Self Analysis: Behavioral Competency: The Leadership Domain|Course hero helper

Posted: February 25th, 2023

First, review the required module resources, carefully examining the behavioral competencies within the leadership domain. As a reminder, the two clusters within the leadership domain are leadership and navigation and ethical practice.

Once you are familiar with the leadership domain clusters, conduct a self-reflection and analysis by responding to each of the following three questions.

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  • Strengths: What are your areas of strength within the leadership domain, and how did you determine a cluster as a strength? Provide supportive examples.
  • Weaknesses: What are your areas of weakness within the leadership domain, and how did you determine a cluster as a weakness? Provide supportive examples.
  • Strategies: What are your strategies for the development of behavioral competencies within the leadership domain? Provide supportive examples and information from your research.

To complete this assignment, review the Module Four Journal Guidelines and Rubric PDF document.

Module Resources

TextbookHuman Resource Management opens in new window, Chapters 11, 12, and 13.
Chapter 11 focuses on employee compensation discussing decisions and concepts in compensation structures, competitive market and global influences, pay equity, executive pay and challenges in compensation management. Consider the following questions as you read this chapter:

  • How does the concept of internal and external pay equity effect the perception of fairness, employee engagement, and retention?
  • How would you describe the controversy over pay equity and the gap between executive pay and pay for all others?
  • What is the importance of employee participation and communication in compensation management?

Chapter 12 discusses how to use pay to recognize and reward employees for their contribution to organizational success. It reviews how pay influences employees, the advantages and disadvantages of pay programs, and how organizations align incentive programs to the balanced scorecard. Consider the following questions as you read this chapter:

  • How does pay influence employee behavior?
  • How do you properly design and administer programs for recognizing employee contributions to organizational success?
  • What do you need in a pay program to address competitive forces in the market?

Chapter 13 explains the major provisions of employee benefit programs in the U.S and identifies the growth of benefit costs. It identifies the regulatory constraints that affect benefit design and addresses the effects of benefits to the workforce. Consider the following questions as you read this chapter

  • How will the right mix of benefits assist organizations in attracting and retaining talent?
  • How does an employer choose the right benefit mix while controlling benefit costs?
  • What communication approaches ensure the effective messaging about the value of benefits?

Video: Salary Surveys Series Part 1: Uses opens in new window (5:20)
A captioned version of the video is available: Video:  Salary Surveys Series Part 1: Uses (CC) opens in new window
“Kerry Chou, CCP, Senior Practice Leader, WorldatWork, discusses the data contained in salary surveys and how organizations can use that data.” Consider relevant information from this resource for the small group discussion in this module.

Video: Salary Surveys Series Part 2: Selection opens in new window (8:25)
A captioned version of the video is available: Video: Salary Surveys Series Part 2: Selection (CC) opens in new window
“Kerry Chou, CCP, Senior Practice Leader, WorldatWork, discusses the sources for surveys, selection criteria, and how many surveys to use.” Consider relevant information from this resource for the small group discussion in this module.

The SHRM Body of Competency & Knowledge opens in new window
Reference this resource throughout this course to develop an applied understanding of the strategic role of HR functions in an organization. As you review this resource, consider HR initiatives that impact the various functional areas within the HR knowl

SOLUTION

  1. Leadership and Navigation: You can identify this as your strength if you have the ability to inspire and motivate your team, make strategic decisions, delegate tasks effectively, and achieve measurable results. For example, you may have successfully led a team project that resulted in increased productivity, reduced costs, or improved customer satisfaction. Ethical Practice: You can identify this as your strength if you consistently demonstrate honesty, transparency, and fairness in your dealings with others. For example, you may have refused to participate in unethical practices, such as falsifying records, and always acted in the best interest of your organization and stakeholders.

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