Mission of MIEU

1. MIEU works to build a strong national trade union movement capable of effectively
representing and promoting workers' interests, in the face of an ever-expanding global
economy -- a global economy that has yet to embrace, let alone recognise, adopt and enforce
workers' rights.

2. The MIEU affirms that only through trade unions and the practice of collective bargaining
the goals of attaining social security and constant progress for workers can be achieved. The
MIEU therefore fights for all workers in their desire for freedom of association, the right to
collective bargaining, the right to enter into collective agreements and the right to strike to
achieve their demands.

3. The MIEU also supports all its members, particularly in developing their works in their
efforts to achieve higher living standards and to promote democratic, economic and social
development.

4. The MIEU also fights for all other related nationally recognised labour standards, such as
the right to a reach minimum wage, livable wage, safe and healthy working conditions,
prohibitions against discrimination, and prohibitions against child labour or compulsory
forced labour.

5. The MIEU stands ready to make common cause with other independent, autonomous, and
democratic trade union organisations, notably the Malaysian Trade Union Congress in
pursuing national trade union objectives. It seeks to work with non-governmental
organisations which share a commitment to promote trade union and other human rights.

6. Specific MIEU activities which support these objectives include:

a) Supporting the organisational efforts of metalworkers everywhere, particularly in

developing countries and the existence of free trade unions are threatened.
 b) Actively voicing metalworkers' positions on potential international trade union,
political, social, and economic issues concerning metalworkers throughout the world.
Such participation includes appearances and submissions with respect to relevant
international forums such as the World Trade Organisation, Organisation for
Economic Co-operation and Development, International Trade Union
Confederations, etc.

c) Providing moral and practical support and leading in the development of creative and
innovative strategies to assist in economic, political and social conflicts.
A competency is a set of specific skills or abilities required to do a job. ... Job competencies give
employees a clear idea of what is expected of them in terms of their
performance. Competencies give them an understanding of what behaviours they should
cultivate at the workplace to be valued and rewarded.

Improve your competence in your workplace

14TH OCTOBER 2016 Simon Marshall

Whether you are an employer looking to ensure your organisation is in good health or an
employee looking to improve their working practices, salary or job, competencies are a vital part
of achieving these.

Being perceived as competent in what you do is one of the best ways to gain respect, achieve
promotion and attract new customers and clients.

Here are some steps to work through that will help to improve competence:
1. Observation
Observing those around you is a key step to improving what you do. If you have started a new
job or a new task, or are entering a new market as a company, observing what others do and how
they do it will help you.
2. Help
Asking for help is always a difficult but important element to gaining competence. Whether you
are starting a new role, embarking on a new task in your current job or exploring new avenues as
an organisation; gaining expertise from others who are experienced is a good way to gain
valuable insight. So, once you have observed, do not hesitate to ask questions to further your
knowledge and build on your own competence.
3. Familiarity
Ensure you are familiar with what you are doing. If its a task you perform regularly, note down
then memorise the steps – asking colleagues each time is not being competent. Be sure that you
have understood exactly what you are trying to achieve to minimise the need to go back to
others. Prepare your own notes and documentation and learn quickly.
4. Improvement
Once you are familiar with your work, you can go on to make improvements. This will make you
better and more competent. Be honest with yourself – where are your weaknesses, how can you
rectify them?
Soft skills are also a vital part of competency. What can you do to improve your attitude,
personality and character? How can you communicate better with colleagues, clients and
customers?

5. Flexible
Finally, make sure you are open minded and able to update your skills. Be optimistic about your
role or task. Be flexible to take on new ideas, technology or tools that may improve your
efficiency or standards. Be open to suggestions from others and keep an eye on new trends.
Following these steps will open new doors to you and present improved opportunities. When
these do arise and you move on, remember to go back to step 1 in your new environment.

12 Competencies Every Manager

Should Master
MAY 22, 2019 BY PATRICIA LOTICH

There is a first time for everything and managing other people can be
scary first.

Granted, some people are natural leaders and can get up to speed
very quickly.
However, most need some help developing important manager
competencies.

Manager competencies can improve management skills and influence

the behavior of others – which can result in a positive impact on the
bottom line.

Competency is defined as “the quality of being competent;

adequacy; possession of required skill, knowledge, qualification,
or capacity.”

Organizations should have defined competency requirements for their

leadership team.

This allows the organization to be managed with a consistent

competency model.

It is common for large organizations to have required competencies

that are aligned with management development training programs.

These organizations often have the resources for an in-house training

department that is focused on developing employees by training in
all competency areas.

Smaller organizations should spend some time thinking through

desired competencies and identify appropriate training options for
managers and supervisors.

Some competencies come naturally for people while others need to be

learned and practiced.
12 Leadership Competencies

1. Supervising Others

Managing others can be a challenge for the new supervisor who has not had management
experience.

Training new managers on what to do, as well as what not to do, can help to minimize issues
related to supervising others.

For instance, when an employee is promoted to supervisor and then is put in the position to
manage those who were peers, they must learn how to make that sometimes difficult transition.

Learning how to navigate this sensitive situation can help the new supervisor be successful.

2. Conflict Resolution

Conflict in the workplace is an inevitable reality.

It is important to manage this conflict because unresolved conflict can affect relationships

between people and groups of people.

Both of which can have a major impact on organizational culture and worker productivity.

Leaders should be able to manage conflict and create win-win situations for those involved.

This can be done by identifying the source of conflict and working with both parties to negotiate
and collaborate to resolve issues.
 3. Emotional Intelligence

Emotional intelligence is defined as “the capacity to be aware of, control, and express one’s
emotions, and to handle interpersonal relationships judiciously and empathetically.”

Emotional intelligence (EI) is a skill that can be learned and is a mark of professional maturity.

It can take years to develop and a lifetime to master.

There is an ongoing debate as to whether EI is a natural or trained ability.  

Regardless, it is an important leadership competency that every manager and supervisor needs to
perfect.

4. Communication Skills

Managers need to have good written and verbal communication skills to effectively
manage employees.

Additionally, there needs to be a structured communication process to filter information

throughout the organization.

For example, can you answer these questions:

 Is it a priority to communicate with employees?

 How often is information shared?

 What is the process for communicating new information to employees?

Think about these questions and the impact sharing information can have on a work team.
 5. Manage Performance 

To effectively manage employees, managers need to understand the basics of managing

performance.

To do this successfully, managers need to do the following:

 Set clear expectations for job assignments.

 Write and monitor employee goals.

 Hold employees accountable for job responsibilities and achieving goals.

 Reward employees for doing a good job.

 Mentor, coach and discipline employees when necessary.

Create a system to manage performance and be consistent with its administration.

6. Interviewing Skills

Having the ability to identify the right person for open positions helps to ensure the organization
secures the best talent for the job.

Leaders and managers need to have basics interviewing skills. This includes:

 Being prepared for interviews.

 Becoming familiar with the job that the candidate is interviewing for.

 Reviewing job candidate resumes and job applications.

 Identifying the best questions to ask in the interview.

The secret is preparation. If you need to hire a new employee, spend time preparing for the
interview so you can hire the best person for the job.

7. Team Building

Leaders need to be able to build strong teams that have a shared goal and to rally around the
mission and vision of the organization.

This necessitates managers to develop basic team leader skills that help them develop teams,
minimize team conflict, and manage team dynamics.

8. Delegation

Anyone who has ever managed projects understands the importance of delegation.

Delegating helps develop employees by gradually increasing job responsibilities and

accountability.

And, effective delegation is the result of forethought and strategy.

Successful delegation is knowing the people you work with and is an innate understanding of
what others can do – if given the chance.

Learning to trust and develop others to perform tasks takes skill and practice.

However, once learned it can be very liberating for a manager and allows them to perform higher
level tasks.
9. Change Agent 

Organizations are being forced to make dramatic improvements to products and services, to not

only compete, but to survive in today’s economy.

Progressive organizations understand that change is constant and that in order to move forward,
there needs to be a continuous process of improving what, and how, work is done.

Consequently, leaders need to be the change agents and lead continual change initiatives.

10. Coaching

Learning to be a good coach can be one of the most rewarding aspects of managing others.

Inexperienced employees need to coached and can benefit from a manager who takes the time to
share their experience, lessons learned, and tacit knowledge.

An effective coach will help others learn to build on their strengths and improve weaknesses –
which is an important aspect of professional development.

11. Problem Solving

Managing people and processes requires problem solving skills. 

Problems come in all shapes and sizes. A good manager will have to learn to solve problems
with employees, work processes, or related to product or service quality.

Managers must be able to identify problems, understand basic problem solving techniques and
facilitate a process to solve problems and resolve issues within the work environment.
12. Motivating Others

Since we are all motivated differently, leaders need to understand what inspires and motivates
their employees.

Develop a motivation strategy.

There are many different motivation models that can be incorporated into a manager’s strategy
for motivating employees.  

https://thethrivingsmallbusiness.com/manager-competencies/

https://corporatefinanceinstitute.com/resources/careers/soft-skills/management-skills/

Explanation FOR (4) competencies that should be developed among the

staff to make them more effective at work and some practices in your
organization that may enhance the staffs’ competencies.

Find the model that works with you culture and create a strategy and plan to keep employees
motivated.

The trick is to identify what motivates employees and develop systems and processes that
support those motivators.

This is merely an example of leadership competencies. Invest the time and resources to identify
specific competencies for your organization and you will be able to create a work environment
that motivates, develops and successfully manages employee performance.

What leadership competencies does your organization operate with?

What are Management Skills?

Management skills can be defined as certain attributes or abilities that an

executive should possess in order to fulfill specific tasks in an organization.
They include the capacity to perform executive duties in an organization while
avoiding crisis situations and promptly solving problems when they occur.
Management skills can be developed through learning and practical
experience as a manager. The skills help the manager to relate with their
fellow co-workers and know how to deal well with their subordinates, which
allows for the easy flow of activities in the organization.

 Good management skills are vital for any organization to succeed and achieve
its goals and objectives. A manager who fosters good management skills is
able to propel the company’s mission and vision or business goals forward
with fewer hurdles and objections from internal and external sources.

Management and leadership skills are often used interchangeably as they

both involve planning, decision-making, problem-solving, communication,
delegation, and time management. Good managers are almost always good
leaders as well. In addition to leading, a critical role of a manager is to also
ensure that all parts of the organization are functioning cohesively. Without
such integration, several issues can arise and failure is bound to happen.
Management skills are crucial for various positions and at different levels of a
company, from top leadership to intermediate supervisors to first-level
managers.

Types of Management Skills

According to American social and organizational psychologist Robert Katz, the

three basic types of management skills include:

 
1. Technical Skills

Technical skills involve skills that give the managers the ability and the
knowledge to use a variety of techniques to achieve their objectives. These
skills not only involve operating machines and software, production tools, and
pieces of equipment but also the skills needed to boost sales, design different
types of products and services, and market the services and the products.

2. Conceptual Skills

These involve the skills managers present in terms of the knowledge and
ability for abstract thinking and formulating ideas. The manager is able to see
an entire concept, analyze and diagnose a problem, and find creative
solutions. This helps the manager to effectively predict hurdles their
department or the business as a whole may face.

3. Human or Interpersonal Skills

The human or the interpersonal skills are the skills that present the managers’
ability to interact, work or relate effectively with people. These skills enable the
managers to make use of human potential in the company and motivate the
employees for better results.

 
 

Examples of Management Skills

There is a wide range of skills that management should possess to run an

organization effectively and efficiently. The following are six essential
management skills that any manager ought to possess for them to perform
their duties:

1. Planning

Planning is a vital aspect within an organization. Planning is one’s ability to

organize activities in line with set guidelines while still remaining within the
limits of the available resources such as time, money, and labor. It is also the
process of formulating a set of actions or one or more strategies to pursue
and achieve certain goals or objectives with the available resources. The
planning process includes identifying and setting achievable goals, developing
necessary strategies, and outlining the tasks and schedules on how to achieve
the set goals. Without a good plan, little can be achieved.

2. Communication

Possessing great communication skills is crucial for a manager. It can

determine how well information is shared throughout a team, ensuring that
the group acts as a unified workforce. How well a manager communicates with
the rest of his/her team also determines how well outlined procedures can be
followed, how well the tasks and activities can be completed, and thus, how
successful an organization will be.

Communication involves the flow of information within the organization,

whether formal or informal, verbal or written, vertical or horizontal, and it
facilitates smooth functioning of the organization. Clearly established
communication channels in an organization allow the manager to collaborate
with the team, prevent conflicts, and resolve issues as they arise. A manager
with good communication skills can relate well with the employees and thus,
be able to achieve the company’s set goals and objectives easily.

3. Decision-making

Another vital management skill is decision-making. Managers make numerous

decisions, whether knowingly or not, and making decisions is a key
component in a manager’s success. Making proper and right decisions results
in the success of the organization, while poor or bad decisions may lead to
failure or poor performance. For the organization to run effectively and
smoothly, clear and right decisions should be made. A manager must be
accountable for every decision that they make and also be willing to take
responsibility for the results of their decisions. A good manager needs to
possess great decision-making skills, as it often dictates his/her success in
achieving organizational objectives.

4. Delegation

Delegation is another key management skill. Delegation is the act of passing

on work-related tasks and/or authorities to other employees or subordinates.
It involves the process of allowing your tasks or those of your employees to be
re-assigned or re-allocated to other employees depending on current
workloads. A manager with good delegation skills is able to effectively and
efficiently re-assign tasks and give authority to the right employees. When
delegation is carried out effectively, it helps facilitate quick and easy results.

Delegation helps the manager to avoid wastage of time, optimizes

productivity, and ensures responsibility and accountability on the part of
employees. Every manager must have good delegation abilities to achieve
optimal results and accomplish the required productivity results.

5. Problem-solving

Problem-solving is another essential skill. A good manager must have the

ability to tackle and solve the frequent problems that can arise in a typical
workday. Problem-solving in management involves identifying a certain
problem or situation and then finding the best way to handle the problem and
get the best solution. It is the ability to sort things out even when the
prevailing conditions are not right.  When it is clear that a manager has great
problem-solving skills, it differentiates him/her from the rest of the team and
gives subordinates confidence in his/her managerial skills.

 
6. Motivating

The ability to motivate is another important skill in an organization. Motivation

helps bring forth a desired behavior or response from the employees or
certain stakeholders. There are numerous motivation tactics that managers
can use, and choosing the right ones can depend on characteristics such as
company and team culture, team personalities, and more. There are two
primary types of motivation that a manager can use. These are intrinsic and
extrinsic motivation.

Bottom Line

Management skills are a collection of abilities that include things such as

business planning, decision-making, problem-solving, communication,
delegation, and time management. While different roles and organizations
require the use of various skillsets, management skills help a professional
stand out and excel no matter what their level. In top management, these skills
are essential to run an organization well and achieve desired business
objectives.

Additional Resources

Thank you for reading CFI’s guide to management skills. CFI is a leading
provider of career resources for finance professionals. To continue learning
and advancing your career, the additional resources below will be helpful:

 Adaptive Leadership
 Crisis Management
 Interpersonal Skills
 Leadership Traits
What Are the Four Competencies of an HR Manager?
The competency models for HR managers in both the private sector and the public sector are
virtually the same. HR managers in either sector are responsible for creating and sustaining a
productive workforce and positive work environment. The U.S. Office of Personnel Management,
the federal agency responsible for overseeing management of the nation's workforce, has a clear
competency model for leaders of human resources. HR professionals need business acumen, HR
expertise, leadership qualities and the ability to establish HR as an advocate. In addition, the OPM
describes HR professionals as change agents. In order to fulfill this role, HR managers must have
four primary competencies: communication, analysis capabilities, relationship-building skills and
leadership qualities.
1. Communication
An HR manager must be able to communicate with everyone in the workplace -- from line staff to
executive leadership. In addition, communication skills are important for HR managers to interact
effectively with outsourcing providers, union leaders, public officials and employees, prospective
employees and colleagues. They need to know when to adapt their communication skills to the
audience and the situation. For example, HR managers must be able to convey the importance of
fair employment practices to the company's executive team with the same genuineness and
passion as they would to hourly employees.
2. Analytical and Critical Thinking
Analytical and critical thinking skills are a must for HR leaders. An HR manager has to exercise
sound judgment and engage in high-impact decision-making in a number of areas. The ability to
analyze situations and view the implications of certain decisions from a critical perspective is
particularly useful for HR leaders. For example, the decision whether to outsource one or several
HR functions isn't something that happens without considering the impact outsourcing has on
individual employees as well as the organization overall. HR managers also are involved in
representing the company in matters involving employment litigation, which requires that they be
able to justify the company's actions related to employment decisions such as hiring and firing.
3. Relationship-Building
Creating a cohesive HR department that works collaboratively to achieve the goals of the
department as well as help the organization reach its goals related to workforce development is a
competency that HR managers must have. Relationship-building and interpersonal relationship
skills are fundamental to an HR manager's success. One of the challenges HR faces is
establishing credibility with employees -- many employees equate their HR departments with the
school principal's office, which suggests a level of intimidation and trepidation associated with their
view of HR's purpose. That being said, an HR manager must have the ability to establish credibility
and trust as well as balance the obligation to be an advocate for both the organization and its
employees.
4. Leadership
Leadership skills are an essential competency for HR managers. HR managers are responsible for
creating strategic plans for the HR department as well as the overall workforce. Therefore,
leadership skills are critical, particularly in the process of justifying the functional elements of a
 strategic plan to the company's management team. In addition, HR managers have to direct the
activities of the HR department, and in doing so, they need the type of leadership skills that
influence HR generalists' and HR specialists' commitment to the HR department goals.

How do you increase employee competency?

Considering the benefits far outweigh the costs, improving employee
competencies is an opportunity every employer should embrace.
1. Coaching. A simple and inexpensive way to improve employee competencies is
through regular coaching sessions. ...
2. Voluntary Training. ...
3. Job Shadowing. ...
4. Challenge.

5 Ways To Improve
Employee Development At
Your Company
By David Hassell, CEO of 15Five
Every company has it’s own set of priorities to help take it to the next
level, and knowing which initiatives will make the greatest impact can
be tough. But what makes a business prosperous and truly
differentiates one organization from the rest is not the product it sells
or the service it offers, it’s the people within it. 

Taking care of your employees doesn’t simply mean offering fun

happy hours or paying for lunch once a week. Each person, no matter
their level or where they choose to work, wants to feel genuinely cared
for. An impactful way to do this is through a commitment to support
their professional advancement and personal growth. 
Employee development is a long-term initiative, but it also leads to
short-term benefits like increased loyalty and improved performance
and engagement. Here are five ways you can begin improving
employee development at your company.

1. Offer professional training from the get-go

Let’s get the obvious stuff out of the way.

Setting your employees up for success in their role starts with giving
them all the tools and resources they need to do their job well. This
includes professional training. You can practice this from an
employee’s first day and beyond by creating a knowledge base of
critical information and best practices for new hires as you grow your
team. For remote employees, they may not get the same opportunities
to ask one-off questions at your desk, so creating a thorough training
plan is especially important for getting them ramped up.

2. Help your managers become better coaches

Part of becoming an effective coach is learning about your direct
report; their unique strengths, what drains them, and what motivates
them so you can help guide them on their path to success. One way to
accomplish this is by asking the right questions at the right cadence.
Here are 5 questions you can start asking your people every week
during check ins and 1-on-1s:

• What’s going well in your role? Any wins this week?

• What challenges are you facing?
• How are you feeling? What’s the morale around you?
• On a scale of 1-10, how fulfilled are you? Why?
• How can I become a better leader?
Having intentional conversations on a regular basis will help you form
deeper connections with your people. These discussions will also
contribute to building a more psychologically safe environment for
employees to be open and honest.

3. Enhance cross-departmental collaboration

A truly cohesive workforce that excels at cross-departmental
training can help bridge the gap between cultures, give employees the
opportunity to learn more about other parts of the business, and
encourage more empathy across the board. But the truth is, most teams
aren’t natural collaborators. 

Without the right structures in place to help your people to connect,

some initiatives could run the risk of falling flat. For example, your
marketing department is aiming to enhance the company’s brand with
new content but doesn’t consult with the sales or customer service
teams. If the marketing team isn’t fully aware of the unique pain
points of their customers, the message most likely won’t resonate.
Although this is just one instance, a collaboration problem could lead
to more detrimental results.

4. Emphasize soft skills

Unfortunately, these vital competencies are often de-emphasized in
corporate environments. Even the name “soft skills” makes them seem
relatively unnecessary, but according to industry analyst, Josh Bersin,
“These skills are not ‘soft’ – they’re highly complex, take years to
learn, and are always changing in their scope.”

Businesses are a collection of human beings working together, so

building core relationship skills, like the ability to collaborate and
communicate, is one of the most important things that a company can
encourage.

5. Invest in personal development

Your employees don’t just exist in a professional capacity to serve
your organization. They are whole human beings comprised of
physical, intellectual, and emotional experiences. For them to evolve
both personally and professionally, employee development must be
holistic. This includes:

Emotional balance
Ask questions like, “How do you feel about your work lately? Are you
struggling with anything?” This meets our basic needs to be seen,
heard, acknowledged, and validated—needs that often go unmet in
many work environments. 

Intellectual growth
Books and seminars don’t just have to be about business. You can
provide continuing education around personal finance or fostering
healthy relationships. 

Physical health
Encouraging your people to step away from their desks when the
workday is complete and allowing them to practice more self care
shows that you don’t just depend on the skills on their job description,
but you care about them as people.

When employees are given the tools to do their jobs well and train to
advance in their careers, they are more likely to feel inspired to do
their best work. And your reputation for stellar employee development
might just encourage the best and brightest candidates to join your
team.
How to develop competencies that enhance
individual and organizational performance
Home » Blog » Practices & Exercises » How to develop competencies that enhance
individual and organizational performance
September 18, 2018 - PRACTICES & EXERCISES





by Rajesh Bihani

It’s easy to talk about enhancing performance, improving efficiency and being a more
influential leader. But what does it take to do that on a practical level? At Management
3.0 we don’t like to speak in abstracts, we speak in concretes. We play games to
experiment with different approaches and we work with our community to decipher
tangible ways to progress and to measure that growth. In this article we’ve laid out a few
competencies worth considering in order to move your career and your life forward.

Skills: 

A skill is defined by the Merriam Webster’s dictionary as “knowledge gained by actually

doing or living through something” or “subtle or imaginative ability in inventing, devising,
or executing something.” A skill, therefore, is something that you develop over the
course of time through learning (specialized training) and practicing of what you
learned. Skills are mostly combinations of both mental and physical proficiency although
one usually outweighs the other. The execution of these acquired skills then
subsequently lead to a successful and optimum performance.

Ability:

Ability is the skill to accomplish something. An employee’s ability is their power or

aptitude to carry out a physical, mental or legal action that is related to their profession
or trade. It is the skill that they possess which puts them in a position to accomplish and
execute a particular project. For example, somebody skilled in the writing of computer
software has the ability to develop an application to solve an issue while another person
trained in civil engineering has the ability to construct a bridge. Many organizations are
quite adept when it comes to the measurement of their employee’s skill levels, the
results they get as well as their knowledge of their field, they are however negligent in
the recognition of their abilities especially when those abilities lie outside of the
employee’s job designation.
Personal attributes:  

Attributes are characteristics and qualities that are peculiar to an individual. They are a
reflection of the individual’s character and are acquired over time through the
individual’s different experiences, attributes include the ability to withstand pressure,
ability to manage time etc.

Knowledge:

This is information, understanding, principles, and skill acquired either through formal
education or through experience. For an organization to be successful, there has to be
a proper and efficient application of one’s knowledge when the need arises. There also
has to be an interflow and exchange of knowledge and information amongst the
employees of that organization.

Job knowledge:

This is a demonstration of the depth of knowledge an employee has about his or her
field. This competency should be encouraged and enhanced in employees as it
translates to increased productivity and growth in the organization. Seminars and
training should be organized that will further an employee’s knowledge in his or her
field. Sponsorship of professional training can also be done by the organization for their
employees in a position of strategic and managerial importance as a way of enhancing
their mastery of this particular competency.

Teamwork:

This competency demonstrates an ability to work in a group cooperatively and

effectively without hassles or dissent in the pursuance of a common goal and/or
objective. It involves the development and building of a group identity on the
foundations of trust, commitment, and mutual respect. This skill can be enhanced by
engendering trust in the organization through openness, projects should also be
organized that puts people in groups in order to solve a particular problem. This is as a
means of building team spirit and camaraderie among employees of the organization.

Time management: 

This is a skill that must be developed by every employee in an organization, it cuts

across all levels from the management and leadership of that organization to the rank
and file employees. Time management is the ability of an employee to manage his or
her time as well as that of the other employees. A good management of time requires
self-discipline, a good control of interruptions that might occur, being time effective and
being time efficient.

This competency can be developed by organizing seminars and training that will teach
employees the importance of managing time, recognition should also be given to
employees who properly manage their time, this serves as an encouragement for them
as individuals. It also serves to showcase them before their fellow employees who can
then approach in order to learn from them.

Get to know more about Learning & Competencies by attending a Management

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Communication skills: 

Employees in positions of management and supervision in an organization should be

able to communicate information effectively to the other employees whether in written
form or orally. Whatever information is being passed should be brief and concise, it
should also be clear and well structured so that the information that is being passed
across is done effectively.

This particular competency can be enhanced by organizing functions such as company

picnics, dinners and the likes where employees of the company get to interact with each
other and develop interpersonal skills. Training and seminars should also be organized
by the HR department on how to communicate effectively.

Identification of problems and proffering the solution: 

Another competency that is absolutely essential to the success of an organization. It is a

competency that is needed by every employee in an organization be it at the
management level or otherwise. It is the ability to identify impediments to the
achievement of goals and objectives and being able to provide a solution through the
application of certain processes that will result in the reduction or complete elimination
of said impediments. The skills necessary for this is the ability to recognize symptoms,
be able to carry out investigations and assessment the cause of the symptoms and
finally, the ability to plot a decision matrix and use that information to choose the best
option available for the elimination of the problem.
Emotional balance: 

Every employee of an organization has to be emotionally balanced if that organization is

to progress. A whole lot of organizations in the race to make profit forget that their
employees are humans no matter how professional they seem. They are also humans
with human attributes, human needs, and human flaws. And in order for an organization
to grow, its employees must grow. Emotional balance is one of the areas in which
employee growth must be ensured. Employees should be made to feel like that are not
alone, that they matter, that they are seen and are heard. Questions like, “How do you
feel about your job? Are you having any issues at home or at work?” should be asked of
the employees. This makes them feel valued and acknowledged which eventually
results in increased productivity for them.

Mental Growth: 

Another important competency that must be developed in the individual is his or her
intellect. The ability to reason intelligently must be constantly challenged and expanded.
Training and workshops should be about more than just their profession, it should also
touch on other areas of their lives such as their personal finance and how to engender
healthy relationships with their co-workers and in other aspects of their individual lives.
Efforts should be made to encourage and support those activities that spark the
employee’s interest.

Physical health: 

Being healthy is a competence as an unhealthy person has the ability to accomplish

nothing and is, therefore, a liability. Efforts should be made to ensure the health of an
organization’s employees. One of the ways to accomplish this is by organizing classes
and training on how they can maintain their health. Disciplines that contribute to the
employee’s physical health can be taught them so that they can apply the principles to
themselves. Also, employees should be granted leave from work so that they can relax,
take proper care of themselves and then return to their works revitalized and re-
energized.

Accountability: 

Accountability is a competency that must be enhanced in an organization’s employees.

This could be done via rewarding employees of that organization who exhibit integrity
and show themselves as accountable. Accountability involves acceptance of
responsibilities for one’s actions and inactions. It involves standing up to your mistakes
and acknowledging your errors. An accountable person does not look to put the blame
of a failed venture on another. Accountability is about being committed to working in an
effective, efficient and ethical manner.
Customer quality: 

This competency involves the anticipation, monitoring, and satisfaction of customers’

needs and wants. This shows that the organization is as much about making money as
it is about satisfying customers. It shows a commitment to the provision of quality of the
highest manner possible by the organization.

1. d)
9 traits of successful entrepreneurs you should
develop
You might never join the ranks of the multi-zillionaires, but these
characteristics of an entrepreneur can take you far in the workplace.
Daniel Bortz, Monster contributor

Mimic these qualities of an entrepreneur.

Entrepreneurial spirit—it’s a phrase you might see in some job ads. Granted, your track
record might not look like Mark Zuckerberg’s, Lori Greiner’s, or Richard Branson’s, but
that doesn’t mean you can’t emulate successful entrepreneurs at work. Put simply,
awesome employees and successful entrepreneurs have more than a few traits in
common—and employers are eager to hire such people. Being a self-starter can make
you very desirable.

“Regardless of who writes the paycheck, we all need to work as if we work for
ourselves,” says Belinda Plutz, a career coach at New York City–based Career Mentors
Inc.

Develop these nine qualities of an entrepreneur to help set yourself apart from the
average worker.

Motivation
Hard-working business owners are incredibly motivated to succeed. Adopting this
mindset—and being able to demonstrate your motivation to an employer—is crucial,
says Karen Litzinger, a career coach in Pittsburgh. “You need to bring enthusiasm to
everything you do at your job,” she says.
Fortunately, showing you’re highly motivated is simple: “You have to show up to work
every day with a positive attitude,” Plutz says. “Employers want to see you’re
passionate.”

Creativity
No matter what industry you’re in, employers want workers with out-of-the-box ideas.
“They want employees to be able to not only carry out assignments, but also come up
with better ways of doing things,” Litzinger says.

That’s why it’s important to be creative—to always be thinking of new ways you can
improve your company’s workflow, productivity, and bottom line.

Persuasiveness
Persuasiveness can make you a better negotiator, which gives you an edge when going
after a plum assignment, raise, or promotion, says career coach Phyllis Mufson.

“There are times when you are going to need to convince a client, a co-worker, or your
boss to take certain actions, so you need to be persuasive” when presenting your ideas,
Litzinger says.

Vision
Successful entrepreneurs always keep one eye on the big picture, and this ability can
make you a better employee. “Vision is about strategic planning,” Litzinger says.

Can you see what direction the industry is going? Can you identify challenges for your
company? Can you tackle your day-to-day job responsibilities, while staying focused on
long-term goals and initiatives?

Versatility
You have to be able to adapt to changes in the workforce. “You may be hired for a
specific set of skills, but it’s important to be able to shift as needed,” Litzinger says.
You want to be someone that your boss can go to in a pinch, so be prepared to tackle
work that’s outside your job description. It’s also important to be an early adopter of new
technology and keep your skills current.

Risk tolerance
“Every employer wants to grow their business, which often involves risk and change,”
says Litzinger. Translation: Don’t be afraid to take risks when pursuing new clients, for
example, or testing a new product. (One caveat: Make sure you have your boss’ buy-
in.)

Flexibility
Like an entrepreneur, you have to be able to adapt to change and solve problems as
they arise, Mufson says. A good team player can shift their priorities to help out
whenever the team needs assistance. Thus, flexibility means being receptive to other
people’s needs, opinions, and ideas and being open-minded to feedback from your
manager.

Decisiveness
Do you exercise sound judgment under pressure? When you’re an entrepreneur, you
don’t have room to procrastinate—and the same is true for employees. “You have to be
able to take action when needed,” Litzinger explains. You must know how to prioritize
tasks and make decisions quickly. (It helps to be organized.)

Collaboration
Savvy entrepreneurs are not only brilliant leaders, but also great collaborators, Plutz
says, so you have to be an effective team player. Unsurprising, 86.3% of hiring
managers seek job candidates who demonstrate strong teamwork skills, according to
the National Association of Colleges and Employers Job Outlook 2020 survey.

Ultimately, using entrepreneurial skills at work entails adjusting to other people’s work
styles, avoiding office politics, celebrating your peers’ successes, meeting your
deadlines, and putting your company’s goals first.
Ready to get hired? Do this next
When you're the kind of candidate who has what employers are looking for, you'd figure
finding a job would be a cinch. Unfortunately, it takes some hustle and a bit of luck too.
Looking to tip the odds in your favor and get the attention of hiring managers? Join
Monster for free today. As a member, you can upload up to five versions of your resume
—each tailored to different strengths that will come in handy at the types of jobs that
interest you. Recruiters search Monster every day looking to fill top jobs with stellar
talent—just like you. Put your self-starter qualities to work today.

https://www.monster.com/career-advice/article/entrepreneur-traits

The 5 Personality Traits All Entrepreneurs

Must Have
Entrepreneurs following their passion succeed far more often than entrepreneurs who
are in it for the money.
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Sujan Patel

Entrepreneur and Marketer, Co-founder of Web Profits

    
August 21, 2017 5 min read
Opinions expressed by Entrepreneur contributors are their own.

Success isn’t defined by how well you did in school or how many degrees you have. It isn’t
based on where you grew up or who your parents are. It comes down to your personality, your
mindset and your outlook on life.

Contrary to popular belief, you don’t have to be a type-A person to be a successful entrepreneur.
In fact, it’s probably better if you aren’t. Entrepreneurs tend to be more “street smart” than “book
smart.”

According to a recent study by CPP Inc., the top two personality traits entrepreneurs possess are
perception and intuition. This is because success doesn’t come to those who are smartest.
Success comes to those who see opportunities and take them.
Think you may have what it takes to be an entrepreneur? Here are five other personality traits
entrepreneurs must have:

1. Passion

Entrepreneurs aren’t in it for the money. While that may be an added bonus, the true benefit is
doing what they love. Building a business takes a lot of time and effort. It means putting in
longer hours and doing extra work. If you don’t love what you do, you're not going to want to do
what it takes to achieve success.

Entrepreneurs aren’t afraid of hard work because they are so focused on their dream and their
vision. They don’t give up when a challenge arises. They stick with their passion and see it
through. As Steve Jobs once said, according to the Smithsonian Institution, “I'm convinced that
about half of what separates the successful entrepreneurs from the non-successful ones is pure
perseverance.”

Related: As Steve Jobs Once Said, 'People With Passion Can Change The World'

2. Motivation

Entrepreneurs are dedicated to their work. They aren’t reliant on a manager or colleague to push
them toward their goals or to get their work done. Their drive comes from within and allows
them to motivate others in turn.

In his book, “Leaders Eat Last: Why Some Teams Pull Together and Others Don’t,” motivational
speaker Simon Sinek writes, “If your actions inspire others to dream more, learn more, do more
and become more, you are a leader.”

Entrepreneurs know how to communicate their dream and inspire others to join them on their
journey to achieving it.

Related: An Inspiring Discussion With Simon Sinek About Learning Your 'Why'

3. Optimism

When you’re just starting out, it can seem like getting your business off the ground will never
happen. But entrepreneurs don’t think like that. They are optimistic about the future and are
always looking ahead.

In his essay “Thoughts on Various Subjects,” Jonathan Swift wrote, “Vision is the art of seeing
things invisible.” Entrepreneurs have a vision they share with others. Their team understands
why they do what they do, what the goal is and what their role is on the path to success.
To be a successful entrepreneur, you must be goal-oriented. But it’s not enough to just set goals.
You must make a plan and do everything you can to reach those goals. Everything you do must
have a purpose.

Related: 5 Ways to Keep Your Eyes on Your Goals

4. Creativity

Entrepreneurs don’t think the same way as everyone else. They see the world differently and
think outside the box. Businesses are built on big ideas, and those big ideas need to come from a
place of creativity, from a way of thinking that differs from everyone else’s thinking.

In “Conversations with Maya Angelou,” Jeffrey M. Elliot quoted Maya Angelou as saying, “You
can’t use up creativity. The more you use, the more you have.”

Entrepreneurs are always looking for new ways of doing things and how they can make them
better. They aren’t satisfied with the status quo. By being creative, they come up with ideas that
change the world.

Related: 10 Inspirational Quotes From Literary Legend Maya Angelou

5. Risk-Takers

Risk taking is par for the course when you’re starting a new business. But taking risks shouldn’t
scare you. It’s necessary to achieve your goals, and successful entrepreneurs understand this.

In his book “The Four-Hour Workweek” entrepreneur and author Tim Ferriss writes, “What we
fear doing most is usually what we most need to do.”

If you’re afraid to take the leap, you’ll never get anywhere. Staying complacent will never allow
you to achieve greatness. Entrepreneurs don’t let uncertainty and potential failure stop them from
doing what needs to be done. Instead, entrepreneurs look at challenges and risks as opportunities,
not as problems.

As businessman Robert Kiyosaki wrote on Twitter, “Everyone can tell you the risk. An

entrepreneur can see the reward.”

https://www.entrepreneur.com/article/298650

How to Manage Organizational

Resources?
START FREE TRIAL NOW
eResource Scheduler  Blog  How to Manage Organizational Resources
posted by | eResource Scheduler Specialist | on June 18, 2013
Share:

In any organization there is the need to utilize available resources for better performance. The
term, management of organizational resources, refers to proper utilization of such resources as
assets, information, human and financial resources. Many organizations fail to reach their set
targets due to lack of proper management of these resources. This article in brief describes how
to manage organizational resources.

How to manage organizational resources remains one of the fundamental organizational

management questions. It is about the management of three main resources:-

1. Human Resources -
Human resource is a key resource in any organization. As such, the motivation of the employees in
an organization is essential in improving productivity hence results. Employee motivation can be
achieved by giving good remuneration, medical allowances and bonuses. It is fundamentally
established that employees embrace a company that caters for their well-being as people. Mutual
and cordial relationship between the employer and the employee translates into better performance.
Further, proper planning in an organization greatly contributes to productivity of the human resource.
Planning ensures that the staff are not overwhelmed with tight schedules and assigned duties.
Therefore, investment in a policy framework that outlines a working plan for the employees would
ease their frustrations.

2. Time Resources -
Time and human resources can be argued to be the most crucial resources in contemporary time.
Time is an infinite resource. If not properly managed in an organization, it can have a negative
impact on both employer’s and employee’s productivity. Organizations should ensure that workers
are well equipped to manage time in their duties. Some of the ways time can be managed in an
organization include but not limited to ensuring that there is a routine measure of time by workers
and having a master calendar. The culture of an organization can also have a major impact on the
time productivity of the employees. Such should be manage by continued positive culture of
managing time.

3. Financial Resources -
An organization can also establish a proper plan to manage its financial resource. For example,
budgets are established, funding gaps identified and costs are tracked and documented. With this,
the company is able to assign resources to the resilience activities and the rest can be invested to
improve the organization’s revenue.

4. Effective management of assets -

This is also another important component which contributes to organizational performance. Assets
include both physical and intellectual property that belongs to an organization. A company can
maximize output by ensuring that its assets are properly catered for in terms of servicing and even
patents for its intellectual property.
The impact of effective resource management in an organization can never be underestimated. It is
one major source of organizational stability. Review of literature shows that financial sustainability in
an organization for instance, cannot be achieved without sound resource management systems that
are put in place. Such systems include but not limited to the management of not only financial
resources, but also other associated resources like human skills, production resources.

It is also commonly established that large organizations have well defined resource management
software which mainly guarantee that resources are evenly allocated in order enhance the overall
organizational performance. Thus, since an organization’s productivity is tied to its ability to
effectively and efficiently manage, there is a need for organizations to put effective resource
management systems in place.
Watch more about how to effectively manage organizational resources using a resource
management software.