Throw away that leadership competency model

Leadership has become an essential component of medical professionalism; yet, China lacks leadership competency models grounded in physicians' clinical realities. This study aimed to develop a context-specific leadership competency model for Chinese oncologists, aligning international frameworks with local healthcare priorities. A three-round modified Delphi study was conducted between June and October 2024. The process began with a preliminary model comprising 6 domains and 30 competency items, derived from a scoping review and the National Health Service Medical Leadership Competency Framework. 40 oncology-related experts evaluated both the six proposed domains and the 30 competency items in round 1 using 9-point Likert scales and open-ended feedback. In round 2, experts screened the suggestions from round 1 through binary (yes/no) evaluations. The resulting refined list was subjected to a final rating in round 3, again using 9-point Likert scales to establish consensus. Quantitative data (mean scores, SD, percentage agreement) and thematic analysis of qualitative feedback were used to iteratively refine the model across rounds. Experts reached consensus on a final leadership competency model comprising 6 domains and 40 specific competencies. The highest-rated competencies included integrity, continuous personal development, healthcare quality management, learn and apply new technologies and ensur patient safety. New competencies, not present in the initial model, also emerged-such as clear expression, empathy, influence on the public, familiarity with end-of-life care, health economics evaluation and vision building-capturing the evolving expectations of oncologists as communicators, collaborators and system improvers in a rapidly changing healthcare environment. The resulting competency model reflects the multidimensional nature of oncologist leadership, encompassing professionalism, teamwork, service improvement and social responsibility. It offers a practical framework for leadership development and assessment in oncology and provides methodological guidance for building physician leadership competency models in other medical fields.

A model of hospitality leadership competency for frontline and director-level managers: Which competencies matter more?

This study employed a quantitative research approach, focusing on numerical responses to establish competencies for adaptive leadership in the Public Safety Officers Advanced Course (PSOAC). A survey questionnaire gathered substantial quantitative data, analyzed through Exploratory Factorial Analysis (EFA) and Confirmatory Factorial Analysis (CFA). The study identified four criteria for designing the leadership competence model: Persuasive Vision, People Development Management, Resiliency, and Reflective Practice. The CFA results confirmed the well-fitting model, supported by NFI (.908), IFI (.982), TLI (.970), and CFI (.981) indices above .900, with a RAMSEA value of .046. The adaptive leadership competency model aims to establish clear competencies for the PSOAC, with potential ease of acquisition if the Philippine Public Safety College administration supports its implementation. Recommending the inclusion of this model in a standardized Program of Instruction (POI) can empower Police Captains to respond effectively to 21st-century public safety and security challenges.

Traditional management development programs based on an educational model have not been effective at meeting organizational demands for improved performance results. In addition, many organizations find themselves saddled with outdated management and leadership development programs that need to be redesigned. However, the redesign process often appears too expensive and time-consuming to undertake, leaving organizations stuck with ineffective programs. This article reports on the complete redesign of a management development program for a 70,000+ employee public sector organization into a results-driven, competency-based training program. It presents a streamlined process that other organizations can implement as well as provides the competency model and instructional framework that can be adopted or adapted to other organizations.

ABSTRACT. This paper aims to present an analysis of employee competencies across different generations, placing emphasis on their attitudes towards the labour market and future perspective concerning work, as determining factors in creating competence models encompassing employee diversity management.A competence model is a set of competencies that stem from the company strategy and allows it to fulfil its goals in accordance with its values and an expected work style. It is one of the basic tools of human resource management, used in a wide variety of scenarios ranging from the recruitment of employees, shaping career paths, conducting training/development programmes and regular assessments, to designing motivational and pay schemes. The literature on the subject quotes many definitions of competencies, as well as examples of many contemporary competence models. Owing to their scope of interests, the authors decided to analyse selected competence models with regard to the manner in which are defined and the differences between employee-oriented and job-oriented models. The authors used G. Filipowicz's approach (who created a combined definition of competences embedded in a coherent model) to create a research tool used to scrutinize the skills and attitudes of individuals coming from three different generations. The research results allowed the authors to draw conclusions concerning the avenues of designing competence management models of diverse employees (i.e. in respect of age and knowledge) by creating a suitable work environment, including a pro-effective organizational culture and building employee commitment - which will make it possible to create a new work model, tailored to the needs of individual companies.Keywords: generations, generational diversity, companies, labour management.IntroductionCurrently, no one questions the fact that human capital is the most valuable asset of every organization. However, simply having a team of employees does not mean that a company is destined for success. The true asset is certain desired employee characteristics. In short, a company's potential is equal to the total competence potential of its workforce. Therefore, competence management becomes a key human resource management tool used by organizations operating in today's enormously competitive market (Sienkiewicz, Jawor- Joniewicz, Sajkiewicz, Trawinska-Konador, Podwojcic, 2013).The ultimate goal of management is to create a system in which an institution's employees cooperate in a way that minimizes the impact of their weaknesses, while making best use of their talents and strengths (Drucker, 1976). Thus, competence models can be used as signposts and guidelines when defining, refining and evaluating knowledge, skills and attitudes of any organization's professional workforce (Wyrozebski, 2009).The growing interest in practical application of human resource management systems, based on a model of competence, refers us to the meaning of the basic concepts of competence, including professional competence. Both business experience and research confirm that the decisive factor for the success of almost any organization are activities allowing for the use and development potential of employees. Therefore, there are becoming more diverse competency models in practice of companies' management. facilitate the implementation of systems of competency and help not only to plan, organize, but also to assess the work in this field.1. Competence models - the employee-oriented and job-oriented approachesThe competence model is an approach to management centred around employee competence, unlike classical management models which focused on the qualifications and/or characteristics and intelligence of individual employees. The qualifications-based model assumes that job positions should be assigned to candidates on the basis of their education. Many scientific theories were drawn up which claim that professional success is dependent on an individual's intelligence and personality traits. …

The purpose of this research is to critically examine the literature on global leadership competencies and behaviors, and present an integrative global leadership framework. For the literature review, we examined 14 global leadership competency models and 11 indigenous studies on effective leader and manager behaviors in various countries published between 1995 and 2016. We adopted Yukl’s effective leader behavior framework, which identified four meta-categories (i.e., task, change, relation, and external conditions) and 15 specific behaviors within each category (e.g., planning, scheduling, monitoring, and problem-solving for the task-orientation). By reviewing the competency models, we found five research themes: intercultural, interpersonal, global, change and vision, and personal traits and values, which included ethics and openness/flexibility. Finally, we proposed a conceptual framework based on our review which demonstrates core dimensions, competencies, and behaviors of effective global leaders.

The transition towards a socialist market-oriented economy has presented many challenges to both China and Vietnam. One of the key human resource challenges has been to develop business leadership skills in a flexible, timely and cost-effective manner. This paper focuses on the self-initiated approach to professional development that has been introduced by managers at a grassroot level to improve business leadership (referred to as self-development). Given the limited research on self-development in China and Vietnam, the intention of this paper is to enrich understanding of why managers in a complex and dynamic transitional environment undertake self-development activities. The findings of this study suggest that there is no ‘one-size-fits-all’ paradigm to understand self-development across contexts. First, the western model of leadership competencies at the different management levels do not necessarily fit the needs that managers are targeting in their self-development activities in China and Vietnam. Second, despite some similarities between China and Vietnam, the Chinese managers were more interested in technical leadership skills than the Vietnamese managers whose self-development foci were centred on improving their moral standards. Such differences highlight each country's stage of economic and social development while reinforcing the influence of contextual factors. It also suggests that self-development is best understood as a process within a specific context.

Leverage Firm Technological Competence via System Dynamics Modeling and Simulating Technique

Competency model is widely used in enterprises, and effective evaluation of leadership competency is the basis and prerequisite for their selection, training, performance management and personal development. Based on a systematic review of relevant literatures, this study proposed a leadership competency evaluation model based on fuzzy information, and designed a solution algorithm. Taking the leadership competency evaluation of A company as a case, this study carried out the identification of individual advantage characteristics of leadership competency, and performed its individual agent evaluation and democratic agent evaluation. The results show that the algorithm can effectively identify the advantage characteristics of leaders. It also helps to explore the inherent strength structure of leadership competency and provides technical methods for individual growth and improvement.

The efficiency of the aerial drop of firefighting agents (water and retardants) is extremely dependent on pilot skills in dealing with complex atmospheric conditions, mostly because on-board systems for computer-assisted drops have not yet been used operationally. Hence, numerical modelling tools can be of primary importance for the optimisation of firefighting operations and in the testing of new chemical products. The current work addresses the development of the operational Aerial Drop Model. This numerical tool allows a near real-time simulation of aerial drops with fixed-wing aircraft, while covering the fundamental stages of the process. It copes with a wide range of product viscosities, from water to highly thickened long-term retardants. The Aerial Drop Model simulates the continuous stripping of droplets from the liquid jet by the action of Rayleigh–Taylor and Kelvin–Helmholtz instabilities applying the linear stability theory. The subsequent secondary breakup and deformation of the formed droplets due to aerodynamic forces is based on experimental correlations defined in terms of the dimensionless Weber number. Droplet trajectories are computed by applying a Lagrangian approach, in which a dynamical drag module accounts for the effect of deformation. This operational tool provides an improved understanding of the behaviour and effectiveness of aerially delivered firefighting liquids.

In recent years, the majority of the world's population has been impacted by the COVID-19 pandemic, but owing to the invention of vaccinations, the epidemic has been brought under control. Most people are hesitant to share their experiences on official platforms after being vaccinated. As a result, information about vaccine-related adverse effects other than clinical trial results is challenging to identify. However, most people have shared their opinions about vaccines on social media since the COVID-19 immunization program began worldwide. This study aims to assess, using social media, the adverse effects of the COVID-19 vaccination as perceived by the general population. The authors of the previous studies did not categorize tweets on the COVID-19 vaccine adverse effects as personal experience, informative, or advice-seeking. The authors of this study aim to classify tweets in the manner described above to fill a research gap and increase public awareness of the COVID-19 vaccine's side effects. The Kaggle repository collected tweets pertaining to COVID-19 vaccinations for this investigation. The authors manually classified collected tweets into two categories: those connected to COVID-19 vaccinations' adverse effects and those unrelated to COVID-19 vaccines' adverse effects. Then, valid tweets were further classified into three categories: personal experience, informative, and seeking advice. The authors then used the data to train four ML models. There are also SVM, Logistic Regression, LSTM, and ANN. The LSTM algorithm generated the most outstanding results, with an accuracy of 97.64&. In addition, the researchers conclude that the SVM may not be suitable for planned research since it gave the lowest degree of accuracy, 80%.

In Australia and other countries, small private dams in agricultural catchments pose both disastrous individual and cumulative dam failure flood threats to downstream communities; threats that can be exacerbated by increased rainfall intensities caused by climate change. This paper addresses the need for a low cost, scientifically acceptable mechanism and policy guidance to help dam owners and governments better understand and manage these risks and assure community safety. To this end an innovative, cost-effective farm dam flood safety review/design tool is developed and tested in Australia, including hydrology-diverse Tasmania, to complement best practice dam safety assurance policy. The tool's development involved generating complex catchment data to represent hydrologically homogenous regions using best practice water engineering methods, to derive simple regionalised dam flood capability prediction relationships of acceptable accuracy. Results demonstrate the tool's successful development and potential transferability to different hydrological regions; how the relationships can be refined by future research and potentially made to account for climate change; and how the tool can be applied within a best practice dam safety assurance policy which includes additional farmer-friendly elements. The findings are potentially transferable to any region to assure communities that cumulative safety threats posed by rural catchment dams are minimised.

This study addresses the operational degradation of reinforced concrete structures of buildings and facilities where radioactive materials and waste are handled, if degradation is caused by the joint effect of ionizing radiation from materials (substances) handled and factors affecting the overall aging of concrete, reinforcement bars, and their combination. The research focuses on gamma radiation and its physical, chemical, and mechanical effects, triggering corrosion processes in reinforcement bars during the operation of reinforced concrete structures. Changes in the structural behavior of existing and newly built facilities, where radioactive materials and waste (with a focus on highly and moderately radioactive waste) are handled, must be predictable during the extended period of operation. Prognostication methods and assessment models must be accessible to various specialists, including design engineers. Available software packages and numerical analysis tools are used to devise these methods and models. This research project demonstrates the numerical modeling of electrochemical corrosion triggered by oxygen diffusion in concrete. The COMSOL Multiphysics software package was used to develop a model of a reinforced concrete wall segment. This model was used to analyze and prognosticate electrochemical processes in a structure during its future operation. Results of numerical modeling show that corrosion-triggered changes in the original diameter of reinforcement do not exceed tenths (11.2–12.4%) for the predicted service life of 100 years. Studies should be continued in this direction because such factors as radiolysis, carbonization, radiation heating, and changes in the aggregate can have an adverse effect on structures during their operation.

In the current entrepreneurial environment characterised by the dynamic development and changes, organizations have to promote the development of their employees in order to achieve a competitive advantage. Therefore, the personality of a manager who is a holder of specific knowledge, abilities, skills, traits, motives, attitudes and values becomes increasingly important as it is the main source for gaining a competitive advantage. Managerial competencies, i.e. the individual characteristic necessary to reach the required level of a manager’s performance, together with an efficient management thus become the key factor of success. The article focuses on the identification of managerial competencies in knowledge-based organizations in the Czech Republic. The first part of the article focuses on the theoretical approaches to managerial competencies, competency models and knowledge-based organizations. The second part of the article deals with the proposed methodology for the identification of managerial competencies. The final part summarizes the benefits and difficulties of applying the competency-based approach as a tool of the efficient management of organizations for the purpose of achieving a competitive advantage. The utilization of managerial competencies to achieve competitive advantage is important in all fields including the economics and management of agriculture and other similar fields.  

In recent years, wide and dynamic implementation of project management methodology and methods is seen in organizations of Ukraine, but management methods and tools that are successfully used in organizational environment are not always suitable for use in project management or need some modification. Many scientific studies show that proven by practice methods of personnel management of organization do not fully correspond with project specifics, therefore, it is relevant scientific and practical task to develop the ways of building an autonomous human resource management system for projects implemented in a particular organization, taking into account both the projects’ specifics and the specifics of organization’s personnel management system. The basis for building an effective system of human resource management is the competency-based approach, the basis of which is a model or matrix of competencies. A number of specific methods and tools have been developed within the framework of the competency-based approach to the project human resource management, however, analysis of their effectiveness is not given sufficient attention, which determined the choice of this article’s topic. The goal of the article is to study modern methods and tools for project human resource management within the framework of the competency-based approach and assessment of their effectiveness. The article presents the results of investigation of modern methods and tools for project human resource management in the framework of the competency-based approach. The modern methods and tools for estimating project competencies are analyzed, their features as well as main advantages and disadvantages are determined, and their comparison by the effectiveness criterion is presented in the article. It has been determined that one of the most effective methods for estimation the competencies of project team members for today is estimation in assessment centers. But, taking into account the high cost of this method and the specifics of organizing assessment sessions, it is advisable to consider an alternative combination of tools - assessment by the business environment and testing, which allows getting the most accurate assessment of competencies. This combination can be considered as a base one.