<div class="csl-bib-body">
<div class="csl-entry">Schroeter, H. (2024). <i>Competency Models: definition, different approaches, strategies and benefits for companies</i> [Master Thesis, Technische Universität Wien]. reposiTUm. https://doi.org/10.34726/hss.2024.115286</div>
</div>
-
dc.identifier.uri
https://doi.org/10.34726/hss.2024.115286
-
dc.identifier.uri
http://hdl.handle.net/20.500.12708/199173
-
dc.description
Arbeit an der Bibliothek noch nicht eingelangt - Daten nicht geprüft
-
dc.description
Abweichender Titel nach Übersetzung der Verfasserin/des Verfassers
-
dc.description.abstract
Competency models are useful for planning the future performance of enterprises. Managers must know how to best motivate their employees, for only motivated employees work well for the firm, are engaged, and are able to fulfill customers' wishes. Therefore, much academic reflection has been devoted to finding the optimal model of competence and the best strategies. Several theoretical approaches exist, including classic approaches such as trait-oriented leadership, behavior-oriented leadership, and situational leadership approaches. Due to modern technological developments, other concepts have gained importance; these foster especially the employees' ability to make independent decisions. This thesis refers to super leadership, shared and distributed leadership, agile leadership, and systemic and virtual (digital) leadership approaches. The result is that independent digital decision-making will be the future of working within companies. Furthermore, AI presents a new challenge that managers and employees must address in the future.
en
dc.language
English
-
dc.language.iso
en
-
dc.rights.uri
http://rightsstatements.org/vocab/InC/1.0/
-
dc.subject
Competency
en
dc.subject
Leadership
en
dc.subject
Management
en
dc.subject
Employees
en
dc.title
Competency Models: definition, different approaches, strategies and benefits for companies
