ATTITUDE COMPETENCY

CONCEPT OF COMPETENCY  Skill Ability to accomplish  Talent Inherent ability  Competency Underline characteristics that give rise to skill accomplishment. Knowledge, skill and attitude

JOB ATTITUDE Three types of work related attitudes : Job involvement: Identifying with one’s job. Organizational Commitment : Identifying with top management and organization. Job satisfaction : Result of the above two and indicates the overall attitude towards job.

CONCEPT OF ROLE  Expectations of significant others and self.  Linking concept Individual Team Organization  Different from position

DEFINITION First popularised by Boyatzi (1982) with research on clusters of competencies : “ A capacity that exists in a person that leads to behaviour that meets the job demands within parameters of organizational environment, and that, in turn brings about desired results.”

JOB INVOVEMENT  Time Orientation : Spends enough time to plan and get the work done.  Work Orientation : Priority of job over other activities.  People Orientation : Disposition towards people in getting the work done

ORGANIZATIONAL COMMITMENT Organization Sense of pride and obligation towards the organization. Willing to do anything make the organization successful. Top management : Ability to identify, support and contribute with people responsible at the organization. This will not change with the change of top management. Team Orientation : Disposal toward work with others in terms to realise organizational goals.

ATTITUDE COMPETENCY A capacity that exists in a person that leads to behaviour that meets the job demands which brings in desired results beyond knowledge and skill. Is the sum total of a person’s disposition towards the job seen in his behaviour of job involvement, organizational commitment and overall satisfaction to meet the job requirements and the ability to bring in desired results.

JOB ATTITUDE AND PERFORMANCE  Co-relation between job involvement and In- role behaviours.  Co-relation between job commitment and extra role behaviour.  Job satisfaction a resultant variable.

JOB SATISFACTION Recognition : Utilization of my expertise and services by the organization. Development : How well am I growing with the organization. Benefits: My personal gains out of my work in this organization.

JOB PERFORMANCE In-role behaviour : What an employee does in his role. Activities carried out as part of the description. Extra –role behaviour : What an employee does beyond his role. Activities are not part of his job specification.

CONCLUSION Inadequate Role competencies –Two options :  Development competencies with a time frame.  Quit the role. No option other than to perform. HRD function to ensure competencies in each role.