In the sport management realm competent performance at a middle management position will lead to an entry-level position and further advancement.?

What is an antonym for malpractice?

correct practice, practice, competent practice, competent performance of duty

Why is it necessary to draw a distinction between competence and performance?

Anyone can "perform" a job, but are they "competent" at doing it. [e.g.- Just because you carry a hammer and saw and "perform" the duties of a carpernter, you may not actuallly be a "competent" carpenter.]

What are key words to use in a performance appraisal?

A performance appraisal is something that is done for workers at least once per year. Words to be used should be things like "competent", "exceptional", and "progress".

How to write Career Aspiration in performance appraisal?

As management personnel, it can be difficult to fill in such performance criteria. Is the person being evaluated simply a slot filler? Or does he truly want to advance? In many cases there are people who are perfectly content to "do what they do" within the company. These are valuable people who do not wish to climb the corporate ladder. They are extremely competent, yet do not feel the need to advance to the next pay scale within the corporation. As a manager, it is your job to distinguish between the "slot filler" and this type of employee. There can be many reasons for the competent employee not to wish to advance. Such criteria for them can be "must I move?" or "do I have to take a department?" or even "does the advancement take me away from what I love?". When writing on Career Aspiration for these employees, such factors need to be addressed. To do these employees justice, be honest and recommend them for advancement...but do not push this employee to advance. A recommendation is good for the employee's record and shows that this is a valued employee. Aspirations change, sometimes very quickly. The employee who has, for years, done the job with outstanding results yet does not want to advance may suddenly decide that it is in their best interest to do so. The criteria for them might change as family circumstances or career training change. As management it is your duty to record that this person is valuable, has the skills to advance, and could be better employed in a higher position. Sometimes this employee just needs the evaluation to change his mind on advancement possibilities. I am assuming that the evaluations must be done on a quarterly or semi annual basis. If this is so, then the phrase "at this point in time" is an excellent qualifier for why the employee does or does not want to advance. This phrase will show that you think he is qualified and can advance, yet gives the employee options to change his mind at a later date. It could be possible that this employee is perfectly content to do the job with no advancement. In this case, the phrase is excellent for praise and leaves the door open for him to change his mind. Bear in mind that employees are the most valuable tools that you have. What is between their ears is more important than the most expensive equipment available. When you have employees who are motivated, competent, and content, you have a dynamic team who can excel. YOUR performance is enhanced and you win kudos for outstanding management skills. Sample answer for this evaluation point: "X has shown that he is a competent team player and shows ample aptitude for advancement. He has indicated 'at this time' that he does not wish to advance to the next level in the company. He would be an excellent trainer for this department." This evaluation point would show that he knows his job and can teach it...a valuable advancement tool, and a confidence booster to the employee. This evaluation point could make the difference in the employee's advancement potential. Of course, I am considering the valued employee. The less than perfect employee must be addressed differently and the criteria changes.

Core competency in banking industry?

core are - customer service - effective transactions - competent risk management hth, Andreas

What is Pygmalion effect in management?

In general, the Pygmalion effect in management is the idea that workers are more productive when being watched by members of management. Workers are eager to please bosses, or appear competent, so productivity and rule following increases when a member of management is present.

What was the requirement to get a civil service job?

Be a visible minority, a woman and competent in English but it your second language. No one in management wants to sat this but it is true.

What are the 7C's of human resource management?

culture cosmopolitan communication

What are the schools in the Philippines with scholarship for Hotel and Restaurant Management course?

I have worked in hospitality industry and i need to add my skills hence becoming more competent in the industry.

What are the problems that may be encountered by future business management graduates with regards to employment?

the problems that might be encounter by future business management graduates would be problem of employment since there are surplus graduates who are not globally competent resulting to unemployment and underemployment

What does laissez competent mean in french?

Allow Competent

What word is the same as competent?

what is the same word as competent