13,094
edits
Changes
From Nordan Symposia
Jump to navigationJump to search
mLine 1:
Line 1: − + Line 9:
Line 9: − + Line 17:
Line 17: − +
Text replacement - "http://" to "https://"
[[File:lighterstill.jpg]][[File:Intercultural_competence,_foundation.jpg|right|frame]]
[[File:lighterstill.jpg]][[File:Intercultural_competence,_foundation.jpg|right|frame]]
*[http://en.wikipedia.org/wiki/17th_century 1605]
*[https://en.wikipedia.org/wiki/17th_century 1605]
==Definitions==
==Definitions==
*1: a sufficiency of means for the [[necessities]] and conveniences of [[life]] <provided his [[family]] with a comfortable competence — Rex Ingamells>
*1: a sufficiency of means for the [[necessities]] and conveniences of [[life]] <provided his [[family]] with a comfortable competence — Rex Ingamells>
*3: the [[knowledge]] that enables a person to speak and [[understand]] a [[language]]
*3: the [[knowledge]] that enables a person to speak and [[understand]] a [[language]]
==Description==
==Description==
'''Competence''' (or ''competency'') is the [[ability]] of an individual to do a job properly. A competency is a set of defined [[behaviors]] that provide a structured [[guide]] enabling the identification, [[evaluation]] and development of the behaviors in individual employees. The term "competence" first appeared in an article authored by R.W. White in 1959 as a concept for [[performance]] [[motivation]]. Later, in 1970, Craig C. Lundberg defined the concept in "Planning the Executive Development Program". The term gained traction when in 1973, [http://en.wikipedia.org/wiki/David_McClelland David McClelland, Ph.D.] wrote a seminal paper entitled, "Testing for Competence Rather Than for [[Intelligence]]". It has since been popularized by one-time fellow McBer & Company (Currently the "Hay Group") colleague [http://en.wikipedia.org/wiki/Richard_Boyatzis Richard Boyatzis] and many others, such as T.F. Gilbert (1978) who used the concept in [[relationship]] to performance improvement. Its use varies widely, which leads to considerable misunderstanding.
'''Competence''' (or ''competency'') is the [[ability]] of an individual to do a job properly. A competency is a set of defined [[behaviors]] that provide a structured [[guide]] enabling the identification, [[evaluation]] and development of the behaviors in individual employees. The term "competence" first appeared in an article authored by R.W. White in 1959 as a concept for [[performance]] [[motivation]]. Later, in 1970, Craig C. Lundberg defined the concept in "Planning the Executive Development Program". The term gained traction when in 1973, [https://en.wikipedia.org/wiki/David_McClelland David McClelland, Ph.D.] wrote a seminal paper entitled, "Testing for Competence Rather Than for [[Intelligence]]". It has since been popularized by one-time fellow McBer & Company (Currently the "Hay Group") colleague [https://en.wikipedia.org/wiki/Richard_Boyatzis Richard Boyatzis] and many others, such as T.F. Gilbert (1978) who used the concept in [[relationship]] to performance improvement. Its use varies widely, which leads to considerable misunderstanding.
Some [[scholars]] see "competence" as a combination of [[knowledge]], [[skills]] and [[behavior]] used to improve performance; or as the state or [[quality]] of being adequately or well qualified, having the ability to [[perform]] a specific [[role]]. For instance, management competency might include systems thinking and [[emotional intelligence]], and skills in [[influence]] and [[negotiation]].
Some [[scholars]] see "competence" as a combination of [[knowledge]], [[skills]] and [[behavior]] used to improve performance; or as the state or [[quality]] of being adequately or well qualified, having the ability to [[perform]] a specific [[role]]. For instance, management competency might include systems thinking and [[emotional intelligence]], and skills in [[influence]] and [[negotiation]].
Competency is sometimes thought of as being shown in [[action]] in a situation and [[context]] that might be different the next time a person has to act. In [[emergencies]], competent people may react to a situation following [[behaviors]] they have previously found to succeed. To be competent a person would need to be able to [[interpret]] the situation in the context and to have a [[repertoire]] of possible actions to take and have [[trained]] in the possible actions in the repertoire, if this is [[relevant]]. Regardless of training, competency would [[grow]] through [[experience]] and the extent of an individual to learn and [[adapt]].
Competency is sometimes thought of as being shown in [[action]] in a situation and [[context]] that might be different the next time a person has to act. In [[emergencies]], competent people may react to a situation following [[behaviors]] they have previously found to succeed. To be competent a person would need to be able to [[interpret]] the situation in the context and to have a [[repertoire]] of possible actions to take and have [[trained]] in the possible actions in the repertoire, if this is [[relevant]]. Regardless of training, competency would [[grow]] through [[experience]] and the extent of an individual to learn and [[adapt]].
Competency has different [[meanings]], and continues to remain one of the most [[diffuse]] terms in the management development sector, and the [[organizational]] and occupational literature.[http://en.wikipedia.org/wiki/Competence_%28human_resources%29]
Competency has different [[meanings]], and continues to remain one of the most [[diffuse]] terms in the management development sector, and the [[organizational]] and occupational literature.[https://en.wikipedia.org/wiki/Competence_%28human_resources%29]
[[Category: Education]]
[[Category: Education]]
[[Category: Psychology]]
[[Category: Psychology]]
