دانلود رایگان مقاله لاتین شایستگی مدیران از سایت الزویر


عنوان فارسی مقاله:

شایستگی مدیران در لجستیک عمل زنجیره تامین


عنوان انگلیسی مقاله:

Manager competences in logistics and supply chain practice


سال انتشار : 2016



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بخشی از مقاله انگلیسی:


2. Frame of reference 

2.1. Definition of competence Today, most researchers agree that competence is not simply a capacity or attribute of an individual, nor an attribute of a job, but the interaction between the individual and the job at hand (Collin, 1989; Ellström & Kock, 2008; Winterton, Delamare-Le Deist, & Stringfellow, 2006). Lindberg and Rantatalo (2015) define professional competence as “the inferred potential for desirable activity within a professional practice” (p. 565). This definition centers on the “concrete manifestation in practice” from which evaluations infer qualities. These qualities range on a continuum from desirable to undesirable, generating either appeal or distance. An example would be a firm handshake, which can lead one to infer the quality of integrity or of being energetic, but can also lead to an inference of cockiness or insensitivity. Thus, this definition of competence is indifferent to whether the result is efficient or successful, as long as potential for desirable activity exists. The subjective and relational character of manager competence may cause doubts about the feasibility of analyzing such competence in research. According to Collin (1989), researchers must ground their studies in concrete experience and in the recognition of the whole person, the context, and the person/context interaction and synergy. Furthermore, Collin (1989) claims the need for multiple perspectives to understand competence. 2.2. Practice theory and manager competences To improve understanding of manager competences, L&SCM researchers need a theory that helps to explain the phenomenon. Surprisingly, researchers have not previously used practice theory to study manager competence, although practice theory provides an excellent opportunity to spotlight the concept in research. According to Nicolini (2012), practice theory offers a new way to explain social and organizational phenomena, focusing on the practice rather than the practitioner. This theory, however, does not exclusively describe what people do; this theory also includes the whole person and perspectives on body, mind, things, knowledge, discourse, structure/ process, and the agent (Reckwitz, 2002). Furthermore, practice theory includes all the dynamics, relationships, and enactments in a system, and thus, is well able to offer powerful analytical tools for organizational research (Feldman & Orlikowski, 2011). 2.3. Logistics and supply chain manager competences According to the literature, L&SC manager competences span a broad spectrum of areas. Murphy and Poist (2006) include business, logistics, and managing skills, while Gammelgaard and Larson (2001) use the categories of interpersonal/managerial basic skills, quantitative/technological skills, and supply chain management (SCM) core skills. In addition, Shou and Wang (2015) cover a wide range of competences using the categories of generic skills, functional skills, SCM qualifications and leadership, SCM expertise, and industry-specific and senior management skills, while others, like Van Hoek, Chatham, and Wilding (2002) and Richey, Harvey, and Moeller (2010), focus on soft aspects only, such as emotional and social skills. Sauber, McSurely, and Tummala (2008) have a curricular perspective that attempts to identify and measure desired competences in graduate SCM certificate programs, whereas Christopher (2012) and Giunipero, Handfield, and Eltantawy (2006) analyze L&SC manager competences necessary in the future. While these studies represent encouraging signs of progress, researchers appear to have emphasized statistical sophistication in analyzing competence requirements at the expense of studying what competences L&SC managers use in their everyday practice. Due to the lack of competence research building on what managers do in practice, and the inconsistent and fragmented description of L&SC manager competence, this study proposes a detailed framework (see Table 1) of competences and examples of related practices drawing from the existing literature. The framework consists of five competence areas: behavioral competence, business managerial competence, generic competence, functional competence, and SCM expertise. Competences and related practices may overlap and interconnect; however, they have sufficiently distinctive features to act as individual elements, and thus, they appear in the single category that fits them best.



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