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Title: The essence and varieties of management competence
Author: McCredie, Hugh Alexander
Awarding Body: University of Manchester
Current Institution: University of Manchester
Date of Award: 2004
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This was a field study using archived data to explore the factors contributing to success in respect of directors and managers at and around business unit board level in a diverse industrial group. The study first reviewed published models and other research relating to the nature of management competence and identified Spencer and Spencer’s (1993) Causal Flow Model which suggested that personal characteristics predict skill competencies which, in tum, predict performance in specific areas and then, by implication, overall performance. The author found similarities between Spencer and Spencer’s skill competencies and the constituents of what more recent writers labelled ’Contextual Performance’. Even more support was forthcoming from Bartram and others who postulated the ’Great Eight Competencies’, for which Baron. Bartram and Kurz (2003) found empirical exclusive one-to-one relationships with eight major psychological factors (i.e. General Mental Ability, the ’Big Five’ personality factors, power and achievement motivation). Using the elements of the Causal Flow Model as a template, the author then reviewed published research and prescriptive formulations to discover which ’dispositions’ (i.e. personality and cognitive attributes), skills, interpersonal behaviours and performance in specific areas might contribute to overall effectiveness, both with regard to managers and directors in general and in respect of three key functional role subsets: the unit sales/marketing director; the works director; and the finance director. The author discovered some findings and prescriptions which were purely descriptive of manager/director populations whilst others related to performance. On the basis of these findings the author postulated both normative and performance-related hypotheses for the current sample as a whole and for its specific role subsets. In testing the hypotheses, the author used 16PF Form A and its Five Factor Model (FFM) Solution as the primary dispositional measures. He used specification equations to derive Belbin Team Role scores and RIASEC Occupational Personality scores from the same instrument. He also identified normative data in respect ofMBTI Form G and FIRO-B. Interactive Behavioural data were also reported, using categories suggested by Rackham (1978). Skill competency data was obtained by an instrument devised by the author using a Repertory Grid type format but incorporating given constructs based on Wellin (1984). Ratings of performance in key result areas had been obtained in the context of annual appraisal. There were five indices of overall performance, two based on annual appraisal, another on job size, a fourth designed for research purposes and a fifth which averaged the other four.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available