| Abstract [eng] |
Relevance of the topic. Despite different periods of time and the ongoing shifts, leadership has always been great. It has been significant in various fields and this process includes not only features of a leader. Leadership is a transaction between a leader and a follower. It is a kind of process which naturally affects all group followers while making serious decisions. At the same time, it is the usage of the leader influence and the followers’ reliance on the leader. During this interactive process between the leader and his followers, the main activity directions are set, followers are attracted and the motivation to achieve the main aims is created. In the last decade, the perception of the leadership process has largely expanded and now it is considered to be a competence, the whole of various skills possible to use in everyday activities. The organization, having the aim to develop their employees’ competence, can achieve the best strategic results and be highly competitive. Therefore, the leadership competence is of great significance to any organization. A lot of scientific research is done to clarify what leadership competences are important to organizations and individuals, what competences are necessary to the administration staff. The research object. The importance of leadership competences and the ways of expressing them at different administration levels. The aim of the research. To reveal the main parts of the leadership competences at different administration levels. The objectives of the research: 1. To base the topics of developing leadership competences; 2. To determine and summarize the concept of leadership competences; 3. To analyze the models of leadership competences and to make their summarized model; 4. To research leadership competences at various levels and to present their model adapted to different organization levels. The main work results. The topics of developing leadership can be noticed from the point of view of scientific, organization and research aspects. Scientists theoretically emphasize what leadership competence is, what parts are significant, the ways of expressing competence in various organizations. The priority of the organization is to distinguish between leadership and management, to clarify what leadership competences are necessary to different employees while doing various jobs. The results which are seen after doing the research on leadership competences determine the perception, development and distribution of this competence. Having analyzed the scientific literature, the concept of leadership competence can be treated as an ability to gain and take advantage of personal leadership characteristics, traits, skills and values while trying to realize strategic aims, to improve activities and personal development. After having systematized 24 scientific articles of various researchers, two theoretical models have been created. The first one states that leadership competence can be divided into two different levels: organizational and personal. The organizational leadership level involves three different competence groups: emotional, intellectual and managerial. All these competences help the individual be successful at work, carry out tasks, interact with others. Personal level competences also embrace emotional, intellectual and managerial competence groups. But they are significant to the personal development of an individual, his improvement and achieving aims. The second theoretical model reveals the idea that leadership competence groups which are necessary to various managerial levels are of different importance. Having done the research it has turned out that the achieved results coincide to some extent with the theoretical model of leadership competence as each managerial level contains one coincidence while assessing the importance of leadership competence groups and competences. In the first managerial level there is a coincidence between the managerial competence group and the competences of this group: communication, cooperation and setting aims. As for the second managerial level, the intellectual competence group coincides with the importance level of such competences as flexibility, self-confidence and critical thinking. In the third managerial level, the emotional competence group and the competences of honesty, motivation and awareness are of equal importance. The work consists of 4 parts. It contains 19 tables and 14 pictures. The extent of the work – 65 pages. |
