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I study relationships between workplace environment (context) and employee’s competencies and their influence on personal and team work performance. In this study I consider complex work environment surrounding employee. Better understanding of studying relationships will give more efficient tools and methods for improving performance.
Slides_Workplace context and its effect on individual competencies and performance in a work (project) team
WORKPLACE CONTEXT AND ITS EFFECT ON
INDIVIDUAL COMPETENCIES AND PERFORMANCE
IN A WORK (PROJECT) TEAM
Chief Supervisor: Prof. C.F. Cheung (ISE)
Co-supervisor: Prof. Eric Tsui (ISE)
Hong Kong, 2013
Summary of the study
This study aims to investigate the potential benefits of
considering the relationships between workplace
environment and employees preferences to achieve
improvements in personal professional performance,
work climate and satisfaction.
• H1. Organizational Culture, Organizational Climate,
Team, Manager and Task characteristics significantly
influence Employee competencies.
• H2. The higher matching between Employees’
characteristics and project (work) context, the higher
shown competencies, job satisfaction and levels of
personal and team performance.
What is “competency”?
*adopted from presentation of Gregory Finkelshtein, ECOPSY Consulting
Figure 2 – What is competency?
• Characteristics of competencies (McClelland, 1973; Boyatzis,
1982; Spencer & Spencer, 1993a):
– Underlying characteristic (fairly deep, integral part of personality),
– Causally related to and can predict behavior and performance,
– Criterion-referenced (based on specific criterion or standards),
– Have complex multi-dimensional structure:
• Intensity or completeness of actions involved
• Complexity of factors taking into account
• Time horizon (planning or taking actions to anticipate future situations)
• Breadth of impact (number of people affected)
• Corporate (organizational) culture is
– “a pattern of shared basic assumptions invented,
discovered, or developed by a given group as it
learns to cope with its problems of external
adaptation and internal integration" that have
worked well enough to be considered valid and
therefore, to be taught to new members as the
correct way to perceive, think and feel in relation
to those problems” Schein (2010, p.18).
• Organizational climate (Denison,1990) is a relatively enduring
quality of the internal environment of an organization that
a) is experienced by its members,
b) influences their behavior,
c) can be described in terms of the values of a particular set of
characteristics (or attitudes) of the organization”.
• Assumptions about organizational climate concept (Stringer,
– people feelings about their work has a powerful influence on how they
– climate determines the performance of an organization,
– climate is directly linked to motivation.
Culture and climate determinants and characteristics
Decision support model for competency management in
organization units and project teams
Simulation platform for scenario-based analysis and
prediction of project team performance
Tools for individual and team performance improvement
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PolyU, PhD (FT)
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