مدل شایستگی-ظرفیت-عملکرد :واکاوی پسآیند‌های مثبت و منفی" تجربه‌زدگی" در انتخاب مدیران

نویسنده

استاد دانشگاه تربیت مدرس، تهران، ایران.

چکیده

تحصیلات و به طور خاص تجربه کاری صرفاً نوعی شایستگی است و زمانی ارزشمند است که منشا شکل‌گیری پدیده‌ای بنام ظرفیت در افراد شود که چنین ظرفیتی خود منشا عملکرد کاری خواهد بود. در بسته شایستگی‌های لازم برای احراز پست‌های مدیریتی عالی سازمانی و ملی در بخش دولتی تجربه کاری یکی از معیارهای بسیار کلیدی محسوب می‌شود، زیرا به نظر می‌رسد تجربه کاری جوهره خطا- آزمایشی تصمیم‌‌های مدیران را کاهش می‌دهد. اگرچه مطالعات متعددی به تبیین نقش تجربه کاری در ارتقا عملکرد کاری پرداخته‌اند، ولی کمتر مطالعه‌ای به پیامدهای منفی اتکا بیش از حد به تجربه کاری در انتخاب مدیران در بخش دولتی پرداخته است. هدف غایی این مطالعه تحلیل تجربه کاری براساس مدل شایستگی- ظرفیت- عملکرد و واکاوی تبعات منفی تجربه‌زدگی در انتخاب مدیران دولتی سازمانی و ملی است؛ بنابراین تبعات نگرشی، گفتاری و رفتاری اتکا افراطی به تجربه کاری به عنوان ملاک اصلی انتخاب و انتصاب مدیران را مورد بحث قرار می‌دهد. دلالت‌های تحلیل‌های این نوشته در طراحی دستگاه انتخاب و انتصاب مدیران در بخش دولتی و همین طور خصوصی می‌تواند مفید باشد.

کلیدواژه‌ها

عنوان مقاله [English]

Competency-Capacity-Performance Model: Analyzing Positive and Negative consequences of " over-reliance on experience" in Choosing Managers

نویسنده [English]

  • -hassan -danaeefard
چکیده [English]

Education, and in particular, work experience is merely a "fit" and when it is worthwhile the origin of the formation of a phenomenon called "capacity" in individuals, such capacity is itself the source of work performance. The existential philosophy of individual, group, organizational, and national education systems is also the formation of a potential called "capacity" in students. It is a successful educational system that has succeeded in shaping this potential among its students. In the package of "competencies" required for high organizational and national managerial positions in the public sector, "work experience" is one of the most important criteria because the "work experience" seems to reduce the essence of the experimental error of decision-making by managers. Although several studies have elucidated the role of "work experience" in enhancing work performance, less study has been done on the negative consequences of excessive reliance on "work experience" in choosing managers in the public sector. The final goal of this study is to analyze work experience "based on" competency-capacity-performance "model and to analyze the negative consequences of" experience "in choosing governmental and national government managers. Therefore, the attitudinal, spoken and behavioral consequences of extreme reliance on work experience as the main criterion for the selection and appointment of managers are discussed. The arguments of this paper in designing the device for selecting and appointing managers in the public sector and privately can be useful.

کلیدواژه‌ها [English]

  • Public sector administration
  • manager selection and appointment
  • work experience
  • experience

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پژوهش های مدیریت در ایران
دوره 22، شماره 4
بهمن 1397
صفحه 152-175

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