ATTITUDE COMPETENCY

CONCEPT OF COMPETENCY
Skill

Ability to accomplish
Talent

Inherent ability
Competency

Underline characteristics that give

rise
to skill accomplishment.

Knowledge, skill and attitude

JOB ATTITUDE
Three types of work related
attitudes:
Job involvement: Identifying with ones job.
Organizational Commitment : Identifying
with top management and organization .
Job satisfaction : Result of the above two and
indicates the overall attitude towards job.

CONCEPT OF ROLE
Expectations of significant others and self.
Linking concept

Individual

Team

Organization
Different from position

DEFINITION
First popularised by Boyatzi (1982) with
research on clusters of competencies :
A capacity that exists in a person that
leads to behaviour that meets the job
demands within parameters of
organizational environment , and that,
in turn brings about desired results .

JOB INVOVEMENT
Time Orientation :
Spends enough time to plan and get
the work done .
Work Orientation :
Priority of job over other activities.
People Orientation :
Disposition towards people in
getting the work done

ORGANIZATIONAL
COMMITMENT

Organization

Sense of pride and obligation towards the

organization . Willing to do anything make
the organization successful.

Top management :
Ability to identify, support and contribute
with people responsible at the organization .
This will not change with the change of top
management.

Team Orientation :
Disposal toward work with others in
terms to realise organizational goals.

ATTITUDE COMPETENCY
A capacity that exists in a person that
leads to behaviour that meets the job
demands which brings in desired
results beyond knowledge and skill.
Is the sum total of a persons disposition
towards the job seen in his behaviour
of job involvement, organizational
commitment and overall satisfaction to
meet the job requirements and the
ability to bring in desired results.

JOB ATTITUDE AND

PERFORMANCE
Co-relation between job involvement
and In-role behaviours.
Co-relation between job commitment
and extra role behaviour.
Job satisfaction a resultant variable.

JOB SATISFACTION
Recognition :
Utilization of my expertise and
services by the organization .
Development :
How well am I growing with the
organization .
Benefits:
My personal gains out of my work in
this organization .

JOB PERFORMANCE
In-role behaviour :
What an employee does in his role.
Activities carried out as part of the
description.

Extra role behaviour :

What an employee does beyond his role.
Activities are not part of his job
specification.

CONCLUSION
Inadequate Role competencies Two
options :
Development competencies with a
time
frame.
Quit the role.
No option other than to perform .
HRD function to ensure competencies in
each role.