, South African business leaders are confronted with numerous challenges like globalisation, cultural diversity, Black economic empowerment, transformation etc; that require innovative thinking, re-engineered approaches and improved competencies. This study focused on the leadership competencies required of South African business leaders within the financial services industry to deal effectively with these challenges and explored how the developmental needs of business leaders should be addressed. Contrary to initial predictions, transactional leadership was still prevalent within the industry and both White and Black executives continued to advocate and practice these competencies. However, corporate and individual strategies have been re-defined to incorporate transformational leadership competencies. This has required executives to modify their operating styles and leadership behaviours. With regard to servant leadership, legislation has required business leaders to focus on their interaction with employees, economic welfare and to increase social contribution. However the overall conclusion is that while banks are becoming “caring organisations” the primary focus will still be on shareholders. This business model is unlikely to change under the present capitalist and market driven economic systems. The application of African leadership competencies was a contradiction in practice. White executives were of the impression that their organisations had adopted African leadership competencies, but Black business leaders were more sceptical about its adoption. The core reason was that White executives did not necessarily fully understand these values, while Black executives were not represented in sufficient numbers to implement these values in practice. Leaders are further required to concentrate on their EQ maturity, as this will empower them to become more self-conscious, learn from experience and interpret the behaviour of others. The study concluded that for business leaders to be successful in the longer term they would need to display, advocate and practice the competencies of charisma, intellectual stimulation, inspiration and transformation, in conjunction with an appreciation of cultural diversity and Ubuntu. The most fundamental variable that proved successful for leaders was that they exhibited time for their people.

Abstract Title: Competencies required by female leaders in University libraries- The library of the University of Gävle Level: Second cycle, Final assignment for Master Degree in Business Administration Author: Yuanyuan Yang and Jun Wang Supervisor: Maria Fregidou-Malama and Pär Vilhelmson Date: 2013 - June Purpose: This study focus on female leadership in University library. We aim to investigate which competencies are required by female leader in Swedish University libraries. Method: This is a single case study. Data were collected from Gävle University through questionnaire with all the staffs of the library and face-to-face interview with the chief librarian and three librarians. Quantitative data were analyzed with Microsoft Excel. Result & Conclusion: Male and female should possess the same competencies. There is not any competency required only by female. However, female are considered have advantage in interpersonal effectiveness. Suggestions for further study: This research was done in a small size library; it could be interesting to investigate in this research in bigger size library. Besides, it could be also interesting to extend this research to other countries which has different culture with Sweden, to investigate how gender issue affects female chief librarian development. Keyword: gender, leadership, librarian, female, competencies

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 142-153).

The effectiveness of the design and construction team in meeting clients’ requirements entirely depends on the competency proficiency of the design and construction teams. This research presents a model of the important competencies required by the design and construction teams in order to provide a competent service as seen by the client. A review of related literature followed by interviews by selected practitioners yielded 29 architectural competencies, 31 civil engineering competencies, 32 construction management competencies, 31 project management competencies, and 33 quantity surveying competencies that were presented in a structured questionnaire. The questionnaire was completed by 52 developers from a census of developers and municipality managers in South Africa. Respondents were asked to rank or rate: the level of importance of each competency for a career in that specific discipline; how evident that competency is in the specific discipline in South Africa; the level of importance of the performance parameters to clients, and the extent to which the various disciplines realise client satisfaction relative to the various performance parameters. The techniques of re-scaling, principal component analysis, content analysis, ranking and quadrant analysis were applied to the data. Results showed a high degree of consistency among respondents in all disciplines, regardless of the demographic differences in the importance of the competencies. A factor solution was obtained for every discipline using principal component analysis on the important competencies of each discipline. The various factor solutions were in turn used to formulate a simplified model. The model shows that the factors are interdependent and interacting. The model indicates that primary competencies for each profession are supported by mostly secondary competencies. These factors v are in turn influenced by the inter-relationships between the practitioners, continued professional development/ research and universities, which are then in turn, influenced the governing bodies. The local and global environment then ultimately influences the governing bodies. An Importance-Evidence quadrant analysis was undertaken in order to integrate the rankings of the current importance levels and current proficiency levels for each discipline’s competencies, which helped to identify areas in which education and training is immediately needed. Respondents ranked all nine performance parameters above average which indicates that there are more than the traditional performance parameters of cost, quality, and time involved in satisfying clients. The research concluded that vital feedback from clients regarding the competencies required by the respective professionals in the design and construction team was obtained.