The Notions of Competency and Perfo

The Notions of Competency and Performance &Sev"a" Competency plays a major role in organizational succ (2006) classified competencies in an organization into two levels: the orga nizational level and the employee level. At the organizational level, com petencies are viewed in terms of Strategic management, whereby a firm will achieve competitive advantage by utilizing its resources and capabili- ties to create core competencies or distinctive competencies (Hitt, Ireland, &Hoskisson, 2005). Employee-level competencies, on the other hand, are viewed as the capabilities and Skills of people in an organization (Cardy &Dobbins, 1990, which have an effect personal performance and can on contribute to positive organizational outcomes. Firms in the service indus- try will improve their service quality by promoting higher performance and developing skills among their S scholars have with regardto the scope of employee competencies, many to attempted to define its meaning and have offered models or frameworks improve the concept in the workplace ashkages among employee com petencies, employee performance, and aims outcomes exist. The notion of competency became more popular after David McClelland (973) began the modem competency movement and introduced the notion of seeking competence rather than solely intelligence. The definition of an individuals competencies was developed from a general or holistic view of personal behavior in the early stages, followed by classification into visible and hidden behaviors. Boyatzis 0982) defined competency as an underlying characteristic of person, which could be a a "motive, trait, skill aspect of one's self-image or social role; or a body of knowledge which he or she uses" (Cardy & Sevamjan, 2006). Tas (1988) approached the issue with greater specificity, defining competencies as the

The Notions of Competency and Performance & Sev "a" Competency plays a major role in organizational succ (2006) classified competencies in an organization into two levels: the orga nizational level and the employee level. At the organizational level, com petencies are viewed in terms of Strategic management, whereby a firm will achieve competitive advantage by utilizing its resources and capabili- ties to create core competencies or distinctive competencies (Hitt, Ireland, & Hoskisson, 2005). Employee-level competencies, on the other hand, are viewed as the capabilities and Skills of people in an organization (Cardy & Dobbins, 1990, which have an effect personal performance and can on contribute to positive organizational outcomes. Firms in the service indus- try. will improve their service quality by promoting higher performance and developing skills among their S scholars have with regardto the scope of employee competencies, many to attempted to define its meaning and have offered models or frameworks improve the concept in the workplace ashkages among employee com petencies,. employee performance, and aims outcomes exist. The notion of competency became more popular after David McClelland (973) began the modem competency movement and introduced the notion of seeking competence rather than solely intelligence. The definition of an individuals competencies was developed from a general or. holistic view of personal behavior in the early stages, followed by classification into visible and hidden behaviors. Boyatzis 0982) defined competency as an underlying characteristic of person, which could be aa "motive, trait, skill aspect of one's self-image or social role; or a body of knowledge which he or she uses" (Cardy & Sevamjan, 2006). . Tas (1988) approached the issue with greater specificity, defining competencies as the.

The Notions of Competency and Performance & Sev "a" Competency plays a major role in organizational succ (2006 classified.) Competencies in an organization into two levels: the orga nizational level and the employee level. At the organizational. Level com petencies, are viewed in terms of, Strategic managementWhereby a firm will achieve competitive advantage by utilizing its resources and capabili - ties to create core competencies. Or distinctive competencies (,,, Hitt Ireland & Hoskisson 2005). Employee-level competencies on the, other hand are viewed,, As the capabilities and Skills of people in an organization (Cardy & Dobbins 1990,,Which have an effect personal performance and can on contribute to positive organizational outcomes. Firms in the service. Indus - try will improve their service quality by promoting higher performance and developing skills among their S scholars. Have with regardto the scope of, employee competenciesMany to attempted to define its meaning and have offered models or frameworks improve the concept in the workplace ashkages. Among employee, com petencies employee performance and aims, outcomes exist. The notion of competency became more popular. After David McClelland (973) began the modem competency movement and introduced the notion of seeking competence rather. Than solely intelligence.The definition of an individuals competencies was developed from a general or holistic view of personal behavior in the. Early stages followed by, classification into visible and hidden behaviors. Boyatzis 0982) defined competency as an underlying. Characteristic, of person which could be a a, "motive trait skill aspect, of one 's self-image or social role;Or a body of knowledge which he or she uses "(Cardy, & Sevamjan 2006). Tas (1988) approached the issue with, greater specificity. Defining competencies as the.