Managerial Competencies: An Analysis of Classifications in Empirical Studies

Abstract

This study presents a literature review on managerial competencies (MC) in order to identify the most mentioned classifications of MC in empirical studies (including schemes, models, categorizations, or even the mere identification of MC in a particular locus of research) from 2005 to 2015. Using bibliographic research and content analysis with a posteriori classification, 46 articles were investigated, along with their common and seminal references. It was concluded that the Quinn model was the most recurrent during the period studied as it appeared in 12 studies. Regarding the other 34 articles, the MC categories with a higher incidence were: result oriented (clients, processes, costs, market, products, projects, etc.); ability to work with people and teams (interpersonal relationship, cooperation, etc.); leadership, coordination, and motivation; ability to work in changing environments (innovation and situational adaptability capability); communication; planning; knowledge management; organization and control (resource allocation, mobilization, and monitoring); Attitudes and Values (ethics, initiative, commitment, etc.); and knowledge and technical skills in the field. Inquiries and criticisms were presented for the last two categories. Among several research recommendations, studies should identify the most relevant MC, even generic or transversal ones, in order to facilitate or allow the diagnosis of MC, providing further studies to concentrate on mapping specific competencies of the studied locus of research, as well as the replication of the study to verify the dynamic behavior of MC over time.

Transformation of Managerial Competencies within the Context of Global Challenges

“…Universal (standardized, basic) models of competencies have been published in scientific literature [5,[19][20][21][22][23][24]. Furthermore, a characteristic trend for models of organizational competencies is both the use by companies of only general competencies and the development of managerial competencies for managers of different levels or special competencies for employees of key departments.…”

Reflexividade do exame de suficiência frente ao estabelecido pelo currículo mundial ONU/UNCTAD/ISAR e a eixos de competências requeridas dos profissionais da área contábil

“…Entretanto KLANN, 2016;LEAL, 2016;BARRESE;BASTONI;NOGUEIRA, 2017;SILVA, 2018;FREITAS;ODELIUS, 2018) apontam divergências a partir da análise da aderência do Currículo Mundial (CM) pelas IES e o perfil de competências desejado dos egressos do curso de ciências contábeis. Embora se discuta que a certificação visa comprovar a obtenção de conhecimentos, habilidades e condutas esperadas dos profissionais, existem ainda lacunas para uma avaliação mais acurada sobre o quanto os conteúdos do exame estão refletidos nos conteúdos do currículo mundial e nos eixos de competências requeridas dos profissionais da área Contábil e que podem interessar ao órgão de certificação.…”

Competências profissionais do enfermeiro nas atividades hospitalares

“…It is advocated by followers of the integrative theory of competencies that leaders do not simply have attributes, they must be put into action so that the team or organization in which they operate can raise the level of performance required by the context. 2 Competence is characterized by encompassing knowledge, skills and experiences aimed at performing a function in the organization; Thus, the organization, in its growth, empowers people, and as they develop, they do the same with the organization. 3 Competence is defined as the capacity of the individual who, by inserting himself in the world of work, in the organizational context, mobilizes his abilities to meet the demands of the organization and contributes to the construction of organizational competences.…”